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

Upon termination of the employment contract between the employee and the employer, as well as upon its termination, a dismissal order is drawn up. The standard order form is T-8 for one employee and T-8a for a group of employees. You will learn how to correctly fill out a dismissal order in this article. and orders T-8 and T-8a can be found at the end of the article, where you can also fill out form T-8.

Upon dismissal, the employee writes a corresponding statement (how to correctly write a resignation letter, see here), based on this statement, the personnel service draws up a dismissal order. The order must be issued on the employee’s last day of work. At the same time, a corresponding entry is made in the employee’s work book, and the accounting department makes the necessary calculations for wages and compensation for unpaid vacation.

Form T-8. Order to dismiss an employee. Sample and form

Form T-8 is nothing more than a unified written order to dismiss an employee according to a standard established template.
This document is drawn up on the basis of a written statement from the employee about the desire to terminate the employment relationship with the employer. This statement must be written at least two weeks before the employee finally leaves his place of work. It should be noted that the T-8 form is not strictly required when drawing up a dismissal order; each organization can develop its own form or write this document in free form.

The main thing that, in any case, should be contained in it is the name of the company, personal data of the person being dismissed, the reason for dismissal (according to the Labor Code of the Russian Federation), the signature of the director (or an authorized person) and the signature of the employee.

At what point should I place an order?

It is best to issue an order on the final day of work. The law does not prohibit drawing up an order on any day from the moment of filing an application for dismissal until the actual termination of the employment contract. However, you need to remember that within two weeks, while the work lasts, the employee has the right to withdraw the application, and it will be necessary to issue an order to cancel the dismissal order.

Before drawing up an order, the employee can receive a bypass sheet. It includes a list of employees and departments that must be visited before leaving.

This step is not mandatory from the point of view of the Labor Code, but it is still advisable to carry it out, since it records not only the transfer of affairs from the dismissing employee to the new responsible person, but also allows you to determine the presence or absence of debts between the parties.

After filling out the order, it is necessary to familiarize the employee who is affected by the order with it. As confirmation, the latter puts his signature and date. If the person resigning refuses to do this, then it is necessary to invite several witnesses, read out the contents of the order in their presence, and then draw up an act of refusal to sign it.

You might be interested in:

What to do if the employer does not sign the resignation letter on his own

The completed document is attached to the order and then stored in the archive along with it. The employee has the right to write to management with a request to hand over a copy of the signed order. The administration has no right to refuse such a request.

Important! An entry in the employee’s work book and personal card regarding dismissal is made only on the basis of an issued order. After this, the personal file can be transferred to the company archives.

Who draws up the dismissal order in form T-8

As a rule, in most enterprises, the form is prepared by an employee of the personnel department, who, after filling it out, passes the document to the manager for signature. Sometimes, if the company is small, the director of the organization himself can issue the T-8 form. After entering all the necessary information and the manager’s signature into the form, the dismissed employee must read the order and also put his signature on it.

Based on the T-8 form, entries are made in the employee’s personal card, in his work book, and the corresponding calculations are made in the accounting department.

The procedure for generating personnel documents

• The employee submits his application to the HR department
• It is necessary to comply with the deadlines for dismissal and work, having agreed on the number of days with the employer
• The Law also allows an employee to change his mind and withdraw an application even on the last day
• It should also be taken into account that the employee can take leave with subsequent dismissal, which will entail his absence from work during the working period
• Then a dismissal order is prepared and signed by the person being dismissed
• Don't forget to submit a certificate of income for the last two years
• As well as a document containing data for the Pension Fund
• Make an entry in your personal card stating the reason for termination of the employment contract
• Calculate due payments
• Issue a work book, as well as copies of documents upon request.

Document header

The first thing that needs to be entered into the T-8 order form is the full name of the company in which the employee worked, with a mandatory indication of the organizational and legal status (IP, CJSC, LLC, OJSC).

After this, the number of the dismissal order (according to internal document flow) and the date of its preparation are indicated here. It is always issued on the employee’s last working day. On the same day, the employee must be given all his documents (work book, diploma, etc.), as well as pay the estimated wages, including severance pay, vacation compensation, and other payments due by law.

In the line just below, about termination of the employment contract, you need to indicate the date of conclusion of the fixed-term employment contract.

Attention: this line must be filled out only when the contract was fixed-term, otherwise it should be left blank, and instead make an entry in the “Dismiss” field (day, month and year of dismissal).

