Guide to telework for parents of children with disabilities (Legea 149/2025): the right raised to 8 days a month, who is eligible, the procedure, the limits and the employer's duties.
Translated from Romanian. This article covers Romanian labour and tax law; the Romanian version is canonical and is updated first.
Through Legea 149/2025, parents of children with disabilities are entitled to more telework days per month — a support measure for the balance between work and care. Here is what has changed, who is eligible and what the employer must do.
Legea 149/2025 supplements the Labour Code (Codul muncii) (art. 118^1, four new paragraphs) in the area of home-based work (muncă la domiciliu) and telework (telemuncă), extending the right for parents of children with disabilities. The law entered into force on 12 October 2025.
The central change: the number of days of home-based work or telework to which the parent is entitled rises from 4 to 8 days per month. In practice, the parent can work from home more days, in order to care for the child, without using up their leave.
The right concerns parents of children with disabilities — in principle children under 18 with a certified degree of disability, under the conditions of the law. There are also special situations, for example for children from multiple births, with distinct rules. One important aspect: for each additional child in the situation provided for, the right can be increased (in principle by a further 2 days per month per child).
The right is not absolute: it applies only to positions where the activity allows telework. For work that requires physical presence (production, on-site services), telework is not possible, and the right cannot be exercised in this form. The law does not turn a field job into an office job.
Exercising the right normally requires a request from the employee, accompanied by the child’s disability certificate (certificat de încadrare în grad de handicap). The employer checks eligibility and, where applicable, formalises the way of working through an act adițional (an addendum to the employment contract).
Being a recent law, some details of application — for example the exact regime of penalties or the employer’s response deadlines — may be insufficiently clarified in practice. It is prudent to treat requests in good faith and to follow subsequent implementing rules or clarifications, rather than relying on rigid interpretations.
The employer should reflect the new right in the internal rules (Regulamentul Intern) and keep a clear record of the telework days taken (the 8, plus the additional days per child), so that both the employee and the company have an accurate picture.
The time tracking and leave module in Workly keeps a record of telework days — the basic 8 and the additional days per child — without parallel Excel files. Sensitive documents (the disability certificate is health data, therefore sensitive PII) are handled in line with the GDPR: encryption and purging at the retention deadline. The addenda that formalise the way of working are generated and kept in the same digital file.
Informational article, accurate at the date of publication. Not legal advice. The law is recent and some aspects of its application may be clarified later — always check the framework in force at source (the Labour Code, Legea 81/2018, Monitorul Oficial) or consult a specialist before taking a decision.
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