April 2000

Unsure about how long, by law, your company needs to keep employment records? The guide that follows might help. (Note: Because laws may vary, we suggest you consult applicable state laws.)

- Record: Application

Required Retention: One year plus six months from the date the application was completed or personnel action was taken, whichever is later.

- Record: Personnel Actions (hiring, firing, promotion, demotion, transfer, layoff, compensation, etc.)

Required Retention: One year plus six months from the date the record was made or from the date on which the action was taken, whichever is later.

- Record: Personnel records relating to discrimination charges filed with the EEOC.

Required Retention: Six months after final resolution of the charge.

- Record: Primary and supplemental wage and hour records, including payroll records, union agreements, government contracts, work schedules, general sales and purchase data.

Required Retention: Three years plus six months.

- Record: I-9 Forms

Required Retention: Three years plus six months or 18 months from the date of termination, whichever is later.

- Record: FMLA records

Required Retention: Three years plus six months.