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Synchronous Implementation

• Coordination across Agencies: Labor and social security systems often overlap in many areas, such as unemployment benefits, workplace safety regulations, and workers' compensation. Coordination between government agencies, trade unions, employers, and other stakeholders is crucial. Regular meetings and clear communication channels should be established to align policies and avoid gaps or redundancy.
• Unified Legal Framework: Developing a coherent legal framework that links labor law with social security law ensures that workers receive seamless protection. For example, unemployment insurance should align with labor force participation policies, and disability benefits should correspond to occupational health standards.
• Technology Integration: The use of integrated databases and platforms can ensure real-time data sharing between relevant authorities, such as labor inspectors, social security bodies, and employers. A unified platform for applications, claims processing, and worker protection services can enhance synchronization.

Flexible Systems

• Adaptable Benefit Structures: Labor and social security systems must be flexible to address changing work environments and economic conditions. This could involve the development of benefits that are tailored to the gig economy, remote workers, or those with irregular work patterns.
• Diverse Employment Models: Many labor markets are evolving with non-traditional employment models such as freelancers, part-time workers, and telecommuters. The social security system should be flexible enough to include these workers in the provision of benefits like pensions, insurance, and unemployment aid.
• Dynamic Policy Adjustments: Continuous assessment of the social security system’s performance is vital. Policies must be adaptable to shifts in the economy, demographics, and social needs. For example, pension systems could be reformed to remain viable as populations age or as labor markets evolve with more temporary and freelance work.

Effective Duties and Measures

• Clear Responsibilities: The duties of employers, employees, and government bodies should be well-defined. Employers must ensure workplace safety and fair wages, while employees should be aware of their rights, including entitlements to paid leave, health insurance, and retirement benefits. Government agencies must enforce regulations, conduct audits, and provide social security benefits.
• Accessible Social Security Services: Social security services should be accessible and user-friendly for all workers. This includes creating online platforms for easy access to information and claims, ensuring timely processing of benefits, and providing assistance for those who are unfamiliar with the system.
• Social Dialogue and Inclusivity: Workers, employers, and other stakeholders should be involved in decision-making processes to make sure that policies and measures are grounded in real-life concerns. Consultations and negotiations through labor unions, business associations, and community representatives can lead to more equitable and effective outcomes.
• Education and Awareness Programs: A key measure for effectiveness is to improve public knowledge about rights and obligations within the labor and social security systems. Public awareness campaigns, training programs for employers, and digital literacy initiatives for workers can help improve compliance and use of the systems.

Monitoring, Evaluation, and Feedback Mechanisms

• Data-Driven Decision Making: Monitoring the effectiveness of policies through data collection is essential for ensuring that duties and measures are producing desired outcomes. This can include employment rates, worker satisfaction, and social security claims data.
• Feedback Loops: Regular feedback from workers, employers, and social security beneficiaries should be collected and analyzed. Surveys, interviews, and focus groups can provide insights into the challenges faced by stakeholders and help refine policies.
• Independent Auditing and Evaluation: A system of independent auditing and evaluation ensures transparency, accountability, and effectiveness. This can help identify inefficiencies, gaps in coverage, or misuse of resources.

 Examples of Measures

• Universal Social Protection: A measure like universal health insurance or guaranteed minimum income could ensure that all workers have access to essential services and financial support in times of need.
• Workplace Safety Regulations: Tightening workplace safety measures (e.g., ensuring regular inspections and safety training programs) and providing clear guidance to employers and workers will contribute to reducing accidents and enhancing the welfare of employees.
• Training and Reskilling Programs: With the fast-paced changes in technology, labor market trends, and industries, investing in reskilling and upskilling programs for workers is critical to ensuring long-term job security and reducing unemployment.
• Support for Vulnerable Workers: Flexible provisions for informal workers, migrant workers, and other vulnerable groups can include access to social security benefits and protection from exploitation in the labor market
• Conclusion:

Implementing synchronous, flexible, and effective duties and measures in labor and social security is a multi-faceted process that requires close collaboration between all parties involved, an adaptable policy framework, clear responsibilities, and continuous monitoring and improvement. By embracing these principles, labor markets can become more equitable, and social security systems can better serve the needs of workers in an ever-evolving economic landscape.

Recently, the Government issued Decree 110/2024/NĐ-CP on social work, effective from October 15, 2024. This decree stipulates the conditions that social work practitioners must meet.

1. What is social work?

According to Clause 1, Article 3 of Decree 110/2024/NĐ-CP, social work refers to activities that support individuals, groups, families, and communities in addressing social issues.

The subjects of social work include individuals, groups, families, and communities who need social work services. Social work services are provided by organizations or individuals who meet the necessary qualifications to conduct social work activities, aimed at resolving social issues faced by individuals, groups, families, and communities (as defined in Clauses 2 and 3, Article 3 of Decree 110/2024/NĐ-CP).

Clause 4, Article 3 of Decree 110/2024/NĐ-CP defines social work practice as professional activities directly involving specialized expertise (such as prevention, intervention, therapy, care, rehabilitation, development support, counseling, consultation, and psychological support for social work subjects) carried out by social workers who have been granted a social work practice registration certificate by competent authorities.

2. What conditions must be met to practice social work starting October 15, 2024?

According to Article 31 of Decree 110/2024/NĐ-CP, Vietnamese citizens residing in Vietnam, foreigners, and overseas Vietnamese who comply with the Constitution and laws of Vietnam, possess good moral character, and meet the following conditions are eligible to practice social work:

• Graduated from an intermediate, college, university, or postgraduate program in social work, sociology, psychology, special education, or other social science disciplines as prescribed by law.
• Physically fit to practice social work.
• Not subject to the provisions of Article 32 of Decree 110/2024/NĐ-CP or other legal provisions on administrative violations.
• Possess a valid social work practice registration certificate issued by a competent authority.

Prohibited cases of practicing social work are specified in Article 32 of Decree 110/2024/NĐ-CP, including:

• Individuals with unpardoned criminal convictions.
• Those subject to administrative measures such as mandatory education at institutions, compulsory detoxification, or juvenile education centers.
• Individuals under criminal investigation.
• Those who lack legal capacity, have difficulties in cognition or behavior control, or are otherwise restricted in capacity as prescribed by law.

3. Prohibition of exploiting social work practice for personal gain

According to Article 10 of Decree 110/2024/NĐ-CP, the following acts are strictly prohibited in social work:

• Providing, disclosing, or destroying personal information or data of the subjects without their consent or that of their guardians/representatives, except when required by competent authorities under the law.
• Refusing to provide social work services to subjects requiring urgent protection, except in cases of force majeure as prescribed by law.
• Exploiting the provision of social work services for personal gain or engaging in illegal activities.
• Exploiting social work practice to benefit from state policies or support from organizations and individuals.
• Charging costs or benefits beyond the agreed-upon fees in the contract for providing social work services, unless otherwise agreed by the parties.
• Exploiting social work practice or services to infringe on state interests or the legal rights and interests of organizations and individuals.

Thus, exploiting social work practice to gain undue benefits from state policies or support from organizations and individuals is strictly prohibited by law.