HR Record Retention Requirements

Israel - Summary Chart

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Israel

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Retention Period

Beginning of Retention Period

Legal Reference

EMPLOYMENT RECORDS

Contracts (new hire agreements, severance, etc.)

No legal minimum or maximum, common best practice is 7 years after employment ends

From end of employment

Best practice based on general limitation period for most civil claims

Time records (work hours, rest periods, vacation/sick/holiday, etc.)

No legal minimum or maximum, common best practice is 7 years after employment ends; Claims relating to equal employment opportunity have a limitation period of 3 years; Claims relating to equal pay have a limitation period of 5 years

Equal employment opportunity claim: From date cause of action was created; Equal pay related claims: From last date of payment

Best practice based on general limitation period for most civil claims; The Equal Employment Opportunity Law, 1988, Art. 14; Equal Pay for Male and Female Employees Law, 1996, Art. 7A

Performance records (performance reviews, promotions/demotions, licenses/certifications, investigations, disciplinary actions, etc.)

No legal minimum or maximum, common best practice is 7 years after employment ends; Claims relating to equal employment opportunity have a limitation period of 3 years; Claims relating to equal pay have a limitation period of 5 years

Equal employment opportunity claim: From date cause of action was created; Equal pay related claims: From last date of payment

Best practice based on general limitation period for most civil claims; The Equal Employment Opportunity Law, 1988, Art. 14; Equal Pay for Male and Female Employees Law, 1996, Art. 7A

Data and personnel files

No legal minimum or maximum, common best practice is 7 years after employment ends

From end of employment

Best practice based on general limitation period for most civil claims

Government verification records (work papers, immigration, eligibility to work, etc.)

General: No legal minimum or maximum, common best practice is 7 years after employment ends; Foreign employee records: Generally required to maintain information regarding employee working terms (ex., hours log, employment agreement, address, medical insurance, salary log) at the workplace for previous 3 months. General best practice to retain data (including relevant work visa data) until 7 years after employment ends for evidential purposes

From end of employment

Best practice based on general limitation period for most civil claims; The Foreign Workers Law, 1991

Collective bargaining/union

No legal minimum or maximum, common best practice is 7 years after trigger event, such as the end of contract

From date of triggering event

Best practice based on general limitation period for most civil claims

Background checks and drug tests

No legal minimum or maximum, common best practice is 7 years

From end of employment

Best practice based on general limitation period for most civil claims

Acknowledgements, policy agreements and required notices

No legal minimum or maximum, common best practice is 7 years

From end of employment

Best practice based on general limitation period for most civil claims

Recruitment (interview notes, resumes/CVs, reference checks, etc.)

No legal minimum or maximum, common best practice is 7 years

From end of employment

Best practice based on general limitation period for most civil claims

Tracking/recordings (biometric, geo-location, online tracking, camera recordings, etc.)

No legal minimum or maximum. If tracking/records contains personal information, only retain for period necessary to fulfill the purpose for which the information was were collected and/or for the purpose(s) of securing employer's legitimate interests (ex., defending against future legal proceeding)

N/A

Best practice based on position of Israeli Data Protection Authority

BENEFIT/PENSION/EQUITY RECORDS

Benefits (plan documents, enrollment records)

No legal minimum or maximum, common best practice is 7 years after employment ends; Claims relating to equal employment opportunity have a limitation period of 3 years; Claims relating to equal pay have a limitation period of 5 years

Equal employment opportunity claim: From date cause of action was created; Equal pay related claims: From last date of payment

Best practice based on general limitation period for most civil claims; The Equal Employment Opportunity Law, 1988, Art. 14; Equal Pay for Male and Female Employees Law, 1996, Art. 7A

Pension and retirement records

No legal minimum or maximum, common best practice is 7 years after employment ends; Claims relating to equal employment opportunity have a limitation period of 3 years; Claims relating to equal pay have a limitation period of 5 years

Equal employment opportunity claim: From date cause of action was created; Equal pay related claims: From last date of payment

Best practice based on general limitation period for most civil claims; The Equal Employment Opportunity Law, 1988, Art. 14; Equal Pay for Male and Female Employees Law, 1996, Art. 7A

Equity records

No legal minimum or maximum, common best practice is 7 years after employment ends; Claims relating to equal employment opportunity have a limitation period of 3 years; Claims relating to equal pay have a limitation period of 5 years

Equal employment opportunity claim: From date cause of action was created; Equal pay related claims: From last date of payment

Best practice based on general limitation period for most civil claims; The Equal Employment Opportunity Law, 1988, Art. 14; Equal Pay for Male and Female Employees Law, 1996, Art. 7A

PAYROLL/WAGE/TAX RECORDS

Payroll and wage data (payslips, etc.)

General: Minimum 6 years (Minimum 10 years for tax evasion)

From end of tax year

Income Tax Ordinance, Art. 225

Tax records

General: Minimum 6 years (Minimum 10 years for tax evasion)

From end of tax year

Income Tax Ordinance, Art. 225

MEDICAL/SAFETY/LEAVE RECORDS

Leave (family, medical, etc.)

No legal minimum or maximum, common best practice is 7 years after employment ends

From end of employment

Best practice based on general limitation period for most civil claims

Injury and illness incident reports

No legal minimum or maximum, common best practice is 7 years after employment ends

From end of employment

Best practice based on general limitation period for most civil claims

Medical records

No legal minimum or maximum, common best practice is 7 years after employment ends

From end of employment

Best practice based on general limitation period for most civil claims

Hazardous material and other exposure records

Toxin Registry (for toxins permit owners): Minimum 3 years

From date of last record

Hazardous Substances Law, 1993, Art. 5(h)

Ultimate Software'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 Ultimate Software's customers have employees. HR Compliance Assist is a service exclusively available to Ultimate Software customers.

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