{"id":12779,"date":"2025-08-25T10:02:39","date_gmt":"2025-08-25T03:02:39","guid":{"rendered":"https:\/\/cdlaf.vn\/?p=12779"},"modified":"2025-08-25T10:06:28","modified_gmt":"2025-08-25T03:06:28","slug":"labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-2","status":"publish","type":"post","link":"https:\/\/cdlaf.vn\/en\/labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-2\/","title":{"rendered":"Labor Regulations \u2013 Are they truly necessary for Businesses and Guidelines for Drafting (Part 2)"},"content":{"rendered":"<p>More than anyone else, we understand the crucial importance of well-structured labor regulations for enterprises. Such regulations serve as the core legal document that enables businesses to effectively manage their human resources, maintain compliance, and avoid labor disputes that consume both time and cost. Following the first part of our discussion on \u201c<strong>Labor Regulations \u2013 Are They Truly Necessary for Businesses and Guidelines for Drafting<\/strong>\u201d, in this article we continue to provide several key aspects:<\/p>\n<figure id=\"attachment_12750\" aria-describedby=\"caption-attachment-12750\" style=\"width: 600px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-12750\" src=\"http:\/\/cdlaf.vn\/wp-content\/uploads\/2025\/08\/pexels-karolina-grabowska-7876053-600x400.jpg\" alt=\"\" width=\"600\" height=\"400\" srcset=\"https:\/\/cdlaf.vn\/wp-content\/uploads\/2025\/08\/pexels-karolina-grabowska-7876053-600x400.jpg 600w, https:\/\/cdlaf.vn\/wp-content\/uploads\/2025\/08\/pexels-karolina-grabowska-7876053-1200x800.jpg 1200w, https:\/\/cdlaf.vn\/wp-content\/uploads\/2025\/08\/pexels-karolina-grabowska-7876053-768x512.jpg 768w, https:\/\/cdlaf.vn\/wp-content\/uploads\/2025\/08\/pexels-karolina-grabowska-7876053-1536x1024.jpg 1536w, https:\/\/cdlaf.vn\/wp-content\/uploads\/2025\/08\/pexels-karolina-grabowska-7876053-2048x1365.jpg 2048w\" sizes=\"auto, (max-width: 600px) 100vw, 600px\" \/><figcaption id=\"caption-attachment-12750\" class=\"wp-caption-text\">Source: pexels-karolina-grabowska-7876053<\/figcaption><\/figure>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of contents:<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #a32411;color:#a32411\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #a32411;color:#a32411\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/cdlaf.vn\/en\/labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-2\/#1_Temporary_reassignment_of_employees\" >1. Temporary reassignment of employees<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/cdlaf.vn\/en\/labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-2\/#2_Disciplinary_violations\" >2. Disciplinary violations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/cdlaf.vn\/en\/labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-2\/#3_Material_liability_%E2%80%93_Legal_boundaries_to_avoid_disputes\" >3. Material liability \u2013 Legal boundaries to avoid disputes<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/cdlaf.vn\/en\/labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-2\/#4_Authority_to_Impose_disciplinary_measures\" >4. Authority to Impose disciplinary measures<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/cdlaf.vn\/en\/labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-2\/#5_Principles_%E2%80%93_Procedures_%E2%80%93_Statute_of_limitations_for_disciplinary_actions\" >5. Principles \u2013 Procedures \u2013 Statute of limitations for disciplinary actions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/cdlaf.vn\/en\/labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-2\/#6_Personal_data\" >6. Personal data<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/cdlaf.vn\/en\/labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-2\/#7_Recommendations_for_enterprises\" >7. Recommendations for enterprises<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/cdlaf.vn\/en\/labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-2\/#SEND_CONSULTATION_REQUEST\" >SEND CONSULTATION REQUEST<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"1_Temporary_reassignment_of_employees\"><\/span>1. Temporary reassignment of employees<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>In business operations, force majeure situations such as natural disasters, epidemics, technical incidents, or market fluctuations may compel an enterprise to reallocate its workforce. The right of \u201ctemporary reassignment\u201d thus becomes a flexible mechanism that allows business continuity in unpredictable circumstances.<\/p>\n<p>However, such flexibility can easily lead to disputes if the internal regulations do not clearly define the applicable cases, duration, and salary arrangements. Employees often perceive that they are being forced to work outside their expertise or unfairly subjected to salary reductions. Without transparency, it will be difficult for the enterprise to defend its decisions before the authorities or the court.<\/p>\n<p>A sound set of regulations should specify: (i) legitimate circumstances for reassignment (natural disasters, epidemics, production needs); (ii) maximum duration and cumulative limits; and (iii) mechanisms ensuring minimum wage or allowances during the reassignment period.