With effect from 1 June 2026, the employment record book will be abolished, and all information on each citizen's length of service will be kept in a special employment register created by the National Revenue Agency (НАП). This significant reform has been finally adopted by the National Assembly.

Transitional period for employers until 1 June 2026
The National Assembly approved the amendments to the Labour Code (КТ), setting a deadline of 1 June 2026 by which all employers must:

  1. Duly complete the employment record books of their employees.
  2. Return them to the employees with a final entry that includes:
    • The worker or employee's length of service as at 1 June 2025, expressed in figures and words.
    • The signature of the chief accountant and of the employer.
    • The employer's stamp, if it has one.

What happens if an employment record book is lost after 1 June 2025?
If the employment record book is lost after that date, the Labour Inspectorate will issue a new book containing all the data on the length of service accrued up to 1 June 2025. This will be done on the basis of an application-declaration submitted by the worker or employee, to which the following must be attached:

  • Certificates from previous employers.
  • Original documents containing information on the length of service.

Building the employment register
By 1 June 2025, the НАП will build the employment register under Article 347 of the Labour Code. The initial data will be entered on the basis of:

  • The register of employment contracts.
  • Other sources, if necessary.

Unified electronic employment record
The new document replacing the employment record book will be called the unified electronic employment record. It will form part of the employment register. Every citizen will be able to consult his own data included in the record.

Employers' access to the register
Employers will have access to data on workers and employees entered by previous employers. The specific conditions and scope of access will be regulated by an ordinance of the Council of Ministers. The law expressly prohibits the new employer from having access to information on the amount of remuneration and compensation paid by previous employers.

Control over access
Every citizen will have the right to information on the history of accesses to his unified electronic employment record. An exception is made for accesses by the pre-trial investigation authorities and the State Agency for National Security.

Content of the unified electronic employment record
The Labour Code regulates the information that the electronic employment record will contain:

  • The names and personal identifier of the worker or employee.
  • The identifier and name of the employer.
  • The ground for and date of conclusion of the employment contract, as well as the start of its performance.
  • The term of the contract (if agreed).
  • The date of and ground for termination of the employment relationship.
  • The amount of the basic remuneration.
  • The code of the position held under the National Classification of Occupations and Positions.
  • The code of the employer's economic activity.
  • The code of the populated area of the place of work.
  • The duration of working time and the time recognised as length of service.
  • Information on compensation paid upon termination of the contract (Article 222(2) and (3)).
  • Attachment notices (Article 512(5) of the Code of Civil Procedure).
  • Information on the accrued and used paid annual leave.

If you need employment-law advice or legal representation in labour cases, contact us on telephone 0887550706 or by e-mail: [email protected]