The Vietnamese Ministry of Education and Training has drafted a proposal to entice international specialists and overseas Vietnamese to work in higher education and vocational training, offering an unprecedented minimum salary of 400 million VND per month. The move is intended to put Vietnam on a competitive footing in the global race for talent, combining a high base salary with research start-up funds, housing support and a three-year income tax exemption.
Vietnam talent attraction policy and why salary is not enough
While the proposed salary—roughly the equivalent of 190,000 to 200,000 US dollars per year—rivals or exceeds compensation packages in many developed systems after accounting for Vietnams lower living costs and temporary tax relief, money alone is unlikely to secure long-term commitment. A large pay gap between incoming international experts and domestic faculty could generate resentment, isolation and cultural friction, undermining collaboration and institutional cohesion.
The policy should be viewed as the opening offer rather than the final answer. International comparisons show varied approaches. Chinas talent programmes have strong financial incentives and flexible affiliation rules, but they have encountered issues around transparency and legal risk. Japan prioritises stability and family residency rights, understanding that secure family arrangements matter greatly for retention. The United States and Europe often rely on academic freedom and long-term appointment systems that guarantee researchers autonomy and protection.
Lessons from history and the case for institutional trust
Historical example from Vietnam underlines that commitment often stems from trust and meaningful responsibility rather than pay. In 1946, senior specialists returned from abroad to serve a national mission despite much higher incomes abroad. Their readiness to accept hardship was linked to the authority they received and the sense of participating in a foundational enterprise.
Translating that spirit to 2026 means offering not only competitive remuneration but also genuine autonomy. Administrative bottlenecks, slow procurement and rigid hiring rules will frustrate top talent fast. Granting programme directors and institute heads delegated authority over budgeting, staffing and procurement will help translate salary offers into productive outcomes.
Practical policy design to keep experts engaged
Policymakers should structure the Vietnam talent attraction policy as a comprehensive package. Proposals include covering international school fees for children, facilitating spousal employment, and providing high-quality housing. Allowing dual-residence arrangements will let leading academics retain positions at world-class institutions while committing several months each year in Vietnam, enhancing networks and technology transfer.
Crucially, the state should link appointments to national research missions such as semiconductor development, climate adaptation for the Mekong Delta and Vietnamese-language AI. Assigning clear, high-impact tasks will frame positions as purposeful work rather than short-term contracts. Performance-based research funding combined with institutional freedom will encourage long-term commitment.
Vietnams proposal is a welcome, ambitious step in the contest for global talent. If designed as a package that balances generous pay with institutional autonomy, family-friendly support and mission-driven projects, the programme could transform temporary presence into enduring partnerships that strengthen Vietnams universities and vocational institutions for decades.
Key Takeaways:
- Vietnam proposes a bold Vietnam talent attraction policy offering a minimum salary of 400 million VND per month to lure global experts to higher education and vocational training.
- The plan pairs generous pay with tax relief, housing support and research grants but risks internal pay gaps and cultural isolation.
- Lessons from 1946 emphasise trust, autonomy and mission as the decisive factors in retaining talent.
- Recommended steps include academic special zones, family-focused packages, dual-residence arrangements and mission-led projects.