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"2_Disciplinary_violations\"><\/span>2. Disciplinary violations<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>According to the law, an enterprise may not impose labor discipline on any act of misconduct unless such act is recorded in the Labor Regulations. In practice, this presents a challenge as the enterprise must anticipate potential scenarios and record them in advance. Moreover, the company must arrange corresponding disciplinary measures appropriate to each level of violation, ensuring that the rules are both comprehensive and lawful. It is critical to note that disciplinary actions are only valid if permitted by law. For instance, provisions such as \u201cmonetary fines\u201d or \u201csalary deductions\u201d would be invalid if stipulated in the regulations.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"3_Material_liability_%E2%80%93_Legal_boundaries_to_avoid_disputes\"><\/span>3. Material liability \u2013 Legal boundaries to avoid disputes<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Material liability is among the most contentious issues, as it directly relates to employees\u2019 income. If an enterprise sets out vague provisions or those contrary to the law, the rules on material liability may inadvertently expose the company to legal violations and compensation claims.<\/p>\n<p>The regulations should clearly affirm the principle that employees are only required to compensate when: (i) actual damage occurs, (ii) fault is attributable to the employee, and (iii) there is clear evidence. In addition, the monthly salary deduction must be limited. This is not only a statutory requirement but also an element of fairness, ensuring the minimum protection of employees\u2019 rights.<\/p>\n<p>A transparent damage assessment process, with written minutes and signed confirmation, is mandatory to ensure persuasiveness in enforcement. In practice, many enterprises have lost disputes simply because they imposed compensation subjectively without proving the causal link between the fault and the damage.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"4_Authority_to_Impose_disciplinary_measures\"><\/span>4. Authority to Impose disciplinary measures<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A disciplinary decision only has legal validity if it is issued by a person with the proper authority. While this may seem straightforward, in reality, the corporate structure\u2014with multiple legal representatives and various levels of delegation\u2014often leads to misunderstandings regarding who is authorized to impose disciplinary measures corresponding to each form of sanction.<\/p>\n<p>The legal consequence of handling the correct misconduct but through the wrong procedure, including misidentification of disciplinary authority, may result in the enterprise being obliged to compensate the employee, and in certain cases, even reinstate the employee to their position&#8230;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"5_Principles_%E2%80%93_Procedures_%E2%80%93_Statute_of_limitations_for_disciplinary_actions\"><\/span>5. Principles \u2013 Procedures \u2013 Statute of limitations for disciplinary actions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Labor discipline is not only an internal sanction but also a legal procedure. If an enterprise fails to comply with the prescribed principles and procedures, the disciplinary decision will be rendered invalid, regardless of whether the employee has actually committed a violation.<\/p>\n<p>Common mistakes include issuing a decision after the statute of limitations has expired, failing to prepare minutes with the proper participants, or procedural errors as simple as missing a notification step, sending the notice to the wrong address, having the wrong issuer, or including inaccurate content. All of these may result in adverse consequences for the enterprise, including the obligation to compensate the employee, as discussed above.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"6_Personal_data\"><\/span>6. Personal data<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>With the issuance of regulations on the Personal Data Protection Law, enterprises are now required to address in their internal rules the collection, storage, use, and deletion of employees\u2019 personal data. This development also shapes employees\u2019 expectations regarding the obligations that enterprises must fulfill with respect to the personal data obtained during the course of employment. Therefore, to proactively protect themselves, enterprises should include in their labor regulations provisions recognizing the company\u2019s rights concerning employees\u2019 personal data. While this is not yet a mandatory component of the labor regulations, it is advisable to include it. At the same time, the rules should reference prohibited acts by other employees or managers that may breach the enterprise\u2019s statutory obligations regarding personal data protection.