In recent years, with the rapid development of Vietnam’s economy and the acceleration of industrialization, the problem of work-related accidents has become increasingly prominent and has become a major challenge plaguing Vietnamese enterprises and society. According to statistics from the Ministry of Labour, Invalids and Social Affairs of Vietnam, although the incidence of work-related accidents has declined in recent years, thousands of work-related accidents still occur every year, causing a large number of casualties and economic losses. This phenomenon not only reflects the lack of awareness of production safety in some enterprises, but also highlights that the mechanism for handling work-related injuries needs to be improved.

In this context, it is particularly important to understand and master the correct process for handling work-related injuries. Correct handling can not only protect the rights and interests of injured employees in a timely manner and minimize injuries, but also help companies reduce legal risks and maintain corporate reputation. At the same time, standardized handling procedures can also help companies learn lessons from accidents, improve safety management systems, and prevent future accidents. For those companies committed to long-term development in the Vietnamese market, establishing a sound work-related accident handling mechanism is a key measure to fulfill social responsibilities, win employee trust and market recognition.

Overview of laws and regulations related to work-related accidents in Vietnam

In order to standardize the handling of work-related accidents, the Vietnamese government has formulated a series of relevant laws and regulations. Among them, the Labor Law revised in 2019 provides a basic legal framework for the handling of work-related accidents and clarifies the employer’s responsibilities in workplace safety and health, and the prevention and control of occupational diseases. The Social Insurance Law stipulates in detail the payment, benefit standards and procedures for work-related injury insurance. In addition, the Occupational Safety and Health Law promulgated in 2015 further details the obligations of enterprises in preventing work-related accidents and protecting the health of employees.

It is worth noting that the Vietnamese government has introduced some policies in recent years to encourage companies to invest in occupational safety and health. For example, according to Notice No. 45/2021/TT-BTC issued by the Ministry of Finance in 2021, equipment invested by enterprises to improve the working environment and enhance occupational safety can enjoy accelerated depreciation policies, up to twice the normal depreciation rate. In addition, companies that invest in occupational safety and health may also receive priority when applying for preferential government loans. Although there is currently no financing policy specifically targeted at dealing with work-related accidents, the State Bank of Vietnam encourages financial institutions to provide flexible credit support to companies affected by work-related accidents to help them tide over the difficulties.

In such a legal and policy environment, Vietnamese companies not only need to strictly abide by relevant regulations, but also actively invest in the construction of work-related injury prevention and treatment mechanisms. By systematically understanding and implementing work-related accident handling procedures, companies can protect the rights and interests of employees while also laying a solid foundation for their own sustainable development. Next, we will discuss in detail every aspect of handling work-related accidents and provide practical guidance for enterprises.

Immediate response when an accident occurs

When a workplace accident unfortunately occurs, a company’s immediate response is critical to minimizing injuries and protecting employee lives. The first priority is to ensure the safety of the site and prevent further expansion of the accident. This may include measures such as shutting down relevant equipment, cutting off power, and evacuating non-essential personnel. For example, in a manufacturing company in Hai Phong City, after an accident caused by a mechanical failure, the on-site supervisor immediately initiated the emergency shutdown procedure and organized an orderly evacuation, effectively avoiding the occurrence of secondary accidents. When taking these steps, caution should be exercised to avoid destroying possible evidence.

Emergency rescue and medical treatment followed. Companies should establish clear first aid procedures to ensure that necessary assistance is provided to injured employees as soon as possible. This includes assessing the injury, providing initial first aid, and promptly contacting professional medical care. Vietnam’s Occupational Safety and Health Law requires companies to equip sufficient first aid equipment and trained personnel to respond to emergencies. At an electronics factory in Ho Chi Minh City, employees were regularly organized to participate in first aid training. In an electric shock accident, colleagues quickly performed cardiopulmonary resuscitation, buying valuable time for professional medical personnel to arrive.

At the same time, protecting on-site evidence is crucial for subsequent accident investigation and liability determination. This includes maintaining the original appearance of the scene, taking photos of the scene, recording eyewitness testimony, etc. The enterprise should designate a dedicated person to be responsible for this work to ensure the integrity and authenticity of the evidence. It is worth noting that evidence protection should not hinder rescue efforts, and life safety is always the primary consideration. In a construction site accident in Da Nang City, while ensuring that the injured received timely treatment, on-site management personnel quickly sealed off the accident area and recorded the site conditions in detail, providing key support for subsequent investigations.

From a legal perspective, Vietnam’s Labor Law and Occupational Safety and Health Law clearly stipulate the responsibilities of enterprises in the event of an accident. Enterprises must organize rescue immediately, take necessary measures to prevent the situation from deteriorating, and report to relevant departments within the specified time. For example, according to regulations, accidents causing serious casualties must be reported to the local labor management department and public security organs within 24 hours. Companies that fail to report in a timely manner or take necessary measures may face serious legal consequences, including fines, suspension of business for rectification, and even criminal liability.

In addition, companies are also responsible for protecting the rights of injured employees. This includes promptly applying for work-related injury recognition for employees, assisting in handling medical insurance claims, and paying statutory work-related injury benefits. In a textile factory in Hanoi, the human resources department formulated a detailed response list for work-related accidents to ensure that various safeguard measures can be quickly initiated after an accident occurs, fully reflecting the company’s sense of responsibility and care for its employees.

Accident reporting process

In Vietnam, the reporting process of work-related accidents is a multi-level, strictly standardized process, involving two main links: internal reporting and external reporting. This process is not only a legal requirement, but also an important means for enterprises to effectively manage risks and protect the rights and interests of employees.

First, start with internal reporting. When a work-related accident occurs, witnesses at the scene or the injured employee should report it immediately to their direct supervisor. This initial report is usually verbal and is intended to quickly initiate an emergency response. The supervisor is then required to submit a written report to the human resources department within a minimum period of time (usually within 24 hours). This report should include basic information about the accident, such as time, location, people involved, preliminary cause analysis, etc. At a manufacturing company in Hanoi, they developed a mobile application that enabled employees to quickly report incidents through their mobile phones, greatly improving the timeliness and accuracy of reporting.

After receiving the report, the human resources department needs to immediately conduct a preliminary investigation, collect more detailed information, and prepare a report to the relevant government departments. This stage of the internal reporting process is critical to ensuring that accurate and comprehensive information is provided to government departments. Many Vietnamese companies have set up special work-related accident handling teams to coordinate various internal departments to ensure the timely transmission and accurate collection of information.

