Moldova, Republic of Leave Laws and Holidays

Employees are entitled to sick leave of up to 180 days per year. This includes both short-term and long-term medical conditions.

Employees should inform their employer about their sickness as soon as possible, and provide a medical certificate.

Sick leave requires approval through medical certification from a healthcare provider to validate the illness or injury.

In cases of prolonged illness, additional sick leave may be granted beyond the standard 180 days, subject to medical review and employer agreement.

Sick leave does not accrue but is granted as needed, based on medical necessity and capped at 180 days per year.

Sick leave does not carry over to the next year as it is allotted based on each individual illness or injury case.

Unused sick leave is not paid out upon termination, as it is intended only for the period of illness.

There is no payout for unused sick leave at the end of the year.

All sick leave periods must be supported by appropriate documentation from a qualified medical professional.

Pregnant employees are entitled to 70 calendar days of leave before the expected birth date and 56 calendar days after birth. This can extend in case of complications associated with pregnancy or childbirth.

Employees should notify their employer of the pregnancy and expected date of birth as soon as reasonably possible to arrange for maternity leave.

Maternity leave is a statutory right and does not require explicit employer approval, although notification and medical documentation must be provided.

Additional leave may be granted in the event of pregnancy complications or a multiple birth, as certified by a medical professional.

Maternity leave does not accrue and is available as a statutory right upon pregnancy.

Carry over rules do not apply to maternity leave as it is event-specific and must be used within the designated period around childbirth.

Maternity leave is not subject to payout on termination, as it must be used during the period around childbirth.

There is no payout at the end of the year for unused maternity leave as it is tied to the event of childbirth.

Additional health protection measures and workplace adjustments may be required to accommodate pregnant employees, as per legal requirements.

Employees in Moldova are entitled to 28 calendar days of annual leave per year. This quota may be higher for certain categories of employees based on specific conditions or work environments.

Employees should notify their employer at least 15 days before the intended start date of their annual leave, unless otherwise arranged or in cases of emergency.

Annual leave requires approval from the employer. The employer has the right to schedule the leave in accordance with the needs of the organization, after consulting with the employee.

Additional annual leave days may be granted under special circumstances such as hazardous working conditions or other legally stipulated situations.

Annual leave in Moldova accrues monthly, but is typically available to be taken in full after a year of service with the employer.

Carry over of annual leave is allowed but usually must be used within the first quarter of the following year unless specific arrangements are made.

Any unused annual leave is paid out upon termination of employment, calculated at the employee's current rate of pay.

There is no routine end of year payout for unused annual leave; it is either carried over or forfeited if not arranged otherwise.

Special rules may apply for the scheduling of leave, particularly in industries requiring continuous operation or in public services.

Fathers are entitled to 14 calendar days of paternity leave, which can be taken anytime during the first 56 days after the birth of the child.

Fathers should notify their employer at least 10 days before commencing paternity leave, providing documentation related to the child's birth.

Paternity leave requires approval from the employer, although it is a statutory right and cannot be unreasonably withheld.

Additional quota for paternity leave is not typically available beyond the statutory 14 days.

Paternity leave does not accrue and is available immediately upon the birth of the child.

Paternity leave cannot be carried over; it must be used within 56 days following the child's birth.

There is no payout for unused paternity leave upon termination, as the leave is tied to the event of childbirth and must be used within the specified time.

There is no end of year payout for unused paternity leave as it must be used within a specified timeframe after childbirth.

Employers may need to offer flexibility in scheduling paternity leave, particularly if the birth occurs unexpectedly early or late.

Parental leave in Moldova is available to both the mother and the father. It typically lasts for up to 3 years for the mother, with the option for the father to take a portion of the leave.

The employee must inform their employer of their intention to take parental leave at least 30 days in advance.

While the employee is entitled to parental leave, they must submit a request and get approval from the employer. Employers may request documentation such as medical certificates or proof of birth.

Once the initial parental leave is used, no additional leave is typically granted, though special circumstances like extended care may allow for extra time off.

Since parental leave is based on entitlement rather than accrual, there is no build-up of leave days like with annual leave. It's granted upon request within the specified period.

Parental leave must be taken within the allowed period and does not carry over from one year to the next.

In case of termination of employment, any unused parental leave does not get paid out.

Unused parental leave is not paid out at the end of the year as it is a separate entitlement from annual leave.

Additional support or time off may be granted based on the specific needs of the employee, such as for health-related issues during the leave period.