Thus, here you need to choose one of two options.

What date should I indicate in the order?

As a general rule, the notice period for leaving is set at two weeks. Consequently, the employee must notify the manager two weeks in advance of his departure from the organization by providing him with an application. It indicates the last working day. This is the date that should appear in the order.

Therefore, it is important to correctly indicate the date of the last working day in the application:

1. If an employee writes in his resignation letter the following wording: “I ask you to dismiss me as of March 16, 2021,” then on March 16, 2016, he will no longer be considered to be working in the organization. The day of dismissal will be the previous date - 03/15/2016, which must be indicated in the manager's order.
2. If he writes: “Please fire me on July 20, 2016,” then this date will be considered the last working day. This date should be indicated in the order.

Employee details and grounds for dismissal

This part concerns basic information about the employee, as well as the reasons for his dismissal.

First, enter the last name, first name, and patronymic of the dismissed employee (without any abbreviations, in the genitive case). Nearby, in the appropriate cell, is placed the personnel number assigned to the employee upon employment.

Then the structural unit (or name of the department) to which the employee belonged in this organization is indicated, and his position is entered.

Next, the basis for termination of the employment contract (dismissal) is entered. Here you need to indicate the reason for dismissal strictly in accordance with the Labor Code of the Russian Federation. Most often, paragraph 3 of Article 77 of the Labor Code of the Russian Federation fits here (at your own request).

The basis for the order is a document according to which the employee’s employment contract is terminated or dismissal occurs (here it is necessary to indicate the type of document and the date on which it was drawn up). As a rule, this is a personal statement on the part of the person resigning, but there may be other evidence, for example, a medical report, a summons to the military registration and enlistment office, an official note, etc.

Rules for issuing a dismissal order

1. Correctly enter the name of the organization and form of ownership

2.Then the order number indicating the date, usually this is the employee’s last day of work

3. We indicate the last name, first name, patronymic of the employee, his personnel number

4.The following is his position

5.The reason for dismissal is written below - at your own request

6.The basis is the employee’s statement

7. At the end, the director signs and the person being dismissed is familiarized with

IMPORTANT! If the employee who resigns does not have a signature, he has a chance to challenge his resignation in court.

One order is stored in the archive, the second copy is transferred to the accounting department for calculating wages and all payments due.

Signatures of the parties

After entering the basic information, the order must be submitted for approval to the director of the enterprise, who, with his signature, gives the order legal force.

And after signing by the head of the organization, the order must also be familiarized to the employee against signature. If the employee’s signature is missing from this document, the employee can subsequently challenge his dismissal in court.

If there is a trade union body at the enterprise, you should also put its mark on this form.

After completing the T-8 form, the first copy of the order remains in the organization’s archive, the second is sent to the accounting department, where the final financial settlement with the employee is made.

If the employee was a financially responsible person, then this order must be accompanied by a document stating that there are no material claims against him.

In addition, if a former employee wishes to receive copies of internal documents related to his work at the enterprise (orders of employment, transfers to other jobs, etc.), they must be issued within three days from the date of writing the resignation letter. All copies must be certified by responsible persons.

Reasons for ending a relationship

Termination of an employment contract is a consequence of a joint decision on the termination of cooperation, the will of one of the parties or the effect of force majeure circumstances.

Labor legislation prescribes the following grounds for dismissal under Article 77 of the Labor Code of the Russian Federation:

mutual consensus under Article 78; expiration of the signed agreement and the objective impossibility of extension on the basis of Article 79; dismissal at will, regulated by Article 80; expressed initiative of the employer under Article 81; a number of other circumstances provided for by law.

How to correctly fill out the unified form T-8

An order for the payment of an employee is issued upon termination (termination) of the employment relationship (contract) between the employer and the employee, so today we will look at how to correctly fill out the unified T-8 form. This order has a unified form T-8, which is determined by law. Let's take a closer look at this type of document and how it needs to be filled out. You can also download the T-8 form and the unified T-8a form in this article.

Sample of filling out form T-8

This type of document is drawn up by the personnel department and signed by the head of the organization, after which it is handed over to the employee for review. At the same time, appropriate changes are made to the personal account (form T-54) and to the personal card (form T-2), and a certain note is also made in the employee’s work book. According to the rules, a dismissal order is issued on the employee’s last working day.

