The conditions of service for teachers in early childhood and school education in the Republic of Moldova are regulated by the following official acts adopted at the country level by the Parliament:

• Education Code
• Labor Code

Thus, the Education Code stipulates that in general education, vacant teaching positions are filled through a competition, organised at the level of the educational institution, according to a methodology approved by the Ministry of Education and Research. Any candidate who meets the eligibility conditions provided by the legislation in force may participate in the competition for a teaching position. Young specialists fill vacant positions through assignment. The employment of teaching staff in educational institutions is done by concluding an individual employment contract with the director of the institution, according to the legislation in force. The activity of the staff is organised in accordance with the legislation in force, based on the individual/collective employment contract and on the basis of the national regulations in force. In addition, teaching staff may take part in the management of the institution through democratic elections to its governing, administrative, and consultative bodies. Salaries are set by the Government and may include increases for didactic degree or special working conditions.

The activity of teachers in general education is carried out within a daily interval of 7 hours, respectively 35 hours per week, and includes:

a) teaching-learning-evaluation activities, practical training, according to the educational framework plans;

b) educational activities complementary to the educational process;

c) counseling activities for children, pupils and parents on psychological-pedagogical issues;

d) mentoring activities;

e) class-tutoring activities;

f) preparation activities for the implementation of the educational process;

g) activities for the development of individualised educational plans and teaching-learning-evaluation, practical training, according to the educational plans for children and pupils with special educational needs.

The teaching-learning-evaluation and practical training norm in primary, gymnasium and lyceum education is 18 hours per week.

The teaching-learning-evaluation and practical training norm is reduced, in the case of teachers who have the quality of mentor, in the manner established by the Government (Education Code).

Retirement is carried out in accordance with the general legislation on the public pension system, according to the following scheme:

Thus, starting with 2028, both women and men will retire at the age of 63, according to the table presented.

Planning policy

According to the “Education 2030” Development Strategy, the number of teachers decreased by over 20% between 2013 and 2023, in the context of a low attractiveness of the profession. Low salaries compared to the economy average do not ensure an adequate social status for young teachers, and the depopulation of rural areas (due to the lack of jobs and infrastructure) exacerbates the shortage of qualified staff in rural regions, particularly among younger professionals.

The pupil/teacher ratio has increased in urban schools, but remains unchanged in rural areas, indicating persistent inequality between regions. At the same time, the education system continues to reflect a gender imbalance, with about 70% of teachers being women at all levels.

One of the basic objectives of the Development Strategy "Education 2030" is to provide the education system of all levels and forms of education in the Republic of Moldova with qualified, competent, motivated and competitive teaching/scientific-didactic and managerial staff.

Priority directions of action:

1) Development and implementation of programmes to promote and motivate young people to pursue teaching, scientific-didactic and research career.

2) Improving initial professional training and ensuring the quality of teacher training programmes according to quality standards, including those for cooperation and collaboration in education and research.

3) Increasing the attractiveness and prestige of the teaching profession through social and financial revaluation, and expanding professional insertion and support programmes throughout the career.

4) Restructuring the system and reconceptualising the continuous professional training of teaching, scientific-didactic and managerial staff from the perspective of sustainable development.

5) Development of career guidance systems in teaching by stimulating academic performance of students in pedagogical institutions.

6) Development and implementation of an efficient performance management system in the teaching career from the perspective of promoting innovations, teaching excellence, and meritocracy.

Expected outcomes from achieving this objective

By 2030, it is planned that the education system will be provided with at least 95% of the required number of qualified teaching/scientific-didactic staff (other categories of education specialists) and managers, capable of providing quality, inclusive and equitable education for all, including through:

1) a 10% increase by 2030 in the number of students enrolled in pedagogical specialties;

2) a 10% decrease in the academic dropout rate in higher education with a pedagogical profile;

3) increasing the employment and retention rate of young specialists in the educational system to 70% by 2030;

4) reducing the average age of teachers by at least 5 years by 2030.

