Although some countries require certain types of documents to be kept and archived in their original paper form, for most categories of documents, including HR-related records, there is no such requirement, and it is generally acceptable to use electronic versions of paper records (i.e., scanned copies of paper originals) during most government agencies’ inspections and audits or in court proceedings.
The evidential or probative value of electronic versions of paper records may be more easily challenged before a court than it would be for the originals. This is mainly because the original records could be tampered with or changed before being scanned, and, unless proper technology has been used (e.g., encryption and timestamping), it may not be easy to detect such changes from a scanned copy. In specific situations, it may be good practice for employers to retain archives of paper originals in the event such originals would be requested by a specific investigator, auditor, judge or authority.
Under Singapore’s Electronic Transactions Act (ETA) (Sec. 6), information cannot be denied legal effect solely because the information is in an electronic format. In addition, electronic scanned copies of original records are allowed if (ETA, Cap. 88, Sec. 9):
Image systems which are used to convert the original records to an electronic form, should be certified by a certifying authority in compliance with the First Schedule to the Evidence (Computer Output) Regulations. Technical and procedural requirements include that image systems:
Records can be retained electronically through electronic archiving systems if they meet the requirements listed above.
HR Best Practices: Any disputes relating to scanned electronic copies of paper originals will come down to a question of proof. The full electronic archiving era is approaching, but for now it is not possible to guarantee that all paper documents can be destroyed. Indeed, the acceptance of digital copies remains subject to the discretion of the judge.
