Managing employee leave and vacation entitlements is a crucial aspect of compliance and employee satisfaction when operating in Romania. The country's labor code outlines specific requirements for various types of leave, ensuring employees receive adequate rest, time off for personal matters, and support during significant life events. Understanding these regulations is essential for employers to maintain legal compliance and foster a positive working environment.
Navigating the nuances of annual leave, public holidays, sick leave, and various forms of parental and special leave requires careful attention to detail. Employers must ensure their policies align with the statutory minimums and procedures defined by Romanian law to avoid potential issues and effectively manage their workforce.
Annual Vacation Leave
Employees in Romania are entitled to a minimum amount of paid annual leave. The specific duration is determined by the employee's length of service, the nature of their work, and collective bargaining agreements, if applicable.
- Minimum Entitlement: The statutory minimum paid annual leave is 20 working days per year.
- Calculation: Annual leave is calculated based on working days, excluding weekends and public holidays.
- Usage: Annual leave is generally taken based on a schedule agreed upon between the employer and the employee, or through a collective agreement. It can typically be taken in installments, provided one installment is at least 10 working days.
- Carry-over: Untaken annual leave from the previous year can generally be carried over and used within 18 months from the end of the calendar year in which it was accrued.
- Payment: Employees are entitled to receive a vacation allowance at least 5 working days before the leave begins. This allowance is typically calculated based on the average daily salary over the last 3 months preceding the leave.
Public Holidays
Romania observes several public holidays throughout the year. On these days, employees are generally entitled to a paid day off. If employees are required to work on a public holiday, they are typically entitled to compensatory time off within 30 days or increased pay (usually at least 100% of the base salary for the hours worked).
Here are the public holidays observed in Romania in 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| January 2 | Day after New Year's Day |
| January 24 | Union Day (Unirea Principatelor Române) |
| April 20 | Orthodox Easter Sunday |
| April 21 | Orthodox Easter Monday |
| May 1 | Labour Day |
| June 1 | Children's Day |
| June 8 | Orthodox Pentecost Sunday |
| June 9 | Orthodox Pentecost Monday |
| August 15 | Dormition of the Mother of God |
| November 30 | Saint Andrew's Day |
| December 1 | National Day |
| December 25 | Christmas Day |
| December 26 | Second Day of Christmas |
Note: Some religious holidays, like Catholic/Protestant Easter and Pentecost, may also be observed by employees belonging to those denominations, based on specific legal provisions.
Sick Leave
Employees in Romania are entitled to paid sick leave when they are temporarily unable to work due to illness or injury, based on a medical certificate issued by a doctor.
- Entitlement: The duration of paid sick leave depends on the nature of the illness and the employee's contribution period to social health insurance.
- Payment: Sick leave benefits are paid from two sources:
- The first 5 calendar days of sick leave are paid by the employer.
- From the 6th day onwards, the sick leave benefit is paid from the social health insurance fund.
- Benefit Calculation: The sick leave benefit is calculated as a percentage of the employee's average gross monthly income from the last 6 months preceding the illness. The percentage varies depending on the type of illness or injury (e.g., 75% for common illnesses, 100% for specific conditions like tuberculosis or emergencies).
- Requirements: To receive sick leave pay, employees must submit a medical certificate (certificat medical) to their employer.
Parental Leave
Romania provides various types of leave related to childbirth, childcare, and adoption.
- Maternity Leave: Pregnant employees are entitled to maternity leave (concediu de maternitate) totaling 126 calendar days. This leave is typically divided into prenatal leave (before birth) and postnatal leave (after birth). The leave is paid through the social health insurance fund at a rate of 85% of the average gross monthly income from the last 6 months.
- Paternity Leave: Fathers are entitled to 10 working days of paternity leave (concediu paternal) upon the birth of a child. This leave can be extended by another 5 working days if the father attends a childcare course. Paternity leave is paid by the employer at the employee's basic salary.
- Childcare Leave: After the mandatory postnatal maternity leave ends, either parent is generally entitled to childcare leave (concediu pentru creșterea copilului) until the child reaches the age of 2 (or 3 for a child with a disability). During this leave, the parent receives a monthly allowance from the state, calculated based on their income in the 12 months preceding the leave application. The employment contract is suspended during this period.
- Adoption Leave: Similar provisions exist for parents who adopt a child, including leave for the placement period and subsequent childcare leave.
Other Types of Leave
Beyond the main categories, Romanian law and common practice recognize several other types of leave for specific circumstances.
- Bereavement Leave: Employees are entitled to paid leave in case of the death of a close relative (spouse, parent, child). The duration is typically 3 working days.
- Leave for Family Events: Collective labor agreements or internal regulations may grant paid leave for other specific family events, such as marriage (typically 5 working days) or the marriage of a child (typically 2 working days).
- Study Leave: Employees pursuing further education may be granted unpaid leave for exams or thesis preparation, provided it is related to their professional development and agreed upon with the employer. Paid study leave may also be granted based on collective agreements or internal policies.
- Sabbatical Leave: While not a statutory entitlement, some employers may offer unpaid sabbatical leave based on internal policies or individual agreements.
- Leave for Medical Check-ups: Employees are entitled to paid time off for mandatory medical check-ups, as stipulated by law or collective agreements.
