Romania Leave Laws and Holidays

Employees in Romania are entitled to a minimum of 20 working days of paid annual leave per year, regardless of their seniority or type of work.

The notice period for taking annual leave varies according to employer policies but typically requires approval at least several weeks in advance.

Annual leave must be approved by the employer, and the timing can be subject to workplace needs and scheduling requirements.

Additional leave days can be granted based on terms outlined in collective bargaining agreements or at the employer's discretion.

Annual leave is accrued monthly from the date of employment, calculated proportionally based on the duration of the work contract.

Unused annual leave can be carried over into the next calendar year, but typically must be used by the end of that year.

Upon termination of employment, any unused annual leave must be paid out to the employee.

There is no payout for unused annual leave at the end of the year unless the employment is terminated.

Annual leave schedules should be approved by the employer and are generally planned in advance to accommodate work operations.

Employees are entitled to 3 days of bereavement leave in the event of the death of a close family member.

Employers must be notified immediately in the event of a death in the family that requires bereavement leave.

Bereavement leave is granted without the need for approval, though notification and some proof of the event (e.g., a death certificate) are typically required.

Additional days beyond the standard bereavement leave are not commonly granted, but may be subject to employer's discretion or specific employment agreements.

Bereavement leave does not accrue and is only granted as needed.

There is no carry over of bereavement leave as it is event-specific.

Bereavement leave is not subject to payout upon termination, as it is granted only as necessary during employment.

There is no end-of-year payout for bereavement leave as it does not accrue.

Bereavement leave typically applies to the death of immediate family members, which includes spouses, children, parents, and siblings. Definitions may extend to other relations based on employer policies.

Employees are entitled to 5 days of leave for their marriage. This leave is granted once for the event of the employee's own wedding.

Employees should provide reasonable advance notice to their employer about their intention to take marriage leave, ideally as soon as the wedding date is set.

While marriage leave is generally granted, it requires prior approval from the employer to ensure proper scheduling and coverage.

There is no provision for additional marriage leave beyond the 5 days granted for the occasion of the employee's own wedding.

Marriage leave does not accrue and is available as a one-time entitlement specifically for the purpose of the employee's wedding.

Marriage leave cannot be carried over as it is meant to be used at the time of the wedding.

Unused marriage leave is not paid out upon termination as it is designated for a specific personal event.

Marriage leave is not subject to end of year payout as it is intended for use at the time of the employee's wedding.

Marriage leave is specifically granted for the occasion of the employee's own wedding and cannot be used for other purposes.

Sick leave is granted based on a medical certificate. The duration depends on the medical issue and recommendations from a healthcare provider.

Employees are required to inform their employer as soon as possible of their inability to work due to illness, typically on the first day of absence.

Sick leave needs to be approved with appropriate medical documentation from a certified medical professional.

Additional sick leave quota is generally granted based on ongoing medical necessity as evidenced by further medical certification.

Sick leave does not accrue in the traditional sense but is granted as required by medical circumstances.

There is no carry over for sick leave; it is based solely on each instance of illness.

Sick leave is not paid out upon termination as it is only applicable during the period of employment when actual illness occurs.

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

Sick leave generally requires a medical certificate, and there may be checks on the validity of the sickness by the employer or through insurance processes.

Fathers are entitled to 5 working days of paternity leave following the birth of their child, with the possibility to extend for 10 more days upon completion of a childcare course.

Paternity leave can be taken immediately after childbirth and requires only a short notice, typically a few days, to arrange the leave.

While the entitlement is statutory, the exact timing of paternity leave should be notified to the employer and coordinated based on work schedules.

An additional 10 days of paternity leave can be granted if the father completes an approved childcare course.

Paternity leave does not accrue and is available as a one-time entitlement per childbirth.

Paternity leave cannot be carried over and must be used shortly after the childbirth.

Paternity leave is intended for use around the time of childbirth and does not have a payout option on termination.

There is no provision for an end-of-year payout for unused paternity leave as it should be taken in connection with the birth event.

To qualify for the additional 10 days of paternity leave, fathers must complete a specific childcare course as stipulated by law.

