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Romania's annual leave
Parental leave in Romania
Adoption leave in Romania
Other types of leave in Romania
Public holidays in Romania
Protect your employees and your business
Employee's paid leave in Romania
Romania has well-defined policies on paid leave and time off that support employees during various life events. Each employee is entitled to a minimum of 20 working days of paid annual leave. On the other hand, the sick leave policy allows for up to 180 days of paid leave, with possible extensions under certain circumstances.
Public holidays play a significant role in Romanian labour law, with 15 recognised holidays throughout the year. During these days, employees typically receive paid time off. For those who may need to work on public holidays, compensation options include additional time off or enhanced pay.
Romania also recognises the importance of personal life events by providing options like unpaid leave for various personal matters. Employees can take marriage leave for about 5 days and bereavement leave of 3 days in the event of an immediate family member’s passing.
In this guide, we will provide everything you need to know about leave entitlement in Romania, including the statutory leave benefits, maternity and parental leave, public holidays and more.
Romania's annual leave
Paid time off policy in Romania
The minimum legal entitlement for annual leave is 20 working days per year, as established by the Romanian Labour Code. Employers must provide this time off to full-time employees, although in many cases, companies may offer additional vacation days as part of their benefits package.
If employees cannot take their full entitlement within a calendar year, employers must carry over unused leave into the first six months of the following year. In cases where employees are unable to take this leave due to long-term sickness, the unused leave can be deferred for up to 18 months. However, this must be agreed upon between the employee and the employer. Employees receive a vacation allowance instead of their regular salary during this leave period.
The right to Romania annual leave cannot be waived or replaced by monetary compensation, except in cases where the employment relationship is terminated.
Sick days in Romania
Employees in Romania are also entitled to paid sick leave if they are unable to work due to illness or injury. The Romanian Labour Code grants sick leave for employees with a medical certificate, and the payment is covered partly by the employer for the first five (5) days and thereafter by the state’s social health insurance system.
The duration of sick leave can vary depending on the severity of the illness, but it can be granted for up to 180 days in one year, with possible extensions of up to 90 days in the case of chronic or serious illnesses.
During sick leave, employees receive a benefit amounting to 75% to 100% of their average gross earnings in the previous six months, depending on the nature of the illness or injury.
Public Holidays in Romania
Romania observes a number of public holidays, during which employees are entitled to paid time off. The country currently recognises 15 national public holidays, including religious and national celebrations such as New Year’s Day, Easter, Labor Day, and Romania’s National Day on December 1st.
If employees are required to work on a public holiday, they are entitled to compensatory time off or, in some cases, additional pay.
When public holidays fall on weekends, they usually do not entail any time off for employees.
Parental leave in Romania
There are various leave benefits intended for employees who become parents, helping them balance their family and professional responsibilities. These benefits include maternity leave, paternity leave, and parental leave to provide parents with time off to care for their newborns or young children.
Maternity leave in Romania
To provide support for expectant mothers, Romania grants female employees 126 days of maternity leave, which can be divided into 63 days of prenatal leave and 63 days of postnatal leave. While this period is mandatory to ensure the health and safety of both the mother and the baby, mothers can choose to take more postnatal leave if they did not use the full 63 days of prenatal leave.
The local labour law requires that maternity leave be fully paid. The maternity allowance amounts to 85% of the mother’s average gross monthly income over the last six months before taking leave. The Unique National Fund of Health Insurances or FUNASS covers this payment.
In addition, Romania offers the option of two years of maternity leave for child-rearing purposes (for a third year if the child has a disability), allowing mothers more flexibility to balance work and family life.
Mothers can also take a maternal risk leave to supplement their maternity time off. Also funded by FUNASS, the benefit amounts to 75% of the employee’s average gross earnings over the past six months. This type of leave is different from maternity leave and is specifically available when health risks arise. To apply, employees must submit a formal request to their employer, along with a medical certificate from a doctor confirming the child’s illness.
Paternity leave in Romania
Paternity leave in Romania provides new fathers the opportunity to be present in the early days following their child’s birth. Fathers are entitled to 10 days of paid paternity leave, which can be extended to 15 days if they participate in an infant care course. This benefit ensures that fathers can support their partners and bond with their newborns during the critical initial stages of life.
The paternity leave is paid by the employer at the employee’s regular wage. To qualify for this benefit, the father must take the leave within the first eight weeks after the birth and provide the employer with a birth certificate.
Parental leave in Romania
Parental leave in Romania is available for either parent, providing extended time off for child-rearing. After the maternity leave period ends, either parent can take up to two years of paid parental leave to care for a child until they turn two years old. If the child has a disability, this period can be extended to three years.
