Issuing, communicating and maintaining
Step 1 / 4·Six steps to issue a policy
0/4 steps done
Learning objectives — after this module you will:
- Follow the issuing steps, including the obligations for internal labour regulations
- Communicate a policy so employees genuinely understand it
- Maintain the policy set through reviews and exception management
Six steps to issue a policy
Miss no step that carries a legal obligation.
For an ordinary internal policy, the issuing process is whatever the company decides. But for INTERNAL LABOUR REGULATIONS the law sets its own requirements — and missing a step can leave the whole document unable to ground a disciplinary decision.
Specifically for internal labour regulations
Under Vietnam's Labour Code 2019: an employer with 10 or more employees must have written internal labour regulations; before issuing them the employer must consult the employee representative organisation at the workplace; the regulations must be registered with the provincial labour authority; and they must be communicated to employees, with the key content posted where needed at the workplace. This is a training summary — check the current text and consult your legal team before acting.
The most-skipped step: keeping evidence of communication
In a dispute the first question is usually: was this employee told about that rule? Without a signed acknowledgement, minutes of a briefing, or a system read-receipt, it counts in practice as not communicated — however long the document has hung on the noticeboard.
Key takeaway: Six steps — and for internal labour regulations, consultation, registration and notification are legal obligations.