The next step is to report to the relevant government departments, which is a clear obligation under Vietnamese law. According to the provisions of Vietnam’s Labor Law and Social Insurance Law, enterprises need to report to the following departments:

• Local Labor Inspectorate: This is the main reporting target. Enterprises must report to the labor inspection department at the place where the accident occurred within a specified time after the accident (from immediate to no more than 24 hours depending on the severity of the accident).
• Social insurance agency: If it involves work-related injury insurance claims, the enterprise needs to submit an application for work-related injury determination to the social insurance agency within 15 days.
• Public Security Bureau: If the accident causes serious casualties or there are suspicions of criminal offenses, a report needs to be made to the local public security organ.

Time requirements for reporting vary depending on the severity of the incident. For example, for accidents resulting in death or serious injury, enterprises must report immediately (no later than 2 hours after the accident) to the labor inspection department and the public security agency. And for minor accidents, they can be reported within 24 hours. At a large construction company in Ho Chi Minh City, they established a “golden schedule” detailing reporting deadlines for different types of incidents to ensure that all managers clearly understood their reporting responsibilities.

The content of the report should include: time and place of the accident, brief history, casualties, measures taken, preliminary cause analysis, contact information, etc. It is worth noting that after the initial report, the company also needs to submit a detailed accident investigation report within a specified time (usually within 30 days after the accident occurs).

Statutory reporting obligations are an important component of Vietnam’s labor law system. Failure to meet reporting obligations in a timely manner may result in serious legal consequences. According to Vietnam’s Administrative Penalty Law and relevant regulations, enterprises that fail to report work-related injuries in a timely manner may face the following penalties:

• Fines: Amounts range from a few million VND to tens of millions of VND, depending on the size of the business and the severity of the violation.
• Suspension for rectification: In serious cases, companies may be required to suspend relevant operations until rectification is completed.
• Revocation of business license: In extreme cases, if a company is found to have seriously concealed or made false reports, it may face the penalty of revoking its business license.
• Criminal Liability: If concealment of an accident results in serious consequences, those responsible may face criminal charges.

In addition, failure to report in a timely manner may also affect the settlement of work-related injury insurance claims and bring additional financial burdens to the enterprise. In a case in Da Nang City, a company was not only slapped with a high fine due to its delay in reporting a work-related accident, but also had to bear more medical expenses and compensation because it missed the best opportunity for treatment.

Considering these serious consequences, more and more Vietnamese companies are beginning to pay attention to establishing a sound accident reporting mechanism. For example, some large companies have set up 24-hour hotlines to ensure that accidents can be reported promptly at any time. Some companies also regularly organize simulation exercises to test and improve the reporting process. At one port in Haiphong City, they even established a direct communication channel with the local labor inspection department, greatly improving reporting efficiency.

Accurate and timely accident reporting is not only a legal requirement, but also a reflection of a company’s responsible attitude. By establishing a complete reporting process, companies can not only avoid legal risks, but also obtain timely support and guidance from government departments, better protect the rights and interests of employees, and maintain corporate reputation. In a rapidly developing but increasingly regulated market environment like Vietnam, mastering and strictly implementing the work-related accident reporting process will undoubtedly become an important part of corporate compliance management and risk control.

Accident investigation

The investigation of work-related injury accidents is a complex and crucial process. It is not only related to the identification of the cause of the accident, but also directly affects the subsequent determination of liability, compensation processing and the formulation of preventive measures. In Vietnam, with the acceleration of industrialization and the continuous improvement of labor regulations, companies are paying more and more attention to accident investigation.

The first step in the investigative process is to form an investigative team. This team usually consists of security managers, human resources representatives, legal advisors, and relevant technical experts within the enterprise. In major incidents, outside experts may also need to be involved. For example, during the investigation of a serious leakage accident in a chemical plant in Ho Chi Minh City, they invited chemical experts from local universities to join the investigation team and provide professional support for the analysis of the cause of the accident. It is worth noting that the composition of the investigation team should maintain neutrality and professionalism and avoid conflicts of interest. In practice, many Vietnamese companies will designate a senior manager as the investigation team leader to ensure that the investigation work receives sufficient attention and resource support.

Gathering evidence is a critical part of the investigation process. This includes taking photos and videos of the scene, collecting relevant documents (such as equipment maintenance records, operating manuals, training records, etc.), collecting physical evidence (such as broken equipment parts), and obtaining witness statements. Timeliness is crucial during the evidence collection process. For example, at a manufacturing company in Hanoi, they are equipped with a special “on-site protection box” containing camera equipment, sampling tools, etc. to ensure that key evidence is preserved as soon as possible. When collecting witness statements, investigators need to pay attention to protecting the witness’s privacy, avoid leading questions, and complete preliminary interviews as soon as possible after the accident to ensure the accuracy of memory.

Analyzing the cause of the accident is the core of the investigation. This usually involves a systematic analysis of all the evidence collected. Commonly used analysis methods include “5 Whys” analysis, fishbone diagram analysis, etc. In complex cases, laboratory testing or simulated reproduction may be required. For example, during the investigation of a construction site collapse accident in Da Nang City, the investigation team used computer simulation technology to recreate the entire process of the accident, thereby pinpointing flaws in the structural design. It is worth noting that the analysis of accident causes should not be limited to direct causes, but should also delve into root causes such as management systems and safety culture.

Writing an investigation report is the process of summarizing all findings. A complete investigation report usually includes accident overview, investigation process, factual findings, cause analysis, conclusions and recommendations. Reports should be objective, accurate, and detailed, avoiding subjective assumptions. During the writing process, the investigation team should work closely with the company’s legal counsel to ensure that the report content complies with legal requirements and does not bring unnecessary legal risks to the company. Many Vietnamese companies adopt standardized reporting templates, which not only ensures the completeness of reports but also facilitates comparative analysis between different incidents.

