You are using an outdated browser and your browsing experience will not be optimal. Please update to the latest version of Microsoft Edge, Google Chrome or Mozilla Firefox. Install Microsoft Edge

March 13, 2018

New Penal Code Brings New Risks to Businesses in Vietnam

BRINK Asia

A new Penal Code (the “New Penal Code”) came into effect in Vietnam on January 1, 2018. Important for foreign and domestic investors alike, the New Penal Code introduces a number of provisions on corporate criminal liability and anti-corruption, increasing the risks for businesses in the country.

These changes are particularly significant because under the previous Vietnamese criminal code, only individuals could be criminally liable. Now, however, corporate entities can face criminal sanctions too. The New Penal Code also criminalizes private sector corruption—something that was absent from Vietnam’s anti-corruption regime. Individuals working for private entities, including charities, can now be criminally liable for bribery offenses that exclusively involve other private parties.

Corporate Criminal Liability

Offenses and liability. There are a host of offenses in the New Penal Code that prescribe corporate criminal liability. The offenses include smuggling, dealing in banned and counterfeit goods, insider trading, tax evasion, money laundering, terrorism financing, failure to pay insurance to workers, insurance fraud, antitrust and environmental crimes, among others. Importantly, the New Penal Code does not establish corporate criminal liability for corruption offenses. Only the individual actors involved in bribery can be punished. 

Companies are criminally liable only when certain conditions are met. First, the crime must have been committed in the corporation’s name. Second, the crime must have been done to further the company’s interests. Third, the company must have  approved the offense. This latter point is especially important, as  a company may not necessarily bear criminal responsibility for the actions of a rogue employee.

Punishments. The New Penal Code sets out  various punishments for companies convicted of a crime. The primary corporate punishment consists of a fine. The law sets a minimum value of the fine at VND 50 million (about USD 2,200). The amount of the fine depends on the nature of the offense. A company’s financial capacity is also taken into account when fines are considered.

Other punishments include suspension of operations for a limited time period (with the maximum being three years), and, for more egregious offenses, a permanent shutdown. The law also allows  banning the company from engaging in particular fields, as well as a prohibition from raising capital. In addition, property gained from crimes can be confiscated,  including  illegal profits.

Mitigating and aggravating factors. Leniency is applied to companies that voluntarily disclose their offenses to authorities, and  cooperate during criminal proceedings. Leniency is also granted when a company voluntarily compensates for any inflicted damage or takes action to alleviate consequences of a crime. Interestingly, the law also describes making considerable contributions to social policies as a mitigating factor. While “social policies” are undefined, companies should take note. Importantly, a company may be exempt from punishment altogether after it repairs whatever damages the conduct caused and paid compensation.

At the opposite end of the spectrum are aggravating circumstances that could lead to stricter punishments. The New Penal Code states that if companies collude to commit a criminal offense, that is an aggravating factor. Other aggravating factors would include circumstances where a company deliberately commits the crime to the end or where it has committed the crime multiple times. A company can also face stricter punishment if “sophisticated tricks” are used to commit or hide the offense.

Anti-Corruption

The underlying concept stated in the New Penal Code that defines corrupt activities is “abuse of power.” Public and private office-holders are liable for offenses relating to abuses of power.  The term “office-holders” is broadly defined as people who are granted duties and authority “through appointment, election, contract conclusion, or another method.” The law also states that office-holders “might or might not receive salaries.” This seemingly covers anyone who has some measure of authority within an organization.

Giving and promising bribes. The New Penal Code criminalizes the giving and promising of bribes to any office-holder, person, or organization, whether public or private. The penalty for giving or promising  a bribe largely depends on the benefit’s value. The minimum value of tangible benefits to trigger a violation  is VND 2 million (about USD 88). Penalties range from fines of VND 20 million (about USD 880) and six months’ to 20 years’ imprisonment.

Interestingly, the law introduces a prohibition on bribery involving foreign government officials and officials with public international organizations. This is relevant as Vietnam is a significant recipient of official development assistance, and loans from multilateral development banks and financial institutions.

The law states that any person who voluntarily reports giving a bribe before being discovered might be exempt from criminal liability and could have all or part of the bribe money/property returned. Furthermore, if someone is “forced” to give a bribe, but voluntarily reports the bribe before being discovered, that person may be acquitted and have the bribe money returned.

