{"id":4848,"date":"2022-11-14T11:18:50","date_gmt":"2022-11-14T09:18:50","guid":{"rendered":"http:\/\/blaj-law.ro\/?post_type=servicii&#038;p=4848"},"modified":"2025-03-13T13:24:25","modified_gmt":"2025-03-13T11:24:25","slug":"legal-assistance-in-case-of-unfair-dismissal-i-e-challenging-the-dismissal-decision","status":"publish","type":"servicii","link":"https:\/\/blaj-law.ro\/en\/services\/labor-law\/legal-assistance-in-case-of-unfair-dismissal-i-e-challenging-the-dismissal-decision\/","title":{"rendered":"Legal aid in Romania for unfair dismissal &#8211; Challenging the dismissal decision"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Dismissal is a unilateral measure taken by the employer to terminate an employee\u2019s individual employment contract. According to <\/span><b>the Labor Code (Law no. 53\/2003, republished)<\/b><span style=\"font-weight: 400;\">, this measure must be justified and comply with the procedures established by law. If these requirements are not met, the dismissal may be declared illegal, and the employee has the right to challenge the decision in court.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Labor legislation defines two main types of dismissal: <\/span><b>dismissal for reasons related to the employee<\/b><span style=\"font-weight: 400;\"> (Article 61 of the Labor Code) and <\/span><b>dismissal for reasons unrelated to the employee, such as job redundancy<\/b><span style=\"font-weight: 400;\"> (Articles 65-67 of the Labor Code). If the employer fails to comply with legal provisions or the stated reasons are unjustified, the employee can request <\/span><b>the annulment of the dismissal decision<\/b><span style=\"font-weight: 400;\"> and <\/span><b>compensation for damages<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Dismissal in Romania for Reasons Related to the Employee (Article 61 of the Labor Code)<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">This measure can only be taken in cases expressly provided by law, when the employee can no longer fulfill their job responsibilities due to either their own fault or objective circumstances related to their professional or medical capacity.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Such cases include:<\/span><\/p>\n<ul>\n<li><b>Serious or repeated disciplinary violations<\/b> \u2013 requiring a prior <b>disciplinary investigation<\/b>;<\/li>\n<li><b>Physical and\/or psychological incapacity<\/b> \u2013 established through a medical assessment;<\/li>\n<li><b>Professional incompetence<\/b> \u2013 when the employee no longer meets job requirements;<\/li>\n<li><b>Preventive detention for more than 30 days<\/b>.<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In cases of <\/span><b>disciplinary violations<\/b><span style=\"font-weight: 400;\">, the employer must conduct a <\/span><b>prior disciplinary investigation<\/b><span style=\"font-weight: 400;\"> (Article 251 of the Labor Code), allowing the employee to defend themselves. If the reason for dismissal is <\/span><b>professional incompetence<\/b><span style=\"font-weight: 400;\">, the employer must offer the employee the possibility of taking another vacant position that matches their qualifications (Article 64 of the Labor Code). Additionally, except for cases of severe disciplinary misconduct, the employee must be granted <\/span><b>a minimum notice period of 20 working days<\/b><span style=\"font-weight: 400;\"> (Article 75 of the Labor Code).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The dismissal decision must be <\/span><b>communicated in writing<\/b><span style=\"font-weight: 400;\"> and must specify the <\/span><b>reasons<\/b><span style=\"font-weight: 400;\"> for dismissal, the legal basis, and the deadline for contesting the decision (Article 62(3) of the Labor Code). If these requirements are not met or the stated reasons are not justified, the employee can file a <\/span><b>legal challenge in court<\/b><span style=\"font-weight: 400;\"> within <\/span><b>45 calendar days<\/b><span style=\"font-weight: 400;\"> from the date of notification (Article 211 of Law no. 62\/2011 \u2013 the Social Dialogue Law).<\/span><\/p>\n<h3><b>Dismissal in Romania for Reasons Unrelated to the Employee \u2013 Job Redundancy (Articles 65-67 of the Labor Code)<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">This type of dismissal occurs when the employer decides to restructure their business, eliminating certain positions. For the redundancy to be legally valid, the employer must prove that the <\/span><b>reason is real and serious<\/b><span style=\"font-weight: 400;\"> and that the elimination of the position is not merely a disguised way of removing an inconvenient employee (Article 65(2) of the Labor Code).