{"id":569,"date":"2026-11-12T16:00:00","date_gmt":"2026-11-12T16:00:00","guid":{"rendered":"https:\/\/adesman.ro\/?p=569"},"modified":"2026-11-11T16:30:07","modified_gmt":"2026-11-11T16:30:07","slug":"romanya-isten-cikarma-isverenler-icin-rehber","status":"publish","type":"post","link":"https:\/\/adesman.ro\/tr\/concedierea-salariatilor-romania-ghid-angajatori\/","title":{"rendered":"Romanya\u2019da i\u015f\u00e7ilerin i\u015ften \u00e7\u0131kar\u0131lmas\u0131: i\u015fverenler ve yabanc\u0131 \u015firketlerin ba\u011fl\u0131 \u015firketleri i\u00e7in rehber"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Companiile obi\u0219nuite cu dreptul muncii german, austriac sau francez \u00eentreab\u0103 de obicei c\u00e2t dureaz\u0103 preavizul (\u201eK\u00fcndigungsfrist\u201d), cine trebuie informat \u0219i c\u00e2t de mare este riscul ca instan\u021ba s\u0103 anuleze concedierea. Dreptul rom\u00e2n nu permite concedierea f\u0103r\u0103 motiv: angajatorul poate pune cap\u0103t contractului doar \u00een cazurile prev\u0103zute de lege, cu o procedur\u0103 strict\u0103, iar o gre\u0219eal\u0103 de form\u0103 poate duce la anularea concedierii.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Regulile sunt \u00een Legea nr. 53\/2003 \u2013 Codul muncii, republicat\u0103, cu modific\u0103rile \u0219i complet\u0103rile ulterioare (\u201eCodul muncii\u201d). \u00cen 2025 \u0219i 2026, Codul muncii a fost modificat de mai multe ori, \u00eens\u0103 dispozi\u021biile privind concedierea (art. 58\u201380) au r\u0103mas, \u00een esen\u021b\u0103, neschimbate. Pentru angajatorii de lucr\u0103tori str\u0103ini conteaz\u0103 Ordonan\u021ba de urgen\u021b\u0103 a Guvernului nr. 32\/2026 privind accesul str\u0103inilor pe pia\u021ba muncii din Rom\u00e2nia (\u201eOUG nr. 32\/2026\u201d), care a introdus dou\u0103 cazuri noi de \u00eencetare de drept.<\/p>\n\n\n\n<aside class=\"tldr\" data-adesman aria-labelledby=\"tldr1\"><div class=\"tldr__head\"><p class=\"tldr__title\" id=\"tldr1\">Pe scurt<\/p><\/div><ul class=\"tldr__list\" role=\"list\"><li style=\"--i:0\"><svg class=\"tldr__tick\" viewBox=\"0 0 20 20\" aria-hidden=\"true\"><path d=\"M4.5 10.5l3.6 3.6L15.5 6\"\/><\/svg><span>Contractul de munc\u0103 \u00eenceteaz\u0103 de drept, prin acordul p\u0103r\u021bilor sau prin voin\u021ba unilateral\u0103 a unei p\u0103r\u021bi, \u00een cazurile prev\u0103zute de lege (art. 55).<\/span><\/li><li style=\"--i:1\"><svg class=\"tldr__tick\" viewBox=\"0 0 20 20\" aria-hidden=\"true\"><path d=\"M4.5 10.5l3.6 3.6L15.5 6\"\/><\/svg><span>Concedierea poate avea la baz\u0103 motive care \u021bin de persoana salariatului (art. 61) sau desfiin\u021barea efectiv\u0103 a postului, cu o cauz\u0103 real\u0103 \u0219i serioas\u0103 (art. 65).<\/span><\/li><li style=\"--i:2\"><svg class=\"tldr__tick\" viewBox=\"0 0 20 20\" aria-hidden=\"true\"><path d=\"M4.5 10.5l3.6 3.6L15.5 6\"\/><\/svg><span>Preavizul minim este de 20 de zile lucr\u0103toare, dar nu se acord\u0103 \u00een toate cazurile, de exemplu la concedierea disciplinar\u0103 (art. 75).<\/span><\/li><li style=\"--i:3\"><svg class=\"tldr__tick\" viewBox=\"0 0 20 20\" aria-hidden=\"true\"><path d=\"M4.5 10.5l3.6 3.6L15.5 6\"\/><\/svg><span>Decizia se emite \u00een scris, motivat\u0103 \u00een fapt \u0219i \u00een drept, sub sanc\u021biunea nulit\u0103\u021bii absolute (art. 62, 76).<\/span><\/li><li style=\"--i:4\"><svg class=\"tldr__tick\" viewBox=\"0 0 20 20\" aria-hidden=\"true\"><path d=\"M4.5 10.5l3.6 3.6L15.5 6\"\/><\/svg><span>Dac\u0103 instan\u021ba anuleaz\u0103 concedierea, angajatorul pl\u0103te\u0219te desp\u0103gubiri \u0219i, la cerere, reintegreaz\u0103 salariatul (art. 80).