The monthly parental leave benefit amounts to 85% of the parent’s average income over the last 12 months, but it is capped at a maximum of 8,500 RON per month, or 1,710 EUR. Parental leave can be taken by either the mother or father. The law encourages both parents to share this time, mandating the second parent to take at least one month of the total parental leave period.
Other protections for parents in Romania
Beyond maternity, paternity, and parental leave, Romanian law provides additional protections and arrangements for parents in the workplace. Parents returning to work after parental leave, for example, have the right to request reduced working hours or flexible working arrangements until the child reaches a certain age. This helps parents adjust to the transition back to work while still attending to their young children’s needs.
In addition, employers in Romania cannot terminate an employee during maternity or parental leave or within six months after the employee returns to work, providing job security during this critical period.
Adoption leave in Romania
In Romania, employees who adopt a child are entitled to adoption leave, similar to the parental leave available for biological parents. This leave allows adoptive parents to take time off work to bond with their new family member and ensure a smooth transition into family life.
Adoption leave requirements in Romania
To qualify for adoption leave, adoptive parents must meet certain conditions set by Romanian labour laws. The key requirement is that the adoption process must be completed and recognised by law. Employees who have adopted a child are entitled to 90 days of adoption leave, which can be taken by either parent. In addition to leave, parents may also request flexible working arrangements to accommodate the child’s needs during the adaptation period.
The adoption process in Romania involves several legal steps, including obtaining court approval, which finalises the adoption and allows parents to claim their rights to leave benefits. This process must comply with Romania’s adoption laws to ensure that the adoption is legally recognised.
Adoption leave pay in Romania
During the adoption leave, adoptive parents are entitled to financial support from the state. The adoption leave benefit amounts to 85% of the employee’s average gross income over the last 12 months.
The benefit is funded through the national social security system, providing peace of mind to parents as they navigate the initial stages of the adoption process.
Other types of leave in Romania
As an employer in Romania, you need to be aware of various leave types available to employees beyond standard vacation and sick leave. Understanding these supplementary leave benefits can help in creating a fair and supportive work environment while remaining compliant with Romanian labour laws.
Unpaid leave in Romania
In addition to paid annual leave, employees in Romania may request unpaid leave for personal reasons. This type of leave is generally granted at the discretion of the employer and is not mandated by law unless otherwise stipulated in the employment contract or collective labour agreement. Unpaid leave allows employees to take time off for extended personal needs without the entitlement to their regular salary during that period.
Employers should carefully review requests for unpaid leave and ensure that clear terms are set in terms of the duration and agreement between both parties. While unpaid leave does not affect an employee’s right to sick leave in Romania, it is important to ensure proper documentation and mutual understanding of leave terms.
Marriage leave in Romania
Marriage leave is another important benefit under Romanian labour law. Employees are entitled to five days of paid leave to celebrate their wedding. This time allows employees to take care of personal matters related to the wedding and enjoy their special occasion without losing their regular income during this period. Additionally, marriage leave is often explicitly included in employment contracts or collective agreements to ensure employees are aware of their entitlements.
Bereavement leave in Romania
In the unfortunate event of a death in the family, employees are granted paid bereavement leave. Romanian labour law generally provides 3 days of leave for the death of immediate family members. This leave allows employees to attend funerals and handle associated arrangements.
Other leave types in Romania
There are other types of leave available in Romania, such ass leave for blood donation, carer’s leave (to assist sick relatives), and judicial leave (to attend legal proceedings). The conditions for these leave types can vary based on individual company policies or collective
Public holidays in Romania
Companies hiring employees in Romania must comply with the country’s statutory public holiday framework, which grants employees paid time off on designated holidays established by law.
As of 2026, Romania recognises 17 public holidays. These include national holidays and Orthodox Christian religious celebrations.
Key rules for employers
Employees are entitled to paid time off on public holidays.
If employees are required to work on a public holiday, employers must provide:
- Paid time off on another day, or
- Additional pay, as required under Romanian labour law.
Public holidays that fall on a weekend do not automatically entitle employees to a replacement day off, unless otherwise agreed by contract or collective agreement.
Public holidays in Romania
1 January (Thursday)
New Year’s Day
2 January (Friday)
New Year Holiday
6 January (Tuesday)
Epiphany
7 January (Wednesday)
Synaxis of St. John the Baptist
24 January (Saturday)
Union of the Romanian Principalities
10 April (Friday)
Orthodox Good Friday
12 April (Sunday)
Orthodox Easter Sunday
13 April (Monday)
Orthodox Easter Monday
1 May (Friday)
Labor Day
1 June (Monday)
Children’s Day
31 May (Sunday)
Orthodox Whit Sunday (Pentecost).
