Vietnam continues to rank among the top nationalities of foreign nationals working in Japan and has become an indispensable source of talent for the food service industry. While hiring inquiries are rising, workplaces still report issues such as “they left within three months,” “instructions did not get through,” and “trouble over shift adjustments.”

In many cases the root cause is not a regulatory problem but insufficient understanding of cultural background and daily habits. Proceeding with hiring and placement based only on a surface-level grasp of Vietnamese talent characteristics often leads to outcomes neither side wants, wasting both recruitment and retention costs.

This article systematically explains the cultural knowledge, communication traits, status of residence considerations, and practical retention measures that HR professionals and management should understand before hiring Vietnamese talent for food service and restaurants. It brings together information that is useful on the ground, from the hiring entry point through retention support in the first three months after joining.

Why Vietnamese talent is in demand in food service

Japan’s food service industry has long faced labor shortages, and filling openings with domestic applicants remains structurally difficult. To address this, the status of residence “Specified Skilled Worker (i) (food service field),” created in 2019, established a formal pathway for foreign nationals with a certain level of Japanese-language ability and job skills to work openly in restaurants and meal-service facilities.

There are several reasons Vietnamese talent is chosen in this field. First, Vietnam has a very rich food culture; with diverse everyday dishes such as pho and banh mi, many candidates already have a foundation in food handling and hygiene awareness. Second, motivation to study Japanese is high, and the number of Japanese-Language Proficiency Test (JLPT) passers among Vietnamese nationals is also very large. In addition, the Vietnamese government has in recent years strengthened oversight of sending organizations, which is helping stabilize skill and Japanese-language levels compared with the past.

That said, hiring on the expectation that “they’re Vietnamese, so it will be fine” often fails at post-hire retention. Compared with other industries, food service is a distinctive environment in which Vietnamese cultural background connects directly to day-to-day work across three areas: food, customer service, and shift management. Understanding culture and systems before hiring is the turning point for success. For those who want to review the fundamentals of hiring foreign nationals overall, see also our basic guide to hiring foreign nationals.

Understanding culture, religion, and observances: perspectives especially important in food service

When accepting Vietnamese talent in food service, cultural and religious backgrounds tied directly to “food” require more careful handling than in other industries. Hiring managers should understand the following points in advance.

Religion and food customs

Religious backgrounds among Vietnamese people are not uniform; Mahayana Buddhism, Catholicism, non-religious affiliation, and other traditions coexist. Among Buddhists, some observe vegetarian meals (days of abstinence) on the 1st (new moon) and 15th (full moon) of the lunar calendar. On those days they tend to avoid meat and seafood, which may call for consideration in staff meals and shifts. Individual differences are large, however, and this does not apply to everyone. It is important to carefully confirm religion and dietary restrictions in the pre-hire interview or in a hearing after the offer is accepted.

Vietnam also has a smaller Muslim population. Where halal accommodation is needed, staff meals and shared use of cooking equipment must be considered carefully. Standardizing a process to confirm in advance whether religious accommodation is needed for candidates can prevent trouble after they join.

Tet (Lunar New Year) and major observances

Vietnam’s largest holiday is Tet (Tết Nguyên Đán, Lunar New Year). It falls each year from late January to early February and is as important to Vietnamese people as the year-end and New Year period is in Japan. Because returning home and spending time with family are highly valued, leave requests and hopes to return to Vietnam tend to concentrate in this period. If it may overlap with a busy season in food service, clarifying shift policy from the hiring stage and building mutual understanding directly helps prevent turnover.

Other observances valued in Vietnamese communities in Japan include Hung Kings’ Commemoration Day on the 10th day of the 3rd lunar month (a national holiday in Vietnam), Independence Day on September 2, and the Mid-Autumn Festival (Tết Trung Thu) on the 15th day of the 8th lunar month.

Consideration for staff meals and ingredients

Most Vietnamese people can eat pork, but some avoid pork for religious reasons (such as Vietnamese Muslims), and some Buddhists avoid meat in general on days of abstinence. Restaurants that provide staff meals are advised to confirm before joining whether accommodation for specific ingredients is needed. An environment that forces meals containing particular ingredients without consideration can also become a workplace issue.

