Ms. Nguyen Quynh Tho (Dong Nai) reported that Clause 2, Article 46 of the 2012 Labor Code stipulates that the labor utilization plan must involve the participation of the collective labor representative organization at the workplace. Ms. Tho's company prepared a draft of the labor utilization plan beforehand, then held a meeting with the Trade Union Executive Committee to consult with the grassroots Trade Union Executive Committee on the draft plan. The Trade Union Executive Committee and the company discussed the content of the labor utilization plan. After reaching an agreement and finding no need for revisions, the company used this plan to proceed with the next steps. Ms. Tho asks whether this process can be considered as having involved the grassroots trade union in the development of the labor utilization plan? Does the 2012 Labor Code and its implementing regulations specify the method of participation for the trade union executive committee? Clause 3, Article 44 of the 2012 Labor Code stipulates that the termination of employment for multiple employees as prescribed in this Article can only be carried out after consultation with the collective labor representative organization at the workplace and 30 days' prior notice to the provincial-level state labor management agency. According to the above regulation, does Ms. Tho's company only need to send the notice to the provincial-level labor management agency where the company is headquartered (for example, the Dong Nai Industrial Parks Management Board, since the company is under the management of this agency) or must it notify the provincial-level labor management agencies in all localities where the employees are assigned to work? Regarding this matter, the Ministry of Interior responded as follows: According to Clause 6, Article 42 of the 2019 Labor Code, the termination of employment for an employee as stipulated in this Article can only be carried out after consultation with the employee representative organization at the workplace (if such an organization exists and the employee is a member), and with 30 days' prior notice to the provincial People's Committee and to the employee. In cases where an enterprise terminates an employee due to organizational restructuring or labor reorganization, the enterprise must notify the provincial People's Committee where the employee works 30 days in advance. If the employee works at both the head office and a branch, the enterprise must notify the provincial People's Committee where the head office is located. Clause 1, Article 220 of the 2019 Labor Code stipulates that the Labor Code No. 10/2012/QH13 ceases to be in effect from the date this Code comes into force (January 1, 2021). Therefore, regarding the development of a labor utilization plan when restructuring an enterprise, Ms. Tho is requested to study the provisions of Article 44 of the 2019 Labor Code for implementation.