Tet Leave for Vietnamese Talent: A Practical Guide to Consideration and HR Response

For Japanese companies that employ Vietnamese talent, handling leave requests around the Lunar New Year holiday “Tet” is a practical issue that returns every year. As of 2025, Vietnamese residents in Japan number more than about 570,000 and have become indispensable across manufacturing, nursing care, IT, food processing, and many other fields. At the same time, many HR professionals struggle with how to respond in the gap between Tet’s cultural weight and Japan’s annual paid leave system.

A misstep can damage trust, lead to resignations, and in the worst case trigger labor troubles. Conversely, appropriate consideration directly supports higher retention and stronger workplace engagement. This article organizes the meaning, timing, and workplace impact of Tet, then covers leave-request policies, work-rule preparation, and status-of-residence checks—content you can use immediately in practice.

What Is Tet: Cultural Meaning and Timing for Vietnamese People

Tet’s formal name is Tết Nguyên Đán, the Lunar New Year that falls on the first day of the lunar calendar. Because it uses the same lunar calendar as China, Korea, and other parts of East Asia, the date shifts each year between late January and mid-February. For reference, recent dates are as follows.

2025 Tet: January 29 (Year of the Snake)
2026 Tet: February 17 (Year of the Horse)
2027 Tet: February 6 (Year of the Goat)

Tet carries a meaning similar to combining Japan’s New Year, Christmas, and Obon—an event rooted in the spiritual and cultural foundation of Vietnamese people. Ancestor rites, family reunions, year-end cleaning and flower decorations to welcome the new year, preparation of traditional foods such as bánh chưng (comparable to osechi), lì xì red envelopes for children, and first-day-of-the-year auspicious customs—all of these are concentrated in Tet.

The Vietnamese government typically sets 5–7 official holidays around Tet, during which domestic transport becomes crowded and many shops close. For Vietnamese residents in Japan, going home is not easy in terms of time or cost, yet the desire to “spend time with family at least once” is very strong—which is why many talent hope for a long home visit. In addition, before Tet there is a cultural norm of “repaying debts within the year and welcoming the new year in a clean state,” so pressure around remittances also rises.

For differences in workplace communication with other Southeast Asian talent such as Myanmar talent, also see the article on workplace communication with Myanmar talent—it is useful for running multinational teams.

What Happens at Work During Tet: Common On-Site Concerns

Below we organize common concerns raised with staffing firms and supervising organizations.

“From when, and for how many days, should I request leave?”

If it is only Tet day itself, one day may be enough, but when someone hopes to return to Vietnam, travel, stay, and return together typically require at least about 10 days to three weeks of leave. The several days of “big cleaning week” before Tet are also a restless period emotionally, and in practice almost no Vietnamese talent feel that “one day off on Tet itself is enough.”

“I want to apply, but I cannot bring myself to ask”

Especially international talent who are still new after joining often feel “I’m afraid of being refused” or “it’s hard to speak up in a Japanese workplace,” and hesitate to request annual leave. As a result, this can lead to sudden absences on Tet day or unauthorized absences framed as “feeling unwell.”

“The emotional toll when they cannot go home”

Cases in which Vietnamese talent who could not go home later lose motivation and consider resigning are repeatedly reported in the field. Hiring-media surveys also show many Vietnamese people cite the period around Tet as a time they consider leaving. Disappointment when a home-visit request is not approved, guilt toward family, and comparison—“maybe there is a better workplace”—intersect at this timing.

“Handling video calls and social media”

When they cannot go home, the need to connect with family in real time on Tet day becomes very strong. Simply providing a space where they can make video calls with peace of mind outside working hours already functions as emotional support.

Japan’s Labor Law Framework and Criteria for Leave Decisions

Here we organize the legal framework and the decision criteria HR should hold.

Japan’s public holiday law does not cover Tet

Holidays under the Act on National Holidays are limited to domestic Japanese holidays; foreign festivals are not included. Therefore, companies have no obligation to treat Tet as a statutory holiday.

Annual paid leave (Labor Standards Act, Article 39) is the basic means

The main way Vietnamese talent take time off for Tet is by using annual paid leave (hereinafter, annual leave). As provided in e-Gov “Labor Standards Act,” Article 39, workers who meet the prescribed requirements have the right to take annual leave, and employers generally may not refuse the requested timing. Exercise of the right to change timing is limited to cases that “interfere with the normal operation of the business.” Refusing a request simply because “it is a busy period” or “Vietnam’s New Year is not a Japanese holiday” may constitute a Labor Standards Act violation.

The Ministry of Health, Labour and Welfare calls on employers to promote the use of annual paid leave, and operation that generally grants annual leave regardless of the stated reason for the request is expected. For details, see Ministry of Health, Labour and Welfare, “The number of annual paid leave days granted is set by law”.

