How to correct an entry in a work book if it is invalid

18.06.2019

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6 min.

Even experienced HR or accounting employees make careless mistakes when filling out documents, and as a result, the entry in the employment record is invalid. No one is immune from the notorious human factor. Inspectors sometimes hastily indicate the wrong order number or date when dismissing an employee. It should be noted that the work book does not tolerate erroneous entries. The law provides for such cases, so the personnel officer must be able to remove them correctly. The article talks about how to do this in accordance with regulations.

Procedure and sample for correcting an invalid entry in the work book

Using this example, you can track the following points that must be taken into account when entering data indicating that the entry is erroneous:

1. You must indicate the number of the incorrect formulation.
2. You need to refer to the document number confirming the error.
3. It is necessary to indicate the date the incorrect entry was made and the date of correction, so that the wording can be declared invalid and the error corrected in accordance with the rules. So, to summarize the above, what records can be considered incorrect:
   Not true. For example, an erroneous phrase about the dismissal of an employee was entered.
4. Incorrectly formatted and not in accordance with the official style of filling out the work book.
5. Incomplete, for example, one in which there is no order number or no date of issue of the order, etc.

Changes made to the title page

The title page includes information about the employee

When filling out this column, it is important to make all entries correctly and in full.

When changing the first name, patronymic, last name (for example, upon marriage), as well as the date of birth, the following actions are carried out:

• old data is crossed out with only one line}
• then new data is written}
• on the cover, on the inside, a reference is made with the number and date of the document (this could be a passport, marriage certificate, etc.) and this is certified by the signature and seal of an authorized person.

But what to do if the entry in the work book was made incorrectly, and a mistake was made in writing the last name, first name or other data? Then there are two possible solutions to this problem:

1. If a mistake is made when filling out the title page of the book for the first time, then a corresponding act is drawn up, and the damaged form is destroyed. Usually, the employer does not charge money from the employee for a damaged form.
2. If the error was discovered much later, then the most correct way out of this situation would be to go to court to recognize the ownership of this work book.

Such changes are sometimes made precisely at the place of work where the mistake was made, or even at the current place of work, but with a document from the employer who made the mistake. In this case, changes are made in the same way as when changing data.

But it should be remembered that the option of making changes without going to court is controversial and can be considered as non-compliance with the norms for maintaining work records.

It’s also worth asking how the employer determined that this work record belongs to the person who provided the passport? There are namesakes in the world who may even have the same name and date of birth.

New entries about profession or specialty, education

Very often, when filling out a work book for the first time, an employee may not have graduated from an educational institution by that time. Then in the work book it will be entered in the “education” column, for example, “incomplete higher education.” In this case, upon receiving a diploma, the employee must contact the employer and ask to make changes to the work book regarding this fact. The same thing happens when acquiring a new profession or specialty. That is, in this case, an addition is made, and not a correction, and the previous data is not crossed out.

It is worth remembering that if you make additions, you do not need to provide a link to certificates or diplomas on the inside of the book.

When studying at a university, you should not leave the “education” line empty at the time of registration of the employment document. Based on a student card, grade book or certificate from a university, a record of incomplete higher education is made.

The entry for the number is invalid as it was entered incorrectly

• Writes a statement addressed to the director with a request to correct the mistake.
• An order is issued regarding the need to make corrections, and a number is assigned to it.
• The HR employee confirms in writing that the previously specified data is invalid.
• The correct date is entered, the order number is indicated - the basis for making changes.
• The specialist writes his position, surname, initials and signature, and puts a stamp.

• If the entry is made incorrectly during the registration of the new insert, it is subject to destruction, about which a corresponding act is drawn up.
• If the first page of the work book already contains the series and number of the damaged insert, then the series and number of the new form are also affixed.
• If there is an error in any of the entries made in the insert, the procedure for correction is standard. First, the serial number of the new entry is entered, then the date the correction was made and the correct text.
• The specified information must be confirmed by the Order, its series and number must match the Order data in the previous entry.

Please note => What does a sample family composition certificate look like?

Invalidity of an entry in labor reasons and legal consequences

The most common mistakes that HR officers make when filling out employment data relate to the wording in the position (staffing unit) specified in the employment agreement. The reason here is elementary inattention, because often the position in everyday life is called by an abbreviated name, but according to the staffing table it comes with a different name. Such an entry in the labor record may lead to inconsistencies with the staffing table with all the ensuing consequences.

This is also important for the employee, because the lack of a definition can reduce the status of a leading employee to an ordinary employee, which can affect future employment and salary

A mistake in a position can have negative consequences for both the employer and the employee.

