Employment records become electronic from 1 June 2026.
The changes will substantially alter workers’ record-keeping, with all processes groin digital.
The conclusion, modification and termination of the employment contract will be recorded in an employment register established for this purpose and maintained by the National Revenue Agency.
The aim is greater digitalisation of public administration.
The employer will also have the right to access the data, but without data on wages and benefits previously received by the worker, as well as the Labour Inspection Directorate upon request.
Same of the advantages of the electronic employment record are that it will avoid the lack of stamps and signatures, reduce administrative work for employers, and minimize the negative consequences for employees if the employment record is lost or destroyed. By implementing it, control of compliance with labor legislation will be significantly increased.
Circumstances that relate to the employment relationship will be recorded on the employee's single electronic record.
The main data to be entered are the employee's and employer's details, the reason, the date of conclusion and start of the employment contract, the term, if agreed, and the date and reason for termination of the contract. The amount of remuneration, the position held, the duration of the working time and the time recognised as length of service and other specific features must also appear in the employment record.
The contract concluded with the employee, as well as the change in the employment relationship, must be recorded by the employer within three days of the relevant action.
Upon termination, the change must be reflected in the electronic employment record within seven days.
Employers will be entitled to information about their employees entered by previous employers, with the exception of the amount of wages and benefits the employee received with previous employers.
The Labour Code regulates all deadlines related to the transition to the electronic employment record. It deals both with the transition from paper to electronic labour records and with what happens to lost or destroyed documents.
The deadlines introduced by the changes are important and should be given special attention:
By 1 June 2026, or on termination of employment between 1 June 2025 and 1 June 2026, employers should complete the employment records, recording in figures and words the length of service as of 1 June 2025, signed by the Chief Accountant and the employer.
If after 1 June 2025 , the employment record is lost or destroyed, the relevant Labour Inspectorate Directorate shall issue a new one and enter data on the employment record acquired before 1 June 2025 on the basis of a written application-declaration by the employee, to which shall be attached certificates from the employers with whom he worked and other original documents containing such data.
The paper employment record should be retained by everyone after the final transition to an electronic employment record as it retains its status as an official certification document.