<\/span><\/li><\/ul><\/aside>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"1-cum-poate-inceta-contractul-de-munca\">1. Cum poate \u00eenceta contractul de munc\u0103<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Art. 55 din Codul muncii prevede trei modalit\u0103\u021bi de \u00eencetare a contractului individual de munc\u0103:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>de drept, \u00een cazurile din art. 56 alin. (1), de exemplu la expirarea contractului pe durat\u0103 determinat\u0103 sau la retragerea avizelor necesare exercit\u0103rii profesiei; angajatorul constat\u0103 \u00eencetarea printr-o decizie scris\u0103, \u00een 5 zile lucr\u0103toare [art. 56 alin. (2)];<\/li>\n\n\n<li>prin acordul p\u0103r\u021bilor, la data convenit\u0103 de acestea;<\/li>\n\n\n<li>prin voin\u021ba unilateral\u0103 a uneia dintre p\u0103r\u021bi: demisia sau concedierea, aceasta din urm\u0103 numai \u00een cazurile prev\u0103zute expres \u0219i limitativ de lege.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Concedierea este \u00eencetarea contractului din ini\u021biativa angajatorului (art. 58). Demisia nu poate fi refuzat\u0103; salariatul respect\u0103 un preaviz de cel mult 20 de zile lucr\u0103toare pentru func\u021biile de execu\u021bie \u0219i de cel mult 45 de zile lucr\u0103toare pentru func\u021biile de conducere (art. 81). Fiecare temei de concediere are o procedur\u0103 proprie, iar motivul nu poate fi schimbat ulterior.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"2-cand-nu-puteti-concedia-interdictiile-din-art-59-si-60\">2. C\u00e2nd nu pute\u021bi concedia: interdic\u021biile din art. 59 \u0219i 60<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Art. 59 interzice concedierea pe criterii discriminatorii \u0219i pentru exercitarea drepturilor sindicale sau a dreptului la grev\u0103. Art. 60 alin. (1) stabile\u0219te perioade \u00een care concedierea nu poate fi dispus\u0103, indiferent de motiv:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>incapacitatea temporar\u0103 de munc\u0103 atestat\u0103 prin certificat medical;<\/li>\n\n\n<li>pe durata suspend\u0103rii activit\u0103\u021bii ca urmare a instituirii carantinei;<\/li>\n\n\n<li>sarcina, dac\u0103 angajatorul a luat cuno\u0219tin\u021b\u0103 de aceasta \u00eenainte de emiterea deciziei, \u0219i concediul de maternitate;<\/li>\n\n\n<li>concediul pentru cre\u0219terea copilului de p\u00e2n\u0103 la 2 ani (3 ani pentru copilul cu handicap) \u0219i concediul pentru \u00eengrijirea copilului bolnav de p\u00e2n\u0103 la 7 ani (18 ani pentru copilul cu handicap, pentru afec\u021biuni intercurente);<\/li>\n\n\n<li>concediul de odihn\u0103, concediul paternal, concediul de \u00eengrijitor \u0219i absen\u021ba pentru urgen\u021be familiale (art. 152^2).<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Interdic\u021biile nu se aplic\u0103 \u00een cazul concedierii determinate de reorganizarea judiciar\u0103, falimentul sau dizolvarea angajatorului [art. 60 alin. (2)]. Legi speciale privind protec\u021bia maternit\u0103\u021bii \u0219i concediile pentru cre\u0219terea copilului pot extinde protec\u021bia \u0219i dup\u0103 revenirea la munc\u0103.