Common workplace concerns: gaps in communication and workplace understanding

The concerns raised most often from the floor are communication gaps such as “I gave instructions, but they were not carried out,” “they answer, but they have not actually understood,” and “their tone suddenly darkened and I do not know why.” Understanding communication culture particular to Vietnamese talent can prevent many problems before they arise.

“Yes” does not guarantee understanding

In Vietnam there is a cultural tendency to avoid contradicting a supervisor or senior person or saying “I do not understand.” People may answer “yes (Vâng)” even when they have not understood, as a way to avoid being rude. After giving instructions, it is easier to grasp the real situation by confirming through action—“Please show me what I just explained”—rather than only asking them to repeat it back.

Public criticism can damage the relationship

In many Asian cultures, including Vietnam, the concept of “face” plays an important role. Being scolded in front of other staff may be received not as simple feedback but as deep humiliation. When seeking improvement, do so one-on-one whenever possible and choose concrete, respectful language; this directly supports higher retention.

Support for learning customer-service phrases and honorifics

Food service requires accurate pronunciation and appropriate use of phrases such as “Irasshaimase,” “Please wait a moment,” and “Have you decided on your order?” For staff at beginner to intermediate Japanese levels, customer-service language that mixes loanwords, honorifics, and industry terms is a high hurdle, and intensive support right after joining is essential. Repetitive practice with furigana manuals and audio tools, and role-play training, are effective.

For a deeper look at workplace communication with staff of other nationalities, see also our workplace communication case study on Myanmar talent.

Failure patterns and how to avoid them: workplace pitfalls that lower retention

Below we organize failure patterns common to restaurants and food service chains hiring Vietnamese talent, along with ways to avoid them.

Failure 1: Building shifts without regard to work restrictions under the status of residence

Vietnamese staff enrolled as international students may work only within the scope of permission to engage in activity other than that permitted under the status of residence previously granted, generally up to 28 hours per week (up to 8 hours per day during long school breaks). Busy periods often bring requests to “work a bit more,” but work beyond the limit constitutes illegal employment. A reliable safeguard is to set upper-limit alerts for working hours in the shift management system and put excess-prevention controls in place.

Failure 2: Assigning too much work without Japanese-language support

If you relax because Japanese worked in the interview, the actual workplace may be full of technical terms, abbreviations, and dialect, and understanding may not keep up in unexpected situations. Preparing at least a basic OJT manual in Vietnamese or “easy Japanese” greatly affects early retention.

Failure 3: Putting off leave coordination around Tet

Unilaterally announcing after hire that “that period is our busy season, so you cannot take leave” fundamentally damages trust. It is important to state leave and shift policy for the Tet period at the hiring stage and agree in advance on procedures if the person wishes to return home. Companies that build a “Tet adjustment window” into the annual shift plan tend to see higher retention.

Failure 4: Isolating assignments

In food service it is common to have only one foreign staff member per store, and isolation without peers of the same nationality can lead to turnover. Creating psychological safety through a buddy system with Japanese staff at onboarding and regular one-on-one meetings is essential.

Failure 5: An environment with no visible career path

If the situation remains “still only floor staff after hire,” more growth-oriented talent leave first. Under Specified Skilled Worker (i), promotion to assistant manager or shift leader is possible even within the same job category. Concrete goals and evaluation mechanisms at three months, six months, and one year support medium- to long-term retention.

Points hiring managers often miss: types of status of residence and work restrictions

At the top of the list of points hiring managers often miss are differences in the status of residence held by Vietnamese staff and the resulting differences in the scope of permitted work.

Main types of status of residence common in food service

Specified Skilled Worker (i) (food service field) allows engagement in food service work in general—including cooking, customer service, and store management support—with no weekly hour cap, so full-time work is possible. Accepting employers, however, are obligated to prepare an employment contract and to formulate and implement a support plan covering living support, consultation response, Japanese-language learning support, and more.

Engineer/Specialist in Humanities/International Services is primarily intended for activities based on “humanities” knowledge such as translation, interpretation, and language education; engagement solely in simple floor work or dishwashing is generally not permitted. When hiring Vietnamese staff under this status of residence, carefully confirm with an attorney or administrative scrivener that the job content falls within the permitted scope of activities.