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The elimination of the position must be <\/span><b>effective<\/b><span style=\"font-weight: 400;\">, meaning the employer cannot rehire someone for the same position shortly after the dismissal. The employer must also comply with legal procedures, including <\/span><b>granting a minimum 20-working-day notice period<\/b><span style=\"font-weight: 400;\"> (Article 75 of the Labor Code). In cases of <\/span><b>collective dismissals<\/b><span style=\"font-weight: 400;\">, the employer is required to consult with <\/span><b>unions<\/b><span style=\"font-weight: 400;\"> or <\/span><b>employee representatives<\/b><span style=\"font-weight: 400;\"> (Article 69 of the Labor Code).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If the employer cannot justify the job elimination or fails to follow legal dismissal procedures, the employee can request <\/span><b>annulment of the measure<\/b><span style=\"font-weight: 400;\"> in court. Furthermore, if the employer hires another person for the same position shortly after the dismissal, this may indicate that the measure was abusive.<\/span><\/p>\n<h3><b>Legal Proceedings and Burden of Proof in Romania<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Dismissal-related disputes are handled by the <\/span><b>competent tribunal<\/b><span style=\"font-weight: 400;\">, and the employee can file a lawsuit either at the <\/span><b>tribunal of their domicile or residence<\/b><span style=\"font-weight: 400;\"> (Article 269(2) of the Labor Code) or at the <\/span><b>tribunal where the employer\u2019s headquarters are located<\/b><span style=\"font-weight: 400;\"> (Article 210 of Law no. 62\/2011 on Social Dialogue).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In labor law disputes, <\/span><b>the burden of proof lies with the employer<\/b><span style=\"font-weight: 400;\"> (Article 272 of the Labor Code), meaning the employer must prove that the dismissal was justified and legal. Moreover, these actions are <\/span><b>exempt from court fees<\/b><span style=\"font-weight: 400;\"> (Article 270 of the Labor Code), allowing employees dismissed unlawfully to challenge the decision without additional costs.<\/span><\/p>\n<h3><b>Romanian Employee Rights in Case of Unlawful Dismissal\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">If the court finds that the dismissal was illegal, according to <\/span><b>Article 80 of the Labor Code<\/b><span style=\"font-weight: 400;\">, it may order:<\/span><\/p>\n<ul>\n<li><b>Reinstatement of the employee<\/b> \u2013 the employer is required to rehire the employee under the same conditions.<\/li>\n<li><b>Payment of all due wages<\/b> \u2013 including bonuses and other benefits the employee would have received if the dismissal had not occurred.<\/li>\n<li><b>Compensation for moral and material damages<\/b> \u2013 if the employee can prove additional harm caused by the unlawful dismissal.<\/li>\n<\/ul>\n<h3><b>Need Legal Assistance? Contact Us!<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">If you have been dismissed and believe the measure was abusive, <\/span><b>our team of <a href=\"http:\/\/blaj-law.ro\/en\/services\/labor-law\/\">labor law attorneys<\/a><\/b><span style=\"font-weight: 400;\"> can provide <\/span><b>legal assistance and court representation<\/b><span style=\"font-weight: 400;\"> to defend your rights and secure the compensation you are entitled to.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Dismissal is a unilateral measure taken by the employer to terminate an employee\u2019s individual employment contract. According to the Labor Code (Law no. 53\/2003, republished), this measure must be justified and comply with the procedures established by law. If these requirements are not met, the dismissal may be declared illegal, and the employee has the [&hellip;]<\/p>\n","protected":false},"featured_media":2954,"parent":4845,"menu_order":0,"template":"","class_list":["post-4848","servicii","type-servicii","status-publish","has-post-thumbnail","hentry","layout_category-labor-law"],"acf":[],"_links":{"self":[{"href":"https:\/\/blaj-law.ro\/en\/wp-json\/wp\/v2\/servicii\/4848","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blaj-law.ro\/en\/wp-json\/wp\/v2\/servicii"}],"about":[{"href":"https:\/\/blaj-law.ro\/en\/wp-json\/wp\/v2\/types\/servicii"}],"up":[{"embeddable":true,"href":"https:\/\/blaj-law.ro\/en\/wp-json\/wp\/v2\/servicii\/4845"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blaj-law.ro\/en\/wp-json\/wp\/v2\/media\/2954"}],"wp:attachment":[{"href":"https:\/\/blaj-law.ro\/en\/wp-json\/wp\/v2\/media?parent=4848"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}