Executive Summary

International expansion increasingly requires companies to move senior executives across jurisdictions. While relocating a Chief Executive Officer (CEO) or Country Manager may appear to be an HR exercise, it is, in reality, a multidisciplinary legal, tax and compliance project.

In one recent engagement, ECOVIS Switzerland and ECOVIS Vietnam worked together to support the relocation of a Swiss-based CEO to Vietnam. The assignment involved employment planning, immigration, work authorisation, tax residency, corporate governance and post-arrival compliance.

To protect client confidentiality, all identifying details have been anonymised.

By Attorney Vu Manh Quynh
Managing Partner, ECOVIS Vietnam Law
Last reviewed: 11 July 2026

Project Snapshot

Executive Mobility Has Become a Strategic Business Issue

Foreign-invested companies expanding into Vietnam frequently appoint experienced executives from headquarters to:

• establish new operations;
• lead manufacturing facilities;
• manage regional subsidiaries;
• oversee post-acquisition integration;
• strengthen corporate governance;
• transfer technology and know-how.

For multinational groups, executive relocation is no longer simply an immigration process. It directly affects business continuity, regulatory compliance and corporate governance.

The Business Challenge

A multinational industrial group headquartered in Switzerland decided to appoint one of its senior executives as Chief Executive Officer of its Vietnam operations.

The executive would:

• relocate to Vietnam with family;
• assume the role of legal representative of the Vietnamese company;
• oversee local operations;
• report directly to headquarters;
• travel regularly between Europe and Asia.

The assignment therefore required careful coordination between advisers in Switzerland and Vietnam.

Why CEO Relocation Requires Cross-Border Coordination

A senior executive assignment typically raises questions across several disciplines.

Employment

• Which entity should employ the executive?
• Should the assignment be permanent or temporary?
• How should compensation be structured?

Immigration

• Work permit eligibility
• Visa strategy
• Temporary Residence Card (TRC)
• Family relocation

Tax

• Personal Income Tax (PIT)
• Tax residency
• Double taxation considerations
• Employer reporting obligations

Corporate Governance

• Appointment as legal representative
• Board resolutions
• Delegation of authority
• Banking powers
• Corporate signing authority

These issues should be planned together rather than separately.

Coordinated Support Across Two Jurisdictions

ECOVIS Switzerland

The Swiss advisory team coordinated with headquarters on:

• executive assignment planning;
• employment considerations;
• corporate approvals;
• communication with group management;
• coordination of outbound documentation.

ECOVIS Vietnam Law

ECOVIS Vietnam Law managed the local implementation, including:

• work permit strategy;
• immigration documentation;
• Temporary Residence Card procedures;
• labour law compliance;
• executive employment documentation;
• appointment of the CEO under Vietnamese corporate law;
• corporate governance documentation;
• post-arrival regulatory support.

The project required continuous communication between both jurisdictions to ensure that headquarters’ objectives could be implemented effectively under Vietnamese law.

Beyond Immigration: Supporting Business Continuity

For senior executives, successful relocation means far more than obtaining a visa.

The executive needed to be able to:

• legally work in Vietnam;
• represent the company before authorities;
• sign commercial agreements;
• open and operate bank accounts where authorised;
• manage local employees;
• participate in board and shareholder decisions;
• travel internationally without disrupting compliance.

Accordingly, legal implementation became an integral part of business continuity planning.

Common Risks in Executive Relocation

International companies often underestimate the complexity of relocating senior management. Typical issues include:

Assuming immigration is the only requirement

Work authorisation is only one element of executive mobility. Employment, tax, governance and corporate authority must also be considered.

Delayed planning

Senior executives are often expected to begin work immediately after arrival. However, work permit and corporate procedures should be planned well in advance.

Unclear reporting structures

When an executive reports simultaneously to headquarters and the local subsidiary, governance responsibilities should be clearly documented.

Tax residency

Relocation may affect:

• personal income tax;
• employer obligations;
• social security;
• reporting requirements.

Early planning reduces the risk of unexpected tax exposure.

Practical Lessons for Multinational Companies

1. Treat executive relocation as a cross-functional project

Legal, HR, tax and corporate governance teams should work together from the beginning.

2. Align employment with corporate governance

The executive’s employment arrangements should support—not contradict—the company’s governance framework.

3. Plan immigration before project commencement

Operational timelines should reflect realistic regulatory procedures.

4. Consider the executive’s family situation

Residence arrangements for spouses and children often influence relocation success.

5. Maintain close coordination between headquarters and local advisers

Cross-border assignments are most successful when both jurisdictions operate from a shared implementation plan.

How ECOVIS Vietnam Law Supports Global Mobility

ECOVIS Vietnam Law regularly advises multinational companies on:

• executive relocation;
• work permits;
• work permit exemptions;
• Temporary Residence Cards (TRCs);
• employment law;
• personal income tax coordination;
• corporate governance;
• appointment of legal representatives;
• immigration compliance;
• cross-border employment structures.

Working alongside ECOVIS member firms worldwide, we help international businesses relocate executives to Vietnam while supporting long-term regulatory compliance and operational continuity.

Frequently Asked Questions

What work authorization does a foreign CEO need to legally lead a Vietnamese subsidiary?

A foreign executive generally needs a valid work permit or a documented exemption, plus an appropriate visa or Temporary Residence Card, before taking up the role in Vietnam.

How does appointing a foreign executive as legal representative affect corporate governance?

The appointment typically requires board or shareholder resolutions, updated corporate registration filings, and clearly documented delegation of signing and banking authority.

What tax residency issues arise when relocating a senior executive to Vietnam?

Tax residency depends on the number of days spent in Vietnam and other statutory tests, and affects personal income tax liability, employer reporting obligations and potential double-taxation considerations.

How far in advance should companies plan an executive relocation to Vietnam?

Work permit and immigration procedures, together with corporate governance filings, generally need to be initiated well before the executive’s planned start date to avoid operational delays.

How can ECOVIS Vietnam Law support multinational companies with executive relocation?

ECOVIS Vietnam Law manages the Vietnamese immigration, employment, tax and corporate governance workstream, coordinating with the relevant ECOVIS member firm on the headquarters side.

Related Services

• Executive Relocation & Global Mobility
• Work Permits & Temporary Residence Cards
• Personal Income Tax Coordination
• Corporate Governance & Legal Representative Appointment
• Cross-Border Coordination with ECOVIS International

About ECOVIS Vietnam Law

ECOVIS Vietnam Law provides integrated legal advisory for foreign investors, multinational groups and international executives establishing or expanding operations in Vietnam.

As part of the ECOVIS International network, we regularly collaborate with member firms across Europe, Asia-Pacific and other regions on cross-border investment, employment, tax and corporate governance projects.

Related Articles

• How ECOVIS Germany and ECOVIS Vietnam Supported a German Manufacturer Expanding into Vietnam
• From Representative Office to Full Operations: Supporting a German Engineering Services Company in Vietnam
• Work Permits in Vietnam: What Foreign Executives Need to Know
• Temporary Residence Cards for Foreign Investors and Executives in Vietnam
• Managing Global Mobility for Multinational Companies Operating in Vietnam

Disclaimer: This article is based on practical cross-border advisory experience. Client identity, locations and commercial information have been anonymised to preserve confidentiality. The content is provided for general informational purposes only and should not be regarded as legal, tax or immigration advice. Companies should obtain project-specific professional advice before implementing international executive assignments.