Reforming credit policies to support job creation.
Article 8 on employment-related credit and Article 9 on employment-related lending policies stipulate that lending capital is not limited to the central budget but is also extended to local budgets and other legally mobilized sources, entrusted through the Social Policy Bank. The policy also focuses on preferential treatment for vulnerable groups. Interest rates for loans to people with disabilities, ethnic minorities, and workers in areas with particularly difficult socio -economic conditions will be lower than normal lending rates. This helps reduce financial pressure on workers who want to start their own businesses or expand small-scale family production.
Job seekers gather information about employment opportunities at a job fair. Photo: HONG VAN
Young men who have completed their military service are eligible for loans to support job creation.
The 2025 Employment Law adds clear regulations on employment support policies for young people, especially those who have completed military service, police service, volunteer work, or young volunteer intellectuals. According to Article 12 of the Employment Law, young workers belonging to one of the following groups will be eligible for employment support policies:
Vocational training is supported according to government regulations in the following cases: completion of military service or service in the People's Public Security; completion of tasks in socio-economic development programs and projects; and young intellectuals volunteering after completing their duties in economic-defense zones.
Eligible for loans to support job creation, maintenance, and expansion, or for loans to work abroad under contract, as stipulated in the Employment Law.
They are supported in establishing and starting businesses in accordance with the law.
Stricter regulations on job postings.
The 2025 Employment Law emphasizes the obligations of workers while receiving unemployment benefits: monthly, workers must report their job search activities to the public employment service organization where they are receiving unemployment benefits.
According to Article 41: If an employee fails to report their job search monthly, their unemployment benefits will be temporarily suspended. If, after the suspension, the employee resumes reporting as required, they will receive the remaining benefits. However, if the employee fails to report for three consecutive months, their unemployment benefits will be terminated. The period of suspension of unemployment benefits will not be carried over.
Unemployment insurance policies are adjusted flexibly.
The law expands the scope of unemployment insurance coverage, allowing many previously unaffected groups of workers to participate, including part-time workers whose wages meet the social insurance contribution requirements.
Workers holding managerial positions in enterprises and cooperatives, such as board members, general managers, and directors, who receive salaries, are also included in the unemployment insurance scheme. Employers of all economic sectors, from state agencies, public service units, and socio-political organizations to business households and individuals who employ workers, are all responsible for participating.
Regarding contribution rates, the Law stipulates flexibility, linked to the realities of socio-economic development. In cases of economic crisis, recession, or natural disasters and epidemics, the Government may decide to reduce contribution rates and simultaneously implement direct support measures from the Unemployment Insurance Fund. This is an important mechanism to share risks, reduce financial burdens, and help workers and businesses overcome difficulties. The Unemployment Insurance Fund is managed centrally, openly, transparently, ensuring safety and sustainable growth.
Unemployment insurance schemes as stipulated in the Employment Law include: job counseling and placement; support for workers to participate in training and improve their vocational skills; unemployment benefits; and support for employers to train, retrain, and improve the vocational skills of their employees to maintain employment.
The Employment Law also supplements and clarifies the provision of support to employers to maintain employment for workers in difficult situations such as natural disasters, fires, war, or dangerous epidemics, or in accordance with decisions of competent state agencies regarding the relocation or downsizing of production and business locations.
Workers in hazardous occupations are required to have a national vocational skills certificate.
Clause 1, Article 26 of the 2025 Employment Law clearly states: Workers engaged in occupations or jobs that directly affect the safety and health of workers or the community must possess a national vocational skills certificate. The Government will issue a list of occupations and jobs requiring a national vocational skills certificate.
Therefore, mandatory recognition of vocational skills for jobs with hazardous or risky elements will be specifically regulated by the Government through a list. The 2013 Employment Law stipulates national vocational skills certificates, but does not require workers to have certificates for any particular occupational group. The assessment and issuance of certificates are encouraged, not mandatory as in the new regulations.
The current Employment Law is a modern legal document that places workers at its center. Every regulation, from loan support to unemployment insurance, demonstrates the State's efforts to create a sustainable working environment for employees. Understanding these regulations is the best way for workers to protect themselves and proactively seize future opportunities.
SWALLOW NEST
Source: https://baocantho.com.vn/nhung-diem-moi-tu-luat-viec-lam-nam-2025-a203739.html
Comment (0)