Using a planned annual leave system

Including a “planned grant” clause in the work rules and granting annual leave on a planned basis around Tet is also an effective option. However, planned grants require a labor-management agreement. We recommend confirming system details with your nearest Hello Work office or a certified social insurance and labor consultant.

Establishing unpaid special leave

When remaining annual leave days are few or a long leave is needed for a home visit, more companies are adding “special leave for cultural and religious events (unpaid)” to their work rules. This is not a legal obligation, but as introduced in our basics of hiring foreign workers article, it is one effective measure for retaining international talent.

Checking status of residence and re-entry for home visits

For temporary return home for Tet, departure while retaining status of residence is possible (application of the special re-entry permission system). However, if the person does not re-enter within one year of departure, the status of residence expires. For Specified Skilled Worker, Technical Intern Training, and Highly Skilled Professional alike, it is essential to guide staff internally before a home visit to check the validity periods of the residence card and re-entry permission. Details can be confirmed on the official website of the Immigration Services Agency of Japan. For status of residence for highly skilled foreign professionals, also see our explanation of status of residence for highly skilled foreign professionals.

Failure Patterns and How to Avoid Them

We organize failure patterns and avoidance measures by pattern.

Pattern 1: Effectively refusing requests led to a chain of resignations

This is a common case on manufacturing floors. After staff were told verbally that “paid leave cannot be taken because Tet overlaps with the busy season,” three Vietnamese talent resigned one after another from the following month. When disappointment at not being able to go home combines with distrust—“this company does not respect my culture”—it becomes a trigger for leaving.

The avoidance measure is to announce before Tet (by November–December of the previous year at the latest), “Please fill in and submit the leave period you hope for,” and adjust shifts proactively. Building a structure in advance that can sustain operations even while one person is home makes it easier to accept requests.

Pattern 2: Approval standards differed by person

Cases where Japanese employees took year-end and New Year leave, yet only Vietnamese talent’s Tet leave requests were rejected for “busy season.” This becomes effectively unfair treatment based on being a foreign national and raises labor risk. The avoidance measure is to put leave-request handling rules in writing in the work rules and apply the same standards to all employees.

Pattern 3: Treated as unauthorized absence

An employee who could not bring themselves to apply is absent “due to illness.” The person feels guilty, and the supervisor is confused without knowing the reason—an unhappy outcome for both sides. Clearly stating at onboarding orientation that “annual leave requests for cultural events such as Tet are welcome,” and preparing a Vietnamese version of the application form, greatly lowers the barrier to applying.

Pattern 4: Forgetting re-entry procedures and losing status of residence

Cases in which an employee holding a Specified Skilled Worker residence card returned home for Tet and more than one year passed, exceeding the validity of special re-entry permission. The status of residence expires, and procedures toward re-employment become complex. Before a home visit, explain the “validity period of special re-entry permission” in writing based on guidance from the Immigration Services Agency of Japan, and have them sign a confirmation form to prevent this.

Points Hiring Managers Often Overlook: Tet, Retention, and Mental Health

Among points hiring managers often overlook is Tet’s emotional and financial impact.

Remittances and pre-Tet stress

Preparing presents, cash, and lì xì (New Year money) for family functions as a strong sense of duty for Vietnamese talent working in Japan. Remittance amounts tend to rise in December–January before Tet, a period when financial stress easily increases. Keep in mind that payroll timing and whether an advance-pay system exists can also affect psychological stability at this time.

First-day auspicious customs and workplace taboos

On the first day of Tet there is the custom of xông đất: who you meet first that day is said to influence the year’s fortune. During Tet there are also taboos such as “do not say bad things,” “do not break things,” and “do not clean.” Simply continuing ordinary operations without knowing this can allow invisible frustration to build.

Small workplace gestures to celebrate Tet have a large effect

Greeting Vietnamese talent in Japan with “Chúc Mừng Năm Mới,” adding a little yellow flowers or gold decoration in the office, or including one bánh chưng or Vietnamese dish at lunch—there are many low-cost gestures. These accumulations connect directly to the feeling that “this company respects me.”

After Tet is a period when resignation consideration rises

It is not uncommon for Vietnamese talent, after going home or returning to Japan, to move toward “thinking about a job change after all.” During the visit they check domestic job information or hear about other workplaces from hometown acquaintances. One-on-ones after Tet and follow-up from supervisors have a direct effect on preventing resignations.

Practical Checklist: Steps Before and After Tet

As a practical checklist, we organize items HR should confirm in chronological order.

