Lawyer in Vietnam Oliver Massmann Labour requirements in the Trans-Pacific Partnership Agreement and their impact on Vietnam’s legal system

Together with the globalization process, content and coverage of free trade agreements (FTAs) have been further expanded to not only include traditional commercial matters such as reduction of tariff barriers (tariffs, quota, customs) but also include labour and environment which are not directly related to traditional trade.
Regarding labour, many recent FTAs include labour requirements as they view globalization has certain negative impacts on labour environment, especially in countries in pursuing of low production cost by maintaining low labour standards, wages and working conditions, thus resulting in unfair competition among parties in their commercial relations. This is an approach taken by many recent concluded trade agreements. The number of FTAs regulating labour matters has been increasing from 4 in 1995 to 72 up to January 2015.
Being touted as the 21st century trade agreement, the Trans-Pacific Partnership (TPP) includes the strongest provisions on labour in history. In total 14 FTAs to which Vietnam is a party, the TPP is also its first FTA including labour provisions. If TPP is fully implemented, it will help improve on-the-ground labour conditions in its member countries by adopting binding and fully enforceable obligations to, among other, freely form unions and bargain collectively. The TPP also creates a chance for member countries, especially Vietnam, to improve living standards and work quality for its own workers. The following section assesses the current situation in Vietnam on the right of collective labour bargaining, freedom of association as well as analyses how the TPP transforms Vietnam’s labour practices.
Current collective labour bargaining and freedom of association situation in Vietnam
Collective labour bargaining
Collective bargaining means debate and negotiation between the labour collective representative and the employer to (i) formulate a harmonious, stable and progressive labour relationship; (ii) establish new working conditions to provide the basis for signing a collective labour agreement; and (iii) resolve problems and difficulties in exercise of rights and implementation of obligations of each party to the labour relationship.[1]
Periodic collective bargaining is conducted once a year and the time lapse between two collective bargaining sessions must not exceed 12 months.[2]
One result of collective bargaining process is a collective labour agreement (“CLA”), which is defined as an agreement between the labour collective and the employer on working conditions, labour usage, rights and obligations of each party in their employment relationship.[3] The agreement must be reached based on voluntary, fair and transparent basis. It must include more favourable provisions for workers than what are required in the law but not in violation of labour related documents.[4] It serves as the basic document detailing legal requirements in accordance with business nature of each enterprise and grants workers the chance to negotiate with their employer better labour terms than statutory terms. As such, a CLA is legally critical in an employment relationship to ensure lawful rights and obligations of each party.
Trade Union (TU) plays the role of representing and protecting the rights and legitimate interests of trade union members and employees; participate in negotiating, signing and supervising the implementation of CLA, wage scales and wage tables, labour norms, wage payment regulations and bonus regulations, internal labour regulations, democracy regulations in an enterprise; participates in and assists the settlement of labour disputes; holds dialogues and cooperates with an enterprise to build harmonious, stable and progressive industrial relations in an enterprise.
Given the importance of a CLA, most enterprises in Vietnam have prepared and implemented it. Content of such agreement all ensures justifiable rights and obligations for workers, some agreements even include better treatment for workers than that in laws. However, some enterprises have such document in place only to temporarily deal with pressure from the authorities and include terms contrary to or less favourable than statutory requirements. Reasons are leader of the workers as well as the workers themselves lack awareness of procedures, understanding of legal requirements and weak negotiation skills.
Freedom of association
Vietnam is not a party to Convention No. 87 of the International Labour Organization on freedom of association but has acceded to the 1966 International Covenant on Civil and Political Rights, in which mentions the right of freedom of association.
Vietnam also agreed with the United States in a TPP side agreement called consistency plan where Vietnam is required to remove its ban on independent unions and allow all independent unions the same rights as those affiliated with the government. These independent unions must also be allowed to affiliate with each other to form a broader national federation. This process is called “cross-affiliation.” This consistency plan must be passed before Vietnam may export to the United States under the terms of the TPP.
However, the current Law on Trade Union in Vietnam has not ensured the right to freely establish and join TU of the workers. For example, Article 1 of the Law on Trade Union states that “a TU is a socio-political organization of working class and labourers, […], a member in a political system of Vietnam, under the direction of Vietnam’s Communist Party, […].” As such, Vietnam has not recognized TU pluralism regime. In other words, Vietnam has not allowed workers to establish, or join a TU that they think could benefit and protect their interests during their employment. Instead, they can only join the only TU in the Vietnam’s TU system and under the direction of Vietnam’s Communist Party. Meanwhile, TU has not played its role well as an organization representing and protecting the rights and legitimate interests of trade union members and workers. We have barely seen the presence of TU in demonstrations and strikes for social insurance or payment when an enterprise is closed. Due to the lack of representability, operation of a TU is very limited. In essence, members of the Vietnam General Confederation of Labour from district levels onwards are all government officials instead of workers. Therefore, an independent TU with representability and without association is what workers really need.
How TPP transforms Vietnam’s labour practices
In the TPP, Vietnam has made a critical commitment, i.e., establishment of organization representing workers at grass-root level being independent of the Vietnam General Confederation of Labour. Differently speaking, the TPP has laid a foundation for TU pluralism. If independent TUs are established in Vietnam, workers’ living standards and rights will be much more improved as their TU will be one which can speak their voice.
Notably, in the side agreement mentioned above with the United States, a separate enforcement mechanism independent of the TPP will apply if the United States is dissatisfied with Vietnam’s implementation.
Therefore, Vietnam must amend the current TU regulations towards international labour standards. The principles, which are in nature the schedule for Vietnam to materialize its commitments are already indicated in the side agreement with the United States as follows:
Principle 1: Right of workers to freely form and joint a labour union of their choosing
Principle 2: Ability of labour unions to administer their affairs with autonomy
Principle 3: Worker representation in non-unionized workplaces
Principle 4: Representability in selection of union officials
Principle 5: Non-interference of employers in organizational activity of labour unions.
We are optimistic to say the TPP will definitely bring positive changes to the labour environment in Vietnam in the next five years. Again, to really grasp such benefits, Vietnam must urgently take actions to reform the current domestic system, for a better civil society.

Please do not hesitate to contact Oliver Massmann under if you have any questions on the above. Oliver Massmann is the General Director of Duane Morris Vietnam LLC.


[1] Article 66, Labour Code 2012.
[2] Article 3, Circular No. 29/2015/TT-BLDTBXH.
[3] Article 73.1, Labour Code 2012.
[4] Article 73.2, Labour Code 2012.

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The opinions expressed on this blog are those of the author and are not to be construed as legal advice.

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