Employer of Record in Moldova

Brain Source International helps you save time and reduce costs by allowing you to hire in Moldova without establishing an entity. Our Employer of Record (EOR) solution handles onboarding, payroll, immigration, and benefits so you can hire your employees faster and grow your business compliantly.

What is an Employer of Record in Moldova?

An Employer of Record (EOR) in Moldova is a strategic partner that acts as the legal employer for your employees residing in Moldova. The EOR takes on all employment responsibilities and liabilities on your behalf, handling payroll, benefits, taxes, and regulatory compliance.

By partnering with an EOR, you can hire employees in Moldova without the need to establish a local entity or navigate complex labor laws.

Employer of Record (EOR) in Moldova: Key Aspects of the Moldovan Labour Code

General Information

• Currency: Moldovan leu (MDL)
• Payroll Frequency: Monthly
• Capital: Chișinău
• Fiscal Year: 1 January – 31 December

Minimum Wage

General: Moldova’s minimum wage is 5,000 MDL per month.

Payroll

Payroll Cycle: In Moldova, the standard payroll in Moldova cycle is monthly, with employees typically receiving their payments around the 25th of each month. Employers may face penalties for any delays in payment.

13th Salary

There is no legal obligation to provide a 13th-month salary in Moldova. However, it is common for bonuses to be included, as specified in the employment contract.

Taxation

Would you like to know the approximate cost of employment in Moldova?

Working Hours

General: In Moldova, the standard workweek is 40 hours, with 8 hours per day and a one-hour lunch break. For employees in hazardous workplaces, reductions in contracted working hours are specified in the employment contract or collective bargaining agreement.

Overtime: Any work performed beyond the standard working hours is classified as overtime and is subject to limits of 12 hours per day, 48 hours per week, and 120 hours per year. In exceptional cases, this limit can be extended to 240 hours per year with agreement or a collective bargaining agreement (CBA).

Overtime pay is calculated at 150% of the regular salary for the first 2 hours and 200% for any additional hours. Alternatively, time off can be provided instead of overtime pay if specified in the employment contract, and this time off should be granted within 3 days of the overtime worked.

Employees who work 120 or more night hours within a six-month period must undergo a medical examination at the employer’s expense, and in certain cases, night work may be prohibited for specific employees.

Employees under 18 years old, pregnant women, and those deemed unfit to work overtime by their doctors are not permitted to work overtime.

Leave

Annual Leave (Vacation):

Employees are generally entitled to 28 calendar days of paid annual leave, in addition to public holidays. Vacation can be taken in multiple parts, but at least one of these periods must be at least 14 calendar days long.

For the first year of employment, pro-rata paid holiday is granted after six months of continuous work.

Employees are usually entitled to a holiday allowance equal to their wages for the duration of the leave. This payment must be made at least 3 days before the leave begins. There is no statutory carryover policy; each employer can establish their own rules regarding the carryover of unused leave.

Public Holidays

The Government decides each year if public holidays falling on Sundays are moved to a weekday in lieu.

Sick Days

For the first 5 days of sickness absence, the employer pays 75% of the employee’s salary. Starting from the 6th day, the State Social Insurance covers the payment for the remaining sick leave period at 80% of the salary. A medical certificate is required to validate the illness.

Maternity Leave

Female employees are entitled to 126 days of paid maternity leave, which is divided into 70 calendar days of prenatal leave before the birth and 56 calendar days of postnatal leave after the birth. The leave is funded by the State Social Insurance.

To be granted this leave, a medical certificate confirming the pregnancy must be provided.

Paternity Leave

Fathers are entitled to 14 days of paid paternity leave, which must be taken within 56 days of the birth. This leave is covered by the State Social Insurance. A copy of the birth certificate is required to obtain this leave.

Additionally, fathers may share the maternity benefit and leave with the mother as specified in the employment contract or collective bargaining agreement.

Parental Leave

Partially Paid Childcare Leave can be taken following maternity or paternity leave, up until the child turns 3 years old. This leave is funded by the State Social Insurance at a rate ranging from 30% to 90% of the salary, depending on the length of the leave. Both parents can use this leave alternately and in separate periods, without overlap, within 30 days of making the request.

An Additional Paid Vacation of 4 days per year is available for either parent who has two or more children under the age of 14.

Female employees with two or more children under 14, as well as single parents with at least one child under 14, are entitled to 14 calendar days of Unpaid Vacation per year.

Other Leave

Bereavement Leave – Employees are entitled to 3 days of leave upon the death of an immediate relative (such as a parent or child) and 1 day of leave for the death of a non-immediate relative. Eligibility for this leave requires the employee to have completed at least six months of service.

Care Leave – Employees can request 5 working days of unpaid leave per year to care for someone living in the same household. To qualify for this leave, employees must provide: (1) a copy of the identification card of the person being cared for, (2) a statement confirming that the person resides in the same dwelling, and (3) a medical certificate from a healthcare institution for the person being cared for.