Entry to the profession

The Education Code stipulates that in general education, vacant teaching positions are filled through a competition, organised at the level of the educational institution, according to a methodology approved by the Ministry of Education and Research. Any candidate who meets the eligibility criteria provided by the legislation in force may participate in the competition for a teaching position. Young specialists fill the vacant positions through assignment.

The employment of teaching staff in educational institutions is done by concluding an individual employment contract with the director of the institution, according to the legislation in force. The activity of the staff is organised in accordance with the legislation in force, based on the individual/collective employment contract and on the basis of the national regulations in force.

In addition, teaching staff may participate in the management of the institution through democratic elections to its governing, administrative, and consultative bodies.

Induction

In the Republic of Moldova, there is no formal and standardised induction programme for new teachers in early childhood and school education at the national level. However, new teachers, assigned to teaching positions, benefit from support from a mentor teacher during the first 5 years of their career (Source: https://mec.gov.md/ro/content/atentie-concurs-615).

Starting with the 2024-2025 academic year, approximately 1,000 mentors are active in all general education institutions in the country. They support teachers, including young specialists, to innovate and improve their teaching skills, implement digital technologies and develop new professional and personal skills.

Mentors have the mission to organise in the educational institutions where they work various mentoring activities for the pedagogical practice internships of pupils and students from pedagogical colleges and universities, including promoting the teaching profession among young people. They also facilitate the implementation of the best educational practices in the classroom/school, support the continuous professional and personal development of all teachers and promote excellence in teaching. At the same time, mentors carry out counseling and methodological support activities for young specialists in the process of professional insertion in order to prevent professional abandonment (Source: MEC).

Professional status

The employment of teaching staff in educational institutions is done by concluding an individual employment contract with the director of the institution, in accordance with the legislation in force.

The individual employment contract is concluded, as a rule, for an indefinite period.

An individual employment contract with teaching staff may be concluded for a fixed term to cover the period during which the duties of an employee, whose contract is suspended, must be fulfilled, or for the duration of legally provided leave (Labour Code).

The duration of the individual employment contract with novice teaching staff assigned by the Ministry of Education and Research to a general education institution is concluded for an indefinite period.

For teaching staff, there is a Code of Ethics for Teachers, approved by the Ministry of Education in 2015. The Code is applicable to all persons in the general and vocational education system, public and private, and who, in accordance with the provisions of the Education Code, perform the function of management staff, teaching staff and auxiliary teaching staff. It does not replace the laws and regulations in force in the field of education and cannot contravene them. The purpose and objectives of the Code:

a) establishing standards and rules of conduct for management staff, teaching staff and auxiliary teaching staff in general and vocational education;

b) increasing the prestige and strengthening the authority of management staff, teaching staff and auxiliary teaching staff;

c) establishing unique standards of conduct for teaching staff.

Replacement measures

In the Republic of Moldova, there are no normative acts or laws that would explicitly regulate the temporary absence of a teacher from an early childhood or secondary education institution. However, general points regarding this aspect are provided for in the Labor Code and the Education Code of the Republic of Moldova, as well as in the standard regulations on the organisation and functioning of educational institutions.

Thus, in the case of short-term absences, classes can be taken over by other teachers from the institution who hold an equivalent qualification. The deputy director of the institution is the one who coordinates and keeps records of the substituted classes (Regulations on the organisation and functioning of general education institutions).

In the case of long-term absences, another teacher can be hired, based on an individual employment contract for a fixed term, not exceeding 5 years. This contract is concluded for the period during which the duties of an employee, whose contract is suspended, must be fulfilled, or for the period during which the employee is on annual, unpaid, medical, maternity/paternity leave, additional unpaid leave for childcare (ages 3–4), or study leave for technical vocational, bachelor’s, or master’s education, or other long-term leave granted to teaching staff (Labor Code). In the case of employment of teachers for a fixed period, which includes the entire school year, the employment is carried out between September 1 and August 31 (Collective Agreement No. 332 of 11-12-2020).

