Electronic Registry of the Employee: Understanding the Timeframes

Decision No. 905, issued on December 14, 2017, is a crucial regulation within the field of employment. Its primary purpose is to establish the guidelines and timeframes for submitting individual labor contracts and any subsequent modifications to the Electronic Registry of Employees (Revisal). This legislation encompasses various essential elements and deadlines that employers must adhere to. By understanding and following the provisions outlined in Decision No. 905, organizations can ensure compliance and effectively manage the transmission of important worker documentation into the ERE system.

Transmitting Data to Electronic Registry of Employees (Revisal): A Time-Bound Obligation

Decision No. 905 has established specific timeframes that employers must adhere to when submitting data into the General Register of Employee Records (REGES) through the Electronic Registry of Employees (Revisal) platform. It is of utmost importance for employers to comply with these deadlines in order to ensure that their employment records remain precise and current. Failure to meet these timelines may result in inaccurate or outdated information being registered. Hence, it is essential for employers to prioritize timely submission of data into the REGES via the Revisal platform.

1. New Employment Contracts and Contract Modifications

It is essential for employers to guarantee the registration of new employment contracts in the Electronic Registry of Employees (Revisal) by the day preceding the commencement of work for each individual. Furthermore, any subsequent modifications to an existing employment contract should be promptly recorded. This helps maintain an accurate record of all employment agreements and ensures transparency and compliance. By adhering to these registration requirements, employers can efficiently manage their workforce and maintain up-to-date information on contractual arrangements. Additionally, any subsequent changes to an existing employment contract concerning:

• Job position/occupation
• Type of employment contract
• Duration of the employment contract (determined/indefinite)
• Work hours and their distribution in the case of part-time contracts must also be recorded by the same deadline.

Exceptions are permitted for employee contract modifications that stem from court rulings. In these instances, it is necessary to register the modifications within a maximum timeframe of 20 days from the moment the employer becomes cognizant of the decision’s details.

2. Suspensions and Resumptions of Employment

All instances of employment suspension, including their reasons and the anticipated date of resumption, must be reported to the Electronic Registry of Employees (Revisal) no later than the day before the suspension begins. It is important to note that medical certificate-based suspensions are exempt from this obligation. Employers are responsible for ensuring that the necessary information is provided accurately and promptly, ensuring compliance with regulatory requirements.

3. Worker Secondments

For workers on secondment, employers should transmit the following details to the Electronic Registry of Employees (ERE) at the latest on the day preceding the secondment’s start:

• Commencement and end dates of the secondment
• Identifying information about the host employer
• Transnational secondments, specifying the destination country, the host beneficiary/user, and the nature of the activities
• Secondments to non-European Union or non-European Economic Area countries, providing similar details

4. Termination of Employee Contracts

When a contract is terminated or when an employer becomes aware of the circumstances leading to its termination, it is important to promptly register the relevant information. This registration should be done in accordance with the date of termination and the legal basis for it. Ensuring timely registration helps to maintain accurate records and ensures compliance with legal requirements.

5. Changes in Salary and Allowances

Employers are required to promptly communicate updates regarding employees’ gross monthly base salary, allowances, bonuses, and any additional earnings within a maximum of 20 working days from the date of the change. This timely transmission ensures that worker stays informed about their financial compensations. Employers strive to meet these obligations in order to maintain transparency and uphold employee satisfaction.

6. Updates in Employer and Employee Information

Changes to identifying information for employers and employees, including names, personal identification numbers, addresses, and other relevant details, need to be reported within three working days of the change occurring. If any errors are found in the register, they should be corrected promptly once the employer becomes aware of them. Ensuring accurate and up-to-date information is crucial for maintaining an efficient and reliable system. It is important that both employers and workers adhere to these guidelines to ensure accurate record-keeping and smooth organizational processes.

Decision No. 905 of December 14, 2017, sets clear deadlines and guidelines for employers to maintain precise records of their employees in the Electronic Registry of Employees (Revisal). Adhering to these timelines and procedures is essential for both compliance with the law and ensuring that employment records remain accurate and up-to-date. Employers and HR professionals should stay well-informed about these requirements to avoid any potential legal repercussions related to employment record-keeping.