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"3-concedierea-pentru-motive-care-tin-de-persoana-salariatului\">3. Concedierea pentru motive care \u021bin de persoana salariatului<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Art. 61 permite concedierea \u00een patru situa\u021bii:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>lit. a): abatere grav\u0103 sau abateri repetate de la disciplina muncii, ca sanc\u021biune disciplinar\u0103;<\/li>\n\n\n<li>lit. b): arestul preventiv sau la domiciliu mai mare de 30 de zile;<\/li>\n\n\n<li>lit. c): inaptitudinea fizic\u0103 \u0219i\/sau psihic\u0103, constatat\u0103 de organele competente de expertiz\u0103 medical\u0103;<\/li>\n\n\n<li>lit. d): necorespunderea profesional\u0103.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cen cazurile de la lit. b)\u2013d), decizia se emite \u00een 30 de zile calendaristice de la constatarea cauzei [art. 62 alin. (1)]. Pentru lit. c) \u0219i d), angajatorul trebuie mai \u00eent\u00e2i s\u0103 propun\u0103 salariatului alte locuri de munc\u0103 vacante compatibile sau, \u00een lipsa lor, s\u0103 solicite sprijinul agen\u021biei teritoriale pentru ocuparea for\u021bei de munc\u0103 (\u201eAJOFM\u201d). Salariatul are 3 zile lucr\u0103toare pentru a-\u0219i da acordul \u00een scris (art. 64).<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"concedierea-disciplinara-si-cercetarea-prealabila\">Concedierea disciplinar\u0103 \u0219i cercetarea prealabil\u0103<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Concedierea pentru abatere disciplinar\u0103 se poate dispune numai dup\u0103 cercetarea disciplinar\u0103 prealabil\u0103 [art. 63 alin. (1)]. Procedura (art. 251 \u0219i 252):<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>cercetarea este efectuat\u0103 de o persoan\u0103 sau o comisie desemnat\u0103 de angajator ori de un consultant extern specializat \u00een legisla\u021bia muncii (de exemplu, un avocat);<\/li>\n\n\n<li>salariatul este convocat \u00een scris, cu indicarea obiectului, a datei, a orei \u0219i a locului; dac\u0103 nu se prezint\u0103 f\u0103r\u0103 un motiv obiectiv, poate fi sanc\u021bionat f\u0103r\u0103 cercetare;<\/li>\n\n\n<li>salariatul \u00ee\u0219i poate formula ap\u0103rarea \u0219i poate fi asistat de un consultant extern sau de un reprezentant al sindicatului;<\/li>\n\n\n<li>decizia se emite \u00een 30 de zile calendaristice de la data la care angajatorul a luat cuno\u0219tin\u021b\u0103 de abatere, dar nu mai t\u00e2rziu de 6 luni de la s\u0103v\u00e2r\u0219irea faptei, \u0219i se comunic\u0103 \u00een cel mult 5 zile calendaristice [art. 252 alin. (1) \u0219i (3)];<\/li>\n\n\n<li>decizia cuprinde, sub sanc\u021biunea nulit\u0103\u021bii absolute, descrierea faptei, prevederile \u00eenc\u0103lcate, motivele \u00eenl\u0103tur\u0103rii ap\u0103r\u0103rilor, temeiul de drept, termenul de contestare \u0219i instan\u021ba competent\u0103 [art. 252 alin. (2)].<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Sanc\u021biunea trebuie s\u0103 fie propor\u021bional\u0103 cu gravitatea faptei, \u00een raport cu criteriile din art. 250 (\u00eemprejur\u0103ri, vinov\u0103\u021bie, consecin\u021be, comportament general, sanc\u021biuni anterioare).<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"necorespunderea-profesionala-si-evaluarea-prealabila\">Necorespunderea profesional\u0103 \u0219i evaluarea prealabil\u0103<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Concedierea pentru necorespundere profesional\u0103 se poate dispune numai dup\u0103 evaluarea prealabil\u0103 a salariatului, potrivit procedurii stabilite prin contractul colectiv de munc\u0103 aplicabil sau, \u00een lipsa acestuia, prin regulamentul intern [art. 63 alin. (2)].