In short: periodic health checks for workers are NOT a voluntary perk but a LEGAL DUTY of the employer. Under Article 152 of the Labour Code 2019, employers must organise periodic health examinations at least once every 6 months — especially for workers in heavy, hazardous or dangerous jobs. Skipping them draws administrative penalties under Decree 283/2026/ND-CP (occupational safety and hygiene violations), and worse: when an occupational disease surfaces without check-up records on file, the employer loses the very legal basis to prove it met its duty — the compensation door swings wide open.
The concrete duty: who, how often, what is examined
Coverage: all workers — but frequency and content differ. Workers in heavy, hazardous, dangerous or especially hazardous jobs: checks at least every 6 months with an examination list matching the harmful factors at the workplace. Other workers: periodic checks per Ministry of Health guidance (customarily at least annually). The content must include occupational-disease screening — not a perfunctory general check-up. The employer bears the full cost; time spent on check-ups counts as paid working time.
Health records: the employer’s legal asset
Each check must generate a health file per worker, fully archived and kept confidential as required. The file serves three legal purposes: (1) proving the duty was performed during inspections; (2) grounding suitable job placement — workers unfit for heavy jobs must be reassigned; (3) allocating responsibility when occupational disease arises: with complete periodic records, the employer can show whether the disease arose in the course of work. Many firms “do check but keep no files” — when inspectors ask, that counts as no check at all.
When occupational disease is found: the handling procedure
If check-ups reveal actual or suspected occupational disease, the employer must: refer the worker for specialist diagnosis; assign work matching the health condition; pay compensation and allowances under the 2015 Law on Occupational Safety and Hygiene once confirmed as occupational disease; and improve working conditions at the harmful-factor position. Concealing results or failing to act after checks is a standalone violation — punished separately from not organising checks at all.
An employer compliance checklist
(1) Classify workers by heaviness/hazard level to set check frequency. (2) Contract a medical facility competent in occupational-disease examination (not just any clinic). (3) Schedule the full year so 100% of workers are checked on time. (4) Archive health files completely and confidentially. (5) A post-check procedure: reassignment, compensation, workplace improvement. A 500-worker plant’s entire annual check-up programme typically costs a fraction of a single occupational-disease compensation case — this is investment, not expense.
Frequently Asked Questions
- How often must employers organise health checks?
- At least every 6 months for workers in heavy, hazardous or dangerous jobs (Article 152, Labour Code 2019); other workers per Ministry of Health guidance (customarily at least annually).
- Who pays for periodic health checks?
- The employer pays in full; workers’ check-up time counts as paid working time.
- What are the penalties for skipping health checks?
- Administrative penalties for occupational safety and hygiene violations under Decree 283/2026/ND-CP. Plus, without check-up records the employer cannot prove it met its duty when occupational disease arises.
- What must the employer do when occupational disease is found?
- Refer for definitive diagnosis, assign suitable work, pay compensation/allowances under the 2015 OSH Law, and improve conditions at the harmful-factor position.
This article has been quality-reviewed by the FLAW AI Legal Council