1 June (Monday)
Orthodox Whit Monday (coincides with Children’s Day)
15 August (Saturday)
Assumption of the Virgin Mary
30 November (Monday)
Feast of Saint Andrew
1 December (Tuesday)
National Day (Great Union Day)
25 December (Friday)
Christmas Day
26 December (Saturday)
Second Day of Christmas
Protect your employees and your business
As an employer in Romania, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local and national labour laws and regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risks.
FAQ's
What is paid annual leave in Romania?
Employees in Romania are entitled to at least 20 working days of paid annual leave each year. Employment contracts and collective agreements can provide a higher entitlement. Public holidays and other statutory paid days off are not included in the annual leave entitlement.
Annual leave is paid. The employee receives a vacation allowance based on their salary and qualifying permanent pay elements from the previous three months. The amount cannot be lower than the salary the employee would normally receive for the period of leave and should be paid at least five working days before the leave starts.
Employees should normally take their annual leave in the year it is earned. If they cannot take all of it for justified reasons, the employer must allow the outstanding leave to be taken within 18 months starting from the following year. The employer is responsible for scheduling annual leave in consultation with employees or their representatives, as applicable.
Unused annual leave generally cannot be replaced with a cash payment while the employee remains employed. Payment for outstanding leave is permitted when the employment relationship ends.
What leave are employees entitled to by law in Romania?
Employees in Romania may be entitled to annual leave, public holidays, sick leave, maternity leave, maternity-risk leave, paternity leave, parental leave, carer’s leave and family emergency leave. Other types of leave may apply based on the employee’s circumstances or workplace arrangements.
The statutory minimum for annual leave is 20 working days a year. Employees can also receive five working days of paid carer’s leave each calendar year to care for a relative or someone living in the same household with a serious medical problem. This entitlement may be increased by special legislation or an applicable collective agreement.
Employees may be absent for up to 10 working days per year because of an unforeseen family emergency caused by illness or accident, although the time away must generally be recovered under an arrangement agreed with the employer.
Romanian law also provides leave connected with maternity, childcare, adoption, study and professional training. Paid days for events such as marriage or bereavement may also be available under applicable legislation, collective agreements or the employer’s internal regulations. These paid special-event days are separate from annual leave.
How many vacation days are employees entitled to in Romania?
Employees in Romania are entitled to a minimum of 20 working days of paid annual leave each year, although employers can provide more through the employment contract or an applicable collective agreement.
Some employees are entitled to additional annual leave. Employees under 18, employees with disabilities, blind employees and those working in difficult, dangerous or harmful conditions receive at least three additional working days.
Annual leave can be scheduled as one continuous period or divided across the year. Where it is divided, the employer’s leave schedule must allow the employee to take at least 10 uninterrupted working days of annual leave during the year.
Certain periods of absence do not reduce the employee’s annual leave entitlement. This includes qualifying sick leave, maternity leave, maternity-risk leave and some family-related absences, which are treated as periods of work when annual leave entitlement is calculated. If illness or another qualifying incapacity begins during annual leave, the annual leave is interrupted, and the remaining days must be rescheduled.
How is sick leave paid in Romania?
Sick leave in Romania is generally paid as a percentage of the employee’s insured earnings, with the percentage determined by the type and duration of the medical leave. Eligibility normally depends on a medical certificate and, for many types of leave, satisfaction of the applicable insurance-contribution period.
For ordinary illness, the allowance is generally 55% for certified absences of up to seven days, 65% for eight to 14 days and 75% for periods longer than 14 days. These percentages are determined by the total duration of the same episode of illness, including continuation certificates. Different rates apply to other types of medical leave. Maternity leave and leave to care for a sick child generally use an 85% rate, while certain medical emergencies and serious or infectious diseases can qualify for 100%.
Under the temporary rules applying in 2026, most medical leave is also subject to a one-day reduction in payment. The temporary measure applies to relevant medical certificates issued between 1 February 2026 and 31 December 2027, subject to the statutory exemptions.
For ordinary temporary incapacity, the employer generally funds days two to six, with the national health insurance fund responsible from the following day. Payment is normally processed through payroll, with the employer seeking reimbursement where applicable.
What changed in Romania's sick leave rules in 2026?
Romania changed its sick leave rules in 2026 in three main areas: a one-day reduction in most medical leave payments, exemptions for certain types of medical leave, and new reporting rules for recalculated sick leave payments.
From 1 February 2026, most medical leave certificates are subject to a one-day reduction in payment. Following amendments adopted in May 2026, the reduction applies only once once to the same uninterrupted episode of illness, even when several continuation certificates are issued.
From 1 June 2026, the reduction no longer applies to certain types of medical leave. These include maternity leave, maternity-risk leave, care for an oncology patient, qualifying national health-programme cases and certain medical certificates linked to inpatient treatment. The exemptions also cover infectious diseases requiring isolation and other cases specified by law.