Student (with permission to engage in activity other than that permitted) is the type requiring the most caution. As noted above, there is a 28-hour weekly cap, and exceeding it constitutes illegal employment. At minimum, thoroughly verify the original residence card and permission for activity other than that permitted at the time of hire.

Notification and procedural obligations

When employing a foreign national, the employer is obligated to file a notification of the employment status of foreign nationals with Hello Work each time employment begins or ends (under measures on employment of foreign nationals). Failure to file may result in a fine of up to 300,000 yen. Accepting Specified Skilled Worker foreign nationals also requires various periodic notifications to the Immigration Services Agency of Japan. Confirm the latest information on the official website of the Immigration Services Agency of Japan.

Working conditions for foreign workers are protected on an equal basis with Japanese workers; minimum wage, working-hour rules, and paid leave all apply uniformly. For details, see the Ministry of Health, Labour and Welfare page on measures for employment of foreign nationals.

Quick reference: major Vietnamese observances and shift-adjustment points for food service

Below are the main observances that require year-round consideration when coordinating shifts with Vietnamese staff in Japan, along with response points. Individual faith and the degree of observance differ, so use this quick reference actively as a “conversation starter” in hiring interviews and onboarding orientation.

Tet (Lunar New Year) / late January–early February

Vietnam’s largest observance and the period when hopes to return home concentrate. It often overlaps with busy seasons in food service. Clarify leave and shift policy for the Tet period at the hiring stage and, as needed, plan for backup staffing. Companies that set a “Tet adjustment window” in the annual shift plan tend to have higher retention.

1st and 15th of the lunar month (twice a month)

Buddhist staff may prefer vegetarian meals. Offering multiple staff-meal options makes consideration easier to convey. Avoid forced meal provision.

Hung Kings’ Commemoration Day (10th day of the 3rd lunar month) / late April–early May

A national holiday in Vietnam. Events are held in Vietnamese communities across Japan. Confirm in advance whether the person wishes to attend and respond flexibly where possible; this helps build the relationship.

Independence Day (September 2)

Vietnam’s National Day. Flexible response when someone wishes to join community events deepens trust. Forced attendance requests are best avoided.

Mid-Autumn Festival (15th day of the 8th lunar month) / September–October

An important observance for staff with children and those who value time with family. People may bring mooncakes and other gifts; using the occasion for cultural exchange at work can promote mutual understanding with Japanese staff.

Practical checklist: retention support from pre-hire through the first three months

Use the following practical checklist as a template for your hiring flow and onboarding plan.

Pre-hire confirmation items

  • Confirmed the type of residence card, period of stay, and any work restrictions
  • For international students, verified the original permission for activity other than that permitted
  • Heard the candidate’s preferences on religion and dietary restrictions in the interview
  • Agreed at the hiring stage on leave preferences for Tet and other important observances
  • Prepared the employment contract in plain Japanese or Vietnamese
  • The responsible person understands the process for filing the notification of employment status of foreign nationals with Hello Work

Onboarding at join date

  • Prepared a work manual in easy Japanese or Vietnamese
  • Posted or explained emergency contacts and evacuation routes in the store in Vietnamese
  • Conducted role-play training on customer-service phrases
  • Assigned a buddy among Japanese staff
  • Completed enrollment procedures and explanations for social insurance, health insurance, and employment insurance

Retention support in months 1–3 after joining

  • Continuing one-on-one meetings at least once a month
  • Confirmed job proficiency and set goals for the next step
  • Checked the labor management system to ensure no overtime or shift excesses
  • The individual knows the consultation channel for concerns (contact person and means of contact)
  • Shared three- and six-month milestones and a career path with the individual
  • For Specified Skilled Worker staff, confirmed that quarterly notifications to the Immigration Services Agency of Japan had not been missed

If you have concerns about designing recruitment and retention support, you can consult us via the Foreign Talent Insights contact page.

Frequently Asked Questions (FAQ)

Q1. Is it acceptable to provide staff meals that include pork to Vietnamese staff?

