## Payroll and HR

We fully manage payroll and human resources processes

## What do payroll and HR services cover?

![HR professional managing payroll and employee documents](/assets/images/salarizare-1.jpg)

We cover all HR administration — from calculating salaries and contributions to managing employment contracts, leave, and reporting to state institutions. We handle everything related to your company's personnel, in compliance with the labor legislation of the Republic of Moldova.

Whether you have 5 or 50 employees, proper payroll administration is essential to avoid legal problems and maintain team trust. We manage payroll statements, calculate taxes and contributions, prepare and submit declarations, and provide support on any HR aspect.

## Why outsource payroll and HR?

![Business team discussing HR strategy and payroll](/assets/images/salarizare-2.jpg)

Labor legislation in the Republic of Moldova is complex and changes frequently. Outsourcing takes off your shoulders the tracking of legislative changes, calculation of contributions, and preparation of documentation. You significantly reduce the risk of errors that attract fines from labor and tax inspectorates.

Besides compliance, you gain access to specialized expertise and efficient processes. Employees receive correct salaries on time, have clear documents about their income, and get quick answers to questions related to salary or contracts.

### Salary calculation

We calculate monthly salaries — base pay, allowances, bonuses, overtime, sick leave — according to employment contracts and current legislation.

### Contributions and taxes

We calculate and manage mandatory contributions — state social insurance contributions (BASS), compulsory health insurance premiums (AOAM), and income tax. We prepare statements and ensure amounts are correct.

### Contracts and documents

We prepare and manage individual employment contracts, additional acts, hiring decisions, promotions, or terminations. We maintain complete and organized personnel files for each employee.

### Leave management

We administer records of annual leave, sick leave, unpaid leave, and other absences. We calculate allowances and ensure employee rights are respected according to the Labor Code.

### Personnel records

We manage personnel records and mandatory reporting to the State Labor Inspectorate — hires, contract modifications, suspensions, and terminations — within legal deadlines.

### Labor law consultation

We provide ongoing consultation on employer and employee rights and obligations, dismissal procedures, sanctions, and contract modifications. We prevent labor disputes through correct application of the law.

## Frequently Asked Questions

### What information do I need to provide for payroll processing?

For monthly processing we need, first of all, attendance data — timesheets, absences, annual leave, sick leave with supporting documents, overtime. These are essential for correct salary calculation.

We also need information about variable components — bonuses, awards, allowances beyond those in the contract, special deductions. If you have new hires during the month, we need complete employee data and signed employment contracts.

You submit it in a format convenient for you — a summary in Excel, an electronic time tracking system, or another method you use. We establish together a monthly submission deadline, usually a few days before payment date, so we have time for processing and verification.

### How does salary payment work?

After receiving the month's information, we process payroll and calculate amounts — gross salary, contributions, income tax, and net salary. We prepare a detailed payroll statement with all components for each employee.

We send you the payroll statement for approval before actual payment. After verification, we prepare payment orders or, if you work with corporate banking, provide the file in the bank-accepted format for direct upload.

After payment, each employee receives a payslip detailing income — hours worked, allowances, bonuses, deducted contributions, net salary. Payslips can be distributed physically or by email. The entire process respects personal data confidentiality.

### What declarations are filed for employees?

Monthly, we prepare and submit returns for income tax withheld from salaries, state social insurance contributions (BASS), and compulsory health insurance premiums (AOAM) due from employer and employees.

Also monthly, we manage personnel records and reporting to the State Labor Inspectorate. Any change — hiring, suspension, resumption of activity, salary change, contract termination — is reported within legal deadlines. We ensure personnel records are always correct and up to date.

Annually, we prepare the information note on paid salaries and withheld income tax for each employee, submitted to the State Fiscal Service (SFS) by the legal deadline. Upon request, we prepare income certificates for employees, needed for bank loans or other purposes.

### What happens when an employee goes on sick leave?

The employee presents the sick leave certificate, and we register it in personnel records and the payroll system after verifying correct completion.

Based on the certificate, we calculate the due allowance. The amount depends on contribution period and the employee's average salary. The first 5 calendar days of temporary work incapacity (for ordinary illness) are paid by the employer from own funds, and from the 6th day the allowance is paid from the state social insurance budget (BASS) through the National Social Insurance House (CNAS). We perform calculations according to legislation and ensure correct payment.

Data from the sick leave certificate is transmitted to CNAS through the secure electronic system, and the state budget allowance is established based on this data without needing to submit additional documents. We track the process and inform you about the case status. All sick leave records are kept organized and in compliance with legal requirements.

### How is employment contract termination handled?

Regardless of reason — resignation, dismissal, mutual agreement, retirement — contract termination requires legal steps and correct documentation. Depending on the situation, we advise on the correct procedure and on the rights and obligations of both parties according to the Labor Code of the Republic of Moldova.

We prepare necessary documents — dismissal order or termination decision — and calculate final entitlements: salary for days worked in the last month, compensation for unused annual leave, and other rights provided by contract or collective labor agreement.

We immediately update personnel records and report changes to the State Labor Inspectorate. We prepare documents issued to the employee — income certificate, seniority certificate, copy of termination order. We manage the entire procedure so that termination is compliant and without risks of subsequent disputes.

### Do you provide support for hiring new personnel?

Yes, we provide full support, starting from the documentation preparation phase. We prepare the individual employment contract according to the legal template and negotiated particularities — contract type, period, salary, work schedule, job duties.

We advise on all legal aspects of hiring — probation period, clauses that can be included, your obligations as employer and employee rights. If there are particularities — part-time, fixed term, special notice — we ensure they are correctly regulated in documentation.

After signing, we handle formalities — employee registration with the State Labor Inspectorate within the legal deadline, opening the personnel file, job description, and other documents. We configure the employee in the payroll system so that from the next month they are automatically included in processing. You only handle choosing the right candidate, we manage the rest.

### What risks exist if payroll is not managed correctly?

The first risk is financial — fines and penalties applied by the State Labor Inspectorate and State Fiscal Service (SFS) can be substantial. Errors in calculating contributions or delays in submitting returns attract late payment charges and sanctions.

The second risk is legal — incorrectly prepared contracts, non-compliance with employee rights regarding leave or work schedule, termination procedures not complying with the Labor Code can lead to disputes. Employees can challenge decisions in court and obtain compensation, reinstatement, or other remedies.

There is also a reputational risk. Delayed salaries, incorrect calculations, or lack of transparency affect team motivation. You may lose valuable people and have recruitment difficulties if you become perceived as an employer who doesn't manage payroll correctly. Outsourcing to specialists eliminates these risks.

### What are the costs for payroll and HR services?

The fee depends, first of all, on the number of employees for whom we process monthly payroll. A company with 5 employees has a different rate compared to one with 50, due to work volume.

The complexity of HR situations also matters — frequency of contract modifications, number of hires and terminations per year, presence of complex variable components, calculation of special allowances or bonuses. For companies with simple and stable HR situations, rates are at the lower end of the scale.

We offer clear packages — a fixed monthly rate per employee, including basic services: salary calculation, contributions, preparation and submission of returns, personnel records, payslips, and current consultation. For one-time services — new contracts, contract modifications, extended consultation — we apply additional fees, agreed in advance. After a free initial discussion, we present a detailed proposal.