In Kyrgyzstan, the rules for maintaining employment records have changed

The Government of Kyrgyzstan has abolished the old rules for maintaining employment records that were previously in effect. The Government Resolution of the Kyrgyz Republic No. 462, dated July 24, 2003, has lost its force based on the new resolution of the Cabinet of Ministers dated December 8, 2025, No. 789. Instead, a new order from the Ministry of Labor, Social Protection, and Migration of the Kyrgyz Republic No. 345, dated December 24, 2025, has been adopted, which defines new forms of employment records and the procedure for their maintenance.

According to the new rules, the employment record can be issued in both paper and electronic form. The choice of format is made by mutual agreement between the employee and the employer.

It is also established that a record of part-time work can be entered at the request of the employee at the primary place of work, but only based on a written request and a certificate from the place of additional work. Furthermore, in the event of reorganization or renaming of the employer, a separate entry must be made in the employment record.

The new procedure strictly prohibits gluing various documents, such as acknowledgment sheets and copies of orders, into employment records.

Changes to the surname, first name, patronymic, date of birth, education, and other personal data can only be made at the last place of work and only with supporting documents and in accordance with the established procedure.

Cholpon Adamalieva, an expert in personnel administration and labor law, noted that these changes could have a significant impact on the work of personnel services and create risks for labor disputes.

“Errors in records, lack of agreement on the format of maintaining the employment record, and incorrect documentation of part-time work can already lead to risks of labor disputes and claims from regulatory authorities. I recommend that employers and personnel services review their local documents, templates of agreements, and the procedure for working with employment records in accordance with the new requirements,” she added.