🔍 Key Notes on LDD of RE Projects in Vietnam – Part 7: Employment, IP & Integration Considerations (Final Part)

📌 Key Employment Considerations

1️⃣ Common Employment Issues

Compliance with salary, social insurance, and overtime regulations is essential to avoid liabilities.

Internal labor rules should be reviewed to ensure alignment with Vietnam’s labor laws and company policies.


2️⃣ Key Personnel & Retention Strategy

General Director, Plant Managers, Accountants, O&M Team—Will they be retained or replaced?

Integration Period: How long will the new buyer keep key personnel to ensure continuity?

Maintaining Benefits: Keeping the same or better employment terms may be necessary to retain talent and prevent operational disruptions.


📑 Integration & IP Considerations

3️⃣ Integration Plan in Transaction Agreements

The transition period should be clearly defined in transaction agreements, ensuring a structured handover.

Defining roles and responsibilities during the integration phase will minimize operational risks.


4️⃣ Intellectual Property & Project Name Considerations

Seller’s Name & Branding: In some cases, the project continues under the seller’s name to avoid changes in licenses and contracts.

Agreements should explicitly address IP ownership, branding, and name usage post-transaction.


🚀 Final Thoughts

Employment, IP, and integration planning are often underestimated in LDD but play a vital role in the seamless transition of RE projects. Buyers and sellers should carefully structure agreements to protect operational stability, workforce retention, and regulatory compliance.

🔜That concludes my LDD series for RE sector. I believe the insights shared in this series will be relevant not only to RE projects but also to other sectors in various ways. I will continue providing updates on key issues in RE and other industries regularly.



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