The Labor Code 2019 sets no maximum validity period for an internal labor regulation. A duly registered regulation remains valid indefinitely — it does not expire after a fixed number of years and does not require periodic re-registration. The only time limit the law imposes is the commencement point: the regulation takes effect 15 days after the competent authority receives the complete registration dossier (Article 121 of the Labor Code 2019). The correct framing of this topic is therefore not “how many years is it valid”, but “when does it take effect and when must it be amended and re-registered”.
1. Applicable legal framework, in force as of 14/10/2026
- Labor Code 2019 (45/2019/QH14) — the current consolidated text is Consolidated Document 18/2026 (VBHN 18/2026). The recent amending laws (71/2025, 113/2025, 124/2025) did not amend Articles 119 and 121, so the registration and effectiveness rules are unchanged.
- Decree 145/2020/ND-CP remains partially in force; its surviving provisions are unrelated to labor regulation registration.
2. What “no maximum duration” means in practice
Unlike some administrative documents with a fixed validity term, an internal labor regulation is the employer’s internal instrument that has completed state registration. Once duly registered, it stays in force until the employer issues a replacement (and re-registers it through the prescribed procedure), or until the enterprise ceases operations. The employer is not required to re-register the regulation annually, and there is no “license” to renew.
3. The two mandatory timelines
- Within 10 days of issuing the regulation: the employer must file the registration dossier with the competent authority (Article 119.2 of the Labor Code 2019). Late filing is a separate administrative violation, independent of the regulation’s content.
- 15 days after the competent authority receives the complete dossier: the regulation officially takes effect (Article 121 of the Labor Code 2019). During these 15 days, the regulation cannot yet serve as the basis for labor discipline.
4. When must the regulation be re-registered?
The law imposes no periodic re-registration cycle, but two practical situations require a fresh registration:
- Amendments or supplements: when content changes (working hours, discipline, occupational safety…), the amending document must be issued and re-registered under Articles 119–121; the amended content takes effect only 15 days after the authority receives the complete dossier.
- Changes in the legal basis: when the Labor Code or its guiding decrees change so that some provisions of the regulation conflict with the law, the enterprise should review and update to avoid applying void provisions.
5. Common risks
- Applying the regulation as the basis for discipline before the 15-day effectiveness point — the disciplinary decision risks being declared void in a dispute.
- Filing the registration dossier more than 10 days after issuance — a procedural administrative violation.
- Keeping an old regulation for years without review, leaving provisions that conflict with newly amended laws (e.g., Laws 71/2025, 113/2025, 124/2025 where they touch related areas).
6. Frequently asked questions
What is the maximum validity period of an internal labor regulation?
There is none. The Labor Code 2019 sets no maximum; a duly registered regulation is valid indefinitely until replaced.
Does the regulation take effect immediately upon issuance?
No. It takes effect only 15 days after the competent authority receives the complete registration dossier (Article 121).
What if the dossier is filed more than 10 days after issuance?
Article 119.2 requires filing within 10 days of issuance. Late filing is a procedural violation and delays effectiveness; the enterprise should file promptly and keep filing evidence.
Do minor amendments require re-registration?
Yes. Amended or supplemented content must be re-registered under Articles 119–121 and takes effect only 15 days after the authority receives the complete dossier.
Note: This article provides reference information only and is not legal advice. The content was researched from statutory legal texts and drafted by AI; it will undergo FLAT Law Firm’s QA council review and approval before publication; it is not legal advice from a human lawyer. Regulations may change; please check the current legal texts before relying on this information.
Need to review or register an internal labor regulation for your business? Contact FLAT Law Firm for support.
Legal content reviewed by the FLAW AI Legal Council and submitted to the owner for approval; not a practicing lawyer’s opinion, not a substitute for legal advice on a specific matter.