Unified form No. T-8 - form and sample filling

Purpose of unified forms T-8 and T-8a

Unified forms T-8 and T-8a belong to the category of primary documents for personnel records and are used in the procedure for dismissing employees of an organization.
The first document is used for the employer to issue an order to dismiss only 1 employee, the second - for 2 or more employees of the organization. Dismissal is a labor-intensive procedure in terms of document flow. The T-8 uniform alone is not enough for this. To see a step-by-step algorithm for registering a dismissal, find out what other documents you need to draw up for yourself and for the employee and download all the samples, get free access to ConsultantPlus and go to the Ready Solution.

Read about the specifics of registering the dismissal of the head of a legal entity in the material “Who signs the order for the dismissal of the director of an LLC?”

Order to dismiss an employee (form T-8 and T-8a)

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An order to dismiss an employee is the main document indicating the termination of an employment contract with an employee. It reflects basic information about the reasons for the termination of the employment relationship between the employee and the employer.

For this type of orders, everyone most often uses two unified forms: T-8 and T-8a, which differ only in the number of fired people.

Download form T-8 or form T-8a

Download a sample of filling out form T-8 or form T-8a

Is it necessary to use these forms?

Currently, it is not necessary to use these forms; you can develop your own or change the unified ones. In any case, they will need to be approved by order of the organization.

Note! When using a disciplinary sanction in the form of dismissal, it is better not to use a unified form, but to issue an order in free form, indicating all the circumstances preceding this dismissal and the rationale for using this disciplinary sanction.

Grounds for issuing an order

Depending on the reason for dismissal, the following documents may serve as the basis for issuing an order:

• The employee’s statement of resignation at his own request;
• Agreement of the parties on termination of employment relations;
• An order to carry out a reduction or liquidation procedure;
• Documents of internal investigation;
• Medical report and other documents making it impossible for the employee to continue working;
• Other documents.

Issuing an order of dismissal without reason is impossible and will be considered invalid. This is especially true in cases where dismissal occurs at the request of the employer or regardless of the will of the parties. If the documents serving as the basis are drawn up with violations, then the dismissal may be declared invalid and the order may be cancelled.

Instructions for filling out the T-8 form

Form T-8 is intended for registration of dismissal of 1 employee. It is filled out in the following order:

Name of company

The full name is indicated, an abbreviated name can be indicated in brackets (if available), but both names must be entered exactly as in the constituent documents. This procedure is established by Decree of the State Standard of the Russian Federation dated March 3, 2003 No. 65-Art.

The above document is valid only until 07/01/2018, and then GOST R 7.0.97-2016 will come into force, but it also contains the same requirement regarding the name as a document requisite.

All the above rules fully apply to individual entrepreneurs.

OKPO code

Next to the name there is a field for entering the OKPO code, which is assigned individually to each organization by the statistical authorities (Rosstat). Its absence is not a serious violation, so this field can be left blank. If orders are issued using a specialized program, then the name and code are entered automatically.

Number and date of document preparation

The date of preparation may not coincide with the date of dismissal. Depending on the reason, the order may be dated either earlier or later than the date of dismissal.

Next comes information about the employment contract, which is terminated by the publication of this order.

Date of dismissal (line “dismiss…”)

The date of the last working day is set, and not the first day when the employee is free from performing his work duties.

The next line contains the last name, first name and patronymic of the person being fired.

Personnel Number

This is an individual employee code in a given organization, which is assigned upon hiring. Since the mandatory assignment of personnel numbers is not provided for by current legislation, this line is filled in only if it is available.

Structural subdivision

Indicated if available in the organization, otherwise the line is not filled in.

Employee position

The name of the employee's position must be entered without abbreviations, exactly as it is written in the employment contract.

Grounds for termination of an employment contract

This line is one of the most important; it indicates the reason for termination of the employment relationship between the parties. The entry is made in exactly the same way as it will later look in the work book: first, the article and its clause are written, in accordance with which the dismissal occurs, and then it is deciphered.

Basis (document, number, date)

The name and details of the document on the basis of which the order was drawn up are entered.

Familiarization of the employee with the dismissal order

This is a mandatory procedure. If the employee refuses to sign, then a report is drawn up and attached to the original order.

Union opinion

If the company does not have one, then this field is not filled in.

After the order is signed, it is necessary to transfer a copy of it to the accounting department to make the final payment.

Sample of filling out form T-8

Instructions for filling out form T-8a

Form T-8a differs from the previous one only in the number of employees who can be included in the order. This form is used when 2 or more people are dismissed.

The order details are filled out in the same way as in the previous form.

