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How to hire remote employees in
Hiring in Moldova can be confusing, but it’s easier when you know what you’re doing. If you want to hire remote talent in Moldova, you have two options: Hire people as contractors, or hire them as employees.
If you want to successfully hire in
Moldova
, you have two options:
Laws about hiring contractors are significantly more simple in
Moldova
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Moldova
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Moldova
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Moldova
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Moldova
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Moldova than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Moldova.
In Andorra, employees typically receive 28 days of paid vacation each year.
There are 11 public holidays.
Employees are entitled to a specific amount of sick days.
A proper medical certificate must be provided to the employer by the employee. During the first five days of sick leave, the company compensates the employee, and from the sixth day on, a social security payment is provided.
Female employees are entitled to:
Employees are also eligible for partially paid maternity leave until the child is 3.
The father receives a portion of the female employee's maternity benefit either after the kid is born or after the female employee returns to work.
Beginning six weeks after the birth, the child's father, or the mother's spouse or partner, has the option of taking the balance of the mother's maternity leave.
The father is entitled to 14 days of paternity leave when his child is born. He may request the leave within 56 days of the birth and provide a copy of the birth certificate.
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Employee are entitled to bereavement leave, if the employees who have worked for an employer for a continuous 6 month period:
Employers must have valid legal grounds and provide the requisite notice of termination before terminating an employee.
The employer and employee agree otherwise, a written notice must be given at least 30 days prior to the date of termination of employment.
The Severance Pay should not be less than three months' worth of average monthly earnings free of taxes and contributions in the preceding semester.
Probation period is shall not exceed 6 months.
The standard work in Moldova is 40 hours but it sometimes reduced by collective bargaining agreement terms. If the employees who is working in a hazardous environment where hazards cannot be eliminated through occupational health and safety measures may have their workweek reduced to as little as 36 hours.
In Moldova, overtime laws are complex and can depend on the specific circumstances and the employee. Mostly, overtime is permitted only in the event of an emergency.
An employer may require overtime without the employee’s consent in a few emergency situations, but the employee must consent to the overtime in other urgent situations, and in non-urgent situations, both the employee and the employee representatives must give their consent.
Overtime work is limited to 120 hours per year, although this amount may be increased to 240 hours by a collective bargaining agreement in certain cases.
Employees under 18 years old, pregnant women and workers whose doctors have indicated they are not fit to do so may not work overtime.
Employees who work 120 or more hours at night in a six-month period must be examined by a doctor at the employer’s expense. Night work is prohibited for certain employees.
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