Employer of Record Guide in 

Moldova

Vacation Leave

• Standard Entitlement: Minimum 28 calendar days of paid vacation per year
• Additional Days: May increase based on working conditions or collective agreements
• Vacation Pay: Paid at regular salary rate
• Payout Rules: Must be paid out on termination if unused

Sick Leave

VERIFICATION REQUIRED: The following sick leave provisions need confirmation:

• Duration: Up to 183 days per year with medical certification
• Payment:
  • First 5 days: Employer responsibility (80% of salary)
  • Remaining days: Social security coverage
• Medical Certification: Required from authorised healthcare providers

Maternity Leave

• Length: 126 calendar days (70 days before birth, 56 days after)
• Payment: Paid through social security system
• Job Protection: Employers must guarantee the same position upon return
• Additional Leave: May be extended in case of complications

Parental Leave

• Duration: Up to 3 years per child
• Payment: Partially paid through social security for first portion
• Sharing: Can be taken by either parent
• Job Protection: Position must be held or comparable role offered

Bereavement Leave

VERIFICATION REQUIRED: Specific bereavement leave provisions require confirmation with current labour code.

• Duration: Typically 3-5 days for immediate family members
• Payment: Usually paid by employer
• Documentation: Death certificate required

Personal & Family Leave

VERIFICATION REQUIRED: Family responsibility leave provisions need confirmation:

• Emergency Leave: Available for family emergencies
• Duration: Varies based on circumstances
• Payment: Generally unpaid unless specified in contract

Summary

Termination Types

Termination With Cause:

• Requires serious misconduct or breach of contract
• No notice or severance required
• Must be documented and justified

Termination Without Cause:

• Allowed under specific circumstances outlined in Labour Code
• Requires proper notice and potential severance
• Must follow procedural requirements

Notice Period Requirements

VERIFICATION REQUIRED: The following notice periods need confirmation with current labour legislation:

Severance Pay

VERIFICATION REQUIRED: Severance requirements need confirmation:

• May be required based on length of service and reason for termination
• Calculated based on average monthly salary
• Additional compensation may apply for certain categories of employees

Probationary Periods

• Standard probation period: Up to 6 months for most positions
• Management positions: May extend to 12 months
• During probation, shorter notice periods may apply

Final Pay Requirements

Employers must issue final pay including all accrued benefits within the timeframe specified by labour law, typically within the final working day or shortly thereafter.

National Statutory Holidays

VERIFICATION REQUIRED: The following holiday calendar needs confirmation for current year:

Holiday Pay Requirements

Employees are entitled to paid time off for statutory holidays. If required to work on a holiday, employees must receive:

• Premium pay (typically double time), or
• Compensatory time off

Regional Variations

Some regions may observe additional local holidays or cultural observances that should be considered in employment planning.

Required Documents for Employment

VERIFICATION REQUIRED: Document requirements need confirmation with current regulations:

• Employment Contract: Must include all mandatory terms under Labour Code
• Identity Documents: Passport or national ID card
• Tax Registration: Individual tax number
• Social Security Registration: Required for all employees
• Work Permit: For foreign nationals (if applicable)
• Medical Certificate: May be required for certain positions

Work Authorization for Foreign Nationals

Foreign employees typically require:

• Work permit from Ministry of Labour
• Residence permit for stays over 90 days
• Proof of qualifications (may require apostille)

Background Checks & References

Background checks are permitted but must comply with data protection laws and be relevant to the position. Employee consent is required.

Data Protection & Privacy

Employers must comply with Moldovan data protection regulations when collecting, storing, and processing employee personal information.

IP Assignment & Confidentiality

Employment contracts should include clear intellectual property assignment and confidentiality clauses to protect business interests.

Onboarding Timeline

VERIFICATION REQUIRED: Typical onboarding timeline needs confirmation:

Worker Classification: Employee vs Contractor

VERIFICATION REQUIRED: Classification criteria need confirmation with current labour code:

Proper classification is essential to avoid legal issues. The distinction typically involves:

• Control: Level of supervision and direction
• Integration: How integral the work is to the business
• Economic Reality: Who bears financial risk

Collective Agreements & Unions

Some sectors in Moldova may be subject to collective bargaining agreements that override standard labour provisions. Employers should verify if their industry is affected.

Cultural Norms & Workplace Expectations

Moldovan workplace culture typically emphasises:

• Formal communication styles
• Respect for hierarchy
• Work-life balance
• Professional relationships

Remote Work Considerations

VERIFICATION REQUIRED: Remote work regulations need confirmation:

Remote work arrangements should address:

• Equipment and workspace requirements
• Working time monitoring
• Health and safety obligations
• Cross-border tax implications

Anti-Discrimination Laws

Moldova has anti-discrimination legislation protecting employees from discrimination based on various protected characteristics. Employers must ensure compliance in all employment decisions.

IMPORTANT NOTE: Due to research discrepancies identified, all information in this guide requires independent verification with current Moldovan labour law and qualified legal counsel before making employment decisions.