Detailed and easy-to-use construction worker payroll template

Construction worker payroll templates are an important tool to help businesses effectively manage labor costs in construction projects. Using standardized payroll not only ensures transparency in payment but also helps businesses comply with current legal regulations on salary and bonus regimes. In the following article, 1C Vietnam will provide detailed information on popular types of payroll templates and instructions for customization to suit the specific needs of each business in the construction industry.

1. Popular types of construction worker payroll templates

In the construction industry, depending on the nature of the work and the company's policies, there are different types of payroll templates applied. Below are the three most common types.

1.1 Sample salary sheet for construction workers

This is a payroll form provided to workers for the convenience of tracking their wages. If workers have any questions, they can contact the human resources department for assistance.

DOWNLOAD

1.2 Sample payroll tracking sheet at the enterprise

DOWNLOAD

>>> DON'T MISS: Sample proposal for salary increase for employees

2. Main components in construction worker payroll template

A complete payroll template should include a lot of important information. Below are the essential components of a construction worker payroll.

2.1 Personal information of workers

The personal information section helps to accurately identify each employee in the human resource management system. The information required in this section includes:

• Full name : Full information of the employee according to identification documents.
• Employee code : Unique identification code in the enterprise's human resource management system.
• Job title/position : Clearly define the roles of workers such as construction workers, welders, electricians, masons, foremen, etc.
• Department/team/unit : Identify the direct management unit, help classify and monitor personnel by group.
• ID card/CCCD number : Important identification information for insurance payment and administrative procedures.
• Bank information : Account number and bank if salary is paid by bank transfer.

Storing complete and accurate personal information not only serves management purposes but also ensures that employee benefits are paid to the right recipients.

2.2 Salary information

The payroll information section is the heart of the payroll, including detailed earnings and deductions:

• Basic salary : Salary agreed upon in the labor contract, not lower than the regional minimum wage as prescribed.
• Hazard allowance : Additional amount for employees working in environments with dangerous and toxic factors such as working at height, in tunnels, or in chemical environments.
• Construction site accommodation allowance : Support for workers who have to stay at the construction site, far from their residence.
• Travel allowance : Support for travel costs to the construction site, especially when the construction site is far away.
• Responsibility allowance : Applied to positions with high responsibility such as foreman, team leader.
• Bonuses : Rewards for completing work ahead of schedule, saving materials or having innovative ideas.
• Deductions : Including personal income tax, social insurance, health insurance, unemployment insurance, union dues and other deductions (advances, internal loans).
• Net pay : The actual amount the employee receives after deductions.

Salary information should be accurately calculated and clearly presented so that it is easy for employees to understand and check.

2.3 Information about work and working days

This section records details of the employee's working time and output, which serves as the basis for calculating wages:

• Actual working days : Total number of days the worker was present at the construction site during the month.
• Standard working hours : Usually 8 hours/day or 48 hours/week as prescribed by the Labor Code.
• Overtime hours : Record overtime hours, classify by weekdays, weekends and holidays to apply different overtime allowances.
• Completed output : Applied to the form of payment by product, recording the amount of work completed (square meters of wall construction, cubic meters of poured concrete, etc.).
• Work Quality : Evaluates the level of satisfaction of work, which may affect bonuses or penalties.
• Leave : Number of paid leave days, unpaid leave days, sick leave days, maternity leave days.

Job and workday information needs to be updated regularly and checked thoroughly to ensure payroll accuracy.

>>> SEE NOW: The most popular forms of salary today

4. Instructions for customizing payroll templates suitable for the construction industry

It is important to customize the payroll template to suit the specifics of each construction business. This section will guide you on how to adjust the components of the payroll to meet specific requirements.

4.1 Adjustment of special allowances for the construction industry

The construction industry has many unique working conditions that require appropriate allowances to ensure the rights of workers. Below is a guide to adjusting common allowances:

Hazard allowance:

• Step 1 : Determine the level of danger of each job position (working at height, underground, chemical environment).
• Step 2 : Set up the allowance scale as a percentage of the basic salary (usually from 5-25%).
• Step 3 : Clearly state the applicable conditions and the period of time for receiving the allowance.

Travel allowance:

• Step 1 : Calculate the distance from the gathering place to the construction site.
• Step 2 : Determine the support level by km or by region.
• Step 3 : Clearly define the payment method (daily cash, monthly installment).

Accommodation allowance at construction site:

• Step 1 : Assess the cost of living in the construction site area.
• Step 2 : Determine the form of support (providing meals, cash, or a combination).
• Step 3 : Set up allowance levels appropriate to each location (city, rural, remote areas).

