Compare record retention requirements for up to four countries on the comparison summary chart page. 🔍
Document
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)
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.