Throughout the investigation, there are several key legal considerations that require special attention:

• Protect personal privacy: When collecting and processing personal information, you must comply with Vietnam’s Cybersecurity Law and other relevant regulations. For example, when recording witness statements, explicit consent should be obtained from the witness and confidentiality of the information should be ensured.
• Integrity of the evidence chain: From evidence collection to storage, the entire process needs to be strictly recorded and controlled to ensure the legal validity of the evidence. Many companies use seals, signature confirmations, etc. to ensure the integrity of evidence.
• Protection of employees’ rights and interests: During the investigation process, employees’ rights must be fully respected, including the right to rest and privacy. For example, lengthy inquiries should not be conducted during an employee’s normal break time.
• Control of information disclosure: During the investigation, external information disclosure should be handled carefully to avoid legal disputes caused by inappropriate remarks. It is generally recommended to designate a dedicated person to be responsible for external communications and confirm the release content with legal counsel in advance.
• Fairness and transparency: The investigation process should remain fair and transparent. If necessary, trade union representatives or employee representatives can be invited to participate to increase the credibility of the investigation results.
• Timeliness: Vietnamese law has clear time requirements for the submission of accident investigation reports. For example, investigation reports on general work-related injuries need to be submitted to the labor inspection department within 30 days after the accident. Failure to submit in a timely manner may result in administrative penalties.
• Obligation of confidentiality: Some information obtained during the investigation may involve corporate trade secrets or personal privacy. Investigators need to sign a confidentiality agreement and pay attention to protecting sensitive information when writing the report.
• Prudence in determining responsibility: When analyzing the cause and responsibility of an accident, it should be objective and fair, and avoid unilaterally blaming individuals. Improper liability determination may lead to labor disputes or reputational damage litigation.
• Cooperation with government departments: During the investigation process, it may be necessary to cooperate with labor inspection, public security and other departments. Enterprises should proactively cooperate, but at the same time, they should also pay attention to protecting their legitimate rights and interests.
• Follow-up on subsequent rectifications: The rectification suggestions put forward in the investigation report should be carefully implemented and relevant records should be retained. This is not only necessary to prevent similar accidents from happening again, but also an important basis for responding to possible administrative inspections or lawsuits.

At a large port in Haiphong City, they organize a “lessons learned meeting” after each accident investigation, inviting heads of departments to participate to discuss how to transform investigation findings into specific improvement measures. This approach not only improves safety awareness, but also greatly enhances the actual effectiveness of accident investigation.

The investigation of industrial accidents is a systematic work that requires a combination of professional knowledge, legal literacy and rich experience. Through rigorous and comprehensive investigations, companies can not only meet legal requirements, but also gain valuable experience and lessons to continuously improve their own safety management systems. In a rapidly developing market like Vietnam, establishing a sound accident investigation mechanism will undoubtedly become an important means for companies to avoid risks, protect employees’ rights and interests, and enhance competitiveness.

Identification of work-related injuries

The identification of work-related injuries is directly related to the protection of employees’ rights and interests and the definition of corporate responsibilities. With the rapid development of Vietnam’s economy and the continuous improvement of labor regulations, the standards and processes for identifying work-related injuries are constantly being refined and standardized.

The standards for identifying work-related injuries are mainly based on the provisions of Vietnam’s Labor Law and Social Insurance Law. Under these laws, a work-related injury is generally defined as a personal injury that occurs during work time, in the workplace, and as a result of work-related injuries. This includes accidents that occur while performing tasks assigned by the employer, as well as work-related accidents that occur in the workplace. For example, at a manufacturing company in Hanoi, an employee was injured while operating machinery, which clearly met the basic definition of a work-related injury. However, in practice, there are some gray areas. For example, an accident that occurs while an employee is commuting to and from get off work may also be considered a work-related injury in some circumstances, especially if the employer provides transportation or the accident occurs on a company-designated route.

The process of determining a work-related injury usually begins with submitting an application to the social insurance agency. This process requires the participation of both employers and employees. The employer needs to submit an application for work-related injury determination to the social insurance agency within the specified time (usually 15 days) after the accident. Application materials usually include accident reports, medical diagnosis certificates, eyewitness testimonies, etc. In some large enterprises in Ho Chi Minh City, they have set up special work-related injury handling teams to collect and prepare these materials to ensure the smooth progress of the application process.

It is worth noting that applying for work-related injury determination is not always smooth sailing. Disputes that may be encountered mainly include the following aspects: whether the accident occurred during working hours and in the workplace . For example, if an employee slips and falls in the company cafeteria during lunch break and is injured, there may be disputes as to whether it should be recognized as a work-related injury. Whether the injury is directly related to work , if an employee is injured in the workplace due to personal reasons (such as the onset of a chronic illness), it may be difficult to qualify as a work-related injury. Whether the employee has gross negligence or not . If the employee obviously violates safety regulations and causes an accident, it may affect the determination of work-related injuries.

Methods to resolve these disputes usually include: collecting more evidence (such as surveillance videos, more detailed medical reports, etc.), seeking expert opinions, or resolving them through mediation, arbitration, etc. In a case in Da Nang City, a construction worker was injured while buying a drink at a store near the construction site. After multi-party mediation and expert argumentation, it was finally determined to be a work-related injury because the behavior was considered a necessary break in work.

Interpretation of regulations related to work-related injury determination is the key to understanding the entire process. Vietnam’s Social Insurance Law (Law No. 58/2014/QH13) and Labor Law (Law No. 45/2019/QH14) are the main legal basis for the identification of work-related injuries. These laws have detailed provisions on the definition of work-related injuries, identification standards, application procedures, etc. For example, Article 45 of the Social Insurance Law clearly lists the circumstances that are considered work-related injuries, including accidents that occur during working hours, in the workplace, and under certain specific circumstances (such as participation in trade union activities, emergency rescue, etc.) ACCIDENT.

In addition, the Vietnamese government has also promulgated a series of implementation rules and guidance documents to further clarify the specific operations of identifying work-related injuries. For example, Government Resolution No. 115/2015/ND-CP stipulates in detail the implementation rules of the work-related injury and occupational disease insurance system, including specific procedures for work-related injury identification, time limit requirements, etc. The introduction of these detailed rules has greatly reduced the ambiguity in practice and provided clearer guidance for enterprises and employees.

It is worth noting that Vietnam’s work-related injury recognition system is still being improved. In recent years, with the development of emerging industries and changes in working methods, some new problems have begun to emerge. For example, there is currently a lack of clear legal regulations on how to determine whether an accident that occurs at home to a remote worker is a work-related injury. At a technology company in Haiphong City, they are working with the local labor department to explore the development of work-related injury certification standards suitable for remote work.

Another trend worthy of attention is that Vietnam is strengthening the recognition and protection of occupational diseases. The Labor Law revised in 2019 expanded the scope of occupational diseases and included some new occupational diseases (such as diseases related to long-term use of electronic equipment) into the scope of protection. This means that companies need to pay more attention to long-term and chronic occupational health problems when identifying work-related injuries.

