Labour Code [LC], No 154-XV (2003), as last amended on 3 October, 2016
Fecha:3 Oct 2016;
ver la pagina web »
(ver en NATLEX »)
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: ninguna
No express mention of any worker's category excluded in the Labour Code. However, there might be specific regulations governing the employment relationship of certain categories of employees.
According to art. 3 LC, the LC applies to:
"a) Employees- citizens of the Republic of Moldova, working on the basis of the individual labour
contract in the Republic of Moldova, including the ones who have concluded a contract of
continuous vocational training or a contract on professional qualification;
b) Employees - foreign citizens or persons without the citizenship of Moldova, working for the
employer on the basis of the individual labour contract, the employer, carrying out activity in the
Republic of Moldova;
c) Employees - citizens of the Republic of Moldova, working in diplomatic representatives abroad;
d) Employers - physical or juridical persons from the public sector, private or the mixed sector,
using wage labour;
e) Workers of public bodies, religious associations, trade unions, patronages, foundations, parties
and other non-commercial organizations, using wage labour".
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Art. 55 LC provides an exhaustive list of situations where FTC are authorized. In any cases, FTC should only be used for the performance of work having a temporary character.
Número máximo de CDD consecutivos: sin restricción
No statutory limitation.
Duración máxima acumulativa de CDD consecutivos: 60mes(es)
Art. 54 LC: FTC cannot exceed 5 years.
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Art. 60 (1) LC.
- A probation period can be established for about 3 months.
- For managers: up to 6 months.
- For unqualified workers: max. 30 days.
*Specific rules applicable to FTC: art. 61 LC
- 15 days max. for a contract concluded for a duration of 3 to 6 months.
- 30 days max. for a contract concluded for a duration of more than 6 months.
Obligación de motivar el despido:
Si
Art. 86 LC.
Art 88 (1) a) LC on economic dismissal.
In addition, the necessity of the dismissal is to be proved before the court by the employer (art. 89 LC).
Art. 86 LC provides for a list of valid grounds (24) for dismissal of an employee under a fixed-term contract and an indefinite-term-contract.
Art. 8 LC: general prohibition of discrimination in the sphere of employment. In addition to those grounds, are listed the place of residence and "other criteria not connected with professional qualities".
*Art. 251 LC: prohibits dismissal of pregnant women, women on maternity leave or child nursing leave and workers who are taking care of children under 6 except in the cases of
enterprise liquidation.
*Art. 87 LC: dismissal of trade union representative is admitted only with the preliminary consent of the trade union body.
Dismissal of a trade union member on certain grounds requires the preliminary consent of the trade union from the enterprise. In other cases, preliminary consultation with the trade union is required.
*Art. 251 LC: prohibits dismissal of pregnant women, women on maternity leave or child nursing leave and workers who are taking care of children under 6 except in the cases of
enterprise liquidation.
Forma de la notificación del despido al trabajador: escrita
Art. 184 LC
Plazo de preaviso:
Art. 184 LC.
Notice period varies according to the ground for dismissal:
* 2 months minimum in case of dismissal based on economic grounds (enterprise liquidation or staff reduction
* 1 month minimum for dismissals based on the worker's capacity (health condition or insufficient qualifications)
* No mandatory notice when dismissal follows infringements of the employee's work responsibilities.
duración de servicio ≥ 6 meses:
duración de servicio ≥ 9 meses:
duración de servicio ≥ 2 años:
duración de servicio ≥ 4 años:
duración de servicio ≥ 5 años:
duración de servicio ≥ 10 años:
duración de servicio ≥ 20 años:
Indemnización sustitutiva de preaviso: No
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Except in case of dismissal of a trade union member or representatives (art. 87 LC).
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Except for:
* a dismissal of trade union members on certain grounds,
* any dismissal of trade union representatives (art 87 LC).
Definición de despido colectivo (número de empleados afectados): No legal definition.
See art. 88 1) i) LC: Mass dismissals can be defined by collective agreements.
Consultación previa con los sindicatos (representantes de los trabajadores): Si
Art. 88 (1) i) LC
Notificación a la administración: Si
Art. 88(1) g) LC
Notificación a los representantes de los trabajadores: Si
Art. 88 (1) i) LC
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Except for trade union members and trade union representatives (art. 87 LC).
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): Si
Art. 183 LC
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): Si
Art. 88 (1) c) LC establishes the obligation of the employer to offer the employee another workplace at the enterprise.
Reglas de prioridad para la re-contratación: No
Indemnización por despido:
Only for dismissals based on the worker's capacity, state of health and insufficient qualifications: art. 186 (2) LC.
duración de servicio ≥ 6 meses: 2 semana(s)
duración de servicio ≥ 9 meses: 2 semana(s)
duración de servicio ≥ 1 año: 2 semana(s)
duración de servicio ≥ 4 años: 2 semana(s)
duración de servicio ≥ 5 años: 2 semana(s)
duración de servicio ≥ 10 años: 2 semana(s)
duración de servicio ≥ 20 años: 2 semana(s)
Indemnización por despido por razones económicas:
duración de servicio ≥ 6 meses: 1 mes(es)
duración de servicio ≥ 9 meses: 1 mes(es)
duración de servicio ≥ 1 año: 1 mes(es)
duración de servicio ≥ 2 años: 1 mes(es)
duración de servicio ≥ 4 años: 2 mes(es)
duración de servicio ≥ 5 años: 2.5 mes(es)
duración de servicio ≥ 10 años: 5 mes(es)
duración de servicio ≥ 20 años: 10 mes(es)
Compensación por despido injustificado - libre determinación de la Corte: No
Art. 90 LC
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo):
Compensation for illegal dismissal includes:
1) Damages for the moral prejudice: fixed by the court but shall amount to at least to 1 month' pay.
Moreover, in lieu of reinstatement, additional compensation is due amounting at least to 3 months' pay.
2) Compensation for extra expenses (expert consultation, court costs...)
3) Not less than the the average pay for the period of absence to work
Art. 90 LC
Posibilidad de readmisión: Si
Art. 89 LC
Conciliación previa obligatoria: No
No statutory provision in the legislation reviewed.
Corte o Tribunal competente: jurisdicción ordinaria
Art. 355 LC
Arbitraje: No
Duración del procedimiento: 40du00eda(s) (statutory)
Art. 355 LC: the court must convoke the parties within 10 days from the date of the registration of the application and decide on the case within 30 days.