The procedure for filling out the tabular part of form T-8a:

1. Last name, first name and patronymic are entered in full.
2. Personnel number – if available.
3. Structural unit - if available.
4. The position of the dismissed employee is entered in full in accordance with the employment contract and staffing table.
5. Date and number of the employee’s employment contract.
6. Termination date of the above agreement.
7. Grounds for dismissal - the article and paragraph of the Labor Code and its explanation must be indicated.
8. The document that served as the basis for drawing up the order;
9. Date and signature of the employee.
10. Signature of the head of the company.
11. Reasoned opinion of the trade union - filled out only if it is available.

The dates of dismissal in this order do not necessarily have to coincide, but it is necessary to ensure that between the date of dismissal of each individual employee and the date of issue of the order, the time period complies with the law:

• A dismissal order cannot be drawn up later than the date of dismissal (except for dismissal due to the death of an employee and other cases provided for by law);
• When dismissing at his own request, the employee has the right to withdraw his application until the last day of work, so you should not issue an order in advance. Otherwise, it may happen that the employee withdraws his application and the order becomes invalid. Then you will have to redo the document for all other workers specified in the order and re-introduce them.

Sample of filling out form T-8a

Duration and place of storage of dismissal orders

The order for the dismissal of employees is stored in the personnel order book, which is then stapled and sent to the archive.

The shelf life of these orders is 75 years.

Upon liquidation of an organization, all orders relating to the length of service of employees must be transferred to state storage.

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Where is the unified form T-8

You can download form T-8 and its supplementary form T-8a on our website. These forms were approved as unified by the State Statistics Committee in Resolution No. 1 dated January 5, 2004, issued by this department. Form T-8 corresponds to number 0301006 according to OKUD, and form T-8a corresponds to number 0301021.

A sample of filling out the unified form T-8 is also available for download on our website:

Is it necessary to use the T-8 form?

Form T-8 was approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 N 1, along with form T-8a. The differences between these two documents are that the T-8 form is filled out when terminating an employment contract with one employee, and T-8a is drawn up when terminating employment contracts with a group of employees of the enterprise.

From January 1, 2013, in connection with the adoption of the Law on Accounting N 402-FZ, the established forms of accounting documents ceased to be mandatory for use. Managers have the right to develop and approve by local acts accounting documentation forms, including the dismissal order 2022. For their own forms, it is enough that they follow the established rules:

• contained the date, number and name;
• name of the organization;
• document type;
• recorded the fact of economic life;
• included the positions and names of responsible participants and their signatures.

The use of unified forms remains mandatory only for those business entities that are prescribed this by a separate federal law. For most Russian employers, issuing an order in the T-8 form is voluntary, but the accounting form developed by Goskomstat meets all the requirements for primary accounting documents and continues to be traditionally used in personnel records management.

For which organizations is the T-8 dismissal order form required?

Until 2013, both forms in question were mandatory for all Russian organizations. Currently, their use is generally voluntary. The exception is situations when the use of forms T-8 and T-8a is prescribed for certain organizations by a specific legal act. Nowadays, such sources of law are published mainly for the purpose of regulating accounting in state and municipal organizations.

The use of appropriate forms in commercial firms must be approved by orders of governing bodies. If an organization uses its own form of personnel records, then it must also be approved by a local legal act. The main thing is that the forms developed by the organization meet the criteria established in the provisions of paragraph 2 of Art. 9 of the Law “On Accounting” dated December 6, 2011 No. 402. The document must contain:

• date of its compilation, title;
• name of company;
• document type;
• characterization of a fact of economic life (in this case, a personnel decision), as well as a method of expressing its value;
• job titles of the employees signing the document, their signatures with a transcript.

At the same time, many Russian companies continue to use unified documents T-8 and T-8a, since these forms fully comply with the above requirements.

You can find out more about the criteria that primary documents must satisfy in the article “Primary document: requirements for the form and the consequences of violating it .

Sample of filling out a dismissal order (form T-8)

At the top we indicate the name of the organization. The order is assigned a number and a date is set - the last day of work.

Next indicates the number and date of conclusion of the employment contract and the date of dismissal.

Data is taken from the employee’s personal card: the employee’s full name, personnel number, position and department in which he worked.

In the line “grounds for termination” the article of the Labor Code is written, which is used as the basis for dismissal. When dismissal due to reduction, clause 2, part 1, article 81 of the Labor Code of the Russian Federation is indicated.

The line “basis document” indicates the document that served as the reason for drawing up the dismissal order. Most often this turns out to be a statement from an employee.

The order is signed by the head of the enterprise. The dismissed employee reads the document and puts his signature and date.

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Why do you need a dismissal order?