Support measures

According to the Regulation on the organisation and functioning of general education institutions, teachers have the following rights:

• to benefit from optimal working conditions;
• to have their personal dignity and professional status respected;
• to freely express their professional opinion regarding the teaching process in accordance with the components of the National Curriculum;
• to be provided with effective conditions for professional activity and continuous professional development;
• to demonstrate professional initiative in carrying out the educational process: choosing teaching technologies, evaluating student performance according to educational goals, participating in streamlining the educational process, promoting research activities, civic orientation and community development of pupils, organising laboratories, clubs, interest groups, school publications, etc., according to the legislation in force;
• to participate in the management of the institution, including through the democratic election of representatives in the institution's management, administrative and consultative bodies;
• to benefit from facilities established by the legislation in force;
• be part of trade union, professional, cultural, national and international associations and organisations, as well as legally established political organisations.

Support for novice teachers consists in the fact that young specialists occupy, as a priority, vacant positions. Graduates of institutions, assigned by the Ministry of Education and Research, benefit from single allowances, social facilities, in accordance with the legislation in force. In case of justified transfer of the young specialist (marriage, caring for a sick family member, etc.) to another educational institution, the single allowance and social facilities remain valid. Young specialists assigned by the Ministry of Education and Research, as well as teachers from public general education institutions, in the first three years of effective teaching activity benefit from a reduction of 75% of the teaching workload for a full salary.

Employees benefit from annual paid leave, additional paid annual leave, unpaid leave, social leaves, as well as study leave in accordance with the legislation in force.

(1) All employees are granted an annual paid leave.

(2) Employees benefit from additional paid annual leave of:

• 4 calendar days – for work in harmful conditions; for visually impaired persons, for employees under the age of 18, and for one parent with two or more children under the age of 14 (or with a child with disabilities);
• 7 calendar days – for management and specialised personnel, whose work involves increased psycho-emotional efforts.
• 3 working days – for employees who during the previous calendar year did not benefit from sick leave, except for maternity leave;
• 14 calendar days of paternity leave - for fathers of newborn children, within 56 calendar days after birth;
• up to 4 working days - for the president of the trade union body, in order to execute the statutory obligations;
• 3 calendar days – for employees permanently caring for a sick family member (with severe or pronounced disabilities);
• 1 working day - for employees who have children up to the age of 12, for June 1 (International Children's Day).

Employees working in unfavorable conditions are entitled, following a workplace assessment, to a compensation supplement as established by law.

For employees attending mandatory continuous training courses, the employer guarantees the preservation of their average salary, reimbursement of training costs, and travel expenses (Collective Agreement No. 332 of 11-12-2020).

Salaries

From January 1, 2025, the salaries of teachers and educators, of managerial staff, depending on their didactic degree, but also of methodologists and circle leaders in kindergartens are as follows:

• Teaching staff without a didactic degree: the fixed part of the salary starts from 9,200 lei (466 euros*) and can reach up to 10,780 lei (546 euros*). 
• Teaching staff with degree II: the fixed part of the salary starts from 11,025 lei (558 euros*) and reaches up to 12,970 lei (657 euros*).
• Teaching staff with degree I: the fixed part of the salary is between 12,675 lei (642 euros*) and 14,950 lei (757 euros*).
• Higher- degree teaching staff: the fixed part of the salary varies between 14,250 lei (721 euros*) lei and 16,840 lei (853 euros*). 

The value of the salary bonuses for managerial degrees is as follows:

• Degree II: 1,000 lei (50 euros*);
• Degree I: 1,500 lei (75 euros*);
• Superior degree: 2,000 lei (101 euros*).

(Source: MEC)

Thus, the salary level depends on the didactic degree, but also on the managerial position held within the institution.

