{"id":5124,"date":"2026-09-15T23:40:46","date_gmt":"2026-09-15T14:40:46","guid":{"rendered":"https:\/\/vietnam-gift.com\/?post_type=news&p=5124"},"modified":"2026-09-29T22:22:29","modified_gmt":"2026-09-29T13:22:29","slug":"fake-job-fine","status":"publish","type":"news","link":"https:\/\/vietnam-gift.com\/en\/news\/fake-job-fine\/","title":{"rendered":"Fake Job Ads Now Carry Fines of Up to 75 Million Dong: What Changes From September 10"},"content":{"rendered":"

An administrative penalty now covers the sweet-talking recruiters and fake job listings that target people looking for work in Vietnam. On September 10, 2026, Decree 283\/2026\/ND-CP, which sets penalties for violations in labor and social insurance, took effect, imposing fines of 50\u201375 million dong (roughly \u00a5290,000\u2013440,000 at about 170 dong per yen, as of September 2026) on anyone who deceives workers to recruit them. For Japanese nationals in local hires, residents who browse job sites for side gigs or part-time work, and anyone weighing a family member's employment, this change gives people a stronger basis for spotting a shady offer. Here's what gets penalized and what to check before you fall for one.<\/p>\n

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Fines for luring workers with sweet talk: who Decree 283 targets<\/h2>\n

Decree 283\/2026\/ND-CP was issued on July 15, 2026 and took effect on September 10. It penalizes deceiving workers through enticement, false promises, or exaggerated advertising, as well as recruiting people for exploitation or forced labor. According to Vietnam's government e-newspaper Bao Chinh Phu (baochinhphu.vn), violations not serious enough to warrant criminal liability now carry fines of 50\u201375 million dong. In practice, companies and recruitment agencies will have to manage the wording of job listings and the promises made to applicants far more carefully.<\/p>\n

Fines of up to 75 million dong: how this compares with the old decree<\/h2>\n

This decree replaces Decree 12\/2022\/ND-CP, which previously set penalties in the labor sector. It reworks the amounts and scope to match today's labor market, and the penalty for fake job listings is one part of that overhaul. Converting the figures to yen makes the weight of the rule easier to grasp.<\/p>\n\n\n\n\n\n\n\n\n\n
Item<\/th>\nDetails<\/th>\n<\/tr>\n<\/thead>\n
Fine amount<\/td>\n50\u201375 million dong (about \u00a5290,000\u2013440,000)<\/td>\n<\/tr>\n
Targeted conduct<\/td>\nDeceiving workers through enticement, false promises, exaggerated advertising, and similar tactics; recruiting for exploitation or forced labor<\/td>\n<\/tr>\n
Legal basis<\/td>\nDecree 283\/2026\/ND-CP (issued July 15, 2026)<\/td>\n<\/tr>\n
Effective date<\/td>\nSeptember 10, 2026<\/td>\n<\/tr>\n
Decree replaced<\/td>\nDecree 12\/2022\/ND-CP<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

The yen conversion uses a reference rate of about 170 dong per yen (as of September 2026) and will shift with exchange rate movements.<\/p>\n

Why an administrative penalty for fake job listings now?<\/h2>\n

In Vietnam, recruitment through social media and messaging apps promising high pay, offers disguised as overseas dispatch, and schemes that collect registration fees or deposits upfront have long been a breeding ground for trouble involving workers. Even when a case isn't serious enough to become a criminal matter, applicants keep losing time and upfront payments. Spelling out an administrative penalty creates a legal basis for cracking down on \u201cfake job listings\u201d just short of criminal offenses. It also coincides with the broader push toward identity verification as digital ID becomes more widespread, withVNeID enrollment for foreign residents<\/a> and other employment-related rules being updated in quick succession.<\/p>\n

How to read this penalty: the points worth keeping in mind<\/h2>\n

The penalties under Decree 283 raise several points open to debate. First, being able to hit bad-faith agencies where it hurts financially is a real step forward for worker protection. That said, the fine is imposed on the offending company or agency, not paid out to reimburse applicants who were deceived \u2014 it's not a mechanism for getting lost upfront payments back. It's worth understanding that the existence of the rule doesn't guarantee recovery of lost money. Another point not to overlook: even a legitimate company could be judged in violation depending on how it words a job ad. Hiring managers will need to manage the wording of pay and conditions more carefully than before. Whether enforcement actually bites will depend on how well reporting channels and case-by-case practice build up over time.<\/p>\n

How residents can avoid being scammed on jobs and side gigs<\/h2>\n

The existence of a fine doesn't lighten the need to protect yourself before trouble hits. An administrative penalty punishes the offender; it doesn't guarantee you get your money back. That's exactly why checking things before you apply pays off in practice. Keep your distance from listings that ask for money upfront under names like registration fees, deposits, or training fees. Cross-check the company's official name, address, and whether it's actually registered as a business. Get any promise about pay or working conditions in writing rather than relying on verbal assurances. Like a hidden cost<\/a> such as a bank fee that piles up later without you noticing, the better an offer sounds, the more worth it is to break down the details and check them. For official procedures tied to employment, going throughupdated ID and registration procedures<\/a> the proper channel may look like a detour, but it's the safer route, just as it is here.<\/p>\n

Company social recruiting and inflated job ads fall within reach of the fine too<\/h2>\n

The impact isn't limited to individuals. For companies hiring in Vietnam, and for firms in Japan that place Vietnamese workers, the wording of a job ad now falls within reach of an administrative penalty. Overstating benefits that can't actually be delivered, or emphasizing vague high pay to draw more applicants, carries the risk of being judged a violation. Japanese companies that use staffing or outsourcing agencies will also need to keep an eye on how their contracted agencies word job listings. Sound agencies are expected to move toward spelling out terms and putting them in writing before a contract is signed.<\/p>\n

A checklist for spotting a suspicious job listing<\/h2>\n

Here are the points worth pausing on before you apply.<\/p>\n