Many Vietnamese people can eat pork. However, some staff may prefer vegetarian meals on Buddhist observance days (the 1st and 15th of the lunar calendar), and Vietnamese Muslim staff may request halal meals. It is advisable to carefully confirm any dietary restrictions at the time of hiring and to provide options where possible.

Q2. Can staff with beginner to intermediate Japanese be assigned to customer service in the food service industry?

The Specified Skilled Worker (i) (food service) exam includes Japanese ability equivalent to N4, but passing the exam is not the same as practical customer service ability. Assigning someone as “ready to work” without post-hire role-play training or customer service manuals increases stress for the individual and the risk of complaints. Gradual placement and training are essential.

Q3. How should we respond if a staff member wants to return home during Tet?

Tet is the most important occasion for Vietnamese people, and unilaterally refusing the request can seriously damage trust. A realistic approach is to honestly explain that it is a busy period while exploring solutions both sides can accept, such as partial leave or compensatory days off before or after. Building agreement before hiring is the most effective preventive measure.

Q4. What should a company do when the renewal deadline for a status of residence is approaching?

Applications to renew the period of stay for Specified Skilled Worker (i) are filed by the staff member, but the company is obligated to support preparation of required documents such as certificates of employment and pay slips. To prevent loss of status of residence due to missed renewals or incomplete documents, we recommend that HR set up a system to send reminders three months before the deadline. Please check the Immigration Services Agency of Japan website for the latest information on required documents.

Q5. Why do Vietnamese staff often resign suddenly?

Due to a cultural tendency to avoid direct expression of intent, some staff bottle up dissatisfaction or concerns and then leave suddenly. Preventing this requires regular one-on-one meetings and psychological safety so that staff feel they can discuss anything. Rather than forcing reports to managers, prioritize designing an environment where staff can raise their voices voluntarily.

Q6. Which is more suitable for the food service industry: Specified Skilled Worker or Engineer/Specialist in Humanities/International Services?

When staff will broadly engage in on-site food service work such as cooking, customer service, cleaning, and store management support, “Specified Skilled Worker (i) (food service)” is appropriate. Engineer/Specialist in Humanities/International Services restricts engagement in simple labor, so always confirm consistency between job duties and status of residence. If you are unsure about this criterion, consulting an administrative scrivener or a specialized international talent agency in advance is the safer approach.

Conclusion: Post-Hire Retention Is What Builds Sustainable Competitiveness in Food Service

Hiring Vietnamese talent in the food service industry is not only a way to ease labor shortages; it is also a first step toward building workplaces where staff from diverse cultural backgrounds can thrive long term. Confirming status of residence at the hiring stage, showing consideration for religion and food culture, understanding communication styles, and providing ongoing retention support after joining—addressing these as an integrated whole reduces turnover costs and strengthens hiring competitiveness.

“Hiring” is not the goal. Creating an environment where hired talent can thrive long term is an important decision criterion for food service management going forward. If you have concerns about designing recruitment strategy or building retention support systems, please consult Foreign Talent Insights.

Related Articles: Practical Topics Worth Reviewing Together

Please also review practical articles on related themes as needed.

Points to Note When Hiring Vietnamese Workers in the Food Service Industry

When hiring Vietnamese workers in the food service industry, do not judge based only on general traits such as cheerfulness or diligence; specifically confirm understanding of instructions during peak times, Japanese for customer service, hygiene rules, and response to shift changes.

Practical Items to Confirm in Interviews

In interviews, include questions on past customer service experience, how they work during busy periods, concerns about handling complaints, religious and dietary restrictions, work preferences related to family remittances, and confirmation by having them repeat back in Japanese. After hiring, combining photo-based manuals with role-play makes on-site training less dependent on individual trainers.

FAQ: Hiring Vietnamese Talent in the Food Service Industry

Q. Which status of residence should be confirmed for the food service industry? A. Focus on Specified Skilled Worker (i) (food service field), and always confirm the scope of activities, period of stay, and whether activities outside the status are permitted.

Q. What is effective for preventing early resignation? A. From the first month, use regular meetings to check shift preferences, housing, workplace relationships, and concerns about Japanese. It is important not to leave this only to the store manager and to also maintain an HR consultation channel.