Data that must be entered into the employment register
-
employee's personal identification code
in the absence of a personal identification code, the given name, surname and date of birth
- date of commencement of employment
- date of commencement of work of a person employed under the employment contract
- in the case of a contract under the law of obligations, date of entry into force of the contract
- date of taking up a post in the civil service
-
employment type
Employment types can be found in the table of employment types.
- rate of working time
- job title
- address of workplace
Under simplified procedure, it is possible to register employment by calling on 880 0812 or sending an SMS message to 1811.
Format of the SMS message is as follows: ”employer’s registry code/ID-code(space)employee’s ID-code(space)date of commencement of the employment“. Example: 12345(space)23456789012(space)01.07.2021
As the simplified registration covers only part of the required data, the employer must definitely supplement the registration with the type of employment within seven calendardays in order to complete the registration.
Only the employment of a person holding a personal identification code can be registered under the simplified procedure.
NB! Since the data of a person registered under the simplified procedure are not transferred to the Estonian Health Insurance Fund, the person does not have the right to health insurance. More information about health insurance principles is available on the website of the Estonian Health Insurance Fund.
Crew members working on board ship that meets state aid conditions are registered in the employment register under the employment type "Contract of employment with crew member benefit".
"Contract of employment with crew member benefit" is linked to a specific ship, which also serves as the employee's working address. Ship details (IMO number, ship name and flag state) are entered in the employment register based on the data of the Estonian Transport Administration.
If the employment register does not contain data on the ship, a registration entry "Contract of employment with crew member benefit” cannot be made. To make such an entry, the employer must first contact the Transport Administration and submit the required documentation that confirm the ship's eligibility for state aid.
If the ship no longer meets the conditions for state aid, the entry of the type "Contract of employment with crew member benefit“ will be terminated in the employment register. The employer must then make a new entry for the crew member of the type "Employment contract".
Registration of employment in the employment register
If the ship is covered by the state aid system:
- select the employment type "Contract of employment with crew member benefit" in the employment register;
- in the field "Working address", a selection of ships that have joined the state aid system is displayed;
- in order to find the right ship quickly, select the ship or enter the first three digits of the IMO number.
If the right ship does not appear in the list, please contact the Estonian Transport Administration.
In case of questions on state aid and special tax arrangements in shipping, please contact the Estonian Transport Administration by sending an e-mail to [email protected] or by calling +372 620 1200.
If the ship qualifies for the special tax regime:
- the Estonian Transport Administration will notify the employer and send to the Estonian Tax and Customs Board the data provided by the applicant;
- after receiving a positive reply, the employer must enter the employee(s) in the of the employment register of the Estonian Tax and Customs Board;
- once employees are entered in the employment register, the employer may pay remuneration pursuant to the special tax regime for crew members;
- employees must have an Estonian personal identification code to be entered in the employment register;
- you can find more information about the formation and issue of personal identification codes in the section "Personal identification code" on the website of the Ministry of the Interior and on the webpage of the Estonian Transport Administration "Crew Members".
If a ship is not subject to the special tax regime, the Estonian Transport Administration will notify the applicant thereof.
You can find more information about shipping state aid on the website of the Estonian Transport Administration: "Application by employer".
The employer has to register the employment of a child aged between 7 and 12 at least ten working days before the child begins work.
This principle differs significantly from the registration of an adult or an employee at the age of 13, who must be registered at the time of taking up employment.
When registering a child between 7 and 12 years of age, the personal identification number, the date of commencement of employment and the type of employment must be added in the employment register.
A day after registering a child aged between 7 and 12 in the employment register, the employer receives an invitation from the Labour Inspectorate’s Working Life Information System TEIS to sign in and submit additional data on the 7–12-year-old employee.
Example
OÜ X wishes to employ a 12-year-old minor as a distributor of advertising flyers in a catering company as from 17 July 2022. The future employer has the parent’s consent to the child's employment and the child’s personal identification code, working conditions have been negotiated with the child and it is known that the minor is studying at basic school and is going to the 7th grade in the autumn, i.e. is subject to compulsory school attendance.
