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> GOVERNANCE - home > Employment protection legislation database - EPLex > Romania

Romania - Procedural requirements for individual dismissals


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Notification to the worker to be dismissed: written

Remarks:
  • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
    - Dismissal for subjective reasons:art. 74 LC.

Notice period:
Remarks:
  • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
    When the dismissal is based on the following grounds:
    - physical or mental inability to work;
    - professional inadequacy;
    - redundancy (objective reasons);
    the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
    This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
    No notice shall be observed when the dismissal is based on disciplinary grounds.
    • tenure ≥ 6 months
      • 20 day(s).
    • tenure ≥ 9 months
      • 20 day(s).
    • tenure ≥ 2 years
      • 20 day(s).
    • tenure ≥ 4 years
      • 20 day(s).
    • tenure ≥ 5 years
      • 20 day(s).
    • tenure ≥ 10 years
      • 20 day(s).
    • tenure ≥ 20 years
      • 20 day(s).

    Pay in lieu of notice: No

    Notification to the public administration: No

    Remarks:
    • No general obligation to notify the administration.
      However, notification is requested in some specific cases as provided by art. 64 LC:
      Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

    Notification to workers' representatives: No

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    + show references

    Notification to the worker to be dismissed: written

    Remarks:
    • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
      - Dismissal for subjective reasons:art. 74 LC.

    Notice period:
    Remarks:
    • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
      When the dismissal is based on the following grounds:
      - physical or mental inability to work;
      - professional inadequacy;
      - redundancy (objective reasons);
      the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
      This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
      No notice shall be observed when the dismissal is based on disciplinary grounds.
      • tenure ≥ 6 months
        • 20 day(s).
      • tenure ≥ 9 months
        • 20 day(s).
      • tenure ≥ 2 years
        • 20 day(s).
      • tenure ≥ 4 years
        • 20 day(s).
      • tenure ≥ 5 years
        • 20 day(s).
      • tenure ≥ 10 years
        • 20 day(s).
      • tenure ≥ 20 years
        • 20 day(s).

      Pay in lieu of notice: No

      Notification to the public administration: No

      Remarks:
      • No general obligation to notify the administration.
        However, notification is requested in some specific cases as provided by art. 64 LC:
        Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

      Notification to workers' representatives: No

      Approval by public administration or judicial bodies: No

      Approval by workers' representatives: No

      + show references

      Notification to the worker to be dismissed: written

      Remarks:
      • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
        - Dismissal for subjective reasons:art. 74 LC.

      Notice period:
      Remarks:
      • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
        When the dismissal is based on the following grounds:
        - physical or mental inability to work;
        - professional inadequacy;
        - redundancy (objective reasons);
        the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
        This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
        No notice shall be observed when the dismissal is based on disciplinary grounds.
        • tenure ≥ 6 months
          • 20 day(s).
        • tenure ≥ 9 months
          • 20 day(s).
        • tenure ≥ 2 years
          • 20 day(s).
        • tenure ≥ 4 years
          • 20 day(s).
        • tenure ≥ 5 years
          • 20 day(s).
        • tenure ≥ 10 years
          • 20 day(s).
        • tenure ≥ 20 years
          • 20 day(s).

        Pay in lieu of notice: No

        Notification to the public administration: No

        Remarks:
        • No general obligation to notify the administration.
          However, notification is requested in some specific cases as provided by art. 64 LC:
          Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

        Notification to workers' representatives: No

        Approval by public administration or judicial bodies: No

        Approval by workers' representatives: No

        + show references

        Notification to the worker to be dismissed: written

        Remarks:
        • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
          - Dismissal for subjective reasons:art. 74 LC.

        Notice period:
        Remarks:
        • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
          When the dismissal is based on the following grounds:
          - physical or mental inability to work;
          - professional inadequacy;
          - redundancy (objective reasons);
          the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
          This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
          No notice shall be observed when the dismissal is based on disciplinary grounds.
          • tenure ≥ 6 months
            • 20 day(s).
          • tenure ≥ 9 months
            • 20 day(s).
          • tenure ≥ 2 years
            • 20 day(s).
          • tenure ≥ 4 years
            • 20 day(s).
          • tenure ≥ 5 years
            • 20 day(s).
          • tenure ≥ 10 years
            • 20 day(s).
          • tenure ≥ 20 years
            • 20 day(s).

          Pay in lieu of notice: No

          Notification to the public administration: No

          Remarks:
          • No general obligation to notify the administration.
            However, notification is requested in some specific cases as provided by art. 64 LC:
            Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

          Notification to workers' representatives: No

          Approval by public administration or judicial bodies: No

          Approval by workers' representatives: No

          + show references

          Notification to the worker to be dismissed: written

          Remarks:
          • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
            - Dismissal for subjective reasons:art. 74 LC.

          Notice period:
          Remarks:
          • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
            When the dismissal is based on the following grounds:
            - physical or mental inability to work;
            - professional inadequacy;
            - redundancy (objective reasons);
            the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
            This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
            No notice shall be observed when the dismissal is based on disciplinary grounds.
            • tenure ≥ 6 months
              • 20 day(s).
            • tenure ≥ 9 months
              • 20 day(s).
            • tenure ≥ 2 years
              • 20 day(s).
            • tenure ≥ 4 years
              • 20 day(s).
            • tenure ≥ 5 years
              • 20 day(s).
            • tenure ≥ 10 years
              • 20 day(s).
            • tenure ≥ 20 years
              • 20 day(s).