In actual operation, enterprises need to pay special attention to the following points:

• Timeliness: There are strict time limits for applying for work-related injury determination. Enterprises must complete the application within the specified time, otherwise the rights and interests of employees may be affected.
• Completeness of evidence: Collecting and preserving all evidence related to the accident, including scene photos, witness statements, medical records, etc., are critical to determining a work-related injury.
• Fairness and impartiality: When handling work-related injury determinations, companies should maintain an objective and neutral attitude and avoid deliberately concealing or distorting facts out of fear of liability.
• Continuously pay attention to regulatory updates: In view of the frequent updates of labor regulations in Vietnam, companies need to regularly train relevant personnel to ensure that they have the latest legal knowledge.
• Focus on prevention: Establishing a complete safety management system can not only reduce the occurrence of work-related accidents, but also help prove that the company has fulfilled its reasonable duty of care in the event of a dispute.

Work-related injury identification is a process that requires the joint participation of enterprises, employees and social insurance institutions. By accurately understanding and strictly implementing relevant regulations, companies can not only effectively protect the rights and interests of employees, but also avoid potential legal risks. In a market like Vietnam, which is developing rapidly but the legal environment is still improving, establishing a sound work-related injury identification mechanism will undoubtedly become an important part of corporate human resources management and risk control.

Medical Treatment and Rehabilitation

Medical treatment and rehabilitation after a work-related injury are related to the injured employee’s health recovery and future work ability. As Vietnam’s medical system continues to improve and labor regulations continue to be updated, the medical treatment and rehabilitation process after work injuries are also constantly optimized to better meet the needs of injured employees.

Arranging for ongoing medical treatment is the most urgent task after a workplace injury. After initial emergency care and stabilization, the medical team will develop a long-term treatment plan. For example, at a large manufacturing company in Hanoi, an employee suffered a serious hand injury due to a mechanical accident, and the company immediately sent him to the nearest tertiary hospital for emergency surgery. After the surgery, the medical team developed a six-month follow-up treatment plan, including regular dressing changes, physical therapy and functional recovery training. The company has designated a dedicated person to follow up on treatment progress and ensure that employees receive all necessary medical services on time. This kind of continuous medical arrangement not only helps the injured to recover quickly, but also reflects the company’s emphasis on employee health.

The formulation and implementation of a rehabilitation plan is a critical step after medical treatment. Rehabilitation plans are usually formulated by professional rehabilitation physicians based on the specific conditions of the injured, with the goal of maximizing the recovery of the injured’s physical functions and work abilities. At a foreign-owned enterprise in Ho Chi Minh City, they established a long-term cooperative relationship with a local professional rehabilitation center. When one of the company’s engineers suffered a lower-limb injury due to a work-related injury, the rehabilitation center developed a comprehensive rehabilitation plan, including strength training, balance training, and occupational therapy. The company also has flexible work schedules that allow employees to receive rehabilitation treatment during the workday. This personalized rehabilitation plan and the cooperation of enterprises have greatly improved the effectiveness of rehabilitation.

The payment and reimbursement of medical expenses is a matter of great concern to both employees and enterprises. According to Vietnam’s “Social Insurance Law”, medical expenses for work-related injuries are in principle fully borne by the social insurance fund. However, in actual practice, the enterprise usually advances the payment first and then applies for reimbursement from the social insurance agency. At a manufacturing company in Da Nang City, they established a specialized work-related injury medical expense management system. When an employee is injured on the job, the company will immediately advance medical expenses to ensure that the employee can receive timely treatment. At the same time, the financial department will regularly organize medical documents and apply for reimbursement from social insurance institutions on a monthly basis. This approach not only ensures timely treatment for employees, but also improves the efficiency of the company’s use of funds.

Legal rights and interests during medical treatment and recovery are important aspects to protect the interests of employees injured at work. According to Vietnam’s Labor Law and Social Insurance Law, employees injured at work enjoy a number of rights during medical treatment and recovery. First, employees are entitled to full reimbursement of medical expenses, including all necessary medical expenses such as first aid, hospitalization, follow-up outpatient care, and rehabilitation. Second, employees are entitled to sick pay during treatment and recovery. According to Article 49 of the Social Insurance Law, the standard of sick leave pay is 100% of the employee’s average salary in the six months before the injury, and can be enjoyed for up to 180 days. If treatment is required for more than 180 days, the sick leave pay for the subsequent period will be reduced to 30% of the average salary.

In addition, employees injured at work also have the right to job security. According to Article 169 of the Labor Law, an employer may not unilaterally terminate or terminate a labor contract because an employee suffers a work-related injury or occupational disease. This means that businesses must keep employees employed while they recover. In a foreign trade company in Haiphong City, a salesperson needed long-term recovery due to a work-related injury. The company not only retained his position, but also arranged appropriate light-duty work based on his recovery progress, such as telephone customer service, etc., which not only ensured the employees rights and maintain their work skills.

It is worth noting that employees injured on the job are also entitled to nursing care subsidies. According to Article 50 of the Social Insurance Law, seriously injured employees who need care from others can apply for a monthly nursing subsidy equivalent to the minimum wage. This provision reflects the law’s special protection for employees with severe work injuries.

Another important legal right is disability identification and disability benefits. Once the doctor deems the employee’s injury to be stable, a disability rating will be determined. Based on the appraisal results, employees can receive corresponding one-time disability benefits or long-term disability benefits. For example, according to Article 51 of the Social Insurance Law, employees identified as having a level five disability can receive a one-time subsidy equivalent to 50 months’ minimum wage.

In actual operation, both enterprises and employees need to pay attention to the following points:

• Timeliness: Whether it is medical treatment, rehabilitation or applications for various rights and interests, there are strict time requirements. Enterprises and employees should act promptly to avoid delays that may affect their rights and interests.
• Communication and coordination: The process of medical treatment and rehabilitation requires close cooperation among employees, medical institutions, enterprises and social insurance institutions. Good communication can improve treatment effectiveness and rights protection.
• Document management: Properly keep all medical records, expense receipts and other documents, which are important basis for subsequent application for various rights and interests.
• Continue to pay attention to policy updates: Vietnam’s labor regulations and social insurance policies are frequently updated, and both companies and employees should keep abreast of the latest regulations.
• Reasonable arrangements for work: During the recovery period of employees, enterprises should reasonably arrange work according to the employee’s recovery situation, which can neither affect recovery nor deprive the right to work.

Vietnam’s work-related injury medical treatment and rehabilitation system is developing in a more complete and humane direction. By strictly implementing relevant laws and regulations, companies can not only effectively protect the rights and interests of employees, but also establish good labor relations and enhance corporate image. For companies operating in Vietnam, in-depth understanding and correct implementation of work-related injury medical and rehabilitation policies is not only a legal obligation, but also an important manifestation of corporate social responsibility.