OÜ X registers the child's employment in the employment register on 3 July 2022 and enters the following data:
– the child's personal identification code
– commencement date of the employment 17 July 2022
– type of employment "person working under the contract of employment"
The Estonian Tax and Customs Board that administers the employment register forwards the data concerning the registered minor to the Labour Inspectorate. Within ten working days, the labour inspector checks the employment in order to be sure that the work is not prohibited and the working conditions of the minor are in accordance with the requirements laid down by law. The inspector may contact the representative of the employer to obtain additional information. In case of doubt, the inspector has the right to ask the employer for:
- the minor's contact details in order to verify the minor’s wish to take up work;
- the contact details of the legal representative of the minor to verify the consent given;
- the birth date and age of the minor and the information on compulsory school attendance;
- explanations of working conditions, including data on the duration of the employment relationship, working hours, wages, workplace, work tasks, occupational risks and measures taken to protect the safety and health of the minor. In order to be convinced of safety at work, the inspector may ask the employer for risk analysis of the working environment and for safety instructions drawn up.
If, after ten working days, the inspector has not contacted the employer or notified the employer of the refusal decision, it can be assumed that the inspector has given the consent to the minor's employment and the child may be admitted to work. More information can be found on the webpage of the Labour Inspectorate.
The terms ‘unpaid work’ and ‘voluntary work’ are not synonymous and should be distinguished within the meaning of the Taxation Act.
Unpaid work
Unpaid work for the economic interests of a company or sole proprietor requires registration in the employment register, as far as remuneration is normally paid for such a work and such an employment has the characteristics of an employment contract or a contract under the law of obligations.
In the event of doubt as to whether an employment has to be entered in the employment register, it must first be analysed whether the activity may even be regarded as work. If a person does not work, there is nothing (i.e. employment) to register.
Unpaid work in the profit-oriented business sector can still be only exceptional, and it is not realistic for anyone to work for a longer period without being paid for it.
Only a company (general partnership, limited partnership, private limited company, public limited liability company and commercial association) or a sole proprietor can have economic interest from the viewpoint of the employment register.
Voluntary work
It is not required to enter merely voluntary activities (e.g. helping people who need help or acting for the benefit of society) which are not related to the principal activity of an enterprise and do not favour its economic interests in the employment register.
Volunteer work is done in the public interest and for society in the course of which volunteers dedicate their time, energy, skills as well as their free time and will to such a work and they are normally not paid for it.
Persons working on a voluntary basis for legal persons such as foundations and non-profit organisations need not be registered in the employment register, as non-profit organisations and foundations cannot, by their very nature, have economic interests.
As of 1 September 2020, a registered unemployed person is allowed to work for up to eight calendar days per month. A workbit does not have to be eight days of continuous work; it may also be working for one day at a time.
Employment is recorded in the register of employment in the same way as the work is actually carried out under an employment contract. If workbits are performed one day at a time rather than several consecutive days, eight one-day employment entries must be made in the employment register. If an employee performs workbits with one employer for eight consecutive days per month, the eight-day period of employment must be recorded as one entry in the employment register.
The employer still has to conclude a contract in the usual way, enter the person’s employment in the employment register, pay labour taxes, etc.
The task of the Unemployment Insurance Fund is to assess whether the employment relationship entered into between the unemployed person and the employer complies with the conditions of temporary employment allowed during the period of registration as an unemployed person provided for in § 11 of the Labour Market Measures Act.
More information about workbits can be found on the website of the Unemployment Insurance Fund.
- The spouse of a sole proprietor engaged in the activity of the enterprise of the sole proprietor has to be registered in the employment register under the type of employment "Employment contract". With regard to labour taxes paid on the spouse's wages, the spouse is entitled to health insurance, pension insurance and unemployment insurance.
- The spouse of a sole proprietor who works in the enterprise of the sole proprietor without remuneration has to be registered in the employment register under the type of employment "Unpaid work" – and there is neither health, pension nor unemployment insurance.
-
The spouse of a sole proprietor, who participates in the activities of the enterprise of the sole proprietor and for whom the sole proprietor calculates, declares and pays social tax at the monthly rate, has to be registered in the employment register under the type of employment "Sole proprietor's spouse liable to social tax".
If a sole proprietor terminates or suspends his or her activity, the entry of the spouse's employment has to be terminated or suspended as well. The entry in the employment register is the basis for receiving social security and health insurance.
The spouse engaged in the activities of a sole proprietor's enterprise is the spouse of the sole proprietor entered in the commercial register, who is engaged in the activities of the sole proprietor's enterprise and with whom no contract of employment or contract for services or authorisation agreement or any contracts for the supply of services under a contract under the law of obligations have been concluded.
For the calculation, declaration and payment of social tax, read "Registration of the spouses and social tax".