Pregnant employees are entitled to 126 calendar days of maternity leave, which can be taken 63 days before and 63 days after childbirth.

The notice period requires submission of a medical certificate indicating the expected date of birth to plan the leave accordingly.

Maternity leave does not require employer approval but must be notified in advance with appropriate medical documentation.

The duration of maternity leave is fixed by law and cannot be extended beyond the stipulated 126 days.

Maternity leave is a legal entitlement and does not accrue over time like annual leave.

There is no carryover applicable to maternity leave as it is event-specific and must be used around the time of childbirth.

Maternity leave is not subject to payout on termination, as it should be used as per the childbirth schedule.

Maternity leave does not have an end-of-year payout as it must be taken according to the dates of pregnancy and childbirth.

During maternity leave, employees are entitled to full payment funded by social security and are protected against dismissal due to pregnancy or childbirth.

Parental leave in Romania is granted for a period of 2 years for the birth of a child. The first year is the primary parental leave, which can be shared between the parents, while the second year is typically taken by the mother unless the parents decide otherwise.

Parental leave does not require a formal notice period, but it is recommended that the employee informs the employer as early as possible before taking the leave to ensure smooth scheduling.

The employer must approve parental leave, but it is usually granted unless there are operational issues. It is important to submit a formal request to the employer for approval.

Parental leave quota is fixed and cannot be extended beyond the 2 years. There is no provision for additional leave beyond the statutory allowance unless specified by a collective bargaining agreement.

Parental leave is not considered an accrual period for other benefits, and employees are not entitled to accrue other leave types like annual leave during the parental leave period.

Since parental leave is fixed for a period of 2 years, there are no carryover rules. The leave must be taken within this period, or it is forfeited.

Since parental leave is a statutory right, it does not entitle the employee to any payout at termination if unused. Any unused days are not compensated unless the law provides specific exceptions.

Unused parental leave cannot be carried over to the next year and is not compensated at the end of the year.

In the case of multiple births (e.g., twins), parents may be entitled to a longer leave period. Additionally, parents may apply for flexible work arrangements post-leave.

Jury duty leave is granted to employees who are summoned by the court to serve on a jury. The employee is entitled to leave for the duration of the jury duty, with no impact on their employment rights.

Employees are required to inform their employer immediately upon receiving a jury duty summons to ensure proper leave arrangements can be made.

Jury duty leave is a statutory right, and employees are entitled to take leave for jury duty without the need for employer approval, as long as they provide the appropriate documentation.

Jury duty leave is granted strictly for the period of time the employee is required to serve. There are no additional days of leave beyond the actual jury duty service.

Jury duty leave does not contribute to the accrual of other benefits such as annual leave. It is a specific leave type granted for jury service.

Jury duty leave is not carried over. The leave is granted only for the duration of the employee’s service on the jury, and unused days are not transferable to the following year.

Since jury duty leave is granted specifically for jury service, it is not eligible for payout upon termination of employment.

Unused jury duty leave is not carried over or paid out at the end of the year.

Employees who serve on jury duty may be entitled to receive compensation for lost wages from the state or the employer, depending on the legal framework in place.

Medical leave is granted to employees who are unable to work due to illness or injury. The length of the leave depends on the medical condition and the recommendation of a healthcare professional.

Employees are required to inform their employer as soon as possible when taking medical leave. If the leave is for more than 3 days, a medical certificate is required.

Although employees have the right to medical leave, the employer must approve the leave based on the provided medical certificate. The employer may request further documentation if needed.

If an employee's illness extends beyond the standard medical leave period, additional leave may be granted based on medical evaluation or specific workplace policies.

Employees do not accrue annual leave or other benefits while on medical leave. The medical leave is independent of other leave types.

Medical leave is given as needed and does not accumulate or carry over to the next year. It must be used during the year it is granted.

There is no payout for unused medical leave when an employee leaves the company. Unused medical leave is not compensated.

Medical leave is not subject to payout at the end of the year. Employees may use the leave as needed for illness or injury, but it does not roll over into the next year.

Employees on medical leave may be required to provide medical certificates to validate their illness or injury. In cases of prolonged illness, further documentation may be required from the healthcare provider.