Work-related injury insurance compensation

Work-related injury insurance compensation is an integral part of Vietnam’s social security system, aiming to provide financial support and medical protection for employees who are injured or suffer from occupational diseases due to work. With the rapid development of Vietnam’s economy and the continuous improvement of labor regulations, the work-related injury insurance compensation system is also constantly optimized to better protect the rights and interests of workers.

In Vietnam, work-related injury insurance compensation items mainly include medical expenses, disability benefits, sick leave wages, nursing expenses, etc. Medical expenses cover all necessary medical expenses caused by work-related injuries, including first aid, hospitalization, rehabilitation therapy, etc. For example, at a manufacturing company in Hanoi, a worker injured his hand due to a machine failure. The entire cost of treatment, including subsequent physical therapy, was covered by work-related injury insurance. Disability benefits provide one-time or long-term financial compensation based on the assessment results of the disability level. Sick leave pay is intended to protect employees’ basic living expenses during treatment and is usually paid as a certain percentage of the employee’s average salary. In addition, seriously injured employees who require long-term care can also apply for care cost subsidies.

How compensation is calculated varies from program to program, but is generally based on the employee’s average salary and disability rating. For example, sick pay is usually paid at 100% of the employee’s average wages in the six months before the injury, up to a maximum of 180 days. If it exceeds 180 days, the sick leave pay for the subsequent period will be reduced to 30% of the average salary. The calculation of disability benefits is more complex and is usually determined based on the disability level and the employee’s salary level. For example, an employee who is assessed as having a level five disability may receive a one-time subsidy equal to 50 months’ salary. At a large construction company in Ho Chi Minh City, they developed an internal calculation tool to help the human resources department quickly and accurately estimate the possible compensation amount, which not only improved work efficiency but also increased the transparency of the compensation process.

The process of applying for workers’ compensation insurance usually begins with a determination of a work-related injury. Once a work-related injury is recognized, the employer needs to assist the employee in submitting a compensation application to the social insurance agency. Required documents generally include work-related injury certificates, medical diagnosis certificates, sick leave certificates, salary certificates, etc. At a foreign-funded enterprise in Da Nang City, they established a special work-related injury handling team to collect and prepare these documents and follow up the entire application process, which greatly improved the efficiency and success rate of compensation applications.

The legal basis for work-related injury insurance compensation standards mainly comes from Vietnam’s Social Insurance Law (Law No. 58/2014/QH13) and related implementation rules. This legal framework provides comprehensive guidance for workers’ compensation insurance. Specifically, Articles 45 to 52 of the Social Insurance Law stipulate in detail various benefits of work-related injury and occupational disease insurance, including medical expense reimbursement, sick leave wage payment standards, disability subsidy calculation methods, etc.

For example, Article 45 of the Law clearly stipulates the circumstances that are considered work-related injuries, providing a legal basis for the identification of work-related injuries. Article 46 details the specific items of work-related injury and occupational disease insurance benefits, including medical expenses, sick leave pay, disability or death benefits, etc. Articles 47 and 48 respectively stipulate the scope of reimbursement of medical expenses and the calculation standards of sick leave pay. The setting of these provisions ensures that employees injured at work can obtain comprehensive medical coverage and basic living security.

The Vietnamese government has also promulgated a series of implementation details to further clarify the compensation standards and calculation methods. For example, Government Resolution No. 115/2015/ND-CP stipulates in detail the implementation details of the work-related injury and occupational disease insurance system, including the specific calculation formulas and application procedures for various types of subsidies. The introduction of these detailed rules has greatly reduced disputes in practice and provided clearer guidance for enterprises and employees.

Vietnam’s work-related injury insurance compensation standards are still being continuously adjusted and improved. For example, in 2020, the Vietnamese government issued Agreement No. 58/2020/ND-CP, which revised the assessment standards for work-related injuries and disabilities and added some new assessment items to make the assessment results more scientific and reasonable. This dynamic adjustment mechanism ensures that the work-related injury insurance system can respond promptly to changes in social and economic development and workers’ needs.

In actual operation, both enterprises and employees need to pay attention to the following points:

• Timeliness: There is a time limit for work-related injury insurance compensation applications. Applications usually need to be submitted within the specified time (such as within 30 days) after the work-related injury is determined.
• Completeness of Evidence: Collecting and preserving all relevant evidence, including medical records, pay stubs, etc., is critical to accurately calculating compensation.
• Continuous attention: For long-term disability, it may be necessary to conduct regular disability level assessments to adjust the compensation standard.
• Understand rights and interests: Employees should fully understand their rights and interests, and companies are also responsible for explaining the relevant provisions of work-related injury insurance compensation to employees.
• Legal compliance: Strictly abide by legal regulations and avoid illegal activities such as concealing reports, underreporting, or exaggerating injuries.

At a large manufacturing company in Haiphong City, they regularly organize employee training to introduce work-related injury insurance policies and compensation standards, and simulate the compensation application process. This approach not only increases employees’ awareness of their rights and interests, but also reduces confusion and disputes when workplace injuries actually occur.

Vietnam’s work-related injury insurance compensation system is developing in a more complete, scientific and humane direction. By strictly implementing relevant laws and regulations, companies can not only effectively protect the rights and interests of employees, but also establish good labor relations and enhance corporate image. For foreign-funded enterprises operating in Vietnam, in-depth understanding and correct implementation of work-related injury insurance compensation policies is undoubtedly an important part of human resources management and risk control.

Return to work

The return of injured employees to work is related to the employee’s career development, as well as the company’s human resources management and legal compliance. In Vietnam, with the continuous improvement of labor regulations and the improvement of corporate human resources management levels, the process for workers injured at work to return to work is also constantly optimized to better balance employee rights and interests and corporate needs.

Assessing an employee’s ability to return to work is the first step in the process and one of the most critical. This usually requires multiple professional assessments, including medical assessment, vocational competency assessment, and psychological assessment. For example, at an electronics manufacturing company in Hanoi, they partnered with a local vocational rehabilitation center to provide a comprehensive work capability assessment to each employee after recovering from a work-related injury. This evaluation process includes not only physical examinations and functional tests, but also practical operational tests in simulated work environments. Through this comprehensive assessment, the company can accurately understand the employee’s recovery status and work ability, and provide a scientific basis for subsequent job arrangements.

