Following amendments to the Labour Code, as of 1st June 2025, the traditional paper employment book will be fully replaced by the so-called unified electronic employment record (“UEER”) - an official certification document that contains information about an employee’s labour activity.

This digital transformation comes two years after the adoption of the relevant legislative changes. The transitional period was needed to establish the Employment Register, managed by the National Revenue Agency (NRA), which will store and maintain employment records. The UEER is expected to offer more comprehensive and accessible information in comparison to the previous paper format.

The structure and content of the UEER are defined in the Labour Code and in the Regulation on Entries in the Employment Register. The record will include key elements of the employment relationship, such as - the employee’s personal data, contract start date and duration, agreed remuneration, working hours, paid annual leave, terminated contracts, grounds for termination, and other key aspects.

Every employee has the right to access their UEER, including the history of third-party access to their data. This access will also be available to parents, guardians, and custodians of people below the age of 18.

Electronic access will be provided via the NRA’s e-services portal using a qualified electronic signature, or in person at NRA territorial offices upon submission of a standard application form.

Employers will also have access to their employees’ UEERs, including data entered by previous employers.

The deadlines for submitting entries to the Register vary depending on the type of record, namely:

• 3-day deadline – for signing or amending a labour contract;

• 7-day deadline – for contract termination or enforcement of a court ruling declaring a dismissal unlawful;

• 10-day deadline – for changes related to the employer’s operations, such as leasing of the enterprise or part of it, restructuring, or corporate transformation.

Upon receipt of a filing, an official from the Executive Agency “General Labour Inspectorate” (GLI) must enter the data into the Employment Register within 3 days and issue a protocol to the employer detailing both accepted and rejected entries, along with reasoning for any rejection.

If a discrepancy is found between the data in the Register/UEER and the actual employment situation, the employer must make the necessary entry, correction, or deletion within 3 days of the inconsistency being identified by the NRA or GLI. In certain cases - such as termination due to a company ceasing operations, the GLI may make the entry ex officio.

All employment relationships established after 1st June 2025, will be recorded in the Register. Any prior employment history will not be automatically transferred electronically. Therefore, it is recommended to keep paper employment books as official proof of past employment relations and experience.

The reform will apply to individuals employed under labor contracts as of 1st June 2025, and will extend to civil servants starting June 1st 2026.

This shift to electronic employment records is more than a technical upgrade - it is a strategic tool towards a more efficient, modern, and development-oriented work environment. For employers, it means less bureaucracy and quicker access to key data. For employees, it ensures greater protection of rights and transparency. Businesses that adapt early will be better positioned to thrive in the digital transformation of labor law and human resource management.