Employer permission
Obtain written approval covering country, duration, duties, data and working hours.
06 · Remote work
For employees, contractors and founders whose income remains connected to Europe or another international market.
A laptop and an e-visa do not settle work authorisation, tax residence, payroll, social security, data security or your employer’s corporate exposure. Treat remote work as a cross-border compliance question before treating it as a lifestyle choice.
What matters first
Obtain written approval covering country, duration, duties, data and working hours.
Confirm the correct status; an e-visa is entry permission, not a blanket right to work.
Review personal tax residence, withholding, social insurance and permanent-establishment risk.
Test time zones, connectivity, calls, workspace, security and travel rhythm.
Employee, contractor, founder and business traveller create different questions.
Ask immigration, tax and employer counsel to assess the same fact pattern.
Use a time-limited stay without assuming it creates a compliant long-term model.
If Vietnam becomes your base, redesign the employment or business structure accordingly.
Next step
Do not assume a tourism or e-visa category creates work authorisation. Confirm current options with qualified immigration counsel for your facts.
No simple day count answers every case. Residence tests, income source, treaty position, employer duties and repeated presence can all matter.
Orientation only, not individual legal, tax or financial advice. Rules and personal circumstances can change; obtain qualified advice before consequential decisions.
Talk directly with Shiyun — non-binding, confidential and in English or German.