<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"4-concedierea-pentru-motive-care-nu-tin-de-persoana-salariatului\">4. Concedierea pentru motive care nu \u021bin de persoana salariatului<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Art. 65 permite concedierea determinat\u0103 de desfiin\u021barea locului de munc\u0103 ocupat de salariat, din unul sau mai multe motive f\u0103r\u0103 leg\u0103tur\u0103 cu persoana acestuia. Desfiin\u021barea trebuie s\u0103 fie efectiv\u0103 \u0219i s\u0103 aib\u0103 o cauz\u0103 real\u0103 \u0219i serioas\u0103 [art. 65 alin. (2)]. \u00cen practic\u0103, instan\u021bele verific\u0103 dac\u0103 postul a disp\u0103rut din organigram\u0103 \u0219i nu a fost recreat sub alt\u0103 denumire, cu acelea\u0219i atribu\u021bii, \u0219i dac\u0103 exist\u0103 o cauz\u0103 obiectiv\u0103 \u0219i documentat\u0103, de exemplu sc\u0103derea activit\u0103\u021bii sau externalizarea unui serviciu.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pentru filialele grupurilor str\u0103ine, decizia luat\u0103 la nivelul grupului trebuie transpus\u0103 \u00eentr-o hot\u0103r\u00e2re a organului de conducere al societ\u0103\u021bii rom\u00e2ne\u0219ti, cu motivarea economic\u0103 \u0219i noua organigram\u0103. Salaria\u021bii concedia\u021bi pot primi compensa\u021bii, \u00een condi\u021biile legii \u0219i ale contractului colectiv de munc\u0103 aplicabil (art. 67).<\/p>\n\n\n\n<p class=\"adesman-cta-lead wp-block-paragraph\">Preg\u0103ti\u021bi o reorganizare sau o concediere individual\u0103? Verific\u0103m temeiul, documentele interne \u0219i calendarul procedurii \u00eenainte de emiterea deciziilor.<\/p>\n\n\n<p class=\"cta-line\"><a class=\"btn\" href=\"https:\/\/adesman.ro\/ro\/contact\/\"><span class=\"btn__label\">Programa\u021bi o discu\u021bie<\/span><span class=\"btn__icon\" aria-hidden=\"true\"><svg viewBox=\"0 0 24 24\"><path d=\"M5 12h13M13 6l6 6-6 6\"\/><\/svg><\/span><\/a><\/p>\n\n\n<h2 class=\"wp-block-heading\" id=\"5-concedierea-colectiva-praguri-si-procedura\">5. Concedierea colectiv\u0103: praguri \u0219i procedur\u0103<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Concedierea colectiv\u0103 este concedierea, \u00eentr-o perioad\u0103 de 30 de zile calendaristice, din motive care nu \u021bin de persoana salariatului, a unui num\u0103r de [art. 68 alin. (1)]:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>cel pu\u021bin 10 salaria\u021bi, dac\u0103 angajatorul are mai mult de 20 \u0219i mai pu\u021bin de 100 de salaria\u021bi;<\/li>\n\n\n<li>cel pu\u021bin 10% din salaria\u021bi, dac\u0103 angajatorul are cel pu\u021bin 100, dar mai pu\u021bin de 300 de salaria\u021bi;<\/li>\n\n\n<li>cel pu\u021bin 30 de salaria\u021bi, dac\u0103 angajatorul are cel pu\u021bin 300 de salaria\u021bi.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">La calcul se iau \u00een considerare \u0219i contractele \u00eencetate din ini\u021biativa angajatorului pentru motive care nu \u021bin de persoana salariatului, cu condi\u021bia existen\u021bei a cel pu\u021bin 5 concedieri [art. 68 alin. (2)]. Procedura are mai multe etape:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>consultarea sindicatului sau a reprezentan\u021bilor salaria\u021bilor \u0219i notificarea scris\u0103 a inten\u021biei de concediere, cu motivele, num\u0103rul \u0219i categoriile de salaria\u021bi, criteriile de prioritate \u0219i compensa\u021biile (art. 69);<\/li>\n\n\n<li>transmiterea, \u00een aceea\u0219i zi, c\u0103tre Inspectoratul Teritorial de Munc\u0103 (\u201eITM\u201d) \u0219i AJOFM, a unei copii a notific\u0103rii privind inten\u021bia