Filling out the unified form T-8

Drawing up the form begins with the classic filling out of the “head” of the document: the name of the enterprise according to the charter, assignment of a number, it consists of letters and numbers, OKPO code, the date of the worker’s final working day, the structural unit where the employee works, his profession (position). After this, the date of the employment contract and its number, as well as the date of dismissal, are written down. If, based on the completion of a fixed-term employment contract, an employee terminates his own work activity, then the line “dismiss” is simply crossed out. The full name must be written in the genitive case; the lines “position” and “structural unit” must also be filled in; this data is written out from the employment contract.

The unified form T-8 has a line called “reason for termination of the employment contract”, it indicates the reason in connection with which the employee ceases working at this organization, for example, termination of the employment relationship at the employee’s own request, Article 77.
3 clauses of the Labor Code of the Russian Federation, for staff reduction, transfer to another enterprise, and so on.

The procedure for making an entry in the work book

An entry about dismissal is made in the work book on the day of dismissal, referring to the paragraph of the Law with the wording “The employment contract is terminated at the initiative of the employee.”

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:

Cancellation of an order

Dismissal at the initiative of the employee provides for the possibility of changing the decision within the legally provided two weeks, the so-called working days. The revocation of an application previously drawn up and endorsed by the head is accompanied by the automatic cancellation of the order if it is issued.

When preparing a complete package of personnel documentation, you should take the following steps:

manually enter information about cancellation on the application; issue an additional order canceling the dismissal document; make an entry in the work book about the invalidity of the dismissal with the following serial number and the corresponding date.

The issued dismissal order is a key document regulating the end of the relationship as an employer and a hired person. Timely and competent preparation will eliminate the creation of problems in the present and future periods, since the wording is duplicated in the work book, which is of interest for the further employment of the employee and the assignment of pension payments.

Need some advice? directly on the site. All consultations are free / The quality and completeness of the lawyer’s response depends on how completely and clearly you describe your problem:

The administration of the enterprise is obliged to satisfy the employee’s personal request to terminate his employment. In order to record the date of dismissal and other legal facts, an order for voluntary dismissal is issued. We will talk about the rules for filling out this administrative act, as well as the consequences of its publication, in this article.

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 .

Answers to frequently asked questions

Question No. 1 What are the most common reasons for dismissal?

Expert opinion

Kovalev Evgeniy Andreevich

Lawyer with 6 years of experience. Specialization: family law. Extensive experience in document examination.

Answer: One of the most common reasons is leaving of one’s own free will and for reasons beyond a person’s control, such as conscription into the army, death of an employee or employer.

Question No. 2: What payments are due upon voluntary dismissal?

Answer: If you were not on vacation, then upon dismissal, in addition to the wages due. The employer is obliged to compensate you for missed vacation by paying monetary compensation

Question No. 3: Is it possible to quit during the probationary period?

Answer: It is possible, it is not prohibited by law, but you must notify the employer no later than three working days.

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.

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:

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.

All the above rules fully apply to individual entrepreneurs.

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

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

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.

Last modified: February 2021

The completion of the contractual relationship between the employer and the employee hired to perform a job function temporarily or permanently is recorded in the personnel document flow. A completed dismissal order is a document summing up the results of joint labor activity, duplicating the reason for termination and being the basis for making entries in the personnel “tablets” of a business entity.

Unified form T-8

Related publications

According to data provided by the Federal State Statistics Service, the number of people employed in the Russian economy at the beginning of 2021 amounted to more than 72 million people. In order to get any job, be it an engineer, a builder, an accountant, etc., it is necessary to formalize an employment relationship with an employer, which can be an enterprise (organization) or an individual entrepreneur (IP).

Calculation of vacation compensation upon termination of an employment contract

To calculate, we will need the number of days that the employee did not rest, the average earnings per day.

If the dismissed person worked for less than a month, then this month is excluded from the calculation, and only whole months are taken.

So, for example, if Ryzhova G.L. She worked for the company for a year and did not use vacation, so she was entitled to 28 days.

(Number of calendar days of the month – days not included in the calculation)*29.3/ number of calendar days of the month

Daily earnings are calculated as:

Total income for the past year/calendar days for the billing period,

The accountant will definitely transfer insurance premiums from this payment and personal income tax.

The amount of insurance premiums will be:

1. Contributions to OPS 22% 5833
2. Medicine 5.1% 1352
3. Social insurance 2.9% 768
4. Accidents 0.2% 53.03

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).

On what basis is a dismissal decree issued?