If there are errors in the wording of the article when dismissing an employee, the same scheme applies, only here the employee suffers to a greater extent. After all, during a further job search, the next employer carefully evaluates the reason for leaving the previous job. There is only one way out - write a statement and demand correction.

Another option, when a previously made entry is declared invalid, is the restoration of the employee’s labor rights by the court or the Labor Inspectorate.

When an employee is reinstated at the enterprise by a court decision, an entry about this is made in the work book.

The most difficult option is when, when registering the transfer of a specialist to another position, the personnel officer enters a work record and certifies it with the manager’s visa and the company’s seal. This is a gross violation of the rules for drawing up an employment document, since the signature of management and the company’s stamp can only be placed on the document upon dismissal of an employee. In fact, such a record is not considered a record, and accordingly, it is impossible to invalidate it. This text cannot be corrected. In this case, you need to change the work permit, drawing up a duplicate with the correction of this error.

When an error creeps into the title page of the work book, where information about the employee is indicated, the consequences can be the most serious. A discrepancy between the personal data in the work book and other documents may make it invalid, since its ownership will be in question. If the error is not corrected, such a document may not be accepted by the Pension Fund as confirmation of work experience. This can happen if the title page contains:

Typos or errors

This is especially important when registering your full name.

Oh, here a mistake in one letter, an omission of a letter, and even the letter “e” instead of “e” can play a key role. Cross-outs or corrections without reference to the relevant documents of title. Correcting data by covering it with correctors or erasing it with an eraser. A note on the issue of a work book by an individual. According to current regulations, an employer who is an individual. person (not an entrepreneur), does not have the right to issue employment documents, nor to record in them the fact of working for him. Other information that does not correspond to current documents.

The ownership of a work book with incorrect personal data can be established in court, but this will require some effort.

Errors in labor and ways to correct them

Inspectors are required to record information in accordance with the rules of instruction No. 69, which was approved by a decision of the Ministry of Labor in 2003. They also stipulate requirements for correcting clerical errors if the entry in the work book is invalid. The guidelines provide a step-by-step explanation of how to cancel errors. The law provides several options for making changes to the book. Notes indicating that the information is incorrect can be made in any part of the work: on the cover or in sections.

Both methods are relevant and completely correct erroneous entries. When an inaccuracy is discovered at the stage of filling out a new book, it is declared invalid and destroyed. In exchange, the employee is given a new one. If an error is found in a valid document, the personnel officer is obliged to declare the previous text incorrect with an additional mark in the section. Do not use correction ink or cross out words. Below we will discuss in more detail how to write in a labor document that the entry is invalid.

Regulations

All actions of personnel employees are strictly regulated by the norms of the law, from which he has no right to deviate. Failure to comply will result in administrative penalties. In their work, inspectors are guided by the following:

• the third section of the Rules on the maintenance and storage of work books. They were developed and approved by Government Decree No. 225 of April 16, 2003;
• Labor Code of the Russian Federation;
• the first section of the Instructions for filling out work books.

Advice! The text is written exclusively by hand without any blots. It is prohibited to cross out, cover up or erase typos, inaccuracies and errors. This will lead to the cancellation of the document as a whole. It is only allowed to make additional entries that cancel the validity of the previous ones. The personnel officer is required to write “Record No. ... is considered invalid.”

Common types of errors

There are typical errors in which an entry in a work book can be considered invalid. Often such omissions come down to the inattention or negligence of inspectors. HR officers often incorrectly indicate the following information: full names of employees; date of admission, dismissal, order, resolution; level of qualifications and education; article or position.

In addition to the shortcomings described above, there are also the following oversights:

• The name of the enterprise that does not comply with the statutory documents.
• The date the employee was hired. People usually confuse the date of conclusion of the contract with the day on which the employee assumed his position.
• The name of a structural unit that differs from that specified in the agreement.
• A position or profession that does not correspond to the staffing table.
• Incorrect links to orders.

While filling out the book, the inspector must have the necessary documents in front of him in order to verify the information and avoid mistakes. Employee information is entered for many reasons. As an example, a change of name, staffing table, place of work.

It is important to know! Changes are added with reference to the document on the basis of which amendments are made to the records.

The entry is invalid: how to make a correction

Since it is impossible to cross out or gloss over incorrect information, an action algorithm for managers has been developed for such cases. To prevent the employee from subsequently filing an application to the court for administrative liability, personnel officers are obliged to recognize the invalidity of the entry within the prescribed time frame.