Graduates of pedagogical faculties receive a one-time allowance of 200 thousand lei (10,132 euros*) during the first 5 years of teaching activity. Graduates of vocational study programmes also benefit from a one-time allowance of 160 thousand lei (8,106 euros*), under the same conditions. In addition to the single allowances, young specialists employed in teaching positions also benefit from compensation for expenses during the first 5 years of activity for renting housing space, in the amount of 1,000 lei (50 euros*) per month, and for electricity and heating, in the amount of 3,000 lei (151 euros*) per year, if they work in public general education institutions in rural areas, district centers and Gagauzia Autonomous Region (Source: MEC).

Teachers' salaries are not individually negotiated, but are established through Government decisions and adopted by Parliament.

*According to the exchange rate of the National Bank of Moldova on 01.08.2025.

Working time and holidays

According to the Education Code, the activity of teachers in general education is carried out within a daily interval of 7 hours, respectively 35 hours per week, and includes:

• teaching-learning-evaluation activities, practical training, according to the educational framework plans;
• educational activities complementary to the educational process;
• counseling activities for children, pupils and parents on psychological-pedagogical issues;
• mentoring activities;
• tutorial activities;
• preparation activities for the implementation of the educational process;
• activities for the development of individualised educational plans and teaching-learning-evaluation, practical training, according to the educational plans for children and pupils with special educational needs.

The teaching norm of teaching-learning-evaluation and practical training in primary, gymnasium and lyceum education is 18 hours per week. This teaching load is reduced for teachers who also serve as mentors, as regulated by the Government.

In early childhood education, the duration of integrated activities may vary depending on the children’s characteristics, their level of interest, the content of the activities, and the method of delivery. On average, the duration of an activity is: 15/20 minutes - nursery group, 15/20 minutes - small group, 20/25 minutes - medium group, 30/35 minutes - large group; 35/40 minutes - preparatory group (Curriculum for early childhood education).

In primary education, the duration of the lesson in grade I, during the first month of the first semester, is 35 minutes. In grade I, semester II and in grades II-IV the duration of the lesson is 45 minutes. In the case where simultaneous education is organised in the primary cycle, lessons last 50 minutes. In the gymnasium cycle, the lesson duration is 45 minutes. In the lyceum cycle, the lesson duration is 45 minutes. It is allowed to organise double lessons for school subjects taught at least two hours per week (Standard regulation on the organisation and functioning of primary and secondary education institutions).

The reduction of the teaching norm before retirement is not provided for by the legislation of the Republic of Moldova.

The teaching staff of educational institutions benefit annually, at the end of the school year, from a paid holiday with a duration of:

• 62 calendar days – for teaching staff of lyceums, gymnasiums and general education schools of all types;
• 42 calendar days – for teaching staff of preschool institutions of all types.

Promotion, advancement

Teachers and management staff in general education can be promoted by awarding the following teaching and managerial degrees: two, one and superior. The procedure for awarding didactic and managerial degrees is established by the Ministry of Education and Research (Education Code).

The certification of teachers is carried out by the Ministry of Education and Research, the Local Specialized Bodies in the Field of Education (OLSDI) and educational institutions in cooperation with the relevant trade unions. The certification of teachers is carried out once every five years for the confirmation or consecutive award of the second, first and superior didactic degree. This is voluntary for the award of didactic degrees and mandatory for the confirmation of didactic degrees. Young specialists, as well as holders of a Master’s degree in Educational Sciences or in the subject taught, who also hold an initial higher education qualification in the field of activity or in the subject taught, are entitled to participate in the assessment process after a minimum of two years of educational activity (Regulations on the certification of teachers in general education, vocational education and training and within territorial structures of psycho-pedagogical assistance).

Teachers can also be promoted to management positions in educational institutions, such as director or deputy director. The position of director and deputy director of a general education institution is filled through a competition. The director and deputy directors of a public general education institution are appointed to the position for a term of 5 years (Regulations on the organisation and conduct of the competition for the position of director and deputy director in general education institutions).

Experienced teachers can access public positions within the Ministry of Education and Research or other public authorities in the field of education. These posts are filled by competition, in accordance with Law No. 158/2008 on the Public Service and the Status of Civil Servants, and require meeting specific qualification criteria, including a completed higher education degree (Bachelor’s or equivalent) and relevant professional experience.

