Support during a military commissariat inspection

What is happening

An inspection is usually announced in advance, and that time is the company's main asset. It is enough to rebuild registers, put the cards in order, complete missing orders and send overdue information. Steps taken before an inspection are read quite differently from explanations offered afterwards.

The second common pattern is an inspector arriving to meet an HR officer who does not know the limits of their role: what to show, what may be copied, what to sign, how to record explanations. That uncertainty produces entries in the report that later have to be contested.

The third is a company that receives a report of findings and assumes the matter is closed. Yet it is the report that becomes the basis for a protocol on an administrative offence, and objections are worth making at once rather than at the fine stage.

What the law says

• The duty to keep military registration of employees comes from Federal Law 53-FZ on military duty and military service, and the commissariat checks how it is performed.
• The inspection looks first at whether the documents exist and are in order — orders, the work plan, cards and registers — and at whether information reached the commissariat in full and on time.
• The inspector acts within defined powers: the company is entitled to know the basis and the scope of the inspection and to conduct the exchange in writing.
• The findings are recorded in a report; the company may read it, receive a copy and set out objections on the substance.
• Handing over documents and employee data is governed by Federal Law 152-FZ, so disclosure should match the scope of the inspection.
• Findings may lead to a protocol and administrative liability under the Code of Administrative Offences, for the company and for the responsible officer.

What we do

• We assess the notice and the scope of the inspection and work out which documents will be asked for and what state they are in.
• We carry out a rapid review and help put right what can genuinely be put right beforehand, in the right order.
• We brief the responsible person and the HR team: what is produced, how explanations are recorded, what to do if questions go beyond the stated scope.
• We attend the inspection alongside your staff, or stay available through the day and respond to questions as they arise.
• We go through the report finding by finding, separating the well-founded from the arguable, and draft written objections and explanations.
• We support what follows: putting findings right, correspondence with the commissariat and, if a protocol is drawn up, the defence of the case.

What we need from the company

• The notice of inspection or the commissariat's request, if you have received one.
• The registration documents as they stand: orders, the work plan, registers and cards.
• Details of headcount, structure and any separate subdivisions.
• Earlier correspondence with the commissariat and the papers from previous inspections.
• The responsible person and an HR officer available for the review and the briefing.
• A power of attorney, where attendance and correspondence on the company's behalf are needed.