For almost a year there have been discussions on implementation of electronic employment record books in the Republic of Belarus. In our review you can find pros and cons and other aspects of this process.
Personal Record-Keeping Development
Electronic employment record books have never been mentioned in Belarusian legislation before. Therefore, there is no regulation for its using. Minister of Labor and Social Protection notes that electronic employment record books are another step toward personal record-keeping. The first step was made in 2003 when principle of personal record-keeping was integrated in the system of the state social insurance (Resolution of the Ministry of Labor and Social Protection “On Amendments and Alterations to Instruction on Filling Forms of Documents of Personal Record-Keeping”). Personal record-keeping is performed by units of Social Protection Fund in order to simplify and accelerate grant of pension and maintenance allowance to insured persons according to the Article 3 of the Law “On Individual (Personal) Record-Keeping in the System of State Social Insurance”.
The next legislative step was made in 2018 when the Resolution of the Council of Ministers No. 589 “On Amendments and Alterations to the Resolution of the Council of Ministers of the Republic of Belarus dated July 8, 1997 No. 837” was adopted. This Resolution approved PU-2 Form (data on hiring and dismissal), PU-3 Form (individual data) and grounds for opening a personal account in Social Security Fund.
What changes do we expect?
There is no draft law on electronic employment record books in Belarus for now. Therefore, we can refer to experience of the Russian Federation, where several draft laws are already in the parliament.
1. Draft Federal Law No. 748684 – 7 “On Amendments to the Labor Code of the Russian Federation (regarding Forming of Data on Labor Activities in Electronic Form)” establishes:
– employee’ s right to receive information on labor activities from employers in electronic form;
– employer obligation to provide information on labor activities of the employee for the period of work at this employer in electronic form, signed with a reinforced qualified digital signature (in case the employer has such a signature);
– obligation of employers to keep both electronic and paper employment record books till 2020. After January 1, 2021 employers shall keep paper documents exclusively with regard to employees who want it. For all others employers will keep only electronic documents.
2. Draft Federal Law No. 748744 – 7 “On Amendments to the Federal Law “On Individual (Personal) Record-Keeping in the System of Mandatory Pension Insurance” establishes:
– Pension Fund shall provide information to employees also in electronic form;
– employers shall provide information in electronic form to employees who do not have paper employment record books;
– since January 1, 2020 insurant shall provide information on labor activities of each employee– no later than the 15th day of each month.
Minister of Labor and Social Development of Russian Federation suggests the list of measures which could help to implement this law:
– to prepare, accept or amend local regulations;
– to amend collective employment agreements;
– to notify employees on coming changes in writing.
Similar innovations in Belarus we see only at a planning stage. It is not clear now, how it will work in practice.
For reference: Russian Federation is going to amend 22 Federal Laws, 18 Edicts, 67 Resolutions of the Government.
So, we are waiting for the following changes:
– employee will have an electronic employment record book held in a special information system;
– employees may use paper employment record books, if they apply for it to an employer in written;
– if an employee gets a job for the first time, then information on labor activities shall be kept only in electronic form;
– information on labor activities of insured persons shall be provided monthly;
– during hiring an employee may provide information to employers either in writing, or in electronic form.
At the same time, it is not clear how relations with employees having paper employment record books will be regulated during a transitional period.
In this regard we can note the following.
Who gets a job the first time will have only an electronic employment record book;
who already has paper an employment record book will be entitled to apply for using paper documents and further. In that case, an employer gets an electronic employment record book and keeps two books at the same time.
Who has a paper document and is not willing to use paper documents does not make any applications. Employer shall keep an employment record book only in an electronic form. As for paper employment record books, we believe that an employer shall give it to employees after transmitting all information to an electronic form. After that employees are up to decide what to do with paper documents. For protection of employee interests, we would recommend retaining paper employment record books until employee is granted with a pension. It is better for employees to have additional documents confirming their labor activities during a transitional period.
We see the following pluses of these innovations.
For employers:
– process automation of data filling and minimizing mistakes, as well as opportunity to quickly track a labor way of an employee;
– elimination of employment disputes on terms of returning employment record books upon dismissal, and on employer refusal to return employment record books (when an employee has only an electronic employment record book);
– an employers’ release from the obligation to retain in archive paper employment record books within 2 years, if the employee did not take away this book upon dismissal (clause 80 of the Instruction “On Keeping Employment Record Books”);
– cost savings of employers on purchase, keeping and retain of paper employment record books;
– new opportunities for employers and state bodies for analytical data processing of employee’s labor activities.
For employees:
– it is impossible to damage or lose electronic employment record books;
– preserving all information on labor activities;
– protection against unfair employers;
– elimination of risks of distortion and wrong writing of profession titles and positions of employees.
At the same time, there can be issues of collecting, processing, distribution and personal data granting according to the draft law “On Personal Data”. Personal data is any information relating to an identified natural person or natural person which can be identified based on such information. Therefore, information in electronic employment record books is personal data. Therefore, a special information system shall provide the following:
– receiving consent of a personal data subject for provision of such information;
– opportunity to get access to personal data and require to amend it;
– to get information on granting their personal data to third parties;
– operator is obliged to issue documents defining policy of a special information system regarding collecting, processing, distribution and granting personal data; issue local legal acts establishing procedures directed to prevention and identification of personal data infringements, elimination of consequences of such infringements.