Job adjustment is a key measure to ensure that employees injured at work can return to work smoothly. According to Article 170 of Vietnam’s Labor Law, employers are obliged to arrange appropriate work for employees who have recovered from work-related injuries or occupational diseases. This may involve adjustments to work content, improvements to the work environment or flexible working hours. At a foreign-owned enterprise in Ho Chi Minh City, a production line worker who was partially deaf due to a work-related injury was assigned to the quality inspection department after recovery. The company equipped him with special hearing aids and adjusted his work processes to allow him to fully utilize his abilities. This kind of personalized job adjustment not only protects employees’ employment rights, but also retains valuable talents for the company.

Retraining and adaptation period arrangements are important to ensure a smooth return to work for employees. Particularly for employees who need to adjust their jobs due to work-related injuries, appropriate training and transition arrangements are critical. At a manufacturing company in Da Nang City, they developed a “return to work adaptation plan.” The program includes two weeks of on-the-job training, followed by a one-month “mentorship” adaptation period. During the adaptation period, each employee returning to work is assigned an experienced colleague as a mentor to help them become familiar with the new work environment and requirements. The company also regularly organizes tripartite talks between the human resources department, line managers and employees themselves to promptly resolve problems encountered during the adaptation process. This careful arrangement greatly improves the success rate of employees returning to work.

Employers bear important legal obligations in the process of returning injured employees to work. These obligations not only reflect the protection of employees’ rights and interests, but also reflect the progress of Vietnam’s labor legal system. First, according to Article 168 of Vietnam’s Labor Law, employers are obliged to continue to employ employees who have recovered from work-related injuries or occupational diseases and arrange for them jobs suitable for their health status and qualifications. This means that an employer cannot deny an employee a return to work, demote them, or reduce their pay because they have been injured on the job.

Article 169 of the Labor Law clearly stipulates that an employer shall not unilaterally terminate a labor contract due to an employee suffering from a work-related injury or occupational disease. This provides strong employment protection for workers injured on the job. For example, in a textile company in Haiphong City, a workshop supervisor took half a year off due to a work-related injury. The company not only retained his position, but also continued to pay him basic wages during his recovery. This fully reflects the company’s compliance with the law and its commitment to employees. of care.

Employers are also obliged to provide necessary working conditions and equipment for employees returning to work. Article 170 of the Labor Law requires employers to provide appropriate working conditions for employees with work-related injuries or occupational diseases based on their actual circumstances. This may include modifications to the workplace, provision of assistive equipment, etc. At a technology company in Ho Chi Minh City, they customized a special workbench and ergonomic chair for a programmer who had limited mobility due to a work-related injury, and installed barrier-free facilities to ensure he could easily work in the office.

Employers also have a duty of ongoing attention and evaluation. The Labor Law and relevant implementation rules require employers to regularly assess the working conditions of injured employees and promptly adjust work arrangements based on the assessment results. This is not only a legal requirement, but also a necessary measure to ensure long-term and stable employment of employees. For example, a pharmaceutical company in Hanoi has established a quarterly evaluation mechanism to regularly check the physical condition and work performance of employees who return to work, and timely adjust work content or provide additional support based on the evaluation results.

It is important to note that employers are also obliged to protect the privacy rights of employees who return to work. According to relevant laws and regulations in Vietnam, employers are not allowed to disclose the medical information of employees injured at work to other employees unless expressly authorized by the employee himself. This provision is intended to protect employees who are injured at work from possible discrimination or unfair treatment.

In actual operation, employers also need to pay attention to the following points:

• The importance of communication: Maintain continuous communication with employees returning to work, understand their needs and difficulties, and provide necessary support in a timely manner.
• Need for training: Provide line managers and colleagues with the necessary training to help them understand how to work with employees returning to work to create an inclusive work environment.
• The Importance of Documentation: Detailed records of arrangements and decisions made during the return to work process may play a key role in future labor disputes.
• Flexibility and personalization: Every injured employee’s situation is unique, and employers need to develop flexible return-to-work plans based on individual circumstances.
• Long-term focus: Returning to work is not an overnight process. Employers need to pay long-term attention to employees’ adaptation and adjust support measures in a timely manner.

Returning injured workers to work is a process that requires the joint efforts of employers, employees, medical institutions and relevant government departments. By strictly abiding by legal regulations and formulating scientific and reasonable rework plans, companies can not only fulfill legal obligations, but also enhance employee loyalty and enhance the company’s social responsibility image. For companies operating in Vietnam, properly handling the issue of returning injured employees to work is not only a need for legal compliance, but also an important opportunity to demonstrate the company’s humanistic care and management level.

Preventive measures and improvements

The occurrence of work-related accidents not only causes physical and psychological harm to employees, but also causes economic losses and reputational impact to enterprises. Therefore, after dealing with work-related injuries, formulating effective preventive measures and improvement plans has become an important task for corporate management. This is not only a manifestation of corporate social responsibility, but also a key measure to ensure the sustainable development of enterprises.

Developing preventive measures based on accident investigation results is a systematic and challenging process. It requires corporate management to have keen insight and innovative thinking. For example, at an electronic components manufacturing plant in Hanoi, a fire accident caused by static electricity prompted the company to re-examine the entire production process. The investigation found that the problem lay in the inadequate implementation of anti-static measures. To this end, the company not only updated anti-static equipment, but also introduced an intelligent monitoring system to monitor static electricity levels in the production environment in real time. This combination of advanced technology and traditional safety management greatly improves the effectiveness of preventive measures. More importantly, this experience made the company realize that preventive measures should not be limited to the response to a single incident, but should be a process of continuous improvement.

Updating safety production procedures is the basic work to prevent work-related accidents, but how to make this work not just a formality but become truly effective guidance is a difficult problem faced by many companies. At a chemical company in Ho Chi Minh City, they adopted an innovative approach. The company formed a “Safety Procedures Update Team” composed of front-line workers, safety experts and managers. This team is not only responsible for updating the procedures based on the latest regulations and accident lessons, but also conducts regular field simulation exercises to test the operability of the procedures. What’s even more interesting is that they also developed an interactive mobile application that transforms boring safety procedures into vivid cases and mini-games, which greatly improves employees’ enthusiasm for learning and complying with the procedures. This approach of combining traditional safety management with modern technology and participatory management has opened up new ideas for the update and execution of safety production procedures.

Strengthening employee safety training is an important part of preventing work-related accidents, but how to avoid training being a mere formality and truly improve employees’ safety awareness and operational skills is a challenge faced by many companies. At a shipyard in Da Nang City, they broke the traditional classroom teaching model and developed a unique “immersive” safety training system. Using virtual reality (VR) technology, they simulated various high-risk work scenarios, allowing employees to experience possible dangerous situations in the virtual environment and learn the correct response methods. This kind of immersive experiential learning not only greatly improves the fun of training, but also significantly enhances the effectiveness of training. What’s more worth mentioning is that the company has also established a “safety skills assessment and certification system” to link training results with employees’ job promotions and salary incentives, effectively stimulating employees’ enthusiasm for participating in safety training.