According to the developed rules that employers are required to obey, the following actions are permissible (or not permitted):

• changes can be made at the place of current or past employment where the mistake was made;
• notes are made on the basis of a registered document giving the right to make such corrections (a certificate from a previous job stating that the information is incorrect);
• amendments must be consistent with the reference information;
• verbal or written statements from witnesses cannot be considered as a basis for editing records;
• blots are not allowed.

A special procedure has been developed to eliminate errors in labor. The form records the following:

• serial numbering;
• in Arabic numerals the date the amendment was added;
• information about the enterprise in accordance with the statutory documents;
• the text itself “the entry in the labor record is considered invalid”;
• a link to the order indicating the details;
• position of the employee with the signature who made the corrections.

Changes are made in a similar way in another organization if the employee provides a certificate of the need for such actions.

Sample fix

Below are examples that explain how to correctly make corrections to a work book.

An example of changing an employee's position.

Example of editing the date of admission.

Inspectors are required to make edits only with reference to a reliable document.

Attention! Such changes do not have a statute of limitations; the employee has the right to demand them to be made at any time.

Who corrects mistakes

According to the rules, entries in the work book are always made by personnel inspectors. If such a position does not exist, then the responsibilities are assigned to the accounting department or people involved in developing the staffing table.

When errors are detected in a document, there are two possible scenarios:

• The information is incorrect at the company where the employee works. In this case, corrections are made by the personnel officer who made the mistake. However, there is no fundamental difference if this is done by a colleague replacing him.
• The entry was made at the previous place of work. Responsibilities are assigned to the personnel department, which, based on certificates confirming the correctness of the employee’s statement about an error, corrects the information.

Not all organizations have HR document specialists. Therefore, some managers create combined positions. They themselves develop the company's staffing schedule and keep employee records. If you have any questions in this case, you should always contact management directly.

Making adjustments after dismissal

After leaving an organization, employees do not always notice mistakes made in their work record. When an oversight is found on the spot and immediately, it is much easier to correct it, since the inspector will do it in a few minutes. He does not need confirmation and other evidence, since this is the HR service’s own omission.

A similar situation: if a person has not managed to get a job anywhere, then he can also go to the personnel department, and the error will be corrected. Things become more complicated after employment. Since the inspector does not have the right to hand out a book, he or the employee is obliged to request information from the previous employer. It is issued in the form of a certificate or extract that confirms the employee’s words. Based on the papers received from the previous place, the clerk makes a note.

Sometimes, out of malicious intent or unwillingness to meet a person halfway, employers refuse to provide the necessary documents. In such situations, the employee has the right to go to court with a claim. You need to be prepared for the fact that you need to collect sufficient evidence to win your case.

Advice! You can always contact a good lawyer or defend your rights yourself. You should be confident and defend your position. Claims of this kind are processed quickly, so during this time you will need to collect all the documents and invite witnesses.

Features of corrections on the title page

The title page contains basic information about the employee. If the book is new, then if mistakes are made, it is destroyed immediately. When there are already records, the algorithm for eliminating inaccuracies differs from the main one. It is permissible to cross out incorrect text only as an exception, in the absence of other opportunities to correct the defect.

Frequent amendments that personnel officers have to make are changing the name. Usually women take their husband's last name after marriage, so you need to correctly replace it with a new one. The premarital line is crossed out with a straight and distinct line, then the one received from the spouse is entered. A mark of invalidity is made on the cover or spread with reference to a document that proves the change of surname. Such confirmation is a passport or marriage certificate. They write down the number when it was issued, and below the inspector writes his position, transcript and signature with the company seal.

Correcting an entry made

Correction of the information contained on the title of the work book can be done following the instructions and rules governing its completion. In this case, you need to carefully cross out the error with a horizontal line and write the correct option next to it. After this, the entry in the work book can be considered invalid.

Completion of a perfect record

You can cancel a completed entry for various reasons. This is especially true in situations where a company employee, upon joining the job, had one higher education that was different from his job, but over a certain period of time he graduated from another educational institution and received the corresponding profession. This means that the HR department employee must ask himself how to properly cancel an entry in the work book made earlier. In this case, you don’t have to cross out the entry, but simply add the information that appears, separated by commas.

Invalidity of entry

It happens that after making any entry in the work book, in particular, information about the position, date of employment, dismissal date, awards to the employee for special merits, etc., it is discovered that the entry is incorrect. A logical question arises: how to write in the work book that the entry is invalid?

