Training History Verification Sheet for Resignation, Rehiring, and Fixed-term Contract Renewal | Excel for Automatic Training Assessment and Time Calculation During Hiring
2026.10.23 10:48
Industrial Safety and Health Education
Training History Verification Sheet for Resignation, Rehiring, and Fixed-term Contract Renewal | Excel for Automatic Training Assessment and Time Calculation During Hiring
This is an Excel spreadsheet designed so you don't have to check every time a new employee rehires or renews their contract whether to retrain or reduce it. Simply enter the hiring type, date, and months of experience. Training assessment, minimum implementation time, and required supporting documents for hiring It is displayed automatically, and can be managed in the training history ledger until the retention period.
What you can do with this material
If you enter the case code, hiring type, worker type, current hiring date, previous resignation date, and experience in the same industry (months) into the judgment table Re-administer / Reduced (50% or more) / Exempt / Check company standards One of them is displayed. The standards are Article 29 of the Occupational Safety and Health Act, Article 27 and Appendix 4 of the Enforcement Rules, and the Ministry of Employment and Labor's response to inquiries. The date of verification of the laws and regulations is October 21, 2026.
If you enter the case code, hiring type, worker type, current hiring date, previous resignation date, and experience in the same industry (months) into the judgment table Re-administer / Reduced (50% or more) / Exempt / Check company standards One of them is displayed. The standards are Article 29 of the Occupational Safety and Health Act, Article 27 and Appendix 4 of the Enforcement Rules, and the Ministry of Employment and Labor's response to inquiries. The date of verification of the laws and regulations is October 21, 2026.
📥 Download Training History Checklist Excel
📌 Use this in these situations
- Logistics, manufacturing, and distribution workplaces that rehire fixed-term and daily workers during every peak season
- A former employee rejoined the same position a few months later Should I re-educate? When to make a judgment
- While hiring experienced professionals in the same industry Shortening training upon hiring When trying to apply
- When hiring procedures are ambiguous, such as with the renewal of fixed-term contracts, conversion to permanent status, or changes in affiliation with partner companies
- To be used for re-employment decision Previous training records When you want to gather them in one place
🗂️ Sheet composition
| sheet | use |
|---|---|
| Writing Guide | Usage order, input field guide, retention period (year) setting |
| Judgment sheet | Automatic display of training assessment, basic/minimum hours, supporting clauses, and required supporting documents for each hiring case (30 cases) |
| Education History Register | Recording of training course, date, time, method, instructor, and location of supporting documents; automatic calculation of retention period and status (60 cases) |
| Checking training content | Check whether 11 training items are included during recruitment, and indicate the number of missing items. |
| Training time standards | Appendix 4: Hours for hiring, changes in work content, and special training, and minimum hours for reduction |
| reason | Summary of laws and Q&A responses and links to the original text |
✍️ Order of Use
- In the [Writing Guide], the company Educational record retention period (years) Set and enter the value. The default value is 3 years (an example based on internal standards, not the statutory period).
- When a hiring case occurs, enter the case code (instead of name), hiring type, worker type, current hiring date, previous resignation date, and work experience in the same industry (months) into the [Assessment Table].
- For daily workers, include whether they are at the same workplace and performing the same duties as the previous training day, and if the work is subject to special training, indicate whether it applies.
- The displayed judgment and Required supporting documents Check it and collect the data.
- Upon completion of the training, record the implementation in the [Training History Log] and check the [Training Content Check] to ensure no items are missing.
🧮 Things that are displayed automatically
| item | Calculation method |
|---|---|
| Days of blank space | Current start date − Previous resignation date |
| Within one year of changing jobs | Is the current hiring date within 12 months of the previous resignation date? |
| Basic training hours | 1 hour / 4 hours / 8 hours depending on worker classification (Attachment 4) |
| verdict | Re-conduct based on hiring category, experience, and date; shortened (50% or more); exempt; no separate implementation required (interpretation); one of the following: verification of company standards |
| Minimum execution time | If reduction is possible, 50% of the basic time; if exempt or not required, 0; otherwise, the basic time |
| Special education | Notice regarding additional training for tasks subject to special training (if conducted, it will be considered as training provided at the time of hiring) |
| Required supporting documents | Materials suitable for the assessment, such as certificates of employment, previous training logs, and pre-conversion training records. |
| Storage period/condition | Training History Register Implementation Date + Retention Period (Years), Mark 'Expired' if the period has passed |
⚙️ We established the judging criteria as follows
| Hiring Classification | verdict | reason |
|---|---|---|
| New hires / Rejoining after resignation | Shortening is possible if you have worked in the same industry for more than 6 months and changed jobs within 1 year; otherwise, you must retake the exam. | Article 27, Subparagraph 5, Item 1 of the Enforcement Rules, Ministry of Employment and Labor's response to inquiries |
| Daily worker re-employed within one week | Within 7 days of the previous training date + exemption if at the same workplace and performing the same duties | Note to Annex 4 of the Enforcement Rules |
| Change of employment type (same job) | No separate implementation required (interpretation) | Ministry of Employment and Labor Response to Inquiry (Safety Policy Division-2946) |
| Change of affiliation (workplace of the same contractor, same job) | exemption | Article 27, Subparagraph 3 of the Enforcement Rules |
| Contract renewal (no gap) | Check company standards | Unconfirmed official interpretation of the matter. Verification with the competent regional employment and labor office is recommended. |
If the wholesale, accommodation, and food service industries with fewer than 50 regular employees are subject to the half-subjection of the remarks in Attached Table 4, you may mark this in the corresponding column of the judgment table. Calculations for further reductions due to overlap with the reduction for experienced personnel were not included (as the basis for overlapping application could not be verified).
✅ Things to decide before writing the file
Internal standards
☐ The retention period (years) for educational records was set.
☐ The company established standards on how to handle contract renewals without gaps.
Verification materials
☐ I decided on the documents to use for work experience verification (such as a certificate of employment).
☐ I organized the storage locations for previous training logs and certificates of completion.
in charge
☐ There is a procedure to notify the safety and health education manager when processing hiring.
🔐 Precautions when using
- Instead of name and resident registration number in the file Case Code Write it down, and keep the original certificate of employment separately in the HR file.
- The judgment is based on the input value Note The person in charge must verify whether the industry is of the same type (Korean Standard Industrial Classification sub-classification).
- This is not a legal form. If the interpretation is unclear, please check with the competent regional employment and labor office and leave the details in the memo section.
❓ FAQ
Q1. Can work experience at other companies be used for the reduction?
Yes. The clause specifies 'experience working in the same type of industry for at least 6 months,' so it is not limited to experience at our company. Please verify through your work experience records whether the industry is of the same type based on the detailed classification of the Korean Standard Industrial Classification and whether it has been within one year of changing jobs.
Q2. If the work requires special training, is separate training required upon hiring?
If special training is conducted, it is considered as training provided at the time of hiring (Article 26, Paragraph 1 of the Enforcement Rules). If marked in the special training column of the evaluation table, please plan the time and content of the special training.
Q3. Is the 3-year retention period a statutory period?
No. Since the Occupational Safety and Health Act does not specify a separate retention period for training records in its document preservation provisions, I included 3 years as an example based on internal standards. Please modify it to fit your company's standards.
Recommended Posts
Safety and Health Training for Rehired Employees After Resignation | Where to Check Training History Again → Annual Schedule and Completion Register for Industrial Safety and Health Education Excel → Industrial Safety and Health Education Target and Time Checklist Excel →
📚 Source and Verification Criteria
- Article 29 of the Industrial Safety and Health Act
- Article 26 of the Enforcement Rules of the Industrial Safety and Health Act
- Article 27 of the Enforcement Rules of the Industrial Safety and Health Act
- Table 4 of the Enforcement Rules of the Industrial Safety and Health Act
- Table 5 of the Enforcement Rules of the Industrial Safety and Health Act
- Ministry of Employment and Labor "2026 Safety and Health Education Guide" (July 2026)
Date of legal verification: October 21, 2026. This Excel file is a practical form designed to assist in determining training requirements for re-employment or renewal, and is not a statutory form. The results of the assessment do not replace legal judgment.
👉 Try including EAP in your new and returning employee announcements.
If you need counseling channels and guidance materials that can be provided immediately during onboarding training, please contact Nudge EAP.
Inquire about EAP ImplementationHealth Management | psychological counseling | Safety Management | Organizational culture | greeting
넛지EAP(관리자)'s Expert Column
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