Cost to hire a QA engineer in Vietnam
Total employer cost by role and level, VND, computed .
One role and level combination is published for Vietnam: a manual QA engineer at senior level costs a median total of VND 440,632,812Confidence B a year.
Employer cost structure
Statutory items the employer pays on top of gross salary in Vietnam, 2026 rates. At the published median salary, employer contributions come to 23.5% of base salary, the sum of the rates of the items charged; the caps in the table are above the published salaries. These are cost items, not legal or tax advice.
| Contribution | Rate | Annual cap | Notes | At the published salaries |
|---|---|---|---|---|
| Compulsory social insurance, employer share (retirement and survivorship 14%, sickness and maternity 3%, occupational accident and disease 0.5%)[1][2] | 17.5% | VND 607,200,000 | Applied at every published salary | |
| Health insurance, employer share[1][2] | 3% | VND 607,200,000 | Applied at every published salary | |
| Unemployment insurance, employer share[1][3] | 1% | VND 1,274,400,000 | Applied at every published salary | |
| Trade union fee (kinh phí công đoàn), employer[4] | 2% | VND 607,200,000 | Applied at every published salary |
Mandatory benefits beyond 12 monthly salaries. None in statute: the statutory sources list no payment beyond 12 monthly salaries; paid leave is counted in productive hours[1][5][6][7].
Statutory paid leave: 12 days (working days)[5], public holidays 12[6][7]. Productive hours used for hourly figures: 1,748 a year (1,700 + 8 x 6, for 24 working days of statutory leave and public holidays against the 30 days that the 1,700-hour year allows for, as this site reads the formula: 12 days of leave, plus 12 public holidays).
Roles and levels
Median total annual cost as an employee, VND. Each figure links to its full breakdown.
| Role | Junior | Mid-level | Senior |
|---|---|---|---|
| Manual QA engineer | not published | not published | VND 440,632,812Confidence B |
The letter after each figure is its confidence grade (A, B or C, from the number and agreement of the sources); how grades work.
Sources for the totals in this table: [1] to [7], [11] to [22] in the source list below.
Not published for Vietnam: test automation engineer, SDET, performance test engineer, mobile QA engineer, security test engineer, QA lead and AI QA engineer. Reasons.
Time to hire
Sources put time to hire at 34 to 44 days, median 38 days[8][9][10]. Not specific to Vietnam unless the source says so.
Notes on cost items
- Cost item: a 13th-month salary is customary but not required by law; it is not included here.[1]
Sources
- PwC Worldwide Tax Summaries. Vietnam - Individual - Other taxes
- Rödl & Partner. Vietnam: increase of statutory base salary
- Vietnam Briefing (Dezan Shira & Associates). Vietnam Raises Statutory Basic Salary From July 2026: Implications for Employers
- Luật sư Việt Nam (journal of the Vietnam Bar Federation). Mỗi người sẽ có bao nhiêu ngày nghỉ phép năm theo quy định tại BLLĐ 2019?
- National Assembly of Vietnam (text copy hosted by Sài Gòn Giải Phóng). Nghị quyết về phát triển văn hóa Việt Nam (Resolution 28/2026/QH16 on developing Vietnamese culture)
- Manatal (citing JoinGenius). Average Time to Hire by Industry: 2026 Benchmarks
- Apple. Buy MacBook Air
- Apple. Buy MacBook Pro
- Testing tool list price (vendor not named)
- Testing tool list price (vendor not named)
- Linear. Linear pricing
- Manatal. Recruitment fees (agency fee guide)
- Apollo Technical. What is a placement fee for engineering hiring
- HeroHunt.ai. True Cost to Hire an AI Engineer in 2026
Formula v1.0How each component is computed
version: 1.0
total_annual_cost =
base_salary
+ employer_contributions # statutory rates applied to base with caps; per country
+ mandatory_benefits # 13th or 14th salary, paid leave value above base, mandatory insurance; per country
+ voluntary_benefits # health, pension top-up, meal and transport; market survey medians per country and level; shown as a separate line
+ equipment_and_tooling # laptop amortised over 3 years, licences, test devices for mobile roles; per level and role
+ recruiting_cost_amortised # recruiting cost / expected tenure years; per country, role and model
+ onboarding_ramp # ramp_weeks x weekly cost x (1 - productivity_factor); per level
first_year_cost = total_annual_cost - recruiting_cost_amortised + recruiting_cost - onboarding_ramp_amortised + onboarding_ramp
monthly_cost = total_annual_cost / 12
hourly_equivalent = total_annual_cost / productive_hours
# Defaults (overridable per country in data with a source)
expected_tenure_years: 2.5
productive_hours: 1,700 per year, adjusted by statutory paid leave per country
ramp_weeks: junior 10, mid 6, senior 4
productivity_factor_during_ramp: 0.5
equipment_amortisation_years: 3
# Hiring models
employee: full formula
contractor: contractor_rate x hours + platform_or_eor_fee; no employer_contributions, no mandatory_benefits unless the EOR passes them through (sourced); recruiting as for employee; ramp as for employee
outsourced: published vendor monthly or hourly rate per role and region; no recruiting, no ramp, no equipment; show typical minimum engagement from sources
# Output per combination
p25, median, p75 for each component and for the totals, in local currency and USD at fx.json date; confidence grade; source ids; computedOnversion: 1.0
total_annual_cost =
base_salary
+ employer_contributions # statutory rates applied to base with caps; per country
+ mandatory_benefits # 13th or 14th salary, paid leave value above base, mandatory insurance; per country
+ voluntary_benefits # health, pension top-up, meal and transport; market survey medians per country and level; shown as a separate line
+ equipment_and_tooling # laptop amortised over 3 years, licences, test devices for mobile roles; per level and role
+ recruiting_cost_amortised # recruiting cost / expected tenure years; per country, role and model
+ onboarding_ramp # ramp_weeks x weekly cost x (1 - productivity_factor); per level
first_year_cost = total_annual_cost - recruiting_cost_amortised + recruiting_cost - onboarding_ramp_amortised + onboarding_ramp
monthly_cost = total_annual_cost / 12
hourly_equivalent = total_annual_cost / productive_hours
# Defaults (overridable per country in data with a source)
expected_tenure_years: 2.5
productive_hours: 1,700 per year, adjusted by statutory paid leave per country
ramp_weeks: junior 10, mid 6, senior 4
productivity_factor_during_ramp: 0.5
equipment_amortisation_years: 3
# Hiring models
employee: full formula
contractor: contractor_rate x hours + platform_or_eor_fee; no employer_contributions, no mandatory_benefits unless the EOR passes them through (sourced); recruiting as for employee; ramp as for employee
outsourced: published vendor monthly or hourly rate per role and region; no recruiting, no ramp, no equipment; show typical minimum engagement from sources
# Output per combination
p25, median, p75 for each component and for the totals, in local currency and USD at fx.json date; confidence grade; source ids; computedOnQuestions
- What does an employer pay on top of salary in Vietnam?
- At the published median salary, employer contributions come to 23.5% of base salary, the sum of the rates of the items charged; the caps in the table are above the published salaries. Rates and caps are listed above with their sources.
- Which QA roles are published for Vietnam?
- Manual QA engineer. Other roles have fewer sources than the publication threshold.