You cannot cross out anything in these sections, nor can you falsify information or cover it up with a corrective agent. An entry stating that an entry in the work book is considered invalid must be made in a strictly defined manner.

This procedure should be completed by repeating the number and date of the order in column 4, on the basis of which the work book was filled out incorrectly. If this order was drawn up with an error, it should be cancelled. After this, enter the details of the canceled order in column 4.

According to this principle, corrections are made to all incorrect or inaccurate information, in particular, about employment, transfer to another department, dismissal, as well as various types of awards received by the employee during the period of his employment with each employer. An entry that is recognized as such by a decision of the court, the Rostrudinspectorate or the employer itself is also invalid. This is especially true in cases of dismissal or transfer of an employee.

https://youtube.com/watch?v=UgjGFi6_h8A

Invalid by court decision

If a conflict arises between an employee and an employer, it may also affect the content of the work book entries. A work book is one of the main documents of an employee. It reflects all the most important events of his work biography - hiring, transfers to other positions, penalties and incentives, and, finally, dismissal. When an employee does not agree with the procedure applied to him, he can apply to the labor dispute commission or court to resolve the labor dispute that has arisen. The court will consider all the circumstances of the case and decide who was right in the conflict that arose. According to a court decision, one or another entry in the work book may be declared invalid - for example, if the court declared the punishment or dismissal applied to the employee illegal. In this case, the employer is obliged to enter information into the employee’s work book that this or that entry should be considered invalid.

The basis for the introduction will be a court decision that has entered into legal force or a court ruling approving a settlement agreement. Labor disputes are subject to the jurisdiction of courts of general jurisdiction (magistrates, district and city courts, depending on the type of dispute). The dispute ends with a court decision or a settlement agreement. A settlement agreement is an agreement between an employee and employer to end the proceedings. Such an agreement must be approved by a court ruling.

Expert opinion

Labor Lawyer Olga Smirnova

Information about the invalidation of an entry in the work book must be entered on the basis of a court decision or ruling, which has a court stamp on entry into force. A court decision, as a rule, comes into force within 10 days after its approval by the court; there are also cases of immediate entry into force. The procedure for entry into force is given in the court decision itself.

An entry in the “Work Information” section that is invalid by court decision must be corrected as follows:

• Column 1 indicates the next number in order;
• Column 2 indicates the date the correction was made;
• Column 3 indicates that a particular entry is invalid and the correct information is entered. For example, in relation to an invalid dismissal, the correction will be made as follows: “Entry number 06 is invalid, dismissed at his own request”;
• Column 4 indicates the details of the basis document for making changes. If there is a court decision, its details must be indicated in this column.

All numbers and dates must be written in Arabic numerals. The month and day are indicated by two digits, the year by four digits.

Sample entry on invalidation of information in a work book by a court decision

How is the situation regulated when it is necessary to consider an entry in a work book as invalid?

The situation we are studying is regulated by the following regulations:

1. Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation) in terms of the correctness of determining the grounds for dismissal and other information (for example, Chapter 13).
2. Clause 22 of Section I, Section III of the Rules for maintaining and storing work books, approved. Decree of the Government of the Russian Federation dated April 16, 2003 No. 225 (hereinafter referred to as the Rules), which specifies the general procedure for correcting shortcomings.
3. Clause 1.2 of Section 1 of the Instructions for filling out work books, approved. Resolution of the Ministry of Labor of the Russian Federation dated October 10, 2003 No. 69 (hereinafter referred to as the Instructions), which provides a detailed list of specific actions to change the contents of the work book.

However, not all possible errors have been addressed by the legislator, so most of these problems are resolved:

• in accordance with established practice in personnel records management;
• by analogy with the examples described in legislation;
• independently by personnel workers.

Who is entrusted with the right to make adjustments in labor registers

Only responsible employees separately assigned to the position of managing personnel records and labor issues (according to a specially issued local act) can correct entries in the personal labor register. This may include:

1. The director of an organization or an individual entrepreneur who takes over personnel records management (with certain wording in the order).
2. Accounting employee - as a rule, this function is assigned to the accounting department when micro and small enterprises do not have a personnel service on staff.
3. HR officers usually conduct labor records at medium and large enterprises.
4. Company lawyer in charge of personnel matters.

The key requirement here is that the basic rule of personnel document flow must be observed: correction of a record is allowed only after reviewing the documentation confirming the incorrectness of the record and the presence of an error.

