As hiring of Vietnamese talent expands across manufacturing, construction, nursing care, and food service, many companies now face the challenge of coordinating leave around Tet (Tết Nguyên Đán). Tet is Vietnam’s most important holiday—comparable in meaning to combining Japan’s New Year, Obon, and major family occasions into one. Yet it is not built into Japanese work rules or annual calendars, so frontline managers often make ad hoc decisions about how many paid leave days to allow and how to respond when employees ask to return home.

This article systematically covers the practical knowledge HR professionals and executives need—from Tet’s cultural background to concrete labor responses and workplace considerations that improve retention. Drawing on our work supporting the hiring and retention of international talent, we include real questions raised on the ground and concrete answers to them.

What Tet Is: The Defining Milestone Vietnamese Talent Bring to the Workplace

Tet (Tết Nguyên Đán) refers to the Lunar New Year and falls each year from late January to early February. In 2026, Tet New Year’s Day is February 17; in 2027, it is January 29. The Vietnamese government typically designates seven to nine days around Tet as national holidays, a period when travel home, ancestor rites, and family gatherings concentrate across the country.

Tet is considered even more important than Japan’s New Year in part because of Confucian family values and ancestor veneration. Offering flowers and food at the ancestral altar, gathering the whole family, and clearing away the “bad things” of the old year to welcome the new year cleanly—these customs carry religious meaning as well, and many people from Vietnam, whether under Specified Skilled Worker, Technical Intern Training, or highly skilled pathways, take them seriously.

Treating Tet not as a simple request for consecutive days off, but as an indispensable milestone for maintaining bonds with family and hometown, is the starting point for appropriate workplace consideration. For employees who wish to return home, whether they can take paid leave during Tet can itself become a criterion for deciding whether to stay with the company long term.

When Tet Falls and Its Practical Impact on Japanese Workplaces

Tet’s impact on Japanese workplaces appears mainly at three points in time.

First is a surge in requests to return home. From December through January, Vietnamese talent often raise home-visit and return-home requests all at once. If several people on a production line or nursing care shift apply for leave at the same time, operations may not hold.

Second is concentrated turnover around Tet. This is a pattern repeatedly observed on the ground: more Vietnamese talent consider resigning or changing jobs around Tet because they want a different environment. Employees who enjoy Tet tend to recover motivation more easily; workplaces that offered insufficient consideration risk employees not returning after going home.

Third is a heavier communication load. Those returning home need flight arrangements and confirmation of re-entry permission; even those who remain in Japan inevitably spend more time coordinating across time zones with family in Vietnam. Where paid leave requests and work adjustments for this period are not handled through a smooth process, stress builds for both supervisors and employees.

For the overall picture of hiring international talent, see also Fundamentals of Hiring Foreign Nationals: Recruitment Flow and Key Points.

Common On-the-Ground Questions: HR Concerns Around Tet Leave

Common questions from the field can be grouped into patterns such as the following.

“How many days of paid leave should we allow?”

This is the most frequent question. The answer is that the law does not set a fixed number—the company and the worker agree. Under the Labor Standards Act as administered by the Ministry of Health, Labour and Welfare, annual paid leave is a worker’s right, and as a rule the worker designates the dates (Article 39 of the Labor Standards Act). Unilaterally refusing a request because it is for Tet is difficult unless the employer’s right to change the timing applies because the leave would “interfere with the normal operation of the business.” You can also confirm this in the full text of the Labor Standards Act on e-Gov (https://elaws.e-gov.go.jp/document?lawid=322AC0000000049). In practice, what matters is clarifying in advance (1) how many paid leave days remain and (2) how coverage will be arranged for operations.

“What should we do about re-entry permission while they are back home?”

When Vietnamese talent with work-related statuses of residence such as Specified Skilled Worker or Technical Intern Training leave Japan for more than 30 days, there is a risk they fall outside re-entry permission or “deemed re-entry permission.” According to guidance from the Immigration Services Agency of Japan, foreign nationals with a valid status of residence who re-enter within one year of departure are generally covered by deemed re-entry permission, but if the period of stay would expire while they are abroad, procedures must be completed in advance. Always check the latest information from the Immigration Services Agency of Japan (https://www.moj.go.jp/isa/index.html) and ensure staff can explain it to employees.

“How should we support employees who spend Tet while remaining in Japan?”

Consideration for Vietnamese talent who cannot return home is also important. Allowing paid leave on or around Tet day, creating opportunities to share Vietnamese food at work, and accommodating time for international calls to Vietnam—these responses directly affect workplace engagement. Understanding Cultural Background in Workplace Communication, which discusses cultural consideration for Myanmar talent, is also useful.

Failure Patterns and How to Avoid Them: Risks from Insufficient Consideration

Below we look at failure patterns and avoidance measures in concrete terms.

