Notice to the employer of sick leave (Romania)

Published byDocMuse

The notice in which an employee in Romania tells the employer they are on sick leave: from when, until when it is expected to last, the sick-leave certificate, the doctor who issued it and where that doctor works, and how to reach the employee. The rules implementing Emergency Ordinance no. 158/2005 require the employer to be told within 24 hours of the leave being granted. It also announces that the certificate will be handed in by the 5th of the following month, for the benefit to be worked out. An employee on sick leave cannot be dismissed, except in the employer's judicial reorganisation, bankruptcy or winding-up.

Preview

This document is produced for you. Your answers are typed into it and the finished PDF is yours to keep.

Common questions

By when must a sick-leave certificate reach the employer in Romania?

By the 5th of the month after the one the leave was granted for, so that the benefit can be worked out and paid (art. 36(2) of Emergency Ordinance no. 158/2005). Separately, the ordinance's implementing rules require the employee to tell the employer within 24 hours of the leave being granted — or on the first working day, if the incapacity began on a non-working day — giving the doctor's name and where the doctor works.

Who pays sick-leave benefit?

For leave between 1 February 2026 and 31 December 2027, the first day of incapacity is unpaid — once per episode of illness —, with the exceptions the law lists (hospitalisation among them); the employer pays days 2 to 6 from its own funds, and from day 7 the benefit comes from the national health insurance fund's budget (Emergency Ordinance no. 91/2025, approved with amendments by Law no. 64/2026). Outside that period, Emergency Ordinance no. 158/2005 puts the first 5 days on the employer. The benefit is paid together with the salary.

Can an employee on sick leave be dismissed?

No. The Labour Code forbids dismissal during temporary incapacity for work certified by a doctor (art. 60), except where the employer is in judicial reorganisation, bankrupt or being wound up.