Basis for Reservation and Composition of the Employee List

The director determines the authority entitled to review the documents according to the industry, territory or nature of the activity. General and special criteria are used to justify critical status, while the accounting department prepares reporting indicators, information on tax compliance, salary levels, contracts and the importance of the activity for the economy or essential services. The documents should describe the actual activity using consistent information.

In 2026, authorities update sectoral and regional criteria, and employers confirm compliance with the conditions currently in force. The version of the rules effective on the filing date is used for the application, taking transitional periods into account. After a positive decision, information about the employer must be entered in the Unified List, which determines access to the electronic employee reservation service.

The director identifies the specialists required for uninterrupted work, while HR confirms employment relationships and positions. Accounting calculates accrued salary for the company and for individual employees. The person responsible for military records compares personal data, registration status, any other deferment and the way the place of work is shown in state registers.

For each candidate, the working table records the tax number, date of birth, position, place of work, salary indicator, military registration information and current registration status. Part-time workers are taken into account under the rules applicable to one company. Discrepancies in HR or register data are corrected before the employee is included in the application.

The director signs in to the Diia portal, reviews the generated application and signs it electronically. Before submission, the list, available reservation quota and the signatory's authority must be agreed. After the application is processed, the employee sees the result in the electronic military registration document, where the deferment is displayed.

The calendar contains the date of the critical-status decision, the reservation period, changes in salary indicators and HR events. Before the next confirmation, the director updates the documents and team list. The director receives a ready procedure that helps prepare later applications without collecting the entire package again.

Employer and Employee Data for Filing

To prepare the reservation application, the director provides the current decision confirming critical-enterprise status, employer data, the HR list of employees liable for military service and information from register records. The director immediately receives a list of items that need clarification before filing and a list of documents for the selected employees:

• current criteria of the authorised authority
• decision and Unified List data
• company reporting and salary indicators
• HR list of employees liable for military service
• director's qualified electronic signature and current register data

The director determines the basis for reservation and its validity period before the application is generated. HR prepares the employee list with positions, tax numbers, dates of birth and employment information. Entries in the table must match current HR and register data; the responsible employee updates any information requiring clarification before the application is generated in Diia.

1. Preparation requires source documents and current information about the composition of the team.
2. Employee, company, accounting and reporting data must be consistent.
3. The package includes decisions, documents, calculations and a calendar of mandatory dates.
4. The director, HR service, accounting department and responsible persons work with one agreed package.
5. The final archive contains templates, confirmations and the procedure for keeping the information up to date.

After the application is processed, the director receives information for each employee. Confirmation is provided to HR and the person responsible for military records, while the calendar records the date for the next update of the list and the basis for reservation.

It is convenient to involve a specialist immediately after the company's critical status is confirmed. This gives HR time to reconcile the documents, available reservation quota and employee data, while the director sees the final list before signing the application.

For a new employee, transfer or termination of employment, separate HR actions are taken in accordance with the change in the team. The HR archive keeps the application, confirmation of the result and the current employee table, which can be used for the next update.

Reservation Periods and the Result for the Director

The director receives the application, agreed employee list and confirmations following processing. HR uses the same data in personnel documents, while the person responsible for military records uses them in their work. Each record states the employee, position, date and supporting document.

For a repeat filing, the director updates information that has changed since the previous application. UBC provides a working table format and a document list for the next filing, so the employer's permanent documents remain a ready basis.

The cost depends on the number of employees, the state of HR and military registration information and the number of changes required before filing. The client can order preparation of one list or ongoing support for HR changes and repeat applications; the scope of work is determined by the number of employees and the state of the source data.

Before generating the application, UBC prepares a working table with the employer's name and code, the signatory's authority, employment relationships and employees' military registration data. For each candidate, the basis for inclusion, position, department and role in performing critically important tasks are stated; discrepancies in the data are corrected by the responsible employee before filing.

The application is generated on the basis of information from state registers; the company name and code, the signatory's authority, employment relationships and employees' military registration data must match the current records. For each candidate, the basis for inclusion, position, department and role in performing critically important tasks are stated. Discrepancies in the data are corrected by the responsible employee before filing.

The reservation procedure was amended and supplemented in 2026, so each new list uses the version of the rules effective on the filing date and the employer's current status. After the decision, the confirmation, expiry date and next update date are retained. The director receives an up-to-date team register and can plan the next filing in advance.