Build a global team in minutes
Get expert helpMoldova might not have been your first pick for international hiring, but it’s quickly earning a spot on the global stage. The country boasts competitive salaries, a tech-savvy talent pool, and a growing appetite for innovation, but the hiring process can feel like a maze.
This guide helps you cut through that complexity. Whether you’re building a remote team or expanding into Eastern Europe, here’s how to legally hire and pay employees in Moldova without getting buried in the bureaucracy.
First things first: what you need to hire legally
You’ll need to either set up a legal entity or work with an Employer of Record (EOR). If hiring directly, you’ll sign a written employment contract that includes all the standard terms, and register the hire with CNAS, CNAM, and the State Labour Inspectorate before day one.
Hiring foreign nationals: permits and timelines
Hiring locals is straightforward. Hiring foreign nationals requires work authorization and a temporary residence permit. You’ll need their contract, housing details, proof of experience, and a clean criminal record. The full process usually takes 30–45 business days.
Picking the right employment contract
Moldovan labor law gives you two options: indefinite-term contracts, which are the standard and most flexible, and fixed-term contracts, which must be justified and are capped at five years.
What onboarding looks like
Onboarding isn’t just a handshake and a start date. You’ll need to provide a job description, define a probation period (up to 3 months or 6 for managers), and meet Moldova’s minimum wage—expected to remain around MDL4,000 (roughly US$220) in 2025.
Setting up payroll and compensation in Moldova
Payroll in Moldova runs on strict schedules and contributions. Here’s what you need to know to get it right.
Salary and contributions break down
Both you and your employees contribute to payroll taxes.
- Employees pay 6% social security, 9% health insurance, and a flat 12% income tax.
- Employers pay 18% social security and 4.5% health insurance.
If someone’s making MDL10,000/month, their take-home pay will be about MDL7,300. Submit all payments monthly to avoid penalties.
Managing payroll: in-house or outsourced?
If you’ve got a local team and legal entity, running payroll in-house can work. If not, an EOR can handle contracts, tax filings, salary payments, and compliance so you don’t have to worry about local registrations or mistakes.
Moldova’s payroll cycle in practice
You’re required to pay at least once a month, but here’s how most employers structure it:
- By the 25th. Calculate and confirm salary amounts.
- By the end of the month. Process deductions and payroll.
- By the 5th of next month. Transfer salaries to employee bank accounts.
All payments must go through Moldovan bank transfers—no cash allowed.
Staying compliant after onboarding
Compliance doesn’t stop after onboarding. You’ll need to manage leave policies, working hours, and local holidays.
Employees are entitled to 28 days of paid vacation per year. Sick leave is split: you pay the first five days, the state covers the rest. Maternity leave runs up to 126 days. Moldova also observes 14 public holidays, and if those land on workdays, they must be paid.
As for terminations, you’ll need legal grounds and a written notice, typically 14 calendar days. Severance pay usually ranges from one to two months’ salary depending on the situation.
FAQs
What is the minimum wage in Moldova?
The minimum wage is 4,000 MDL per month.
Can I pay employees in Moldova in foreign currency?
No. All wages must be paid in Moldovan leu (MDL) and deposited into a local bank account.
How long does it take to obtain a foreign work permit in Moldova?
Expect a processing time of 30–45 business days.
Can I pay employees in cash in Moldova?
No. Cash wage payments are not allowed.
How can I pay a remote employee in Moldova if I don’t have a local entity?
Use an Employer of Record. It handles compliant hiring, payroll, and administration without requiring you to set up a local company.
Tips and resources for a smooth process
Want fewer delays?
- Sign and register contracts before day one.
- Submit immigration paperwork early.
- Match your payroll schedule with Moldovan legal timelines.
Using EOR support to hire in Moldova
An employer of record acts as the legal employer for your Moldovan hires. It’s how you scale internationally without opening new offices or getting lost in compliance.
Your EOR takes care of contracts, payroll, taxes, and HR admin. You stay focused on growth, your employees get a smooth experience, and everyone wins.
For more context, explore Global Hiring and Pay resources.
Hiring in Moldova doesn’t have to be complicated
When you know the rules and follow the steps, Moldova becomes a smart place to grow your team. The cost advantage is clear. The workforce is skilled. And with the right partner, you don’t have to learn tax law to tap into it.
Start by mapping your hiring model, entity or EOR. Then line up your documents, timelines, and processes. Smooth hiring is all about preparation.
How Pebl helps you hire and pay in Moldova
When you’re ready to hire in Moldova, Pebl makes it painless. Our global employer of record service lets you hire local talent with our Moldova EOR and 185+ countries worldwide without the burden of setting up a separate legal entity. With our local expertise, you can onboard talent in days instead of weeks and months.
We handle contracts, work permits, payroll, and compliance so you can focus on the work that moves your business forward. And your new hire? They get a seamless, day-one-ready experience.
Ready to hire in Moldova without the hassle? Let’s talk.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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