👉 A mandatory digital transformation requirement in labor management – human resources – national data governance.

🔎 What is an E-labor contract?

• It is an employment contract concluded in the form of a data message.
• It has legal equivalent to a paper contract.
• It also includes a digital signature – timestamp – authentication.
• It is assigned an Identifier (ID) and centrally managed on the National Data Platform.

🏛️ National Electronic Labor Contract Platform

• Built and managed by the Ministry of Home Affairs.
• Connected to the National Data Center.
• Centralized management of:
  • Electronic Labor Contract
  • Contract appendix, amendment, contract termination
  • Labor utilization report
  • Transaction logs and data access records

👉 This is the “digital employment record” of both employees and enterprises.

✍️ Mandatory conditions for concluding an electronic labor contract

⏱️ Contract Validity and Management

• The contract becomes effective immediately upon the final party’s digital signature and authentication.
• It is possible to convert paper ↔ electronic.
• Amendments, additions, and termination are conducted 100% online.
• All appendices share 1 ID → full history traceability.

👤 Rights & Responsibilities

Employer:

• Manage all employment contracts on the platform.
• Submit electronic labor utilization reports.
• Be responsible for security, storage, and employee training.

Employees:

• Look up and verify their own contrac.
• Use employment contract data for administrative procedures.
• Secure their accounts and personal information.

⚠️ Key dates to remember

🎯 Actual impact

• HR – Accounting – Legal departments need to change the way contracts are managed.
• End the “sign paper – scan – store separately” process.
• Labor data becomes interconnected, transparent, and easily accessible.
• Reduce the risk of disputes, forgery, and loss of records.