Both the employee who made the mistake and the official from the new place of work of the work record holder have the right to make a note about the invalidity of the entry, even if the employee has already changed several places of employment by that time. Here it is important to be guided by the requirements of the law, which provide for documentary evidence of the fact, therefore, when correcting the mistakes of another employer, you need to obtain an official document from him.

The main documents to rely on when making corrections:

• Decree of the Government of the Russian Federation “On work books” No. 225, issued on April 16, 2003.
• Resolution of the Ministry of Labor and Social Development of the Russian Federation No. 69 of October 10, 2003.

General rules for correcting incorrect entries in the work book

The primary postulate of maintaining a work record book: nothing should be crossed out or covered up! Any corrections are made only by invalidating the erroneous entry.

Important! This postulate does not apply to the contents of the title page, since filling out this part of the work book is regulated by separate rules. The error is corrected by the employer who made it or the organization in which the citizen works at the time the incorrect entry was discovered

In the second case, the employee must submit papers justifying the correction and coming from the former employer or other official organization. According to the rules governing the procedure we are studying, only original documents are allowed, not copies.

The error is corrected by the employer who made it or the organization in which the citizen works at the time the incorrect entry was discovered. In the second case, the employee must submit papers justifying the correction and coming from the former employer or other official organization. According to the rules governing the procedure we are studying, only original documents are allowed, not copies.

If the former enterprise is reorganized, then the legal successor corrects the incorrect entry or submits the foundation paper. If it is liquidated (this also applies to employers - individual entrepreneurs), then changes are made at the current place of work, and at the request of the employee, the employer is obliged to help in collecting the necessary documents.

Any sources other than witness testimony are used for evidence. The latter are taken into account if the changes are due to court decisions or there has been a massive loss of work books by a separate organization (paragraph 2, paragraph 29, section III of the Rules).

Correction method

If we are talking about sections of the book that contain information about work or awards, the law does not allow crossing out incorrect or erroneous information. In this case, correction is made by invalidating the erroneously entered data and then displaying the correct information.

A similar procedure is also followed when an error is identified regarding the registration of an employee’s dismissal, transfer to another permanent job, and in cases where the dismissal is subsequently recognized as illegal.

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Clause 29 of the Rules provides for an exception regarding the grounds for entering information. If an employer loses employee records on a massive scale due to an emergency, witness testimony can be used as a basis for entering information.

Eligibility to make changes

All kinds of errors and inaccuracies when filling out books must be corrected immediately after detection. The longer the period of time passes from the moment of entering erroneous data, the more difficulties arise with the provision of relevant supporting documents.

The simplest option is when the discovery of inaccurate (erroneous) wording and its subsequent correction occurs at the place of work where it was introduced. This significantly simplifies the procedure for collecting relevant supporting documents and practically does not affect the “injured” employee.

Another option is} when the inaccuracy is discovered during the period of employment with a new employer. In this case, it is also possible to make appropriate corrections, but only if there are official documents from the employer who made the mistake. The main work of collecting and providing a supporting base in this case falls on the shoulders of the employee himself.

However, in any case, in accordance with paragraph 27 of Resolution No. 225 of April 16, 2003, the employer is obliged to provide the necessary assistance when an employee formally applies with a request to make an entry in the work book about the invalidity of the entry.

Correction

In the range of errors associated with maintaining a work book, correction is allowed only for those that relate to information about the work and the rewards that the owner was awarded. The error can only be corrected by:

• An employee who has permission to maintain work records at the enterprise where she was admitted;
• An employee whose job responsibilities include maintaining employee work books , at the current workplace of the owner of the book, with official permission from the organization that made the error.

According to the rules and instructions for keeping records in the work book, the following methods for working with erroneous records are allowed:

• Crossing out, which is allowed only in rare cases, to correct information about the employee such as full name and date of birth. This regulated change is possible only in cases where the owner of the work book changes his full name and some others;
• Addition. For example, entering the correct information after crossing out an entry deemed not relevant, etc.;
• Invalidation of the entry. This is the most common method in which they act when making mistakes associated with entering erroneous information about the work.

In cases where corrections are made to the document, a list of documents on the basis of which the amendments were made is indicated on the inside of the work book. Usually there are several documents that can be referred to.

Invalid entry on the title page of the work

It is almost impossible to invalidate entries on the title page of an employment document. There are only two options here: correct the error and certify the correction, or completely replace the document.