de a efectua concedieri colective \u0219i ini\u021bierea consult\u0103rilor cu sindicatul sau cu reprezentan\u021bii salaria\u021bilor (art. 70);<\/li>\n\n\n<li>propunerile sindicatului sau ale reprezentan\u021bilor, \u00een 10 zile calendaristice, \u0219i r\u0103spunsul motivat al angajatorului, \u00een 5 zile calendaristice (art. 71);<\/li>\n\n\n<li>notificarea final\u0103 c\u0103tre ITM \u0219i AJOFM, cu cel pu\u021bin 30 de zile calendaristice \u00eenainte de emiterea deciziilor; ITM poate reduce sau prelungi termenul ori am\u00e2na emiterea deciziilor cu cel mult 10 zile calendaristice (art. 72 \u0219i 73).<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Obliga\u021biile se aplic\u0103 \u0219i c\u00e2nd decizia este luat\u0103 de societatea care controleaz\u0103 angajatorul; filiala nu se poate ap\u0103ra invoc\u00e2nd lipsa informa\u021biilor de la societatea-mam\u0103 (art. 69). Salaria\u021bii concedia\u021bi colectiv au prioritate la reangajare timp de 45 de zile calendaristice (art. 74).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"6-preavizul\">6. Preavizul<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Salaria\u021bii concedia\u021bi pentru inaptitudine fizic\u0103 sau psihic\u0103, pentru necorespundere profesional\u0103 sau pentru desfiin\u021barea postului (art. 61 lit. c) \u0219i d), art. 65 \u0219i 66) au dreptul la un preaviz de cel pu\u021bin 20 de zile lucr\u0103toare [art. 75 alin. (1)]. Preavizul nu se acord\u0103:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la concedierea disciplinar\u0103 [art. 61 lit. a)];<\/li>\n\n\n<li>la concedierea pentru arest preventiv sau la domiciliu [art. 61 lit. b)];<\/li>\n\n\n<li>la concedierea pentru necorespundere profesional\u0103 \u00een perioada de prob\u0103 [art. 75 alin. (2)].<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Dac\u0103 \u00een perioada de preaviz contractul este suspendat, de exemplu prin concediu medical, preavizul se suspend\u0103 corespunz\u0103tor [art. 75 alin. (3)]. Potrivit Deciziei \u00ceCCJ nr. 8\/2024 (recurs \u00een interesul legii), preavizul curge din ziua urm\u0103toare comunic\u0103rii notific\u0103rii.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"7-decizia-de-concediere-continut-si-comunicare\">7. Decizia de concediere: con\u021binut \u0219i comunicare<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Decizia se emite \u00een scris \u0219i trebuie motivat\u0103 \u00een fapt \u0219i \u00een drept, sub sanc\u021biunea nulit\u0103\u021bii absolute; ea indic\u0103 termenul \u00een care poate fi contestat\u0103 \u0219i instan\u021ba competent\u0103 [art. 62 alin. (3)]. Art. 76 adaug\u0103 con\u021binutul obligatoriu:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>motivele care determin\u0103 concedierea;<\/li>\n\n\n<li>durata preavizului;<\/li>\n\n\n<li>criteriile de stabilire a ordinii de prioritate, numai \u00een cazul concedierii colective;<\/li>\n\n\n<li>lista tuturor locurilor de munc\u0103 disponibile \u00een unitate \u0219i termenul \u00een care salaria\u021bii pot opta, \u00een cazurile prev\u0103zute de art. 64.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Decizia produce efecte de la comunicare (art. 77). Comunicarea se face prin predare sub semn\u0103tur\u0103 sau, \u00een caz de refuz, prin scrisoare recomandat\u0103 ori prin executor judec\u0103toresc. Concedierea dispus\u0103 cu nerespectarea procedurii legale este lovit\u0103 de nulitate absolut\u0103 (art. 78), iar \u00een instan\u021b\u0103 angajatorul nu poate invoca alte motive de fapt sau de drept dec\u00e2t cele precizate \u00een decizie (art. 79).