In order to register employees, a sole proprietor has to log in to the e-services environment e-MTA of the Estonian Tax and Customs Board as a business client.
Then, on the page of the employment register "Register employment" from the drop-down menu "Select sole proprietor's business code".
Manuals
The rate of working time must only be recorded in the employment register for those types of employment for which ‘Yes’ is indicated in the table. Employment types can be found in the table of employment types.
- The rate of working time changed as an amendment to the employment contract must be recorded in the employment register by the deadline for submitting the TSD (the social tax and income tax return) at the latest. The deadline for submitting the TSD is the 10th day of the calendar month following the taxable period.
- The working time rate cannot be changed retroactively. If necessary, it is possible to write additional information on changes in the working time rate in the notes field.
- There are two options for indicating the working time rate changed during the calendar month:
1. calculating the monthly average working time rate or
2. indicating the working time rate valid on the last day of the month. The working time rate is a contractual rate of working time of the employee or official. This does not depend on the hours actually worked. The working time rate is marked according to the agreed workload of the employment contract: full-time (1,0) and part-time (e.g. 0,25; 0.5; 0.75).
The workplace address is recorded in the employment register only for those types of employment for which ‘Yes’ is indicated in the table. Employment types can be found in the table of employment types.
The workplace address is marked by the use of address data system (ADS) of the Land and Spatial Development Board.
There is also the possibility of entering addresses manually in case the desired address is not found from the address data system. In the e-MTA, clicking on the link “Entering the address manually” displays a view where the address can be entered in parts (county, local government etc.) and the missing part of the address can be written in the field "Address specification".
Marking the address of workplace is not obligatory for persons specified in § 202 (2) or § 251 (4) 2), 3), 16) and 17) of the Taxation Act (the list of respective employment types can be found in the table of employment types).
Definitions
A workplace is a place of work and its surroundings on the premises of an enterprise of a sole proprietor or company, a state or local government agency, a non-profit association or a foundation (hereinafter enterprise) or any other places of work to which an employee has access in the course of his or her employment or where he or she works with the permission or on the order of the employer (§ 4 (1) of the Occupational Health and Safety Act).
A place of business is the place of the permanent and continuous business or professional activities of a person (§ 9 (2) of the Taxation Act).
Rules for marking workplace address
Workplace is generally the place where the employer carries out continuous business or professional activities. The employer may have one or more business places (e.g. chains of stores, fuel sellers, bank branches, agriculture etc.) and the employee can work in several places.
If an employee fulfils his or her duties at several addresses of the employer’s place of business (e.g. a shop attendant who works at different chain stores), the address of the workplace should be the location where the employee works for most of the working time. If the employee’s working time is divided equally between different locations, he employer has to decide what the address to which the employee should be registered is.
The cases where the work cannot be linked to any address, as the work requires moving around (construction does not belong here, the instructions for this area are provided under exceptions):
- if the employee regularly appears at the employer’s address where the means of employment (e.g. taxi, bus, ship) are located, indicate this as the address of the workplace;
- if the first point cannot be applied to the employer’s field of activity, the address of the employer’s place of business from which the employee’s activities are managed should be indicated as the address of workplace.
If an employee works in the form of remote work at another address in Estonia that is not the address of the employer’s place of business (including home address), the employee's workplace address is the address of the employer’s place of business, from which the employee’s activities are managed. In exceptional cases, where remote work is carried out in Estonia but managed from abroad, in order to avoid being assigned to the wrong country, the address of remote work is the workplace address.
The workplace address of persons permanently employed abroad is the foreign country where they perform their duties. If you enter the address, the name of the country will suffice. If an employee is posted abroad and the intended duration of the posting is three months or longer or indefinite, it is a long-term posting, in which case the entry of employment must be changed in the employment register and the address of the workplace is abroad. Business trips lasting less than three months are considered short-term business trips and shall not be subject to registration. The three-month distinction as to long-term and short-term postings have been harmonized with the address of the place of stay of a person in the population register (§ 96 (1) of the Population Register Act).
Marking of the workplace address in the case of subcontracting (school or staff canteen or restaurant management, cleaning or security services, etc.) is carried out as follows:
- if the subcontractor's work is performed at the address of the client, the contract for the provision of service is open-ended or concluded for at least 2 years and the client has allocated space for permanent use to the subcontractor, the workplace address is the address of the client;
- if the duration of the provision of service at the client’s address is less than 2 years, the workplace address is the address of the employer’s place of business.
