In accordance with the new rules, the employment record can be issued in either paper or electronic format, with the choice being made by mutual agreement between the employer and the employee.
Additionally, a record of additional work may be entered at the employee's request based on a written application and a certificate from the primary workplace. In the event of a change in the name or reorganization of the employer, a separate entry in the employment record is required.
The new procedure also prohibits attaching sheets of acknowledgment, copies of orders, and other documents to the employment record.
Changes to the surname, first name, patronymic, date of birth, and other personal data can only be made based on supporting documents and in accordance with the established procedure at the last place of work.
Cholpon Adamalieva, an expert in personnel administration and labor law, emphasizes that the new changes may affect the work of human resources departments and create risks for labor disputes.
“Incorrect entries, the absence of an agreement on the format of maintaining the employment record, and errors in documenting information about additional work can lead to labor disputes and inspections by regulatory authorities. I recommend that employers and HR departments review their local documents, templates of agreements, and procedures for working with employment records in light of the new requirements,” she noted.