Failure pattern 1: Stating outright that “only Japanese public holidays are recognized”

Some companies whose work rules say holidays are limited to Japan’s national holidays try to reject paid leave requests from Vietnamese talent on the grounds that “Tet is not a Japanese holiday.” In practice it is legally difficult to require a reason for annual paid leave, and this response can destroy employee trust at once. The avoidance measure is to state clearly in the annual paid leave clause of the work rules that “reasons for taking leave are not required,” and to build a window and deadline for accepting preferred leave during Tet into the annual schedule.

Failure pattern 2: Multiple people apply at once and operations stop

This pattern occurs when several Vietnamese talent submit leave requests all at once just before Tet and the site falls into confusion. The avoidance measure is to announce in advance a rule such as “paid leave applications for the Tet period close by the end of November.” Companies that properly manage the foreign employment status notification to Hello Work (the foreign employment status notification system required by the Ministry of Health, Labour and Welfare) already know how many Vietnamese talent they employ and can plan shifts more easily.

Failure pattern 3: Employees do not return after going home

Losing contact after a Tet return home, or receiving a resignation notice via messaging app—this often happens in workplaces with weak retention support. The avoidance measure is for a supervisor or support staff member to hold an individual meeting before Tet, in Vietnamese or through an interpreter, and clearly convey “we want you to come back” and “here is the next goal.” Keeping follow-up before and after the return home as interview records also helps detect problems early.

Failure pattern 4: Overlooking expiry of the status of residence

If the period of stay expires while the employee is abroad, they cannot re-enter as things stand. Cases have been reported in which the company left this to “self-management” and the employee could not return to work. Period of stay can be checked through Immigration Services Agency of Japan systems, and hiring staff are expected to keep copies of residence cards and manage expiry dates. For statuses of residence for highly skilled foreign professionals, see also Guide to Statuses of Residence for Highly Skilled Foreign Professionals.

Points Hiring Managers Often Overlook

We highlight three points hiring managers often overlook.

Tet is a period, not a single day

Not only Tet New Year’s Day but roughly seven to ten days including the days before and after are treated as the “Tet period.” Allowing paid leave for New Year’s Day alone does not match reality, because travel home requires days for the round trip. Companies that set an operating rule such as “priority acceptance of paid leave applications for up to ○ consecutive days during the Tet period” tend to receive higher employee evaluations.

Preparation for Tet starts in December

In Vietnam, the weeks before the Lunar New Year are treated as “pre-Tet,” with special shopping, deep cleaning, and remittances to hometowns. From late December into January, communication improves markedly when managers speak with employees on the assumption that their attention is already turning toward Tet.

For those remaining in Japan, a Tet they cannot go home for is a heavy burden

For Vietnamese talent working abroad away from family, being unable to return home for Tet is a significant emotional strain. Showing an attitude of “no special treatment outside Japanese public holidays” without understanding this can rapidly weaken employees’ sense of belonging. Respect for cultural background is a decision criterion that directly affects long-term retention.

Institutionalizing Tet Leave: Decision Criteria and Operating Design

Elevating Tet leave from “exceptional handling of individual circumstances” to “an organizational system” is essential for stable operation of a multinational workplace. Decision criteria are organized below.

Building it into the annual paid leave plan

The Ministry of Health, Labour and Welfare requires under the Labor Standards Act that workers take at least five days of annual paid leave (2019 amendment). From the standpoint of meeting that obligation, it is reasonable for the company to encourage planned paid leave during Tet. Consider establishing internal rules such as “Tet application window: November 1–30 each year” and “maximum consecutive days: up to five (within remaining balance)” as a supplementary provision to the work rules or a separate regulation.

Options for unpaid leave and special leave

For employees with insufficient paid leave balances, you need decision criteria on whether to allow unpaid special leave (unpaid absence). Companies with a rule such as “for employees with less than one year of service and zero paid leave balance, up to three days of unpaid leave are allowed only during the Tet period” are strengthening their competitiveness in hiring Vietnamese talent. At the same time, if permission for unpaid absence is left vague, fairness issues with other employees arise, so formalizing the rule matters.

Assigning support staff and interpreters

Smooth coordination before and after Tet requires support staff or interpreters who can work in Vietnamese. If they are not available in-house, consider partnering with a Registered Support Organization or an external talent support firm. Contact Foreign Talent Insights accepts inquiries on hiring and retention support for Vietnamese talent.

Diagram: Pre-Hire Confirmation Flow (Tet Response Version)

Below is a Tet-response confirmation flow for hiring Vietnamese talent. Steps are organized from job offer through the first Tet.