From this table, you can get help in determining the workplace address if the employee is working in more than one place or if he or she does not have a fixed address.
|
Field of activity |
Employee's workplace address |
|---|---|
|
Workplaces of public sector in foreign countries |
The workplace address of persons working in embassies, consulates, military bases and similar facilities is in the territory of the country where the objects are located. In the case of a workplace abroad, only the name of the country has to be indicated; in the case of Estonia, the exact address needs to be given. |
|
Construction |
The workplace address is the address of the long-term construction site if it meets the following conditions:
The workplace address of persons working on small-scale construction sites is the address of the employer’s place of business from which the employee’s activities are managed. The workplace address of persons working at road or bridge constructions or the installation of pipelines is the employer’s place of business from which the employee’s activities are managed. In the case of a construction site located abroad, it is necessary to follow the general rules for working abroad. |
|
Electricity, gas, steam and air conditioning supply |
The workplace address of people working in the field of electricity, gas, steam and air conditioning supply and the operation and maintenance of distribution networks (high voltage power lines, substations, pump stations) is the address of the employer’s place of business, from which the employee’s activities are managed. |
|
Administrative and support activities |
Address of the employer’s place of business from which the employee’s activities are managed. If a subcontractor's work is performed at the address of the client, the contract for the provision of service is open-ended or concluded for at least 2 years and the client has allocated space for permanent use to the subcontractor, the workplace address of the subcontractor is the address of the client. If the duration of the provision of service at the client’s address is less than 2 years, the workplace address is the address of the employer’s place of business. |
|
Information activities |
Address of the employer’s place of business where the employee works. If an employee works in the form of remote work in Estonia, the workplace address is the address of the employer’s place of business from which his or her activities are managed. In the case of persons working abroad, it is necessary to follow the general rules for working abroad. |
|
Employees working in retail business |
Shops at the same address belonging to the same retailer are considered a single place of activity. Shops located at different addresses are considered separate places of activity. If the employee’s work is carried out at more than one point of sale, the workplace address is the employer’s place of business where the employee works for most of the working time. |
|
Sales activity at constantly changing locations (stall keepers in markets, mobile kiosks), mobile entertainment companies (e.g. circus) and mobile services (e.g. hairdresser who makes house calls) |
Employer’s business address, from which the employee’s activities are managed. The owner's home address, if it is a single place of activity for a small enterprise. |
|
Employees working on fishing vessels and boats, fishermen |
If the employee regularly appears at the employer’s business address where the work equipment is located, indicate this as the workplace address. If the previous instruction cannot be applied to the employer’s field of activity, indicate the address of the operator or owner of the vessel as the workplace address. Boats and ships are considered work equipment, not workplace addresses. |
|
Employees of fish farms and hatcheries |
The employer's place of business from which the employee’s activities are managed. |
|
Employees in mining |
The address of a mine where the mining activity is carried out for at least two years. In this case, the mine is considered a separate place of business. A mine where the mining activity lasts for less than two years is not considered a separate place of business and the workplace address of the persons employed there is the address of the employer’s place of business from which the employee’s activities are managed. |
|
Insurance agents working outside specified working premises |
The address of the employer’s place of business from which the employee’s activities are managed. |
|
Employees of the real estate rental company |
Address of the employer’s place of business from which the employee’s activities are managed. The address of a real estate is the employee’s workplace address only if the employee works there permanently (e.g. as a janitor, security worker, etc.). Otherwise, a real estate is not regarded as a place of business. |
|
Road transport service providers |
If the employee regularly appears at the employer’s business address where the work equipment is located, indicate this as the workplace address. If the previous instruction cannot be applied to the employer’s field of activity, the address of the employer’s place of business from which the employee’s activities are managed should be indicated as the address of workplace. |
|
Postal service staff and couriers |
Address of the employer’s place of business from which the employee’s activities are managed. Post offices are usually independent places of activity and the workplace address of a post office employee is the address of a post office. |
|
Agricultural and forestry workers |
Address of the employer’s place of business from which the employee’s activities are managed (e.g. office, farm etc.). If the work is carried out in several specific locations (e.g. in cowshed), the workplace address is the place where the worker spends most of the working time. |
|
Staff involved in rail freight transport (work at outdoor cargo stations or marshalling yards) |
Employer’s business address from which the employee’s activities are managed. |
|
Staff involved in continuous maintenance of railway infrastructure |
The employer's place of business from which the employee’s activities are managed. |
|
Maritime and air transport workers |
If the employee regularly appears at the employer’s business address where the work equipment is located, indicate this as the workplace address. If the previous instruction cannot be applied to the employer’s field of activity, indicate the address of the operator or owner of the vessel as the workplace address. Ships and aircraft used in maritime and air transport are considered work equipment, not workplaces. |
The purpose of collecting job title data is to collect wage and labour force data more efficiently in order to produce more accurate wage and labour market statistics, and to use the data in a register-based population census.