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"8-contestarea-concedierii-in-instanta\">8. Contestarea concedierii \u00een instan\u021b\u0103<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Contesta\u021bia se judec\u0103 de tribunal, \u00een termenele din art. 268 alin. (1):<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>45 de zile calendaristice de la data la care salariatul a luat cuno\u0219tin\u021b\u0103 de m\u0103sura privind \u00eencetarea contractului [lit. a), \u00een forma modificat\u0103 prin Legea nr. 269\/2021];<\/li>\n\n\n<li>30 de zile calendaristice de la comunicare, pentru decizia de sanc\u021bionare disciplinar\u0103 [lit. b) \u0219i art. 252 alin. (5)]; la concedierea disciplinar\u0103, este prudent s\u0103 se \u021bin\u0103 cont de acest termen.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Sarcina probei revine angajatorului, care dovede\u0219te legalitatea procedurii \u0219i temeinicia motivelor (art. 272). Dac\u0103 instan\u021ba constat\u0103 c\u0103 concedierea a fost netemeinic\u0103 sau nelegal\u0103, o anuleaz\u0103 \u0219i oblig\u0103 angajatorul la plata unei desp\u0103gubiri egale cu salariile indexate, majorate \u0219i reactualizate \u0219i cu celelalte drepturi de care ar fi beneficiat salariatul [art. 80 alin. (1)]. La cererea salariatului, instan\u021ba repune p\u0103r\u021bile \u00een situa\u021bia anterioar\u0103, adic\u0103 dispune reintegrarea [art. 80 alin. (2)]. Dac\u0103 salariatul nu cere reintegrarea, contractul \u00eenceteaz\u0103 de drept la data r\u0103m\u00e2nerii definitive a hot\u0103r\u00e2rii [art. 80 alin. (3)].<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"9-acordul-partilor-ca-alternativa\">9. Acordul p\u0103r\u021bilor ca alternativ\u0103<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cencetarea prin acordul p\u0103r\u021bilor [art. 55 lit. b)] nu presupune motivare, preaviz sau procedur\u0103 prealabil\u0103 \u0219i nu este supus\u0103 interdic\u021biilor din art. 60. De regul\u0103, angajatorul ofer\u0103 o plat\u0103 compensatorie, negociat\u0103 \u00een func\u021bie de vechime \u0219i de riscul unui litigiu.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un acord semnat sub presiune poate fi contestat pentru vicii de consim\u021b\u0103m\u00e2nt. Recomand\u0103m un document scris care s\u0103 indice data \u00eencet\u0103rii, suma \u0219i termenul de plat\u0103, regimul concediului de odihn\u0103 neefectuat \u0219i o clauz\u0103 de confiden\u021bialitate. Salariatul trebuie informat c\u0103 nu va beneficia de indemniza\u021bie de \u0219omaj. Tratamentul fiscal al pl\u0103\u021bii compensatorii trebuie verificat \u00eenainte de semnare.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"10-salariatii-straini-si-documentele-interne\">10. Salaria\u021bii str\u0103ini \u0219i documentele interne<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Pentru salaria\u021bii cet\u0103\u021beni ai unor state din afara Uniunii Europene, \u00eencetarea contractului are consecin\u021be asupra dreptului de \u0219edere. OUG nr. 32\/2026 a introdus \u00een art. 56 alin. (1) din Codul muncii dou\u0103 cazuri noi de \u00eencetare de drept: respingerea cererii unice, \u00een sensul Ordonan\u021bei de urgen\u021b\u0103 a Guvernului nr. 194\/2002 privind regimul str\u0103inilor \u00een Rom\u00e2nia (\u201eOUG nr. 194\/2002\u201d) [lit. k)], \u0219i constatarea de c\u0103tre Inspectoratul General pentru Imigr\u0103ri (\u201eIGI\u201d) a \u0219ederii ilegale