In Vietnam, legal requirements related to production safety are constantly being improved and refined, providing clear guidance and constraints for enterprises’ safety management. Article 142 of the Labor Law clearly stipulates that employers are responsible for ensuring that the workplace meets national labor safety and health standards. This means that companies must not only provide employees with necessary labor protection supplies, but also regularly inspect and maintain production equipment to ensure a safe working environment.

Furthermore, the “Labor Safety and Health Law” provides more detailed provisions on the safety production responsibilities of enterprises. Article 21 of the Law requires employers to formulate an annual labor safety and health plan and incorporate it into the enterprise’s overall production and operation plan. This regulation reflects the Vietnamese government’s great emphasis on production safety and regards it as one of the core contents of business operations.

The Occupational Safety and Health Law also particularly emphasizes the importance of risk assessment. Article 79 stipulates that enterprises must conduct regular workplace risk assessments to identify potential safety hazards and formulate corresponding preventive measures. This requirement prompts enterprises to shift from passive response to proactive prevention, greatly improving the forward-looking and effectiveness of safety management.

The law also imposes specific requirements when it comes to safety training. Article 14 of the Labor Safety and Health Law stipulates that employers must provide safety and health training for employees, especially for new employees, employees who change jobs, and employees who use new equipment or new technologies. This regulation not only clarifies the training targets, but also emphasizes the pertinence and timeliness of the training.

Vietnamese law also pays special attention to the safety protection of special industries and special groups. For example, Article 143 of the Labor Law stipulates additional protection requirements for employees engaged in heavy physical labor, toxic and hazardous work, and dangerous work. This reflects the humanization and differentiation of the law and provides targeted guidance for safety management in different industries and positions.

In terms of law enforcement, the Vietnamese government is also increasing its efforts. The Administrative Punishment Decree sets out severe penalties for violations of production safety regulations, including fines, suspension of business for rectification, and even revocation of business licenses. This “heavy fine” policy effectively increases the enthusiasm of enterprises to comply with safety regulations. It is not enough to rely solely on the coercive force of the law. More and more Vietnamese companies realize that integrating production safety into corporate culture is the key to achieving long-term safety. At a port company in Haiphong City, they innovatively launched the “Safety Culture Month” activity. During this month of every year, the company organizes various forms of safety-themed activities, such as safety knowledge contests, safety improvement proposal contests, etc. to truly infiltrate safety awareness into every employee’s daily work.

 Legal Liability and Dispute Resolution

In Vietnam’s labor relations, work-related accidents and their handling often become the focus of conflicts between enterprises and employees. This not only involves complex legal liability issues, but may also trigger a series of disputes. Understanding these potential legal risks and avenues for resolution is critical for both businesses operating and individuals working in Vietnam.

Businesses may face multiple legal liabilities in a workplace accident. The first thing to bear the brunt is financial liability, including payment of medical expenses, work-related injury insurance and economic compensation. According to the provisions of the Labor Law and the Social Insurance Law, the specific amount of these expenses depends on the severity of the work-related injury and the employee’s salary level. For example, for a serious work-related injury that permanently incapacitates an employee, a company may be required to pay compensation worth up to several years of wages.

In addition to financial liability, companies may also face administrative penalties. If the investigation finds that the company failed to provide a safe working environment or violated labor safety regulations, the labor management department may impose a fine, or in serious cases, it may even be ordered to suspend operations for rectification. In extreme cases, if a work-related accident causes serious casualties, the person in charge of the company may also face criminal liability.

For individuals, especially managers, if there is gross negligence or intentional behavior in a work-related accident, they may also bear corresponding legal liability. This includes administrative sanctions, civil compensation, and in serious cases, criminal charges. For example, if a workshop supervisor knows that equipment poses a safety hazard but still forces workers to use it, resulting in a work-related injury, the supervisor may be held personally liable.

There are many types of work-related injury disputes, but common ones include: work-related injury determination disputes, compensation amount disputes, and labor relations disputes caused by work-related injuries. Disputes over the determination of work-related injuries usually occur when the causal relationship between the accident and work is unclear, such as a traffic accident occurring when an employee is commuting to and from get off work. Disputes over the amount of compensation often arise in the assessment of disability levels or the calculation of compensation standards. Labor relations disputes caused by work-related injuries often occur when companies are unable or unwilling to arrange appropriate work for employees after they recover.

In the face of these disputes, Vietnamese law provides various solutions. Negotiation is usually the first and most ideal approach. In many cases, through honest communication, companies and employees can reach mutually beneficial solutions. For example, in some cases, companies have successfully resolved potential legal disputes by providing additional financial compensation or promising long-term job security.

If direct negotiations fail to reach agreement, mediation becomes the next option. Vietnam’s labor mediation committees play an important role in resolving work-related injury disputes. The mediation process is relatively flexible and can seek solutions that are consistent with the actual situation while protecting the interests of both parties. For example, in a workers’ compensation dispute, the mediator suggested that the company pay compensation in installments, which not only alleviated the company’s financial pressure, but also protected the rights and interests of employees, and ultimately reached a settlement agreement acceptable to both parties.

When mediation fails, the parties may choose arbitration or litigation. Labor arbitration is a relatively new dispute resolution mechanism in Vietnam, which is characterized by simple procedures and strong professionalism. Litigation is the last resort to resolve work injury disputes. Although the process may be longer and more complicated, its ruling is legally enforceable.

It is worth noting that Vietnamese law has strict time limits for the settlement of work injury disputes. According to the Labor Law, the statute of limitations for an employee to file a claim for workers’ compensation is one year from the date of the accident. For occupational diseases, this statute of limitations is calculated from the date of diagnosis. If these statutes of limitations are missed, employees’ rights and interests may not be protected by law. Therefore, both companies and individuals should take prompt action to avoid losing the opportunity to seek legal remedies.

When dealing with work-related injury disputes, both companies and individuals should pay attention to preserving relevant evidence. This includes accident scene photos, medical records, witness testimony, etc. Sufficient evidence not only helps clarify the facts, but also provides strong support in the subsequent dispute resolution process.

Case analysis

In the process of industrialization in Vietnam, the handling of work-related accidents has always been a challenge faced by enterprises. Below, we will use several specific cases to deeply explore the practices, existing problems and the application of relevant laws in the process of handling work-related injuries in Vietnamese enterprises.