As regulated in subparagraphs 2.3 and 2.4 of the Resolution of the Ministry of Labor of the Russian Federation No. 69 of October 10, 2003, only three types of adjustments are allowed to be made to the title page spread:

1. Corrections of the employee's last name, first name or patronymic (with the obligatory availability of supporting documents).
2. Clarification of the date of birth of the owner of the work record (also with reasonable evidence).
3. Corrections or additions to the record of information about qualifications obtained, education, etc.

Incorrect employee data is crossed out with a horizontal line, and the correct version is written next to it. On the inside cover, a note is made that an error was made, and the document on the basis of which the correction was made is indicated. The record is certified by a seal (if any) and the signature of the person keeping work books at the enterprise, with a transcript.

Corrections in the employee’s personal data are certified by the signature of the responsible person and seal

The problem with re-registration of a work permit can be solved quite simply if a mistake was made during the first employment of the employee

In this option, the employer (note - at his own expense) must issue a new form to the person and register it in the personnel records of the enterprise. An incorrectly filled out book is considered damaged and is disposed of according to the appropriate act.

The situation becomes more complicated if there were previous places of work, then when registering a duplicate employment record you will need to contact your former employers and restore all records. The personnel officer does not have the right to make records about the employee’s previous places of work in the accounting document retroactively.

Often, an employee who has been issued a duplicate to replace a work book that has been declared invalid is faced with the problem that the new document does not reflect all places of employment, and therefore the information in the duplicate work book may be incomplete. And this is allowed by law (see paragraph 32 of the Rules approved in Resolution No. 225 and paragraph 7.2 of Resolution No. 69). Experience can be confirmed by other documents, the list of which is regulated by paragraph 11 of the Rules, approved by another order of the Government of Russia - No. 1015:

• a signed copy of the employment agreement with the employer;
• certificates, for example, 2-NDFL, which were issued to the employee at previous places of work;
• extracts from orders;
• employee's personal accounts;
• payslips recording the payment of wages.

Video: errors on the title page of the work book

The calculation of pension payments largely depends on the correct execution of the work record book; each period lost due to the fault of the employer hits the pockets of already not very wealthy pensioners. And the legal requirements for the personnel service in particular and for the employer in general are to facilitate from all sides the correct and accurate representation of a person’s work activity in this document.

Invalid due to technical error

Technical errors (slips) in work books are quite common. They can be corrected on the title page of the work book by crossing them out (read more about this here). However, in the sections “Information about work” and “Information about awards”, the entry must be invalidated, and after that new correct information must be entered.

In this case, the same rules for entering data on invalidity apply as in the case of a court decision.

The entry is made following the next serial number and the current date (indicated in Arabic numerals). First, it is indicated which of the previous information is invalid. Next, enter the correct data. However, the basis for the entry will be another document - usually an internal order of the organization.

Sample entry on invalidation of information in a work book based on an order

How to make an entry in the work book about the invalidity of the entry

The sample is contained in paragraph 1.2 of the Instructions and represents the following algorithm of actions:

1. In column 1 (“Record number”): enter the number next in order to the last record.
2. In column 2 (“Date”): enter the full date (hh.mm.yy) when the correction occurs.
3. In column 3: enter the following text “The entry under No. (indicate the serial number of the incorrect entry) is invalid.” The line below indicates the correct option, that is, what the entry should actually look like.
4. In column 4: indicate the main details of the document (name, number and date) confirming the information in the correct entry.

For information on how to make changes to a work book, watch the video List of the most common mistakes Additional information The employer preparing a work book has several requirements, including storage requirements.

How to correct an incorrect date?

As noted above, if there is an error in the job information, it is prohibited to cross out incorrect data. In this case, the incorrect entry, including the date of dismissal, must be invalidated and the correct information subsequently entered. So, correcting the incorrect date of dismissal indicated in the work book is done by sequentially filling out the following information:

• Column No. 1 – here the serial number of the record being made is indicated.
• Column No. 2 – in this section the date of the correction being made is indicated.
• Column No. 3 – a note is made that the previous entry is invalid and the correct information is entered. In this case, this will be the correct date of the employee’s departure from his position.
• Column No. 4 - here the details of the order on the basis of which the employee was dismissed are duplicated.

Thus, correction of the incorrect date of termination of the employment contract is made by entering the correct information in the next line. In this case, nothing should be crossed out.

Clause 29 of Section III of the Decree of the Government of the Russian Federation No. 225 states that the corrected data must fully comply with the information contained in the document on the basis of which the data was adjusted.

When adjusting the date of termination of the employment relationship, the new entry must correspond to the content of the order to dismiss the employee.

Sample correction in the work book for an error in the date of dismissal: