Ask the recipient what must be proved, then request only the relevant factual items. Insurance and tax records do not establish every job duty.
Focus on the facts to certify
Labor Standards Act Article 39 covers a factual certificate of employment period, work type, position, wages and other requested matters, limited to the items the worker requests. Enforcement Decree Article 19 describes at least 30 continuous days of work and a request within three years after leaving. Ministry guidance also addresses requests during employment. A recruiting organization may require its own form or verification in addition.
Check the recipient’s requirements
| Item | Question |
|---|---|
| Purpose and form | Recruitment, professional assessment or another use? |
| Period | Whole employment or a particular role? |
| Fields | Department, title, duties, employment type or wages? |
| Verification | Issue date, company confirmation and contact? |
| Format | Original, electronic or English document? |
Specify necessary items rather than requesting every detail, including unwanted wage or departure information. If internal job titles differ from the recipient’s terms, agree a truthful description of actual duties.
Worked example: employment and role dates differ
Example · An employee who transferred departments
- Whole employment: March 1, 2023–September 30, 2026.
- Role A: March 1, 2023–December 31, 2024.
- Role B: January 1, 2025–September 30, 2026.
- For a role-B experience check, do not describe the whole employment period as role B.
Compare personnel-transfer records and official role dates. A qualification assessor, not just the former employer, decides which documents satisfy its experience requirements.
Request and correct the document
“Please issue an employment certificate showing employment dates, department/title, actual duties and the relevant periods. Wage information is not required. I attach the recipient’s form and submission deadline.” Check names, dates, duties and periods when received. For corrections, cite the discrepancy and record, such as a department-transfer notice. Keep the request and response.
If issuance is delayed or the employer has closed
Insurance history shows insurance-status periods; withholding statements show income facts. Neither necessarily proves duties or title. Ask the recipient which alternatives it accepts. If statutory issuance conditions are met but the employer refuses or delays, consult the local labor office with your request and employment evidence. No alternative is universally accepted after closure. Employee-status disputes, including some freelance arrangements, require separate assessment. Reference information, not legal advice.