Employee Register (registration, changes, deregistration)

According to the Single Monthly Employer Report Act, the Employee Register contains details about employees for the purposes of the Single Monthly Report.

Submissions relating to the Employee Register may be made via:

1. the data box information system to the CSSA data box,
2. the CSSA ePortal, or
3. the CSSA data interface (APEP/VREP).

Obligation to register an employee in the Employee Register:

An employer must register an employee in the Employee Register before the employee commences work; registration may take place at the earliest within eight days prior to the expected date on which the employee is to commence employment.

If the employee is not a foreign employee, the employer may register the employee only partially (“partial registration”). In a partial registration, the employer provides the following details: the employee’s first name, surname, surname at birth, birth number, place of birth, citizenship, the expected date on which the employee is to commence employment, and the employer’s variable symbol. The remaining details required for registration in the Employee Register must be notified within eight days of the date on which the employee commences work.

If the employee does not commence work, the employer must notify the CSSA of this fact within eight days of the expected date of commencement.

There are specific cases where the employer must register the employee in the Employee Register within eight days of the date on which:

• the employer became obliged to provide a benefit to the employee, or
• the employer first provided a benefit to the employee.

Changes in employee details recorded in the Employee Register:

Once any details recorded in the Employee Register change, the employer must report the change. The deadline for reporting is eight days from the date on which the employer became aware of the change.

Deregistration of an employee from the Employee Register:

The obligation to register an employee is accompanied by the obligation to deregister that employee, again within eight days of the date on which:

1. the employment has been terminated,
2. the employer ceased to be obliged to provide a benefit to the employee, if point 1 does not apply, or
3. the employer stopped providing a benefit to that employee.

Last update: 25. 6. 2026