Resume rules in Vietnam
What employers in Vietnam expect on a Hồ sơ xin việc / Sơ yếu lý lịch (Resume/CV and Biographical Summary), what the law lets them ask for, and where the two disagree.
Call it a CV for Vietnam, a resume for Vietnam, or Hồ sơ xin việc: it's the same document. Employers there usually want it written in Vietnamese, English.
This is research, not legal advice. Employment and data protection law changes, state and provincial rules matter in federal countries, and practice varies by industry and seniority. Each entry shows when it was looked up and how confident we are. Where nothing reliable was published it says Not found rather than a guess.
Law and practice, side by side
The label on the right is what local hiring expects. The two lines under it are the law and the habit, which often disagree.
Photo: Common
Common; passport-sized 3x4cm or 4x6cm, taken within 6 months of submission; optional per employer request
What the law says: Labor Code 2019 and Decree 145/2020/NĐ-CP do not mandate photo inclusion; no legal requirement found
Date of birth: Expected
Expected; commonly included
What the law says: Not mandated in law; employers may request for age verification
Marital status: Common
Common; often included
What the law says: Not found in Labor Code
Sex or gender: Not found
Not found
What the law says: Labor Code 2021 prohibits discrimination based on gender
Nationality: Not found
Not found
National ID number: Not found
Not found
The rest of the entry
- Local name of the document
- Hồ sơ xin việc / Sơ yếu lý lịch (Resume/CV and Biographical Summary)
- Language to submit in
- Vietnamese, English
- Typical length
- 1-2 pages; no official limit specified
- Address detail expected
- Vietnamese phone number and address (or relocation willingness) expected
- Officially prescribed form
- None; informal conventions
- Religion, ethnicity or caste
- Not found for CV
- Health, disability or pregnancy
- Health information collection requires explicit written consent; intrusive practices (fingerprint, facial recognition) require consent per Personal Data Protection Law
- Other customary attachments
- Local contact information; hometown often included
- Employer may not ask for
- Discrimination based on race, color, nationality, ethnicity, gender, age, pregnancy, marital status, religion, opinion, disability, HIV infection per Labor Code 2021
- Named statutes
- Labor Code 2019 (effective January 1, 2021); Decree 13/2023/ND-CP on Personal Data Protection (effective July 1, 2023); Personal Data Protection Law 91/2025/QH15 (effective January 1, 2026); Decree 356/2025/ND-CP (effective January 1, 2026)
- Data protection regime
- Personal Data Protection Law 2025; Decree 145/2020; domestic law only, not GDPR-equivalent but strengthens recruitment data protections
- Anti-discrimination statutes
- Labor Code 2021 Articles on non-discrimination
- Local language source
- Vietnamese
Where this came from
Looked up 2026-08-15. Independently checked 2026-08-15. High confidence. Result of that check: Corrected.
Notes: 2025 PDPL introduces stricter recruitment data rules; candidates may request data deletion if not hired unless agreed otherwise. No legal requirement for photo, but market practice strongly favors inclusion. Marital status and hometown are common but reflect practice, not law.
Researched with AI assistants working from a written checklist, then independently checked. How we researched this