Latest Maternity benefit procedures: Updates under the new Social Insurance Law effective from July 1, 2025

Date: 2025.06.27

✨ 2025 Maternity Law update: Expanded rights, Increased benefits, and Extended leave

From July 1, 2025, the revised Social Insurance (SI) Law will take effect, introducing major changes to maternity benefits for employees. The new law broadens the scope of beneficiaries, increases the duration of leave and financial support, and clarifies the application procedures and eligibility conditions.

I. Applicable Beneficiaries

Maternity benefits are a vital social welfare policy supporting workers during sensitive reproductive and childcare periods. The 2025 SI Law expands the coverage to ensure more comprehensive protection.
Eligible cases include:

*Female employees:

– Currently pregnant

– Giving birth (including premature births)

– Acting as surrogates

– Having children through surrogates

*Employees adopting a child under 6 months old

*Employees undergoing family planning procedures at licensed medical facilities

*Male employees with compulsory SI contributions:

– Whose wives give birth

– Whose wives give birth through surrogacy

II. Eligibility Conditions for Maternity Benefits

1. General conditions (Before July 1, 2025)

– Eligible persons: Women giving birth, surrogates, mothers who use surrogates, or those adopting children under 6 months

– SI contribution requirements:

+ Minimum 6 months of SI payment in the 12 months before childbirth/adoption

*Special case: If 12+ months of SI have been paid and medical rest is prescribed, only 3+ months are required in the last 12 months before childbirth.

Note: Entitlement remains valid even if the labor contract ends before childbirth/adoption, as long as conditions are met.

2. Amended from July 1, 2025

Female employees giving birth after infertility treatment: must have paid SI for ≥6 months within the 24 months before childbirth.

III. Support Levels and Application Process for Maternity Benefits

1. Applicable Groups

– Compulsory SI: Female employees giving birth or acting as surrogates; male employees whose wives give birth; adoptive parents of children under 6 months

– Voluntary SI: Female and male employees whose wives give birth

2. Benefit Amounts

*Compulsory SI:

– Lump sum allowance:

+ 2 times the base amount (currently = 2 x 2,340,000 VND = 4,680,000 VND/child)

Note: Only one parent (whichever is eligible) can claim

– Monthly maternity allowance:

+ For female employees: 100% of the 6-month average salary × 6 months of leave (1 extra month per additional child in case of multiple births)

+ For male employees:

・ Normal birth: 5 working days’ salary (≈ monthly salary/24 × 5)

・ C-section/premature birth: 7 working days’ salary

・ Twins: 10 days; 3+ children: +3 days per additional child

*Voluntary SI:

– 2,000,000 VND/child (regardless of delivery method)

– Additional support for low-income or ethnic minority households

3. Required documents

Applicants must submit one of the following:

* If child is born alive (with birth certificate):

– Copy of Birth Certificate or Birth Extract

* If the child dies or is stillborn:

– Original/copy of medical records confirming the child’s death

– Original/copy of the hospital discharge paper stating the child’s death

– Copy of Death Certificate

– Confirmation document from local authorities (if death occurred within 24 hours of birth)

4. Where to Submit

– Local SI office where the employee is registered

– Or online via the National Public Service Portal or VssID app

5. Processing Time

– Maximum 15 business days from the date of receiving a complete application

IV. Maternity Leave in 2025

1. For female employees

2. For male employees

Male workers with compulsory SI are entitled to maternity leave when their wives give birth:

– 5 working days

– 7 working days if wife has C-section or gives birth before 32 weeks

– 10 days for twins; 3+ children: +3 days/child starting from the third

– 14 days for twins via C-section; 3+ children via C-section: +3 days/child from the third

3. Special Cases

– Premature births or babies requiring special care: Up to 30 extra days

– Miscarriage or stillbirth: Separate regulations apply

🔍 Conclusion: 2025 Maternity Law – Greater Protection, Broader Access

With three major improvements — extended leave, broader coverage, and increased benefits — the new law empowers employees, especially women, to protect their rights and promotes gender equality in the modern workplace.

👉 HelpAll’s Recommendations:

For employees: Understand eligibility clearly, prepare your documents, and submit online to save time.

For employers: Update internal policies promptly to stay compliant and support staff effectively.