A further change took effect from 1 July 2026 for payroll reporting. Recalculated medical-leave payments are reported through Romania’s D112 payroll return in the applicable reporting month, rather than requiring the employer to reopen the original payroll period. Employers must use the D112 version applicable to reporting periods beginning in July 2026.
What maternity and parental leave are employees entitled to in Romania?
In Romania, maternity leave is 126 calendar days, paternity leave is generally 10 working days, and eligible parents can take child-raising leave until the child reaches age two, or three for a child with a disability.
Maternity leave covers both pregnancy and the period after birth. The 126 days are normally divided between prenatal and postnatal leave, but at least 42 calendar days must be taken after childbirth. The maternity allowance is generally 85% of the prescribed average insured earnings and is paid from the national health insurance fund. Medical certificates for maternity leave issued from 1 June 2026 are exempt from the one-day medical-leave reduction.
Fathers are entitled to 10 working days of paid paternity leave. This increases by five working days if the father has completed an approved childcare course. Paternity leave must generally be requested within the first eight weeks after the child’s birth and is paid by the employer.
Eligible parents can also take child-raising leave. The associated public benefit is generally 85% of average net income over the relevant 12-month reference period, subject to statutory minimum and maximum amounts. Eligibility generally requires at least 12 months of qualifying taxable income or recognised equivalent periods during the two years before the child’s birth.
At least two months of child-raising leave are reserved for the other eligible parent. If that parent does not take the reserved period, it cannot normally be transferred to the parent who took the initial leave.
What is maternity risk leave in Romania?
Maternity risk leave in Romania is separate from maternity leave. It provides up to 120 days of leave when a pregnant employee, an employee who has recently given birth or a breastfeeding employee faces a workplace health or safety risk that the employer cannot remove.
Unlike the standard 126 days of maternity leave, maternity risk leave is not granted simply because an employee is pregnant or has given birth. It applies when their working conditions could affect their health or the health of their child.
Before maternity risk leave is used, the employer should first try to adjust the employee’s working conditions or working hours. If that does not remove the risk, the employee should be moved to another suitable role where possible, without a reduction in salary Maternity risk leave can be granted when these options are not possible.
The leave can be taken continuously or in separate periods, up to 120 days. The allowance is 75% of the statutory calculation base, and no minimum insurance period is required. Maternity-risk leave cannot be taken at the same time as other medical leave provided under the applicable social-health-insurance legislation.
What types of special leave exist in Romania?
Employees in Romania can access several types of special leave, including carer’s leave, family emergency leave, paternity leave, adoption-related leave and leave for study or professional training. Other paid or unpaid absences may also apply.
Employees are entitled to five paid working days of carer’s leave each calendar year when they need to provide personal care or support to a relative or someone living in the same household who has a serious medical problem.For this purpose, qualifying relatives generally include a child, parent or spouse.
For an unforeseen family emergency caused by illness or accident, employees can be absent for up to 10 working days, or 80 hours, per year. The missed working time generally needs to be recovered under a schedule agreed with the employer. This emergency absence is distinct from carer’s leave and does not suspend the employment contract.
Romanian employees may also have rights connected with blood donation, adoption, professional training and personal circumstances. Paid days for events such as marriage or bereavement may be set by applicable legislation, collective agreements or the employer’s internal rules. The number of paid days for these events is not uniform for every private-sector employee and should be checked against the applicable workplace rules.
What is the vacation allowance in Romania and how is it calculated?
Vacation allowance in Romania is the amount an employee is paid while taking annual leave. It is generally calculated using the employee’s average daily basic salary and qualifying permanent salary elements from the three months before the month in which the leave is taken.
The average daily amount is multiplied by the number of annual leave days being taken. However, the final vacation allowance cannot be lower than the salary and permanent additions the employee would have received for the same period if they had continued working.
The allowance must generally be paid at least five working days before the annual leave begins.
Public holidays and other statutory non-working days are not counted as annual leave days. Variable payments or one-off amounts are not automatically included in the calculation. Whether they form part of the vacation allowance depends on how the payment is treated under the employee’s contract, applicable collective agreement and Romanian payroll rules.
Why should companies trust CXC to manage leave and time off compliance in Romania?
CXC helps companies manage leave in Romania by making sure employee absences are recorded correctly, paid correctly and reflected in payroll in line with local requirements.
This is particularly important for Romanian sick leave, where the rules changed several times in 2026. Our team can manage medical certificate information, apply the relevant payment rate and one-day reduction where require, account for exemptions and make sure the absence is treated correctly in payroll. Through our Employer of Record service, leave administration sits alongside the employee’s contract, payroll, statutory contributions and other employment records.
For international employers, this removes the need for their HR team to keep track of Romania’s different leave rules and payroll treatment themselves, while employees have a local point of contact when they have questions about their entitlement.
Speak to our team to learn more.
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