October–November: Early preparation phase

Confirm next year’s Tet dates and place a provisional mark on the company calendar
Check overlap between the annual shift/busy-slack calendar and the Tet period
Confirm that work rules clearly state annual paid leave and special leave provisions
Notify Vietnamese talent in multiple languages that “Tet leave request acceptance is starting”
Review staffing plans for whether substitute coverage is needed

December: Request intake and shift adjustment phase

Distribute and collect leave preference sheets in a Vietnamese version
Confirm flight booking schedules for those hoping to go home (reservations may be needed from year-end)
Secure substitute coverage on the shift schedule
Check remaining annual leave days and, if needed, guide planned annual leave or unpaid leave

Before departure: Status of residence and travel confirmation phase

Confirm that the residence card remains valid after departure
Confirm the validity period of special re-entry permission (within one year of departure)
If departure exceeding one year is expected, guide them to consult the Immigration Services Agency of Japan
Confirm planned return and reinstatement dates in writing

Tet day through the period: Communication phase

Send a “Chúc Mừng Năm Mới” message to Vietnamese talent in Japan
Secure a break space where employees who could not go home can make video calls
Confirm emergency contact methods during Tet (communication setup with staff who are home)

After return to work: Follow-up phase

Confirm return and reinstatement in writing
Ask about impressions of Tet and the home visit in a one-on-one
Check for signs of resignation intent (talk of job hunting, changes in work attitude, etc.)

FAQ

Q1. Can we refuse leave requests for Tet?

Annual paid leave requests may only be rescheduled under the right to change the timing when they would “interfere with the normal operation of the business,” but refusing leave simply because it is a busy period carries the risk of violating the Labor Standards Act. Guidelines from the Ministry of Health, Labour and Welfare also call for promoting the use of annual leave, and when changing the timing, it is advisable to propose alternative dates.

Q2. Is there a risk that a status of residence will expire during a Tet home visit?

As a rule, renewal of the period of stay must be processed in Japan. Before a home visit, always confirm the period of stay and the validity of the special re-entry permission (within one year of departure). Details can be checked on the official website of the Immigration Services Agency of Japan. Official website

Q3. Do we need to expressly provide for “Tet leave” in the work rules?

There is no legal obligation, but from the standpoint of preventing trouble and ensuring fairness, we recommend expressly stating the handling of leave for cultural and religious observances in the work rules. The model work rules provided by the Ministry of Health, Labour and Welfare and the foreign worker employment consultation desks at nearby Hello Work offices are also useful references.

Q4. What considerations can we offer Vietnamese talent who remain in Japan?

Greeting them with “Chúc Mừng Năm Mới (Happy New Year),” decorating the workplace with yellow flowers or other Tet decorations, and offering one Vietnamese dish such as bánh chưng at lunch—even small gestures can have a large impact. Providing a space for video calls is also effective.

Q5. Does Tet also affect recruiting activity afterward?

In Vietnam, job-seeking activity tends to pick up after the New Year. Many Vietnamese people also consider changing jobs after Tet, so it is effective to strengthen post-Tet recruiting in parallel with retention measures during the Tet period. For advice on recruiting strategy, please contact Foreign Talent Insights (YourBright).

Diagram: Tet Response Confirmation Flow (From Pre-Hire Through Return to Work)

Below is an overview of the Tet response that companies employing Vietnamese talent should carry out every year. The flow consists of three stages: “system setup before hiring,” “communication after joining,” and “practical handling before and after Tet.”

Step 1: System setup before hiring

The first item to check is the work rules. Confirm whether the handling of annual paid leave is clearly documented and whether multilingual explanatory materials for international talent are in place. Consider whether a special leave system for cultural events such as Tet exists, and revise the rules if necessary. If introducing planned annual leave, also prepare to conclude a labor-management agreement at this stage.

Step 2: Communication at onboarding orientation

At joining, communicate orally and in writing that “annual leave applications for cultural events are welcome.” Prepare a Vietnamese version of the application form and clarify the application route. Also include in the guidance at this stage that the residence card and re-entry permission must be checked before a home visit.

Step 3: Annual routine before, during, and after Tet

In October–November of the previous year, confirm the following year’s Tet dates and build them into the shift plan, then collect preferred leave sheets in December. Before home visits, check status of residence and re-entry permission for everyone. On the day of Tet, send congratulatory messages to staff remaining in Japan, and always hold follow-up interviews after they return to work. By repeating this routine every year, most Tet-related trouble can be prevented.

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In hiring and retaining Vietnamese talent, responding to Tet is an important matter that should be built in as “part of annual operations,” not as a “special exception.” Only when system setup, cultural understanding, and day-to-day communication are all in place does a workplace environment emerge in which Vietnamese talent feel they “want to work at this company for a long time.” For specialized advice on hiring and retaining international talent, please contact Foreign Talent Insights (YourBright). Consultants with a track record of hiring multinational talent, including from Vietnam, will assist you.