Changes in labor legislation directly impact companies’ business processes. One such change is the update of the rules governing paternity leave in the Republic of Moldova. Previously perceived as more of a formality, this instrument is now becoming an integral part of social policy and human resource management.
Let’s take a closer look at what changes have already come into force, how paternity leave is now granted, what rights employees have gained, and what aspects employers need to consider.
Let’s take a closer look at what changes have already come into force, how paternity leave is now granted, what rights employees have gained, and what aspects employers need to consider.
Legal framework: what exactly has changed
The changes were introduced by Law No. 156/2025, which supplements the existing regulations, including the Labor Code and Law No. 289/2004 on temporary disability benefits and other social payments.
In addition, secondary legislation has been updated, including Government Decision No. 1245/2016, which regulates the procedure for assigning and paying benefits.
The main objective of these changes is to make the system more flexible, fair, and adapted to real-life family situations.
In addition, secondary legislation has been updated, including Government Decision No. 1245/2016, which regulates the procedure for assigning and paying benefits.
The main objective of these changes is to make the system more flexible, fair, and adapted to real-life family situations.
Duration of paternity leave
Under the current legislation, the father of a newborn child is entitled to 15 calendar days of leave. This remains the baseline rule.
However, the key change concerns situations where more than one child is born.
In cases of twins, triplets, or multiple births, leave is granted separately for each child. This means that the total duration of leave increases proportionally to the number of children.
The same principle applies in cases of simultaneous adoption of multiple children.
Thus, the legislation takes into account the actual demands on the family and expands the father’s ability to participate in childcare.
However, the key change concerns situations where more than one child is born.
In cases of twins, triplets, or multiple births, leave is granted separately for each child. This means that the total duration of leave increases proportionally to the number of children.
The same principle applies in cases of simultaneous adoption of multiple children.
Thus, the legislation takes into account the actual demands on the family and expands the father’s ability to participate in childcare.
Benefit payments: how they work
Paternity leave is accompanied by a benefit financed through the social insurance system.
Following the amendments, the benefit is also granted separately for each child. This means that, for example, in the case of twins, the father receives two separate benefits.
This approach strengthens social support for families and makes the system more equitable from a financial perspective.
Following the amendments, the benefit is also granted separately for each child. This means that, for example, in the case of twins, the father receives two separate benefits.
This approach strengthens social support for families and makes the system more equitable from a financial perspective.
Timeframe for using the leave
One of the important updates is the extension of the period during which paternity leave can be used.
Fathers can now use this right within 12 months from the birth or adoption of the child.
Previously, the timeframe was more limited, which did not always allow for flexible planning based on real-life circumstances.
The extended period allows for better alignment with work schedules and family needs.
Fathers can now use this right within 12 months from the birth or adoption of the child.
Previously, the timeframe was more limited, which did not always allow for flexible planning based on real-life circumstances.
The extended period allows for better alignment with work schedules and family needs.
Possibility to split the leave
The legislation also introduces flexibility in how the leave can be used.
Paternity leave can be divided into up to three periods, each lasting at least 5 calendar days.
This allows for:
This approach makes the mechanism more practical for both employees and employers.
Paternity leave can be divided into up to three periods, each lasting at least 5 calendar days.
This allows for:
- distributing childcare responsibilities over time;
- aligning leave with work commitments;
- reducing the impact on business operations.
This approach makes the mechanism more practical for both employees and employers.
What this means for employers
The changes to paternity leave require companies to adopt a more thoughtful approach to workforce planning.
First, there is a higher likelihood of longer employee absences, especially in cases of multiple births.
Second, the flexibility in using the leave means that employers must account for the possibility of splitting it and properly track working time.
In addition, it is important to ensure accurate documentation and timely interaction with social insurance authorities.
First, there is a higher likelihood of longer employee absences, especially in cases of multiple births.
Second, the flexibility in using the leave means that employers must account for the possibility of splitting it and properly track working time.
In addition, it is important to ensure accurate documentation and timely interaction with social insurance authorities.
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Practical aspects of the procedure
To receive paternity leave, an employee must submit an application to the employer and provide supporting documents, including the child’s birth certificate. Additionally, the employee must submit an application via the CNAS website (https://servicii.gov.md/ecnas/) to receive the benefit.
The employer, in turn, is responsible for properly granting the leave and submitting the necessary data for benefit allocation.
It is important to comply with deadlines and legal requirements, as errors may result in delays or denial of benefit payments.
The employer, in turn, is responsible for properly granting the leave and submitting the necessary data for benefit allocation.
It is important to comply with deadlines and legal requirements, as errors may result in delays or denial of benefit payments.
Common mistakes and risks
In practice, both companies and employees encounter a number of common mistakes.
One of them is misunderstanding the timeframe for using the leave. Some believe it must be taken immediately after the child’s birth, whereas the legislation allows for a longer period.
Errors also frequently occur in calculating and processing benefits, especially in cases involving multiple children.
Particular attention should be paid to documentation: missing or incorrectly completed documents can delay the process.
One of them is misunderstanding the timeframe for using the leave. Some believe it must be taken immediately after the child’s birth, whereas the legislation allows for a longer period.
Errors also frequently occur in calculating and processing benefits, especially in cases involving multiple children.
Particular attention should be paid to documentation: missing or incorrectly completed documents can delay the process.
Why this matters for business
The updated paternity leave regulations are both a social initiative and a factor influencing HR management.
Companies that successfully adapt their processes gain several advantages:
Companies that successfully adapt their processes gain several advantages:
- increased employee loyalty;
- reduced staff turnover;
- a stronger employer brand;
- lower legal risks.
Conclusion
The changes to paternity leave regulations in Moldova make the system more flexible and better aligned with the real needs of families.
Expanding fathers’ rights, extending timeframes, and introducing additional guarantees represent a step toward a more modern and balanced labor framework.
For businesses, this means the need to adapt internal processes, while also creating opportunities to improve HR management and strengthen corporate culture.
Expanding fathers’ rights, extending timeframes, and introducing additional guarantees represent a step toward a more modern and balanced labor framework.
For businesses, this means the need to adapt internal processes, while also creating opportunities to improve HR management and strengthen corporate culture.