Receiving bribes. Under the New Penal Code, government officials and individuals in the private sector are criminally liable for taking bribes. An offense is committed regardless of whether the bribe is received directly or via an intermediary. Penalties range from a minimum of two years’ imprisonment, to life imprisonment and death. The penalty depends on the value of the bribe received. Similar to giving bribes, the law contains a VND 2 million minimum threshold at which receiving a bribe violates the statute.

Brokering bribery. The New Penal Code criminalizes the act of “brokering” bribery. This provision applies directly to the private sector. “Brokering bribery” means bribery by an intermediary (though the law does not expressly define the term). An intermediary between a bribe giver and bribe taker is criminally liable under the law, independent from the main transacting parties. If the bribery broker voluntarily reports the bribe before the crime is discovered, the broker may be exempt from criminal responsibility.

Embezzlement. The New Penal Code characterizes embezzlement as a corruption-related offense. Embezzlement occurs when someone  abuses  power to embezzle property under his/her  management. Embezzlement crosses the criminal threshold when it involves a minimum amount of VND 2 million. The severity of the penalty depends on the amount appropriated and additional factors, such as the number of times the offense was committed, the seriousness of the offense’s impact on the organization, and others. The minimum penalty is two to seven years’ imprisonment; the maximum is the death penalty.

Corporate Compliance

With the New Penal Code introducing corporate criminal liability and criminalization of private sector bribery, companies doing business in Vietnam face new risks. It is therefore essential that investors establish and strengthen corporate compliance programs and take other measures to reduce  risk. Companies must also consider their reputational damage if dealing with a criminal prosecution or corrupt employees.

While the law does bring new risk, there is also benefit to investors. The New Penal Code will hopefully serve as a deterrent for those companies, employees, and managers who may be tempted to engage in criminal activity, seek kickbacks, give and take bribes, and pursue other corrupt actions. Organizations in Vietnam should educate their employees on the new law as part of their overall internal training and compliance efforts. Companies should also pay attention to any future implementing regulations that may further clarify corporate criminal liability and corruption-related aspects of the New Penal Code.