            Pay in lieu of notice: No

            Notification to the public administration: No

            Remarks:
            • No general obligation to notify the administration.
              However, notification is requested in some specific cases as provided by art. 64 LC:
              Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

            Notification to workers' representatives: No

            Approval by public administration or judicial bodies: No

            Approval by workers' representatives: No

            + show references

            Notification to the worker to be dismissed: written

            Remarks:
            • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
              - Dismissal for subjective reasons:art. 74 LC.

            Notice period:
            Remarks:
            • See art. 75 LC(former art. 73), as amended by Act No. 40/2011:
              When the dismissal is based on the following grounds:
              - physical or mental inability to work;
              - professional inadequacy;
              - redundancy (objective reasons);
              the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
              This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
              No notice shall be observed when the dismissal is based on disciplinary grounds.
              • tenure ≥ 6 months
                • 20 day(s).
              • tenure ≥ 9 months
                • 20 day(s).
              • tenure ≥ 2 years
                • 20 day(s).
              • tenure ≥ 4 years
                • 20 day(s).
              • tenure ≥ 5 years
                • 20 day(s).
              • tenure ≥ 10 years
                • 20 day(s).
              • tenure ≥ 20 years
                • 20 day(s).

              Pay in lieu of notice: No

              Notification to the public administration: No

              Remarks:
              • No general obligation to notify the administration.
                However, notification is requested in some specific cases as provided by art. 64 LC:
                Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

              Notification to workers' representatives: No

              Approval by public administration or judicial bodies: No

              Approval by workers' representatives: No

              + show references

              Notification to the worker to be dismissed: written

              Remarks:
              • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
                - Dismissal for subjective reasons:art. 74 LC.

              Notice period:
              NOTE: This information has changed since the previous period covered.
              Remarks:
              • See art. 75 LC (former art. 73), as amended by Act No. 40/2011:
                NEW: When the dismissal is based on the following grounds:
                - physical or mental inability to work;
                - professional inadequacy;
                - redundancy (objective reasons);
                the employees shall now have the right to a notice of at least 20 working days [instead of 15 days previously].
                This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
                No notice shall be observed when the dismissal is based on disciplinary grounds.
                • tenure ≥ 6 months
                  • 20 day(s).
                • tenure ≥ 9 months
                  • 20 day(s).
                • tenure ≥ 2 years
                  • 20 day(s).
                • tenure ≥ 4 years
                  • 20 day(s).
                • tenure ≥ 5 years
                  • 20 day(s).
                • tenure ≥ 10 years
                  • 20 day(s).
                • tenure ≥ 20 years
                  • 20 day(s).

                Pay in lieu of notice: No

                Notification to the public administration: No

                Remarks:
                • No general obligation to notify the administration.
                  However, notification is requested in some specific cases as provided by art. 64 LC:
                  Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

                Notification to workers' representatives: No

                Approval by public administration or judicial bodies: No

                Approval by workers' representatives: No

                + show references

                Notification to the worker to be dismissed: written

                Remarks:
                • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
                  - Dismissal for subjective reasons:art. 74 LC.

                Notice period:
                Remarks:
                • See art. 73 LC:
                  When the dismissal is based on the following grounds:
                  - physical or mental inability to work;
                  - professional inadequacy;
                  - redundancy (objective reasons);
                  the employees hall have the right to a notice of at least 15 working days.
                  This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
                  No notice shall be observed when the dismissal is based on disciplinary grounds.
                  • tenure ≥ 6 months
                    • 15 day(s).
                  • tenure ≥ 9 months
                    • 15 day(s).
                  • tenure ≥ 2 years
                    • 15 day(s).
                  • tenure ≥ 4 years
                    • 15 day(s).
                  • tenure ≥ 5 years
                    • 15 day(s).
                  • tenure ≥ 10 years
                    • 15 day(s).
                  • tenure ≥ 20 years
                    • 15 day(s).

                  Pay in lieu of notice: No

                  Notification to the public administration: No

                  Remarks:
                  • No general obligation to notify the administration.
                    However, notification is requested in some specific cases as provided by art. 64 LC:
                    Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

                  Notification to workers' representatives: No

                  Approval by public administration or judicial bodies: No

                  Approval by workers' representatives: No

                  + show references

                  Notification to the worker to be dismissed: written

                  Remarks:
                  • - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
                    - Dismissal for subjective reasons:art. 74 LC.

                  Notice period:
                  Remarks:
                  • See art. 73 LC:
                    When the dismissal is based on the following grounds:
                    - physical or mental inability to work;
                    - professional inadequacy;
                    - redundancy (objective reasons);
                    the employees hall have the right to a notice of at least 15 working days.
                    This does not apply to the dismissal of worker under a probationary period, when the dismissal is based on professional inadequacy.
                    No notice shall be observed when the dismissal is based on disciplinary grounds.
                    • tenure ≥ 6 months
                      • 15 day(s).
                    • tenure ≥ 9 months
                      • 15 day(s).
                    • tenure ≥ 2 years
                      • 15 day(s).
                    • tenure ≥ 4 years
                      • 15 day(s).
                    • tenure ≥ 5 years
                      • 15 day(s).
                    • tenure ≥ 10 years
                      • 15 day(s).
                    • tenure ≥ 20 years
                      • 15 day(s).

                    Pay in lieu of notice: No

                    Notification to the public administration: No

                    Remarks:
                    • No general obligation to notify the administration.
                      However, notification is requested in some specific cases as provided by art. 64 LC:
                      Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.

                    Notification to workers' representatives: No

                    Approval by public administration or judicial bodies: No

                    Approval by workers' representatives: No