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"7_Recommendations_for_enterprises\"><\/span>7. Recommendations for enterprises<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Through many years of advising large enterprises and FDI corporations, we have observed that labor regulations are often underestimated and treated as a mere administrative formality. In reality, a well-prepared set of labor regulations not only enables compliance to avoid administrative penalties, but also serves as the foundation to prevent disputes, minimize losses from labor conflicts, and mitigate damages caused by employees\u2019 violations. We also recognize that most business risks do not arise from unexpected incidents but rather from the lack of standardization in labor management systems. Many large corporations with strong resources have nonetheless lost lawsuits or faced significant compensation liabilities simply because their labor regulations were weak or invalid. Therefore, we always recommend that enterprises should:<\/p>\n<ul>\n<li><strong>Invest seriously in drafting and registering labor regulations:<\/strong> Labor regulations are not just a procedural requirement but the only legal document that provides a lawful basis for imposing discipline and defending the company before the courts. A robust set of rules equals a strong legal \u201cshield.\u201d<\/li>\n<li><strong>Align labor regulations with other internal policies:<\/strong> The regulations must be consistent with policies on remuneration, disciplinary procedures, data security and safety, and anti-harassment. This not only ensures legal compliance but also demonstrates systematic governance in the event of disputes.<\/li>\n<li><strong>Ensure continuous training and communication:<\/strong> Even the most well-structured regulations are meaningless if employees are \u201cunaware\u201d or \u201cuninformed.\u201d Enterprises should organize periodic training, conduct comprehension assessments, and retain signed acknowledgments as evidence in case of claims or lawsuits.<\/li>\n<li><strong>Review and update regularly:<\/strong> Labor laws evolve, and business models also change. If regulations are not updated to reflect new contexts (e.g., remote work, data protection, rules on overtime), they risk becoming outdated and unenforceable during disputes.<\/li>\n<li><strong>Implement discipline transparently and procedurally:<\/strong> The disciplinary process must be strictly followed\u2014from proper notification and summoning of the required participants, to issuing decisions within the statutory time limit. Only when the regulations are \u201csound\u201d and their enforcement strictly complies with the law will the enterprise gain an advantage in litigation.<\/li>\n<\/ul>\n<p>In the current trend where businesses are building ESG (Environmental, Social, and Governance) criteria, maintaining compliance in labor relations will be considered a competitive advantage in the eyes of investors and partners. To achieve this, enterprises must devote real attention to building labor regulations that are both legally sound and practically aligned with their operations. Each enterprise should view the issuance and updating of labor regulations not as a legal burden, but as an essential step toward establishing a foundation for sustainable and secure development.<\/p>\n<p><strong><em>Time of writing:<\/em><\/strong> 19\/08\/2025<\/p>\n<p><em>The article contains general information which is of reference value, in case you want to receive legal opinions on issues you need clarification on, please get in touch with our Lawyer \u00a0at\u00a0 <a href=\"https:\/\/mail.google.com\/mail\" target=\"_blank\" rel=\"noopener\"><strong>info@cdlaf.vn<\/strong><\/a><\/em><\/p>\n<div class=\"content-post-nd\">\n<div style=\"text-align: center;\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-5519 size-full aligncenter\" src=\"http:\/\/cdlaf.vn\/wp-content\/uploads\/2023\/05\/CHUONG-TRINH-THANG.png\" alt=\"\" width=\"1080\" height=\"600\" srcset=\"https:\/\/cdlaf.vn\/wp-content\/uploads\/2023\/05\/CHUONG-TRINH-THANG.png 1080w, https:\/\/cdlaf.vn\/wp-content\/uploads\/2023\/05\/CHUONG-TRINH-THANG-720x400.png 720w, https:\/\/cdlaf.vn\/wp-content\/uploads\/2023\/05\/CHUONG-TRINH-THANG-768x427.png 768w\" sizes=\"auto, (max-width: 1080px) 100vw, 1080px\" \/><\/div>\n<\/div>\n<div class=\"content-post-nd\">\n<p><strong>Why choose CDLAF\u2019s service?<\/strong><\/p>\n<ul class=\"li-content\">\n<li>We provide effective and comprehensive legal solutions that help you save money and maintain compliance in your business;<\/li>\n<li>We continue to monitor your legal matters even after the service is completed and update you when there are any changes in the Vietnamese legal system;<\/li>\n<li>Our system of forms and processes related to labor and personnel is continuously built and updated and will be provided as soon as the customer requests it;<\/li>\n<li>As a Vietnamese law firm, we have a thorough understanding of Vietnam&#8217;s legal regulations, and grasp the psychology of employees, employers, and working methods at competent authorities;<\/li>\n<li>CDLAF&#8217;s team of lawyers has many years of experience in the field of labor and enterprises, as well as human resources and financial advisory.