Everhour tracks time off alongside hours, while Vietnam time cards need clear break, rest, and overtime labels.
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A Vietnam time card calculation answers three practical questions: how many paid hours the worker recorded, which breaks reduce the paid total, and which entries need review under Vietnam's working-time rules. The core arithmetic is universal: end time minus start time, minus unpaid break time, equals paid hours. Vietnam adds legal labels around the result.
Vietnam's Labor Code caps normal working time at 8 hours per day and 48 hours per week. A weekly schedule can allow up to 10 normal hours in a day, but the 48-hour weekly cap still applies, and the state encourages 40-hour workweeks. Time cards should also use 24-hour entries, such as 08:00 and 17:00, because Vietnam-facing formats use 24-hour time.
Start time, end time, meal or rest break length, shift type, and paid leave all change the time card total. An employee who works 6 or more hours in a day is entitled to a mid-work rest break of at least 30 consecutive minutes during day work. Night work from 22:00 to 06:00 requires at least 45 consecutive minutes.
Shift-based work needs extra care because a mid-work rest break is included in working hours when the shift lasts 6 or more consecutive hours. Other short breaks must follow the employer's internal working regulations. Maternity-related paid breaks also change the paid total: 30 minutes per day during menstruation and 60 minutes per day while raising a child under 12 months old.
Use this formula for each workday: paid hours equals clocked span minus unpaid break time, plus any paid break time that belongs in the working-hours total. Then add the daily totals for the pay period. Keep 22:00 to 06:00 time separate when night-work pay or the night-break rule applies.
For example, a Vietnam employee earns ₫62,000 per hour and records paid daily totals of 8, 9, 8, 10, and 7 hours. Total paid time is 42 hours. If 3 of those hours are weekday overtime, normal pay is 39 hours at ₫62,000, overtime pay is 3 hours at 150%, and total gross pay is ₫2,697,000 before any separate night-work premium or deductions.
A calculator is enough for a single correction, a quick weekly total, or a spot check before payroll closes. It gives you the math: daily hours, weekly hours, break deductions, and obvious flags such as a day above 8 hours or a week approaching 48 hours. It does not create a durable approval trail.
A managed workflow becomes necessary when the same team submits time every week, tracks paid leave, or needs clean records for payroll review. Everhour Time Off can place vacations, sick leave, and custom leave types beside working hours, with partial-day durations, accrual, carryover, balances, and approval status flowing into timesheets and reports.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Paid hours start with the clocked working span, then adjust for breaks and paid leave. For shift-based work lasting 6 or more consecutive hours, the mid-work rest break is included in working hours. Maternity-related paid breaks also remain paid: 30 minutes per day during menstruation and 60 minutes per day while raising a child under 12 months old.
A day-shift employee working 6 or more hours is entitled to a mid-work rest break of at least 30 consecutive minutes. The time card treatment depends on the shift structure. For shift-based work lasting 6 or more consecutive hours, the mid-work rest break is included in working hours. Other break handling should match the employer's internal working regulations.
Vietnam-facing time cards should handle 24-hour entries because Vietnamese locale data uses formats such as HH:mm. A 24-hour entry also avoids AM/PM mistakes around night work. The difference matters because Vietnam defines night working hours as 22:00 to 06:00, and those hours affect the night-break rule and night-work pay.
A weekly time card should flag normal working time above 8 hours per day or 48 hours per week. Overtime also needs review because it generally requires employee consent and may not exceed 50% of normal working hours in a day, 40 hours per month, and 200 hours per year, with 300 hours allowed only for specified industries or cases.
Minor employees need separate limits. Employees under 15 may not work more than 4 hours per day or 20 hours per week and may not work overtime or at night. Employees aged 15 to under 18 are capped at 8 hours per day and 40 hours per week, with overtime or night work allowed only for listed jobs.
Everhour Time Off tracks vacations, sick leave, holidays, and custom leave types alongside work time. Admins can set partial-day durations, accrual and carryover rules, per-employee balances, and approval workflows, so approved time off can flow into timesheet totals and reports.
Everhour timecards record daily, weekly, and monthly work-hour totals, including clock-in, clock-out, breaks, and automatic clock-out behavior. Weekly timecards can be submitted and approved, then exported as PDF, CSV, or XLSX files for payroll review or archive workflows.
Track working hours and approved leave in one review flow. Everhour Time Off connects leave balances, partial-day requests, approvals, and timesheet reporting for cleaner payroll review.
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