A job title has to be recorded in the employment register only for those types of employment for which ‘Yes’ is indicated in the table. Employment types can be found in the table of employment types.
- Job titles and workplace addresses have to be entered from the classification. Assistance in entering job titles and addresses can be asked from the Statistical Office: +372 625 9300, [email protected].
- The specification of the address and/or job title should be added as free text if the exact address or the fifth level match of the title (the first four must always be found in the classification) cannot be found in the classification.
Useful links
Amendment, correction, and cancellation of data
The employer can electronically self-correct data that has been entered in the employment register within three months from the date of commencement, suspension, or termination of employment.
The entered dates can be changed by +/–3 months from the date of the first entry, for both valid and expired registry entries.
If employment has been entered in the employment register, which for some reason does not begin, the employer may cancel the entry electronically within three months from the date indicated as the commencement of employment.
To cancel an entry in the employment register, click on the employment entry number on the employment search page. A detailed view of the entry then opens, and the ‘Cancel’ button must be clicked below the entry details page.
The data can be corrected three months after the entry only based on a reasoned request submitted to the Estonian Tax and Customs Board (ETCB), which can be submitted via the e-services environment e-MTA section Communication – Correspondence, digitally signed at the address [email protected], or in person at a service bureau.
If the correction of data is not justified, the ETCB may refuse to correct the data.
The ETCB does not change the dates of commencement of employment with regard to the data transferred to the employment register from the Estonian Health Insurance Fund (EHIF), as it is not possible to verify the accuracy of the newly submitted data.
Before 1 July 2014, the determination of various social guarantees will be based on the payments declared in the TSD form. Registration of employment with the ETCB began on 1 July 2014, and previous valid entries were transferred from the EHIF to the employment register to reduce the administrative burden on employers. The previous employment data of persons (until 1 July 2014) entered in the register is informative.
Questions and answers about amending and correcting employment entries
1. If the employee is registered but never appears for work, is it possible to delete the registered employee from the register? Can this only be done at a service office and not electronically, and beginning at what point is this possible?
In the case of employment that has been entered in the employment register which, for some reason, does not begin, the entry may be cancelled electronically within three months from the date marked as the commencement of employment.
If three or more months have passed since the entry was registered, you do not have to appear in person at the service office to make corrections; instead, we recommend that you submit an application to cancel the entry in the e-services environment e-MTA, in the section “Communication” – “Correspondence” or by sending a digitally signed copy to [email protected].
To cancel the entry, you will need to click on the number of the entry on the job search page in the employment register, a detailed view of the entry will open, and under the entry data, you will need to click the button “Cancel”.
2. The start date of employment transferred to the employment register from the Estonian Health Insurance Fund (EHIF) is incorrect. Does this need to be amended in the employment register?
The Estonian Tax and Customs Board (ETCB) does not change the dates of commencement of employment with respect to data transferred to the employment register from the EHIF. This means that we are not correcting history, as most of the data is old and we have no way of verifying the accuracy of the newly submitted data.
The ETCB generally changes data only on the basis of a reasoned application, if three (3) months have elapsed since the submission of the data.
There is no reason to fear that the employee will fail to receive a benefit as a result of the starting date of his or her employment in the employment register failing to correspond to the contract, as the data in the register only have legal effect from 1 July 2014 onwards. Older data are only informative and may require the submission of various additional evidence and data to the competent authorities at a later stage. Data were submitted to the EHIF for only one purpose, the possibilities of the employment register are broader, and old EHIF data can in no way be used as a basis for making decisions other than those concerning health insurance. However, the employer must ensure that the entries in the employment register are correct from 1 July 2014.
If all taxes have been declared for a person before 1 July 2014, social guarantees will be calculated based on the payments made to the person.
The calculation of the unemployment insurance period is based on payments made until 30 June 2014 and is based on the period of employment as of 1 July 2014, with the Estonian Unemployment Insurance Fund (Eesti Töötukassa) being able to check the data from the employment register.