Case 1: A foreign-funded shoe factory in Ho Chi Minh City

In March 2023, a 35-year-old female worker at the factory, Nguyen Thi Ngoc (pseudonym), was cut on her right hand by the machine while operating a cutting machine. The company quickly sent him to the hospital and reported to the Labor Bureau within the specified time. The company paid the medical expenses in full, assisted in identifying work-related injuries, and paid compensation in accordance with regulations. After Nguyen Thi Ngoc recovered, the company arranged a suitable new position for her.

In this case, the company’s quick response and comprehensive protection are worthy of recognition. However, inadequate preventive measures lead to accidents and a lack of psychological care for employees. Companies should also be more transparent about incident handling to increase the confidence of other employees.

Case 2: A construction site in Hanoi

In August 2022, a 28-year-old construction worker Nguyen Van Binh (pseudonym) fell from the scaffolding and suffered multiple fractures. The person in charge of the construction site called the emergency hotline immediately, but failed to report it to the labor management department in time. Although the company paid part of the medical expenses, it delayed handling of work-related injury identification and compensation issues. After the intervention of the labor union and legal aid, Ruan Wenping finally received the compensation he deserved, but the whole process lasted nearly half a year.

This case reflects the complexity of dealing with workplace injuries in the construction industry. The company is active in emergency rescue, but there are serious problems in follow-up processing. Failure to report in a timely manner violates the provisions of the Industrial Safety and Health Law, and delaying compensation infringes upon employee rights. This highlights the importance of strengthening industry supervision and improving corporate legal awareness.

Case 3: An electronics factory in Da Nang City

In June 2023, a mass occupational disease incident occurred in the factory. More than a dozen workers engaged in circuit board welding developed similar respiratory symptoms. The company initially tried to blame the seasonal flu, but under pressure from employees and the local health department, it eventually admitted to excessive levels of harmful substances in the work environment.

The company subsequently took a series of remedial measures: improving the ventilation system, equipping employees with high-standard protective equipment, organizing physical examinations for all employees in the factory, and bearing all related costs. For patients with confirmed occupational diseases, the company provides corresponding compensation in accordance with the “List and Assessment Standards of Occupational Diseases and Injuries”.

This case initially reflected the company’s lack of understanding of occupational diseases and improper handling of them. However, in the follow-up process, the company’s comprehensive rectification measures deserve recognition. This case highlights the importance of preventing occupational diseases and the responsibility of companies to deal with collective occupational health problems.

In terms of legal application, these cases involve a number of Vietnamese laws and regulations. Article 45 of the Labor Law stipulates the rights of employees injured at work and the employer’s compensation obligations. Article 89 of the Social Insurance Law stipulates work-related injury insurance benefits in detail. Article 34 of the Industrial Safety and Health Law requires timely reporting of major labor accidents and emphasizes the employer’s responsibility in preventing accidents and providing safety training.

The “List and Assessment Standards of Occupational Diseases and Injuries” (Government Order No. 143) provides a clear basis for the identification of work-related injuries and diseases. In addition, the Trade Union Law also gives trade unions an important role in protecting labor rights and interests, such as the intervention of the trade union in Case 2.

These cases reflect that Vietnam’s legal system in dealing with work-related injuries and occupational diseases is constantly improving, and companies’ compliance awareness is also gradually improving. However, they also reveal that companies still have room for improvement in terms of preventive measures, emergency response, and employee care.

For companies operating in Vietnam, they must not only strictly abide by relevant laws and regulations, but also establish a comprehensive safety management and occupational health protection system. This includes strengthening safety training, improving the working environment, conducting regular health examinations, providing psychological counseling, etc. At the same time, companies should improve the transparency of handling work-related injuries and occupational diseases and maintain good communication with employees. This is not only a legal responsibility, but also an important way to win the trust of employees and enhance the corporate image.

By analyzing these cases, we can see that effective management of work-related injuries and occupational diseases requires the joint efforts of enterprises, employees and government departments. Only when all parties work together to continuously improve the system and raise awareness can we truly realize the comprehensive protection of workers’ health and rights and promote the healthy and sustainable development of Vietnam’s industry.

Summary

In the process of Vietnam’s industrial development, the handling of work-related accidents has always been an important issue that cannot be ignored. The correct handling of work-related injuries is not only related to the company’s legal compliance and social responsibility, but also directly affects the protection of employees’ rights and interests and the long-term development of the company.

In recent years, with the continuous improvement of Vietnam’s labor legal system, enterprises’ awareness and ability to handle work-related accidents have significantly improved. However, there are still many companies that are unprepared when facing work-related accidents, or have fallen into greater legal risks and public pressure due to improper handling. This highlights the importance of establishing a sound mechanism for handling workplace injuries.

A complete work-related injury accident handling mechanism should include prevention, emergency response, follow-up treatment and other links. In terms of prevention, companies need to conduct regular safety training, improve the working environment, and eliminate potential safety hazards. In terms of emergency response, a rapid response mechanism should be established to ensure timely rescue and notification to relevant departments after an accident occurs. In the follow-up process, a professional team is needed to handle complex issues such as work-related injury identification and compensation negotiation.

It is worth noting that effective handling of work-related accidents is not only about complying with the minimum requirements of the law, but also should reflect the company’s humanistic care. For example, in addition to providing statutory medical expenses and compensation, some companies will also provide psychological counseling to injured employees to help them recover and return to work as soon as possible. This approach not only wins the trust of employees, but also enhances the company’s social image.

Complying with relevant laws and regulations is the basic prerequisite for handling work-related injuries. Vietnam’s Labor Law, Social Insurance Law and Labor Safety and Health Law and other laws and regulations provide clear guidelines for the handling of work-related accidents. Enterprises should thoroughly study these regulations and integrate them into daily management practices. At the same time, in view of the continuous updates of laws and regulations, enterprises also need to keep an eye on the latest legal developments and adjust internal policies and procedures in a timely manner.

In general, correctly handling work-related accidents is an indispensable part of business management. It is not only a legal obligation, but also a manifestation of corporate social responsibility. By establishing a sound mechanism for handling work-related injuries and strictly abiding by relevant laws and regulations, companies can effectively reduce legal risks, protect employees’ rights and interests, and at the same time lay a solid foundation for their own sustainable development. In Vietnam, a rapidly developing market, only companies that truly value and properly handle work-related accidents can win the trust of employees and social recognition in the fierce competition, thereby achieving long-term development.