An improperly drafted employment contract can lead to serious financial consequences for your company. According to labor dispute practices in Moldova, the absence of clearly defined employment conditions often results in court cases, which are frequently decided in favor of the employee.
Moldovan law requires a written employment contract, regardless of the company’s size or the duration of employment. Even for small projects, the absence of proper documentation can result in significant fines.
Moldovan law requires a written employment contract, regardless of the company’s size or the duration of employment. Even for small projects, the absence of proper documentation can result in significant fines.
We help you draft employment contracts that comply with Moldovan legislation.
Let’s review the essential elements a contract must include to protect both parties!
1. Identification details of the parties
For the contract to be legally valid, it must include complete details of both the employer and the employee.
- For the employer: full company name, IDNO (tax code), registered address, and bank details.
- For the employee: full name, IDNP, identity document details, and registered address.
Failure to include these details may result in the contract being declared invalid.
2. Job responsibilities
It is essential to clearly define the employee’s role and responsibilities. Avoid vague descriptions and specify duties precisely.
- "Manager" – too broad.
- "Key Account Manager (B2B)" – more specific.
A detailed job description should be attached as an integral part of the contract.
3. Salary conditions
The contract must state the salary in Moldovan leu (MDL), as required by law. It should also specify:
- Payment frequency and exact payment dates.
- Conditions for bonuses and other incentives, if applicable.
4. Working hours and schedule
The contract must include:
- Weekly working hours (5-day, 6-day, or flexible work schedule).
- Daily working hours, specifying start and end times.
- If shift work or flexible schedules apply, they must be clearly detailed.
5. Contract duration
Employment contracts in Moldova may be:
- Permanent (open-ended).
- Fixed-term – the contract must state the exact expiration date and the legal grounds for its duration (according to Article 55 of the Labor Code).
6. Probation period
If a probation period applies, it must be explicitly mentioned, following legal limits:
- Up to 3 months for standard employees.
- Up to 6 months for managerial positions.
Recommended additional clauses
For stronger legal protection, it is advisable to include:
- Confidentiality and trade secret agreements.
- Regulations on annual leave and its usage.
- Financial liability and compensation for damages.
- Remote work conditions and use of company property.
Given the frequent changes in labor legislation in Moldova, employment contracts should be regularly updated to comply with current legal requirements!
FlagMAN-D provides a full range of HR services: personnel administration, payroll processing, and labor law consulting, ensuring compliance and stability for your business.