E-Employment Record: Responsibilities of Employers, Recent Changes, and Unique Aspects

In the modern world, electronic document circulation no longer surprises anyone. Everyone has become accustomed to the fact that any document can exist in electronic format. One of such documents is the E-Employment Record.

The E-Employment Record is the electronic equivalent of an employee's traditional paper employment book. Although many were skeptical when these changes were introduced, currently, employees can view their digitized employment history in their electronic cabinet with the State Employment Service. This allows them to monitor the timeliness and accuracy of data entry.

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Who Manages E-Employment Records?

The responsibility for maintaining employment records in electronic form lies with the employer. For the working citizen, this transition changes very little, as it is the employer who continues to maintain the electronic employment record. If desired, employees can also have this information entered into their paper employment book.

Employer's Duties Regarding E-Employment Records

Employers are responsible for entering information about hiring, transfers, dismissals, compulsory military service, and other events that were previously recorded in paper format. This electronic record-keeping mirrors the traditional paper employment book. Employers must ensure that all relevant entries are made on time and without errors in the E-Employment Record.

It's worth noting that currently, employers are not required to demand a paper employment book. All necessary data is available in electronic format.

Recent Changes in Filling and Maintaining E-Employment Records

The transitional period for fully electronic employment records spans 5 years, until June 2026. During this period, both paper and electronic employment records can be used. Employees have the right to have their work-related activities also recorded in the paper employment book.

These changes are advantageous for employers, as now, upon an employee's termination, it is sufficient to issue a termination order and complete the necessary calculations. Since the paper employment book is kept by the employee, the employer is relieved from the duty of filling and entering information into the employment book on the day of termination.

Distinctive Features

However, as with any situation, misunderstandings may arise both from the perspective of employees and employers regarding the entries in the E-Employment Record and its digitization. Therefore, if inaccuracies or discrepancies between the paper and electronic employment records are detected, it is recommended to seek advice from labor law experts. Qualified lawyers and attorneys are the ones who can help resolve complex matters, avoiding potential misunderstandings during pension claims and work experience verification in the future.

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