NEWS UPDATE MARCH 27,
NEWS UPDATE MARCH 27, 2025Vietnam: Handover of processing to the Ministry of the Interior leads to delaysVietnam: Übergabe der Bearbeitung von Ausländerangelegenheiten an dasInnenministerium führt zu VerzögerungenThe responsibility for managing foreigners working inVietnam has been transferred from the Ministry ofLabor, Invalids and Social Affairs to the Ministry ofInterior.This is part of the transfer of this area ofresponsibility:The submission and collection points for workpermit applications have been transferred to thecommune public administration service centersApplications for work permits and exemption fromwork permits no longer need to be submittedphysically after online submissionandThe processing and issuance of police clearancecertificates has been moved to the Ministry ofPublic Security.As a result of these changes, there will be delays inprocessing by the new departments of up to severalweeks.Die Zuständigkeit für die Verwaltung von Ausländern,die in Vietnam arbeiten, wurde vom Ministerium fürArbeit, Invaliden und soziale Angelegenheiten an dasInnenministerium übertragen.4convinus.comDies ist Teil der vorgenommenen Übergabe diesesAufgabengebietes:Die Einreichungs- und Abholstellen für Anträge aufArbeitserlaubnis wurden auf die kommunalenServicezentren der öffentlichen VerwaltungverlagertAnträge auf Genehmigung der Arbeitsstelle undauf Befreiung von der Arbeitserlaubnis müssennach der Online-Einreichung nicht mehr physischeingereicht werdenundDie Bearbeitung und Ausstellung von polizeilichenFührungszeugnissen wurde in das Ministerium füröffentliche Sicherheit verlagert.Infolge dieser Änderungen wird es zu Verzögerungenbei der Bearbeitung durch die neuen Abteilungen vonbis zu einigen Wochen kommen.
BEST PRACTICEPart 4: International employee mobility -employment abroad, training inSwitzerland and subsequent relocationabroad as a strategic HR toolNORMA REYNOV, CONVINUSIn parts 1-3 of our series “Strategic use of global employee mobility”, we explained how companiescan attract international specialists in a targeted manner, how remote work and workation can beused to attract talent and what needs to be considered when hiring from abroad and subsequentlyrelocating to Switzerland. In this fourth part, we look at the basics of employment abroad withcomprehensive onboarding in Switzerland and subsequent return to the home country - as astrategic instrument in talent management.Nowadays, global companies are increasingly focusing on the targeted recruitment of internationaltalent directly abroad, offering them a structured training and integration phase at the Swisscompany location and then relocating the employees back abroad. This approach allows employeesto be closely integrated into the company's processes and culture before they are permanentlyassigned to global locations.Why does this model make strategic sense?Employees who are hired directly in their home country undergo an intensive training phase at theSwiss headquarters, often lasting several months. They get to know the company, the internalprocesses and, above all, the corporate culture directly on site. This experience facilitatessubsequent collaboration between different locations and sustainably increases the efficiency ofinternational teams.In addition to the close connection to company processes, this model has further strategicadvantages: It enables effective knowledge transfer, increases employee motivation throughinternational experience and helps to ensure that country-specific characteristics are betterunderstood and taken into account. The company also offers international talent attractiveprospects, which strengthens its competitiveness on the global talent market.5convinus.com
Expat policy 
LinkedIn
Youtube
Instagram
Email