Employee Benefits in Moldova

Bonuses and additional payments

In Moldova, employers are not legally mandated to provide annual bonuses to employees. Nonetheless, bonuses are commonly granted based on company policies or collective agreements, and when stipulated, employers must comply with the agreed terms.

Annual leave

Employees in Moldova are entitled to paid vacation leave after completing one year of service. The statutory entitlement is 28 calendar days per year, with specific categories of employees, such as those working in hazardous conditions or individuals with disabilities, entitled to additional leave days. This leave is fully paid and can be taken throughout the leave year, as agreed between employer and employee. 

Additional leave may be offered as part of an employment contract, though it is not required by law. Many employers offer enhanced leave policies to stay competitive and improve retention. 

Unused statutory leave must be taken within the calendar year it is earned. Payment in lieu of unused leave is only permitted upon termination of employment.

Sick leave

In Moldova, personal and sick leave are governed by the Labour Code. Employees are entitled to up to 15 days of paid sick leave per year, with compensation provided by the employer. For extended illnesses, the National Social Insurance House (CNAS) covers additional sick leave benefits. Employers may offer more generous sick leave policies through employment contracts or collective agreements.

Parental leave

Employers must provide 126 calendar days of paid leave during an employee’s pregnancy, with extensions to 140 days for complicated births or twins, and 182 days for multiple births (three or more children). Maternity benefits are granted regardless of the length of the insurance period, and written notice is typically required before the expected delivery date.

Additional benefits

Employers are legally required to provide some additional benefits under Moldovan labor laws.

• Social Security Contributions: Employers contribute 24% of an employee’s gross salary to the Social Security Fund, covering pensions, sick leave, and other social benefits. 
• Health insurance: Employers contribute 4.5% of an employee’s gross salary to the National Health Insurance Fund (CNAM), providing access to public healthcare services. 
• Gratuity: There is no statutory gratuity system in Moldova; however, end-of-service benefits may be outlined in individual employment contracts or collective agreements. 

Free public healthcare coverage is provided to all Moldovan residents through the National Health Insurance Fund (CNAM), offering services such as doctor visits, hospital stays, and medications. However, many individuals opt for private healthcare to access a broader range of services and reduced wait times. 

Employer social costs cover a significant portion of employee benefits in Moldova, but we can consult with you about supplemental coverage options, such as additional pension contributions or life insurance, if needed. As your employer of record in Moldova, we may be able to provide optional supplementary medical insurance coverage for professionals and their dependents at a more cost-effective rate.