Harsh conditions allowance:

• Step 1 : Identify harsh factors (heat, rain, storms, cold).
• Step 2 : Set up daily allowances for working in harsh conditions.
• Step 3 : Specify applicable criteria (temperature above 35°C, below 15°C, working in the rain).

Allowances should be designed flexibly but with clear criteria to avoid difficulties in salary management and calculation.

4.2 Calculation of productivity and overtime bonuses

An effective bonus and overtime system will motivate employees. Here are some tips for setting it up:

Productivity Bonus:

• Step 1 : Determine standard output for each type of work.
• Step 2 : Set up a bonus scale according to the rate of exceeding the norm (for example: exceeding 10% gets a bonus of 5% of salary, exceeding 20% gets a bonus of 12% of salary).
• Step 3 : Ensure work quality by specifying conditions for satisfactory acceptance.
• Step 4 : Develop a transparent production assessment and validation process.

Overtime calculation:

• Step 1 : Determine overtime allowance levels according to the provisions of the Labor Code:
  
  • Overtime on weekdays: at least 150% of hourly wage
  • Overtime on weekly rest days: at least 200% of hourly wage
  • Overtime on holidays: at least 300% hourly wage
• Step 2 : Set up a system to accurately record overtime hours (timekeeping book, electronic devices).
  
• Step 3 : Set a limit on overtime hours as prescribed (no more than 40 hours/month).
• Step 4 : Calculate overtime pay according to the formula:
  • Overtime pay = (Basic salary / Standard monthly working hours) × Overtime hours × Corresponding overtime coefficient

Bonus for completing the project on schedule:

• Step 1 : Determine the standard completion time of the project.
• Step 2 : Set the bonus level according to the number of days completed early.
• Step 3 : Distribute bonuses to members according to contributions.

The bonus and overtime system needs to be transparent in the company's salary and bonus regulations and disseminated to all employees.

5. Legal regulations related to construction worker salary table

When building a payroll for workers, businesses need to comply with current legal regulations to ensure legality and protect the rights of workers.

5.1 Regional minimum wage in Vietnam

Regional minimum wages are an important basis for building salary tables for construction workers. According to current regulations, Vietnam is divided into 4 regions with different minimum wages:

• Region I : Applies to inner-city districts of Hanoi, Ho Chi Minh City and some large cities and industrial zones. Highest minimum wage.
• Region II : Applicable to suburban districts of Hanoi, Ho Chi Minh City and centrally-run cities and developed provinces.
• Region III : Applicable to towns, townships and some developed districts.
• Region IV : Applicable to the remaining areas. Lowest minimum wage.

Construction enterprises need to base on the geographical location of the project to apply the appropriate regional minimum wage. If a business has many projects in different regions, it needs to build a separate salary table for each project according to the minimum wage of that region.

Note that regional minimum wages are adjusted periodically, usually at the beginning of the year. Businesses should update regularly to ensure compliance with the latest regulations.

>>> LEARN NOW: Salary deductions according to the latest regulations 2025

5.2 Regulations on social insurance and personal income tax

When building payroll for construction workers, businesses need to comply with regulations on insurance and tax deductions:

Social, health and unemployment insurance:

• Social insurance : Employees pay 8%, employers pay 17.5% of monthly salary.
  
• Health insurance : Employees pay 1.5%, employers pay 3% of monthly salary.
• Unemployment insurance : Employees pay 1%, employers pay 1% of monthly salary.
  Salary level used as basis for insurance payment : Includes salary according to labor contract and fixed allowances (excluding bonuses, meal allowances, and irregular support payments).

Personal income tax:

• Taxpayers : People with taxable income from 11 million VND/month or more.
• Taxable income : Total income minus family deductions and compulsory insurance contributions.
• Family deduction : 11 million VND/month for yourself and 4.4 million VND/month for each dependent.
• Progressive tax rate : Applied at rates from 5% to 35% depending on taxable income.

Businesses are responsible for deducting and paying insurance and taxes on behalf of employees. These amounts must be clearly stated in the payroll so that employees understand how they are calculated and how much they will actually receive.

Note on employment contract:

• For regular workers, businesses must sign written labor contracts and pay all required insurances.
• For seasonal workers under 3 months, they can sign an oral labor contract, but still have to pay social insurance and health insurance.

Compliance with legal regulations not only helps businesses avoid penalties but also demonstrates social responsibility and builds a good image for employees and partners.

Thus, applying a suitable construction worker salary table template not only helps businesses manage labor costs effectively but also ensures legitimate rights for employees, complying with current legal regulations. From choosing a suitable salary table template to adjusting components such as allowances and productivity bonuses according to the characteristics of the construction industry, businesses need to have a scientific and comprehensive approach.