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Document
Retention Period
Beginning of Retention Period
Legal Reference
EMPLOYMENT RECORDS
Contracts (new hire agreements, severance, etc.)
Employment contracts & written employment statements with terms of employment: Minimum duration of employment. Must not be retained for longer than necessary. Retention for 7 years from termination date is general best practice in case of potential breach of contract claim; Severance agreements: Must not be retained for longer than necessary. Retention for 7 years from date of employee termination or date of agreement (whichever is later) is general best practice in case of breach of contract claim.
From signature of contract or upon creation
Terms of Employment (Information) Act (Sec. 3 Written Statement of Terms of Employment (5)); Employment (Miscellaneous Provisions) Act 2018. Sec. 7; Best practice: Statute of Limitations, 1957, Sec. 11
Time records (work hours, rest periods, vacation/sick/holiday, etc.)
General minimum 3 years; General maximum 7 years
From termination
Organisation of Working Time Act, 1997, Sec. 25 (1); National Minimum Wage Act, 2000, Part 4, Sec. 22(1); Best practice: Statute of Limitations, 1957, Sec. 11
Performance records (performance reviews, promotions/demotions, licenses/certifications, investigations, disciplinary actions, etc.)
No express minimum/maximum, must not be retained for longer than necessary; General best practice retain 7 years in case of a breach of contract claim
From termination
Best practice: Statute of Limitations, 1957, Sec. 11
Data and personnel files
Varies depending on record, but must not be retained for longer than necessary
From creation
Best practice: Statute of Limitations, 1957, Sec. 11; GDPR
Government verification records (work papers, immigration, eligibility to work, etc.)
Foreign Nationals (employment record, duration of employment and permit details): Minimum 5 years or length of employment, whichever is longer
From start of employment
Employment Permits Act 2006, Sec. 27
Collective bargaining/union
No express minimum/maximum, must not be retained for longer than necessary
From creation
Best practice: Statute of Limitations, 1957, Sec. 11
Background checks and drug tests
No express minimum/maximum, must not be retained for longer than necessary; General best practice retain 7 years in case of a breach of contract claim; Note: Criminal background checks only permitted in very limited circumstances
From date of check/test
Best practice: Statute of Limitations, 1957, Sec. 11
Acknowledgements, policy agreements and required notices
No express minimum/maximum, must not be retained for longer than necessary; General best practice retain 7 years in case of a breach of contract claim
From date of acknowledgment or notice
Best practice: Statute of Limitations, 1957, Sec. 11
Recruitment (interview notes, resumes/CVs, reference checks, etc.)
Advertisements for job vacancies: minimum 1 year after position is filled; Application forms, interview notes, employment references, etc.: No express minimum/maximum. Unsuccessful applicant records recommend retaining minimum of 12 months from rejection; hired employee records retain for minimum of 1 year after date of termination and a maximum of 7 years
From creation
Employment Equality Act, 1998 (77); Best practice: Statute of Limitations, 1957, Sec. 11; GDPR
Tracking/recordings (biometric, geo-location, online tracking, camera recordings, etc.)
No express minimum/maximum, must not be retained for longer than necessary for specified purpose
From date of recording
Best practice, GDPR
Miscellaneous 1
Redundancy payments form RP50: Best practice minimum 1 year; no explicit requirement, but retain for no longer than necessary. Redundancies can give rise to unfair dismissal claims which must be brought within 1 year
From date of creation
Unfair Dismissals Act, 1977
BENEFIT/PENSION/EQUITY RECORDS
Benefits (plan documents, enrollment records)
No express minimum/maximum; Best practice duration of plan and maximum of 7 years thereafter
From creation
Best practice: Statute of Limitations, 1957, Sec. 11
Pension and retirement records
Employee pension contribution records: General maximum 7 years from termination; Occupational pension scheme related documents: Maximum 13 years from termination
From creation
Best practice: Statute of Limitations, 1957, Sec. 11
Equity records
Unit Trust Schemes: No express minimum/maximum; Best practice duration of scheme and maximum 7 years thereafter
From creation
Best practice: Statute of Limitations, 1957, Sec. 11
Miscellaneous 1
Records relating to Protection of Young Persons: Minimum 3 years
From creation
Protection of Young Persons (Employment) Act, 1996, Sec. 15
PAYROLL/WAGE/TAX RECORDS
Payroll and wage data (payslips, etc.)
Best practice retain for minimum 1 year as claims must be brought within 12 months from date of an unlawful wage deduction (ex., records of wages paid, deductions from wages); Minimum wage related records: Minimum 3 years from date of wage payment (ex. gross pay, details of working/overtime hours records); Best practice retain 7 years from termination in case of breach of contract claim (Claims can be made within 6 years from date an employee claims that they were not paid contractual salary or bonus payment)
From creation
Payment of Wages Act 1991; National Minimum Wage Act 2000, Part 4, Sec. 22; Best practice: Statute of Limitations, 1957, Sec. 11
Tax records
Minimum 6 years
From close of tax year
Taxes Consolidation Act 1997
MEDICAL/SAFETY/LEAVE RECORDS
Leave (family, medical, etc.)
Parental & force majeure (family illness/injury) leave: Minimum 8 years from start of leave; Other leave: Maximum 7 years from termination
From start of leave or from termination of employment
Parental Leave Act, 1998, Sec. 27 (2); Best practice - Statute of Limitations, 1957, Sec. 11
Injury and illness incident reports
Records containing full details of all accidents or dangerous occurrences: Minimum 10 years; Safety statements: Retain indefinitely or for minimum of 6 years after current statement is superseded
From date of accident or dangerous occurrence
S.I. No. 370/2016 - Safety, Health and Welfare at Work (General Application) (Amendment) (No. 3) Regulations 2016, Sec. 226
Medical records
Details in relation to absence or sick leave: Best practice 3 years; Medical certificates and health data: General best practice maximum 7 years from termination of employment, 8 years if employee has taken carer's or parental leave
From creation
Parental Leave Act, 1998, Sec. 27 (2); Statute of Limitations, 1957, Sec. 11
Hazardous material and other exposure records
1. Radiation Dose Monitoring (Category B persons): Minimum 5 years (radiation dose monitoring, category B persons); 2. Radiation Dose Monitoring & Radiation Medical Surveillance (Category A Persons): Minimum until worker has or would have attained 75 years of age, or 50 years (whichever is longer); 3. Biological agent exposure (Group 2, 3 and 4 agents): Minimum 10 years and maximum 40 years (depending on likely duration of risk); 4. Asbestos Exposure Health Register: Minimum 40 years
1. Date last measurement was made (Category B persons); 2, 3 & 4. From last date of last known exposure
S.I. No. 125/2000 - Radiological Protection Act, 1991 (Ionising Radiation) Order, 2000, Arts. 22 & 25; S.I. No. 872/2013 - Safety, Health and Welfare at Work (Biological Agents) Regulations 2013, Art. 15; S.I. No. 386/2006 - Safety, Health and Welfare at Work (Exposure to Asbestos) Regulations 2006, Art. 25
UKG's HR Compliance Assist team relies on a network of internal and external compliance experts and lawyers to provide clients with best practices and recommendations on topics such as HR document retention, employee data privacy, and HR electronic records. HR Compliance Assist also provides local compliance monitoring and alert services in select countries where UKG's customers have employees. HR Compliance Assist is a service exclusively available to UKG customers.