a str\u0103inului [lit. l)]. La \u00eencetarea contractului, angajatorul notific\u0103 IGI \u0219i agen\u021bia de plasare \u00een termenul prev\u0103zut de OUG nr. 32\/2026. Detaliile sunt prezentate \u00een articolul nostru despre <a href=\"https:\/\/adesman.ro\/ro\/angajare-cetateni-straini-romania-oug-32-2026\/\">angajarea cet\u0103\u021benilor str\u0103ini dup\u0103 OUG nr. 32\/2026<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Orice concediere se sprijin\u0103 pe documentele interne. Regulamentul intern (\u201eROI\u201d) trebuie s\u0103 con\u021bin\u0103 regulile de disciplin\u0103, abaterile, procedura disciplinar\u0103 \u0219i criteriile de evaluare profesional\u0103 (art. 242). Fi\u0219a postului descrie atribu\u021biile fa\u021b\u0103 de care se apreciaz\u0103 abaterea sau necorespunderea profesional\u0103.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ce-trebuie-sa-faceti\">Ce trebuie s\u0103 face\u021bi<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Stabili\u021bi temeiul legal \u0219i verifica\u021bi dac\u0103 salariatul se afl\u0103 \u00eentr-una dintre situa\u021biile din art. 60.<\/li>\n\n\n<li>Actualiza\u021bi ROI, procedura de evaluare \u0219i fi\u0219ele posturilor.<\/li>\n\n\n<li>La o abatere, documenta\u021bi fapta imediat \u0219i respecta\u021bi termenele din art. 252.<\/li>\n\n\n<li>La o reorganizare, adopta\u021bi hot\u0103r\u00e2rea \u0219i noua organigram\u0103 \u00eenainte de decizii \u0219i verifica\u021bi pragurile concedierii colective.<\/li>\n\n\n<li>Redacta\u021bi decizia de concediere cu toate men\u021biunile din art. 62 \u0219i 76 \u0219i p\u0103stra\u021bi dovada comunic\u0103rii.<\/li>\n\n\n<li>Pentru salaria\u021bii str\u0103ini, notifica\u021bi IGI \u00een termen.<\/li>\n\n\n<li>Evalua\u021bi varianta acordului p\u0103r\u021bilor \u0219i costul unui litigiu.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"intrebari-frecvente\">\u00centreb\u0103ri frecvente<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"care-este-termenul-de-preaviz-la-concediere-in-romania\">Care este termenul de preaviz la concediere \u00een Rom\u00e2nia?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Cel pu\u021bin 20 de zile lucr\u0103toare la concedierea pentru inaptitudine, necorespundere profesional\u0103 sau desfiin\u021barea postului (art. 75). La concedierea disciplinar\u0103 nu se acord\u0103 preaviz.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"poate-fi-concediat-un-salariat-fara-motiv\">Poate fi concediat un salariat f\u0103r\u0103 motiv?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Nu. Concedierea este permis\u0103 numai pentru motivele prev\u0103zute de Codul muncii. F\u0103r\u0103 motiv, contractul poate \u00eenceta doar prin acordul p\u0103r\u021bilor.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"se-poate-concedia-un-salariat-aflat-in-concediu-medical\">Se poate concedia un salariat aflat \u00een concediu medical?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Nu. Art. 60 alin. (1) lit. a) interzice concedierea pe durata incapacit\u0103\u021bii temporare de munc\u0103 atestate prin certificat medical. Excep\u021bie fac reorganizarea judiciar\u0103, falimentul \u0219i dizolvarea.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"in-cat-timp-poate-fi-contestata-decizia-de-concediere\">\u00cen c\u00e2t timp poate fi contestat\u0103 decizia de concediere?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Termenul general este de 45 de zile calendaristice de la data la care salariatul a luat cuno\u0219tin\u021b\u0103 de m\u0103sur\u0103. Pentru decizia de sanc\u021bionare disciplinar\u0103, termenul este de 30 de zile calendaristice de la comunicare.