According to the new rules, the employment record can be issued in paper and/or electronic format, the choice of which is made by mutual agreement between the employee and the employer.
In addition, a record of part-time work may be entered at the employee's request exclusively in the main employment record based on a written application and a certificate from the part-time workplace. In the event of a change in the name or reorganization of the employer, a separate entry must be made in the employment record.
The new procedure also strictly prohibits the insertion of acknowledgment sheets, copies of orders, and any other documents into the employment record.
Changes to the surname, first name, patronymic, date of birth, and other personal data are allowed only on the basis of supporting documents and in accordance with the established procedure, and only at the last place of work.
As noted by Cholpon Adamalieva, an expert in personnel administration and labor law, the changes affect the work of most HR departments and may lead to risks of labor disputes.
She added: "Errors in records, the absence of an agreement on the format of maintaining the employment record, and incorrect documentation of part-time work already create risks of labor disputes and claims from regulatory authorities. I recommend that employers and HR departments review local documents, templates of agreements, and the procedure for working with employment records in accordance with the new requirements."