Mobility and transfers

There is no national regulation on the mobility and transfer of teaching staff between schools.

Dismissal

Dismissal – termination of the individual employment contract at the employer’s initiative in the case of a teacher, may be permitted for the following reasons:

• repeated serious violation, during one year, of the statute of the educational institution by a teacher;
• commission by an employee holding educational duties of an immoral act incompatible with the position held;
• the use, even on a single occasion, of physical or psychological violence by a teacher against pupils.

In the Republic of Moldova, the grounds for termination of the individual employment contract are regulated by the Labor Code and apply to all employees, regardless of the field of activity. These include:

• unsatisfactory result of the probationary period;
• liquidation of the unit or cessation of the activity of the employer, a natural person;
• reduction in the number or staff of the unit;
• finding that the employee is not suitable for the position held or the work performed due to health conditions, according to a medical document (certificate/certificate/act, etc.), issued by the competent medical authority (institution);
• repeated unsatisfactory fulfilment of individual performance indicators over the course of a year. Dismissal may only be applied after a prior evaluation of the employee, in accordance with the evaluation procedure established by the applicable collective agreement, collective labour contract or, in their absence, by the institution’s internal regulations, provided these are drawn up and approved by the employer, in line with the provisions of the law, and on the condition that the employer has issued appropriate instructions, given written warning, and allowed the employee a reasonable period for improvement; 
• change of ownership of the unit (in respect of the head of the unit, his deputies, the chief accountant);
• repeated violation, within a year, of work obligations, if the employee has previously been subject to disciplinary sanctions;
• absence without justifiable reason from the workplace for at least 4 consecutive hours (excluding the lunch break) during the working day – in the case of employees with a daily working time of at least 8 hours per day, or for at least half of the daily working time – in the case of employees with a daily working time of less than or more than 8 hours per day;
• coming to work under the influence of alcohol, narcotics or toxic substances; 
• commission of an offence or contravention against the property of the institution, established by a court decision or by an act of the body competent to apply contravention sanctions;
• culpable actions by an employee who directly manages financial resources or material assets, or has access to the employer’s information systems (or those administered by the employer), where such actions may serve as grounds for loss of trust on the part of the employer; 
• the signing by the head of the unit, by his deputies or by the chief accountant of an unfounded legal act that caused material damage to the unit;
• serious violation, even once, of labor obligations;
• the submission by the employee, at the time of concluding the employment contract, of false documents, duly confirmed; 
• in the case of employees working in a secondary capacity, the conclusion of an employment contract with another person to perform the respective profession, speciality or function as a primary role; 
• transfer of the employee to another unit with the consent of the transferred individual and both employers;
• the employee’s refusal to continue work in connection with a change of the head of the institution or its reorganisation, or the transfer of the institution to the authority of another body; 
• refusal of the employee to be transferred to another job for health reasons, according to the medical certificate;
• refusal of the employee to be transferred to another locality in connection with the relocation of the unit to this locality; 
• the employee holding the status of pensioner due to age limit.

In cases of dismissal due to liquidation of the institution or staff reductions, the employer shall issue an order notifying the employees concerned, against signature or by another means that ensures confirmation of receipt/acknowledgement, at least two months in advance of the liquidation or staff reduction.

Retirement and pensions

In the Republic of Moldova, the standard retirement age for teachers is the same as for other employees, being established by Law No. 156/1998 on the public pension system. Retirement is carried out in accordance with the general legislation on the public pension system, according to the following scheme:

Thus, starting with 2028, both women and men will retire at the age of 63, according to the table presented.

The right to early retirement for long career is granted to people who have completed a contributory period of 5 years for men and 3 years for women longer than that provided by law.

Teachers can continue their activity after reaching retirement age, by concluding an employment contract for a period of up to two years, which, upon expiration, can be extended (Labor Code).