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"ce-risca-angajatorul-daca-instanta-anuleaza-concedierea\">Ce risc\u0103 angajatorul dac\u0103 instan\u021ba anuleaz\u0103 concedierea?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Plata salariilor indexate, majorate \u0219i reactualizate de la concediere \u0219i, la cererea salariatului, reintegrarea (art. 80).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Adesman &amp; Asocia\u021bii asist\u0103 angajatori din Rom\u00e2nia \u0219i filiale ale companiilor str\u0103ine \u00een concedieri individuale \u0219i colective, reorganiz\u0103ri, negocierea acordurilor de \u00eencetare \u0219i litigii de munc\u0103. Afla\u021bi mai multe despre practica noastr\u0103 de <a href=\"https:\/\/adesman.ro\/ro\/dreptul-muncii\/\">dreptul muncii<\/a> \u0219i despre noile obliga\u021bii privind <a href=\"https:\/\/adesman.ro\/ro\/transparenta-salariala-directiva-2023-970-angajatori\/\">transparen\u021ba salarial\u0103<\/a>.<\/p>\n\n\n\n<p class=\"adesman-cta-lead wp-block-paragraph\">Ave\u021bi de luat o decizie de concediere sau de reorganizare? Discuta\u021bi cu echipa noastr\u0103 de dreptul muncii.<\/p>\n\n\n<p class=\"cta-line\"><a class=\"btn\" href=\"https:\/\/adesman.ro\/ro\/contact\/\"><span class=\"btn__label\">Contacta\u021bi-ne<\/span><span class=\"btn__icon\" aria-hidden=\"true\"><svg viewBox=\"0 0 24 24\"><path d=\"M5 12h13M13 6l6 6-6 6\"\/><\/svg><\/span><\/a><\/p>\n\n\n<p class=\"wp-block-paragraph\"><em>Materialul are caracter exclusiv informativ \u0219i general \u0219i nu reprezint\u0103 consultan\u021b\u0103 juridic\u0103. Regimul juridic aplicabil trebuie analizat \u00een func\u021bie de situa\u021bia concret\u0103 a fiec\u0103rui raport de munc\u0103 \u0219i de legisla\u021bia \u00een vigoare la data analizei.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Romanya \u0130\u015f Kanunu\u2019na g\u00f6re i\u015ften \u00e7\u0131karma: nedenler, disiplin soru\u015fturmas\u0131, bildirim s\u00fcresi, toplu i\u015ften \u00e7\u0131karma, fesih karar\u0131, itiraz ve taraflar\u0131n anla\u015fmas\u0131.<\/p>","protected":false},"author":3,"featured_media":571,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[70],"tags":[],"class_list":["post-569","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-dreptul-muncii"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Concedierea salaria\u021bilor \u00een Rom\u00e2nia: ghid pentru angajatori<\/title>\n<meta name=\"description\" content=\"Concedierea \u00een Rom\u00e2nia dup\u0103 Codul muncii: motive, cercetare disciplinar\u0103, preaviz, concediere colectiv\u0103, decizia de concediere, contestare \u0219i acordul p\u0103r\u021bilor.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/adesman.ro\/tr\/romanya-isten-cikarma-isverenler-icin-rehber\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Concedierea salaria\u021bilor \u00een Rom\u00e2nia: ghid pentru angajatori\" \/>\n<meta property=\"og:description\" content=\"Concedierea \u00een Rom\u00e2nia dup\u0103 Codul muncii: motive, cercetare disciplinar\u0103, preaviz, concediere colectiv\u0103, decizia de concediere, contestare \u0219i acordul p\u0103r\u021bilor.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/adesman.ro\/tr\/romanya-isten-cikarma-isverenler-icin-rehber\/\" \/>\n<meta property=\"og:site_name\" content=\"Adesman &amp; 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