When terminating an employment relationship, it is impossible without an order: its preparation is expressly provided for in Art. 84.1 Labor Code of the Russian Federation. The employee must familiarize himself with the order against signature, and if he cannot, the employer puts a note about this on the order. The employee has the right at any time to request from the employer a copy of the document, certified in the prescribed manner.

The employee must be familiarized with the order on the last day of his work in the company. Previously, it was impossible to even issue an order, since both the employer and the employee, depending on the grounds for dismissal, may at the last moment change their minds about terminating the employment relationship.

In addition, directly on the day of dismissal, the data according to the order is entered into the work book, and the corresponding entry is endorsed by the signature of a representative of the personnel service, and is also sealed by the employer. Thus, the employee certifies with his signature his familiarization with the dismissal records in the order, and in the work book, and in the T-2 form.

If the order was nevertheless issued by mistake before the day of dismissal, then it makes sense for the personnel service to initiate its cancellation (the director issuing an order to cancel the corresponding order). And if the employee decides to stay (or was left), such cancellation is mandatory.

Form requirements

The legislation does not impose special conditions on the type of this document.
The employer can develop his own version as he likes, but we still recommend using the unified T-8 form because of its simplicity and versatility. How to write a voluntary resignation order correctly and what to pay attention to? First of all, you need to look carefully at:

• dates: issue of the order;
• the employee's last day of work;
• familiarization of the employee with the order.

If the organization has a trade union, termination of the employment contract must be agreed upon with it. If there is no trade union, nothing needs to be agreed upon.

Dismissal order: which form to use?

It is common practice to draw up such an order using the unified form No. T-8, approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1. On its basis, the personnel service makes a record of dismissal in the personal card (form T-2) and work book.

Since most unified forms today are not mandatory for use, you can develop a form of “dismissal” order yourself and secure it in a local document of the organization.

Like many unified personnel documents approved by the State Statistics Committee, the order in the T-8 form has a fairly simple structure. But in terms of filling, it has many features.

form for dismissal order T-8, current in 2019.

How to fill out form T-8

Filling occurs as follows:

• In the top field, indicate the name of the company or the surname of the individual entrepreneur;
• fill out the OKPO column;
• in the specially designated cells, enter the date and number of the form (the order is issued on the last working day);
• In the line “Terminate the employment contract”, enter the date of concluding the employment contract with the employee;
• in the “Dismiss” line - the date of termination of the employment contract;
• further indicate information about the employee - full name, personnel number from the personal card, position and structural unit in which he worked;
• in the line “Grounds for dismissal”, write down the wording from the Labor Code of the Russian Federation in full without abbreviations - the basis and number of the part of the clause and article under which the contract is terminated (the same information will be indicated in the entry in the work book);
• in the “Base (document, number, date)” field, enter the name and registration data of the document that preceded the issuance of the order: a statement of your own free will, or, as in the example below, the minutes of the meeting of the certification commission and an order on measures based on the certification results;
• give the form to the general director for signature.
• familiarize the dismissed employee with the order against signature. If the employee is absent and unable to sign the paper, a note is made about this. If the employee refuses to sign, a note is also made;
• if the organization has a trade union body and the issue of dismissal requires its participation (the employee contacted the trade union for a reasoned opinion), indicate the details of this decision.

Cancellation of a previously issued dismissal order

If the employee changes his mind about leaving and withdraws his application, and a regulatory document on termination of employment relations has already been issued, the employer will have to organize work to cancel it.

This regulatory act is subject to repeal by another similar regulatory act of the employer. That is, if there was an order, then it must also be canceled by order. If it is an order, we cancel it by order.

The form is free. The wording is that in connection with the employee’s withdrawal of the application for termination of the employment contract on the basis of Article 80 of the Labor Code of the Russian Federation, such and such a regulatory document must be declared invalid.

Order of dismissal

The basis for the emergence and subsequent registration of labor relations is an employment contract (Article 16 of the Labor Code (LC) of the Russian Federation), concluded between the employer on the one hand and the employee on the other. But the validity of this document does not last forever. An employment agreement (contract) can be a fixed-term one, upon conclusion of which the duration of its validity is indicated. The employee can find another job. The severance of the employment relationship may occur at the initiative of the employer directly.

In all such cases, the severance of labor relations is formalized by order of the enterprise. This is a unified form T-8, approved by Decree of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1, where this fact is recorded. In accordance with the All-Russian Classifier of Management Documentation (OKUD), the document is assigned code 0306001. When drawing up an order, the employer must be guided by the provisions of the articles of Chapter 13 of the Labor Code of the Russian Federation. This document is drawn up on the last day of work of the hired employee. At the same time, he must be paid all wages due for the period before dismissal, severance pay, compensation for unused vacation, and other payments due to the employee in accordance with the current legislation (Labor Code of the Russian Federation).