Employment disputes in Chișinău: dismissal, unpaid wages, disciplinary measures and conflicts between employees and employers in Moldova.
Call the officeCall: +373 78 508 311If you received a dismissal order or a reprimand, do not wait. Court deadlines are short, and delay can close the legal route.
We set the fee in writing after the first consultation.
Signing does not automatically end your right to challenge it, but the case must be assessed quickly. Bring the order and your contract to the consultation.
Dismissal, resignation, agreed termination and disciplinary sanctions need separate analysis. Keep the complete document and evidence of receipt. Accounts of discussions with the employer should be checked against signed records and the employment timeline.
For wages or other payments, prepare a monthly record of amounts calculated, received and outstanding. Attach bank statements, payslips and working-time records. Distinguish contractual amounts, acknowledged debts and claims requiring further evidence.
Relevant records include requests for explanations, the explanation submitted, applicable rules and the employer’s supporting documents. Review both the alleged conduct and the procedure followed. The title of an order alone does not establish its validity.
Explain whether you seek payment, cancellation of an act, reinstatement or a negotiated outcome. Labour inspectorate complaints and court proceedings have different roles to check against the issue. Keep submission records and flag approaching deadlines.
When arranging an appointment, briefly describe the issue, intended result and any approaching deadline. Prepare a timeline and a list of available and missing documents. Send sensitive records only after agreeing a communication channel. The consultation should clarify options, risks and steps requiring further evidence. Document preparation, representation and related expenses depend on the agreed scope of engagement; making an appointment should not be assumed to include all these services.