3. Why is my start date for employment incorrect if it began before 1 July 2014?
Registration of employment with the Estonian Tax and Customs Board (ETCB) began on 1 July 2014, and the employment data was pre-filled with the data of persons insured by the Estonian Health Insurance Fund (EHIF), in order to reduce the administrative burden on employers. Thus, a start date of employment that began before 1 July 2014, which is pre-filled based on data transferred from the EHIF, does not always coincide with the actual start date of employment. As of 1 July 2014, the data in the employment register have a legal effect, which means that the employer must ensure that the entries made after 1 July 2014 are correct in the employment register.
Employers can make new entries and corrections retroactively for a period of up to 3 months, to avoid confusion regarding the cross-usage of data. If corrections need to be made in entries older than three months, then the employer must submit a reasoned application to the ETCB, either using the e-services environment e-MTA communication channel or by sending a digitally signed application, via e-mail, to the address [email protected].
1. Is working during the suspension of employment during parental leave permitted and, if so, is it required that the suspension be terminated during the period of employment, or can the suspended employment entry remain suspended, with a new employment record being registered alongside?
An employee can be either on parental leave or working for one employer, he or she cannot be doing both at the same time. However, if the employment relationship with one employer has been suspended due to parental leave, commencing work with another employer is not prohibited.
At the same time, the rights to parental and family benefits associated with the use of parental leave must always be taken into account, the amount of which may be affected by the receipt of additional income, i.e. the commencement of work.
You are allowed to earn income while receiving the parental benefit. In 2021, it will be 1,910.77 euros. If the income for one month is less than this amount, the parental benefit will not decrease. If the income is higher, the parental benefit will be reduced.
For more information on the rights and obligations involved, see the Social Insurance Board webpage “Shared parental benefit”.
2. Can I take a certificate for sick leave during parental leave? Does the employer end the suspension of parental leave for the duration of the certificate for sick leave and once again suspend the entry following the end of the certificate for sick leave?
An employee may apply for termination of parental leave if, on the day of returning to work, he or she becomes ill or the child becomes ill and, as a result, decides that he or she will continue to take parental leave and not return to work after the end of the certificate of incapacity for work.
An employee’s right to receive compensation for incapacity for work arises only if the entry on employment has been restored by the employer, i.e is active, by the time of the certificate of incapacity for work. If the employer does not amend the entry, the employee will not receive the compensation for incapacity for work.
Entries in the employment register must correspond to the actual situation, i.e. if a person wishes to return to work, the suspension of the employment entry is terminated or amended to be an active entry. And if the employee wishes to once again take parental leave, the corresponding entry will once again be made in the employment register.
3. Is it possible to enter into a contract under the law of obligations with the same employer if the employment relationship has been suspended?
Yes, it is possible, but it is not possible to do the same work that was done under the employment contract.
If it is the same type of work that is also performed under the employment contract and the person is subject to the employer's instructions, works at the employer's premises and with the employer's resources, an employment contract must be concluded. In the case of an employment relationship under an employment contract, the worker must interrupt parental leave and work under an employment contract.
Example 1
The employee was a department manager with an employment contract at the company until her parental leave. She now wants to work temporarily and part-time as an accountant with an employment contract.
Parental leave is interrupted and the parties to the employment contract conclude a fixed-term amendment to the employment contract – i.e. the job title and workload are temporarily changed in the employment register, but the suspension of the employment relationship ends, i.e. it is not reasonable or purposeful to conclude another employment contract between the same parties.
Example 2
The employee is on parental leave from her job as a lawyer-human resources specialist. The employer needs her to represent the employer at one hearing.
The parties have the choice:
1) to interrupt the parental leave, i.e. the employee will perform her employment contract duties for one day, or
2) the employee will continue to be on parental leave, i.e. the employment relationship will remain suspended in the employment register, but the parties will additionally conclude an authorisation agreement to represent the company in the specific court case, i.e. a fixed-term entry of contract under the law of obligations will be made in the employment register for the same person.
1. The option of unpaid leave for one (1) month (from the first to the last day of the month) is made available to the employee in coordination with the employer. The employer registers the suspension of employment in the employment register, with the employee later submitting the part of the certificate of incapacity for work in regards to the leave. The employer makes the corresponding amendments in the employment register – cancels the entry. Is such an amendment a breach of the registration procedure?
It is not a breach, as the cancellation of the entry is justified. If the employer’s suspension entry is not cancelled, the employer will be unable to register the certificate for sick leave.
Last updated: 29.10.2025
