Employment records can really pile up over the years and it may not be clear what you have to retain as an employer, and for how long. To add to the confusion, document retention is governed by multiple acts and California labor codes, including but not limited to FLSA, Title VII, FEHA, ADA, Cal-OSHA and ERISA.
The following chart highlights our recommended retention period by document type. Note that this is not an exhaustive list of all recordkeeping requirements, and timeframes may be longer if litigation or potential litigation is involved. Contact one of our HR consultants with any questions or concerns.
| Document | Retention Period |
| Applications, resumes, ads, interview notes and assessment forms. | 2 years |
| Employment eligibility (Form I-9) | 3 years from date of hire or 1 year following termination, whichever is later. |
| Training completion records | 3 years after termination |
| Health plan, benefit files, and insurance policies | 6 years |
| Accident and injury reports | 5 years |
| Personnel files | 3 years after termination |
| Workers’ comp claim forms | 6 years |
| Child Labor certificates | 3 years |
| First aid records | 5 years |
| Driving records | 3 years |
| Medical records | 5 years |
| Employment contracts | 3 years |
| Payroll records | 4 years |
