Managing employee leave and vacation entitlements in Moldova requires a clear understanding of the country's labor code and regulations. Employers must ensure compliance with statutory requirements regarding annual leave, public holidays, sick leave, and various types of parental and special leave. Navigating these rules is essential for maintaining a compliant and fair workplace.
Understanding the specific provisions for each type of leave, including minimum durations, eligibility criteria, and compensation rules, is crucial for businesses operating or employing individuals in Moldova. This guide outlines the key aspects of leave policies as they apply in 2025.
Annual Vacation Leave
Employees in Moldova are entitled to a minimum amount of paid annual leave. The duration of this leave is stipulated by law and may be increased based on collective agreements or individual employment contracts.
- Minimum Entitlement: The minimum duration of paid annual leave is 28 calendar days per year.
- Accrual: Leave typically accrues based on the period of employment.
- Usage: Annual leave is generally granted based on a schedule agreed upon between the employer and the employee, often established at the beginning of the calendar year. It can usually be taken in parts, but one part must be at least 14 calendar days.
- Payment: Employees are entitled to receive their average salary for the period of annual leave. Payment must typically be made at least three calendar days before the start of the leave.
- Carry-over: Unused annual leave can generally be carried over to the following year, but specific rules and limitations may apply.
Public Holidays
Moldova observes several official public holidays throughout the year. On these days, employees are generally entitled to a paid day off. If an employee is required to work on a public holiday, they are typically entitled to increased compensation, often double their regular rate of pay, or compensatory time off.
Here are the anticipated public holidays for 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| January 7 | Christmas (Orthodox) |
| January 8 | Christmas (Orthodox) |
| March 8 | International Women's Day |
| May 1 | International Workers' Day |
| May 9 | Victory Day |
| May 12 | Easter Monday (Orthodox) |
| June 1 | International Children's Day |
| August 27 | Independence Day |
| August 31 | Limba Noastră (Our Language) |
| December 25 | Christmas (Catholic) |
Note: Easter dates vary each year based on the Orthodox calendar. The date listed for Easter Monday is based on the expected 2025 date.
Sick Leave
Employees in Moldova are entitled to paid sick leave when they are temporarily unable to work due to illness or injury. Entitlement and payment are subject to specific regulations and require proper medical documentation.
- Eligibility: Employees must provide a medical certificate issued by a licensed healthcare provider to justify their absence due to illness or injury.
- Duration: The duration of paid sick leave depends on the nature of the illness and medical recommendations.
- Payment: Sick leave benefits are typically paid from two sources:
- The first five calendar days of illness are usually paid by the employer.
- From the sixth calendar day onwards, benefits are paid from the state social insurance fund.
- Benefit Calculation: The amount of sick leave benefit is calculated as a percentage of the employee's average insured income, varying based on factors such as the employee's length of service contributing to social insurance.
- Less than 5 years of service: 60% of average insured income.
- 5 to 8 years of service: 70% of average insured income.
- More than 8 years of service: 90% of average insured income.
- Maximum Duration: There are limits on the maximum duration for which sick leave benefits can be received, depending on the specific medical condition.
Parental Leave
Moldova provides various types of leave related to childbirth and childcare, including maternity leave, paternity leave, and childcare leave.
- Maternity Leave:
- Granted to pregnant employees.
- Duration is typically 126 calendar days (70 days before birth and 56 days after birth).
- For complicated births or multiple births, the post-natal leave is extended to 70 days, totaling 140 calendar days.
- Paid at 100% of the average insured income, funded by the state social insurance fund.
- Paternity Leave:
- Granted to fathers upon the birth of a child.
- Duration is 14 calendar days.
- Must be taken within the first 56 days after the child's birth.
- Paid at 100% of the average insured income, funded by the state social insurance fund.
- Childcare Leave:
- Either parent (or another relative caring for the child) is entitled to unpaid leave to care for a child until they reach the age of 3.
- During this leave, the individual may be eligible for a monthly childcare allowance from the state.
- The job position is retained during this leave period.
- Adoption Leave:
- Similar provisions exist for employees who adopt children, providing paid leave and the option for unpaid childcare leave.
Other Types of Leave
Beyond the main categories, the Moldovan Labor Code provides for other specific types of leave under certain circumstances:
- Bereavement Leave: Employees are typically entitled to a few days of paid leave in the event of the death of a close family member. The specific duration may be defined by internal company policies or collective agreements, often around 3-5 days.
- Study Leave: Employees pursuing education may be granted paid or unpaid leave to attend exams, prepare for defenses, or participate in other educational activities, depending on the type of education and the employment contract or collective agreement.
- Leave for Family Reasons: Unpaid leave may be granted for specific family circumstances, such as marriage, caring for a sick family member, or other urgent personal needs. The duration and conditions are often subject to agreement between the employer and employee.
- Leave for Participation in Military Training: Employees called up for military training or service are entitled to leave, with their employment rights generally protected.
- Sabbatical Leave: While not a statutory entitlement for all employees, longer periods of leave (sabbaticals) may be agreed upon between the employer and employee, typically unpaid, for specific purposes like professional development or personal pursuits.