RELATED INSIGHTS​ 

January 20, 2026
Arbitrations seated in Thailand are governed principally by the Arbitration Act B.E. 2545 (2002) and, where applicable, the rules of institutions such as the Thailand Arbitration Center (THAC) and the Thai Arbitration Institute (TAI). While these instruments set the core procedural structure, they are not comprehensive. To fill in these procedural gaps, arbitral tribunals often look to the Thai Civil Procedure Code (CPC) and apply its principles when the Arbitration Act or institutional rules are silent. This hybrid system is familiar to local practitioners but can surprise international parties who expect a more self-contained arbitral procedure. Examples of How CPC Principles Are Applied Evidence Management: Section 25 of the Arbitration Act requires equal treatment of the parties and guarantees each side a full opportunity to present its case. At the same time, it grants tribunals broad discretion to conduct proceedings “as it deems appropriate” and expressly suggests that arbitrators may apply the CPC evidence rules where appropriate. In practice, tribunals frequently apply CPC evidence rules when addressing: submission of evidence lists, late or additional evidence, questions of admissibility and relevance, and assessment of witness and expert testimony. Amendments to Pleadings: Because the Arbitration Act and institutional rules provide limited guidance on amending pleadings, tribunals often rely on CPC principles when parties seek to amend a statement of claim or defense. Amendments may be permitted if they are sought in a timely manner, do not unfairly prejudice the opposing party, do not cause undue delay, and do not alter the nature of the dispute. These conditions closely mirror the standards applied by Thai courts under the CPC. Subpoenas and Court Assistance: Arbitral tribunals seated in Thailand generally do not have inherent subpoena powers. Section 33 of the Arbitration Act fills this gap by permitting the tribunal, an individual arbitrator, or a
January 14, 2026
Employers operating in Thailand can enforce post-employment noncompete covenants, but success depends on precise drafting and strong evidentiary support. Thai courts will uphold restraints that protect legitimate employer interests and are fair and reasonable in duration, geographic reach, and substantive scope. Overbroad covenants, however, draw judicial skepticism and may fail unless they are drafted in severable, defensible components tied to the employee’s actual role. This article synthesizes recent trends in Thai case practice, explains how Thai courts assess reasonableness in employment restraints, and provides a practical litigation-focused framework for drafting enforceable covenants, preparing evidence, and pursuing relief through the Labor Court. The Legal Framework and Its Practical Implications Thai courts evaluate noncompete covenants under general principles of contract enforceability and public policy, with particular focus on whether a restraint is necessary to protect a legitimate employer interest and proportionate to that objective. In employment matters, this analysis is shaped by the employee-protective tenor of Thai labor law and by the Labor Court’s equitable discretion in determining appropriate remedies. The practical takeaway is that standardized or broadly drafted covenants rarely survive scrutiny. Courts look for a demonstrable nexus between the employee’s actual exposure to confidential information, trade secrets, or customer relationships and the scope of the restraint. Where that nexus is weak or the restraint operates as a blanket prohibition, courts are inclined to decline enforcement or limit relief to a narrowly tailored prohibition. The employer interests most commonly recognized as legitimate in Thai practice include the protection of trade secrets, confidential business information, and goodwill tied to identifiable customer segments or territories. Courts are more likely to enforce restraints where employers can clearly document what information is at risk, why particular customer relationships matter, and how the employee was involved with those assets. Judges also look closely at the
January 8, 2026
Doing business in Thailand means operating under a strict regulatory framework. From time to time, companies may receive unexpected administrative orders from government authorities that restrict their operations, impose new compliance obligations, or levy fines and penalties. When this happens, a business may challenge the order under Thailand’s administrative law system. The primary concern in pursuing administrative litigation is timing, as strict statutory deadlines apply and missing them can permanently affect a company’s rights. First Step: Administrative Appeal Many companies assume the first step is to immediately bring the matter before the Administrative Court to seek revocation or suspension of the order. Some even attempt to request an interim injunction to stop the order from taking effect. However, Thai law generally requires that the company first challenge the order through an administrative appeal with the same agency that issued it. Only after this process is complete can the matter be taken to court. Seeking an interim injunction at this stage is also not possible. This is because Thai law does not allow a standalone application for an interim injunction; an injunction can only be requested together with the underlying complaint filed with the Administrative Court. Since a court complaint cannot be filed until the administrative appeal process has been exhausted, an injunction is usually not available at the early stage. What Are the Timeframes for Administrative Appeal? Thailand applies a two-stage administrative appeal process. The appeal must first be submitted to the same authority that issued the order, which will review its own decision. If that authority affirms its decision, the appeal is then escalated to the relevant higher authority for further review. In most cases, both stages must be completed before a company is allowed to proceed to court. The timeframe for filing an administrative appeal is very
December 19, 2025
Prior to the dissolution of the House of Representatives, Thailand’s cabinet approved a draft amendment to the Administrative Procedure Act, following review by the Council of State. If enacted, this reform will fundamentally change how state agencies process business applications and appeals by imposing enforceable timelines and legal consequences for inaction. The draft directly targets a longstanding commercial frustration: applications and appeals that vanish into administrative silence, stalling investment and foreclosing judicial review across sectors ranging from real estate and manufacturing to healthcare and finance. The “Silence Means Yes” Rule for Applications At the core of the reform is a new automatic “approval by implication” for applications subject to statutory processing deadlines. If an official fails to notify an applicant of a decision within the legally prescribed period, the application will be deemed approved as a matter of law. This presumption shifts the costs of delay from businesses to the bureaucracy and gives applicants a definitive legal position once time expires. The mechanism applies to routine licensing and registration matters governed by explicit consideration periods in existing statutes or ministerial regulations. Officials may extend the decision period by up to thirty days, but only if they notify the applicant before the original deadline and substantiate that the delay arises from genuinely exceptional circumstances beyond their control. Certain sensitive applications are expressly excluded from automatic approval, including those that may significantly affect national security or defense, public safety and health, the environment or natural resources, or national cultural heritage. Once the deadline passes without a decision, businesses can proceed with deployment of capital and operations—construction, hiring, procurement, and market entry—without waiting for formal permission that may never arrive. For time-sensitive projects, this materially reduces regulatory timing risk. The “Deemed Rejection” Rule for Appeals The draft introduces a parallel “deemed rejection”