Step 1: Initial checks at the time of the job offer

  • Confirm the employment start month and the timing of the first Tet
  • Confirm that the residence card remains valid after Tet
  • Confirm and record whether the candidate wishes to return home in a pre-boarding interview

Step 2: Preparation after joining through early December

  • Communicate paid leave application rules for the Tet period in Japanese and Vietnamese
  • Share expected applications from Vietnamese talent with shift managers
  • Have employees confirm their paid leave balances and explain the policy if balances are insufficient

Step 3: Confirm immigration procedures if returning home (during December)

  • Confirm that the period of stay will not expire during the time abroad
  • Confirm whether the conditions for deemed re-entry permission (re-entry within one year) apply
  • If the conditions do not apply, encourage advance application at an Immigration Services Agency of Japan counter

Step 4: Individual meeting before Tet (early January)

  • Reconfirm intention to return home or remain in Japan, and the return-to-work date
  • Briefly touch on the next career goal to motivate return after leave
  • Confirm emergency contacts (both in the home country and in Japan)

Step 5: Follow-up after Tet (within one week of return to work)

  • Hold a short meeting on the day of return or the next day
  • Listen to a report on Tet and use it as a chance to reset workplace relationships
  • Identify any issues or dissatisfaction early and address them before the next Tet cycle

Frequently Asked Questions (FAQ)

Q1: Is Tet recognized as a holiday under Japanese law?

Neither Japan’s Labor Standards Act nor the Act on National Holidays includes the concept of “Tet.” Tet day is an ordinary business day in Japan. However, taking annual paid leave is a worker’s right, and a request made for Tet can still be processed as paid leave. Nothing prevents a company from establishing special “cultural consideration leave” in its work rules.

Q2: If paid leave remains, can we have employees take it around Tet?

Yes. From the standpoint of meeting the five-day annual paid leave obligation promoted by the Ministry of Health, Labour and Welfare, encouraging employees to apply for paid leave during Tet on a planned basis is recommended. However, “planned granting,” in which the company unilaterally designates dates, requires a provision in the work rules and a labor-management agreement.

Q3: What happens if the period of stay expires while the employee is back home?

Re-entry is generally not permitted once the status of residence has expired. In that case, visa procedures must be redone, and return to work can take several months. Hiring managers must check the residence card’s validity in advance and, if expiry is expected, encourage consultation with the Immigration Services Agency of Japan.

Q4: Does failing to show consideration for Tet affect hiring?

In practice, yes. Vietnamese talent communities actively share information via SNS and word of mouth, and whether a workplace is considerate about Tet reaches candidates. When job offers are otherwise comparable, companies with stronger cultural consideration tend to be chosen.

Q5: Are there Vietnamese occasions other than Tet that warrant consideration?

Besides Tet, important milestones include Qingming (early April), the mid-year festival (the 15th day of the seventh lunar month), and National Day (September 2). These are not large events involving return home on the scale of Tet, however, and are usually handled through family contact on SNS or personal observance. It is fair to treat Tet as the occasion that most often calls for special workplace response.

Practical Checklist: Annual Tet Response Schedule

Use the practical checklist below to put your year-round response in place.

Actions for October–November

  • Confirm next year’s Tet dates (they change each year based on the lunar calendar)
  • Tally paid leave balances for Vietnamese employees on staff
  • Notify the company of how paid leave applications for the Tet period will be accepted
  • Conduct Tet response training for shift managers and supervisors

Actions for December

  • Close Tet paid leave applications and complete approvals and adjustments
  • Check the residence card expiration dates of those who wish to return home
  • As needed, guide them through procedures with the Immigration Services Agency of Japan
  • Plan Tet networking events for Vietnamese talent remaining in Japan

Actions for January (before Tet)

  • Confirm and record return-to-work dates for everyone scheduled to go home
  • Prepare a list of support contacts and emergency numbers
  • Confirm backup arrangements for on-site shifts
  • Offer simple gestures of consideration, such as farewell gifts and Tet congratulations messages

Actions after Tet

  • Confirm that everyone has returned to work
  • Hold return-to-work interviews within one week
  • Record issues with that year’s Tet response and draft an improvement plan for the following year

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Retention of Vietnamese talent truly begins after hiring, and how you handle Tet is one of the biggest tests. Beyond meeting legal obligations, combining respect for cultural background with practical planning can significantly strengthen a sense of belonging at work. For concrete advice on hiring and retention support, feel free to reach out via the Foreign Talent Insights (YourBright) contact desk.

Related articles: practical topics worth reviewing together

Please also review practical articles on related themes as needed.

Also review holidays and annual events beyond Tet

Alongside your Tet leave response, the Vietnamese Holidays and Annual Events and Workplace Retention Guide will help you organize the annual leave schedule and key consideration points, making shift adjustments and interview timing easier to plan.