Labor legislation obliges an employee who wishes to terminate an employment contract to notify the employer in writing no later than two weeks in advance. This norm is enshrined in Article 80 of the Labor Code. In some cases, other deadlines may be established by the code or federal laws.

The employer has the right to reduce the two-week period of work. At this time, the employee is not required to be at his place of work; he can leave on a certificate of incapacity for work, use the remainder of the next vacation, etc. The deadlines do not change.

The form of application for dismissal can be arbitrary. The document can be written by hand, printed using office equipment, or filled out on a form that can be used in the human resources department. Important conditions are:

• applicant's handwritten signature and date;
• clear wording that conveys the citizen’s desire to quit and is clearly understood;
• The date that will be the employee’s last day of work in this organization must be present.

There can be only two types of application submission methods:

• personally to the office of the organization;
• by mail with notification.

Sample of filling out the unified form T-8

Let's look at how to correctly draw up an order to terminate an employment contract with an employee using an example. It should be borne in mind that incorrectly filling out the form may lead to labor disputes in the future, which will have to be resolved in court.

Procedure for filling out form T-8:

• in the upper part, in two tabular columns, the order number and the date of its preparation are entered;
• Below is information about the termination of a fixed-term employment contract (first field), or about the date of dismissal under an open-ended employment agreement in the second field, with unnecessary items crossed out;
• last name, first name, patronymic and personnel number of the employee indicating the structural unit, position and qualifications;
• grounds for termination of labor relations with reference to an article of the Labor Code of the Russian Federation;
• documentary basis for termination of the employment contract, for example, an employee’s statement, a memo from the head of a structural unit, a medical certificate or conclusion, etc.;
• signature of the head of the enterprise;
• signature of the dismissed employee confirming familiarization with the executed order;
• if the enterprise has a trade union body, then the order must contain a reference to its reasoned opinion, for example, when dismissing an employee on the initiative of the employer (a controversial situation arises), indicating the number of such a document and the date of its consideration.

How to fill out an order to terminate an employment contract?

So, there are 2 unified forms - T-8 and T-8a. The first is used when one employee is fired.

At the same time, one order can formalize the dismissal of several employees at once. In this case, form T-8a is used.

Thus, the content of both forms is the same, the only difference is that in form T-8a you can indicate information regarding several dismissed persons.

The dismissal order must indicate:

• information about the company (name, OKPO);
• details of the order (number and date);
• information about the dismissed person (full name, personnel number, structural unit, position, rank, qualification class);
• information about the employment contract (number, date of conclusion, date and reason for termination);
• information about the document on the basis of which the decision to dismiss was made (depending on the basis for termination of the employment contract, such a document may be, for example, an application from the employee if the employee resigns on his own initiative).

As for the grounds for termination of the employment contract, in this section it is necessary to provide a reference to the provisions of the law in accordance with which the dismissal is carried out, and make an entry in accordance with the wording contained in the law.

For example, when dismissing at your own request, the dismissal order indicates the basis for termination of the employment contract “at the initiative of the employee” with reference to clause 3, part 1, article 77 of the Labor Code of the Russian Federation. The employee’s statement is indicated as a document indicating the basis for the decision.

Below we will provide an order to terminate the employment contract, a sample of which has been prepared according to Form T-8.

order in form T-8

The decision to dismiss an employee is made by the company's management, or the head of the company, or another authorized person. Before being signed by management, the order to terminate the employment contract is approved by the relevant departments (personnel, legal, etc.). The order is usually prepared by the personnel department.

After signing the dismissal order, management must familiarize the dismissed person with it. This is a requirement of labor legislation (Article 84.1 of the Labor Code of the Russian Federation). For this purpose, the contents of the order provide a place for the employee to sign about familiarization.

A situation may arise when an employee refuses to familiarize himself with the order or it is impossible to familiarize him with the order. In this case, personnel department employees must make a note about this in the order.

Expert opinion

Kovalev Evgeniy Andreevich

Lawyer with 6 years of experience. Specialization: family law. Extensive experience in document examination.

The fact that the employee refuses to familiarize himself must be recorded. To do this, you can draw up an act, certified by the signatures of several witnesses to such a refusal.

A copy of the order to terminate the employment contract must be given to the employee upon his request. If the employee does not make such a requirement, then it is not necessary to issue it.

After the order is approved and the dismissed employee is familiar with it, it must be transferred for storage to the authorized unit. Typically this is a department that performs the functions of the personnel department. The shelf life of the order is at least 75 years.