Dismissing an employee in Moldova is a complex legal process that requires strict compliance with labor laws. Improper procedures can result in serious legal and financial consequences for the employer.
According to labor dispute statistics, a significant portion of wrongful termination lawsuits in Moldova are upheld by courts due to procedural violations by employers. Let’s examine how to handle dismissals correctly, avoid negative consequences, and comply with the Labor Code of Moldova 2025.
According to labor dispute statistics, a significant portion of wrongful termination lawsuits in Moldova are upheld by courts due to procedural violations by employers. Let’s examine how to handle dismissals correctly, avoid negative consequences, and comply with the Labor Code of Moldova 2025.
Key stages of dismissal under the Labor Code of Moldova
Documentary justification
Regardless of the reason for termination, a complete set of supporting documents must be collected:
- At the employee's initiative – a written resignation letter signed by the employer.
- In case of staff reduction – reorganization order, employee notifications, documents on alternative job offers.
- For disciplinary violations – reports on violations, written explanations, witness statements.
Compliance with notice periods
Moldovan law sets clear notice periods:
- An employee can resign voluntarily by submitting a written notice 14 calendar days in advance, which may be shortened under certain conditions specified in Article 85(2) of the Labor Code. For company directors, their deputies, and chief accountants, the notice period is one month.
- In case of company liquidation or staff reduction, the notice period is 2 months.
- For employees retiring due to age, the notice period is 14 calendar days.
Issuing the dismissal order
The order must include:
- Complete employer and employee details.
- Clear grounds for dismissal with reference to the relevant article of the Labor Code.
- Termination date.
- Information on compensation payments.
Final settlement and payments
On the day of dismissal, the employee must receive:
- Salary for the actual working period.
- Compensation for unused vacation.
- Severance pay (for staff reduction) equivalent to the average weekly salary for each year of work.
Proper dismissal requires strict adherence to legal formalities. We can assist you in preparing documents correctly, minimizing risks, and avoiding labor disputes.
Special cases of dismissal
1. Dismissal during probation
Allowed without explanation, but requires a 3-day written notice. An official dismissal order must still be issued.
2. Dismissal of financially responsible employees
Before termination, an inventory check and handover report must be completed. Without this, the dismissal may be challenged in court.
3. Dismissal of pregnant women and young parents
Moldovan law provides special protection for these employees. Dismissal is only possible in cases of company liquidation or serious disciplinary violations, requiring strict documentation.
A properly handled dismissal starts long before the employee’s last working day. Timely consultation with labor law specialists can help prevent costly mistakes and protect your business reputation.
Human resource management requires a professional approach at all stages – from recruitment to proper dismissal. FlagMAN-D helps companies comply with labor laws, reduce HR risks, and implement transparent personnel management processes.