In Moldova, employment contracts can be categorized into two primary types:

1. Indefinite Employment Contract: This type of contract is typically established for an indefinite duration, allowing for ongoing employment without a set end date. It provides employees with a sense of job security and continuity in their work.

2. Fixed-Term Employment Contract: A contract for a definite period must specify the legal basis for its creation and cannot exceed five years. It’s important to note that if such a contract is extended more than three consecutive times, it automatically transitions into an indefinite employment contract.

In Moldova, the standard workweek consists of 40 hours over a five-day period. Employees are entitled to various types of leave, which include:

1. Annual Paid Leave: All employees are guaranteed a minimum of 28 calendar days of paid vacation annually, exclusive of non-working holidays.

2. Maternity Leave: Female employees receive a 70-day prenatal leave and a 56-day postnatal leave, ensuring adequate time for recovery and care for their newborns.

3. Unpaid Leave: Employees can request up to 120 calendar days of unpaid leave for family circumstances or other valid reasons. Additionally, those with specific family situations are entitled to at least 14 calendar days of leave.

In Moldova, employees typically enjoy a variety of benefits designed to enhance their overall well-being and job satisfaction. The most common benefits include:

• Health and Life Insurance: Employers often provide health and life insurance to ensure that employees are protected in case of medical emergencies or unexpected life events.

• Meal Allowance: A food or canteen meal allowance is frequently offered, helping employees manage their dining expenses during work hours.

• Professional Studies and Training: Many companies invest in their employees’ development by offering support for professional studies and training programs, allowing them to enhance their skills and advance their careers.

• Transportation Allowance: Employers may provide a transportation allowance to assist employees with commuting costs, which can be especially beneficial in urban areas.

• Company Cars: In some cases, employees may receive a company car, particularly in roles that require travel or client visits.

Long Stay Visa – Type D in Moldova

The Long Stay Visa (Type D) is primarily designed for individuals seeking to enter Moldova for various purposes, including:

• Entrepreneurial Activities

• Employment

• Study

• Family Reunification

• Religious or Humanitarian Activities

• Diplomatic and Service Activities

• Medical Treatment

Application Procedure

To obtain a Long Stay Visa, applicants must follow similar requirements as those for airport transit visas (Types A and B). However, additional documentation is typically required, depending on the purpose of the visa:

1. Educational Visa: Confirmation of enrollment in a recognized study program.

2. Medical Visa: Valid travel insurance for medical treatment in Moldova.

3. Proof of Financial Means: Evidence of sufficient funds to cover expenses related to studies or other intended activities.

4. Invitation Letter: An invitation from the Bureau for Migration and Asylum may be necessary.

5. Residency Documentation: A resident permit or a valid visa from a European Union member state or Schengen Agreement country (excluding transit visas).

Applicants are also required to pay a consular fee, which is approximately 40 EUR, although it can vary based on the visa’s purpose.

Processing Time

The processing time for the Long Stay Visa typically ranges from 10 to 20 days.

Residence and Work Permit in Moldova: 

Foreign citizens planning to stay in Moldova for more than 90 days must obtain a residence and work permit through the Bureau for Migration and Asylum under the Ministry of Internal Affairs.

Required Documents

The following documents are necessary for submission at the Bureau for Migration and Asylum:

1. Health Certification: An original medical certificate detailing the applicant’s state of health, including HIV/AIDS test results.

2. Passport Copies: A copy of the passport and the annex containing a valid visa.

3. Spousal Identification: A copy of the spouse’s identification card, along with copies of marriage or divorce certificates.

4. Employment Verification: An argued opinion from the National Agency for Employment for those entering Moldova for work, in addition to a copy of the employment contract.

5. Housing Consent: Notarized consent from the person providing housing.

6. Educational Documents: Copies of any relevant educational qualifications.

7. Photographs: Three passport-sized photos (5×6 mm).

8. Payment Receipt: Proof of payment for the state fee.

After submission, the application will be reviewed, and a certificate of immigration will be issued. Following this, the residence permit must be finalized at the Ministry of Information Development.

Additional Documents for Residence Permit

For the residence permit application, the following documents must also be provided:

• The original medical certificate with results from the HIV/AIDS test.

• Copies of the passport and stamp indicating registration with the Department for Visa and Passport Management (DVP) of the Ministry of Internal Affairs.

• A copy of the marriage/divorce certificate.

• A copy of the spouse’s identification.

• A copy of the employment contract.

• Notarized consent from the housing provider.

• Relevant educational documents.

• Additional photographs.

• The state fee payment receipt.

Navigating the process for obtaining a residence and work permit in Moldova requires careful attention to detail and proper documentation. With a structured approach, securing a residence and work permit can be achieved efficiently. 

In Moldova, the right to temporary residency can be granted for a duration of up to five years. If the initial residency period is granted for one year, applicants have the option to renew it annually, allowing for continued stay and residence in the country.

This flexibility in residency permits foreign nationals to establish a more permanent presence in Moldova, whether for employment, study, or other personal reasons. The renewal process typically involves submitting updated documentation and adhering to any specified regulations set forth by the Bureau for Migration and Asylum.

In Moldova, the termination of employment contracts can occur under several conditions, as outlined by the Labor Code:

1. Employee Initiated Termination: Employees have the right to resign by providing the employer with a written notice at least 14 calendar days in advance.

2. Employer Initiated Termination: Employers can terminate contracts based on valid reasons specified in the Labor Code. Notably, dismissals are prohibited during an employee’s sick leave, annual paid vacation, educational leave, or parental leave, unless the termination is due to enterprise liquidation.

3. Termination During the Probation Period: If an employee’s performance during the probation period is deemed unsatisfactory, the employer may terminate the contract without severance pay. Employees have the right to appeal this dismissal through judicial channels.

4. Expiration of Fixed-Term Contracts: Employment contracts with a defined duration automatically terminate upon expiration, unless both parties continue working without formally terminating the contract.

5. Nullity of the Employment Contract: Certain situations may render the employment contract void.

6. Special Circumstances: There are additional cases of termination that are not dependent on the will of either party.

• Severance Payment Eligibility: Severance payments are generally applicable when an employee is dismissed due to redundancy, the liquidation of the enterprise, or in cases where the employee is unable to perform their job due to health reasons.

• Calculation of Severance Pay: The amount of severance pay is typically calculated based on the employee’s average salary. For instance, an employee may receive a payment equivalent to one month’s salary if they have been employed for less than one year. For longer service, the amount can increase depending on the duration of employment—generally calculated as a multiple of the employee’s average monthly wage.

• Notice Period: In the context of severance pay, if an employer fails to provide the required notice of termination, the employee may be entitled to compensation equivalent to the wages that would have accrued during the notice period.

• Additional Benefits: In certain situations, employees may also receive additional compensation, such as accrued vacation pay and other benefits that may have been established in their employment contract or collective bargaining agreements.

• Special Cases: Employees dismissed due to violations of workplace rules or misconduct may not be entitled to severance pay.