<\/li>\n<li>Strict information security procedures throughout the service performance and even after the service is completed.<\/li>\n<\/ul>\n<\/div>\n<p><strong style=\"color: #a32411;\">You can refer for more information:<\/strong><\/p>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li><a href=\"https:\/\/cdlaf.vn\/en\/labor-regulations-are-they-truly-necessary-for-businesses-and-guidelines-for-drafting-part-1\/\">Labor Regulations \u2013 Are they truly necessary for Businesses and Guidelines for Drafting (Part 1)<\/a><\/li>\n<li><a href=\"https:\/\/cdlaf.vn\/en\/procedures-for-adjustment-of-investment-project-implementation-location-and-enterprise-headquarters-in-accordance-with-the-2025-legal-provisions\/\">Procedures for adjustment of investment project implementation location and enterprise headquarters in accordance with the 2025 legal provisions<\/a><\/li>\n<li><a href=\"https:\/\/cdlaf.vn\/en\/the-uks-approach-to-beneficial-ownership\/\">The UK\u2019s approach to beneficial ownership<\/a><\/li>\n<li><a href=\"https:\/\/cdlaf.vn\/en\/changes-related-to-work-permits-of-foreign-employees-working-in-vietnam-2\/\">Changes related to work permits of foreign employees working in Vietnam<\/a><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>\u00a0<\/p>\n\n<div class=\"wpcf7 no-js\" id=\"wpcf7-f2681-o1\" lang=\"en-US\" dir=\"ltr\" data-wpcf7-id=\"2681\">\n<div class=\"screen-reader-response\"><p role=\"status\" aria-live=\"polite\" aria-atomic=\"true\"><\/p> <ul><\/ul><\/div>\n<form action=\"\/en\/wp-json\/wp\/v2\/posts\/12779#wpcf7-f2681-o1\" method=\"post\" class=\"wpcf7-form init\" aria-label=\"Contact form\" novalidate=\"novalidate\" data-status=\"init\">\n<fieldset class=\"hidden-fields-container\"><input type=\"hidden\" name=\"_wpcf7\" value=\"2681\" \/><input type=\"hidden\" name=\"_wpcf7_version\" value=\"6.1.5\" \/><input type=\"hidden\" name=\"_wpcf7_locale\" value=\"en_US\" \/><input type=\"hidden\" name=\"_wpcf7_unit_tag\" value=\"wpcf7-f2681-o1\" \/><input type=\"hidden\" name=\"_wpcf7_container_post\" value=\"0\" \/><input type=\"hidden\" name=\"_wpcf7_posted_data_hash\" value=\"\" \/>\n<\/fieldset>\n<h2 class=\"tt-form\"><span class=\"ez-toc-section\" id=\"SEND_CONSULTATION_REQUEST\"><\/span>SEND CONSULTATION REQUEST\n<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><label>Full name<\/label><br \/>\n<span class=\"wpcf7-form-control-wrap\" data-name=\"full-name\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" value=\"\" type=\"text\" name=\"full-name\" \/><\/span><br \/>\n<label>Email<\/label><br \/>\n<span class=\"wpcf7-form-control-wrap\" data-name=\"email\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-email wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-email\" aria-required=\"true\" aria-invalid=\"false\" value=\"\" type=\"email\" name=\"email\" \/><\/span><br \/>\n<label>Phone Number<\/label><br \/>\n<span class=\"wpcf7-form-control-wrap\" data-name=\"phone\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-tel wpcf7-text wpcf7-validates-as-tel\" aria-invalid=\"false\" value=\"\" type=\"tel\" name=\"phone\" \/><\/span><br \/>\n<label>Message<\/label><br \/>\n<span class=\"wpcf7-form-control-wrap\" data-name=\"coment\"><textarea cols=\"40\" rows=\"10\" maxlength=\"2000\" class=\"wpcf7-form-control wpcf7-textarea\" aria-invalid=\"false\" name=\"coment\"><\/textarea><\/span><br \/>\n<input class=\"wpcf7-form-control wpcf7-submit has-spinner btn-yellow\" type=\"submit\" value=\"Send\" \/>\n<\/p><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>More than anyone else, we understand the crucial importance of well-structured labor regulations for enterprises. Such regulations serve as the core legal document that enables businesses to effectively manage their human resources, maintain compliance, and avoid labor disputes that consume both time and cost. Following the first part of our discussion on \u201cLabor Regulations \u2013&#8230;<\/p>\n","protected":false},"author":4,"featured_media":12750,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[64],"tags":[],"class_list":["post-12779","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles"],"acf":[],"_links":{"self":[{"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/posts\/12779","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/comments?post=12779"}],"version-history":[{"count":2,"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/posts\/12779\/revisions"}],"predecessor-version":[{"id":12781,"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/posts\/12779\/revisions\/12781"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/media\/12750"}],"wp:attachment":[{"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/media?parent=12779"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/categories?post=12779"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/cdlaf.vn\/en\/wp-json\/wp\/v2\/tags?post=12779"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}