Law No. 106/2025: New Protections for Individuals Affected by Oncological, Disabling, and Chronic Diseases

News No. 18/2025

With Official Gazette No. 171/2025, Law No. 106/2025 was published – 'Provisions concerning job retention and paid leave for medical examinations and treatments for workers affected by oncological, disabling, and chronic diseases'. 

The long-awaited law came into force on 09/08/2025 (with the exception of some measures whose applicability will only commence from January 1, 2026).

The measure introduces new protections for employees (in both public and private sectors) affected by oncological, disabling, or chronic diseases, including rare conditions, with a degree of disability equal to or exceeding 74%. New protections have also been introduced for self-employed workers.

Below, we summarize some of the main new provisions.

Article 1 of Law No. 106/2025 grants employees of public and private employers, who are affected by oncological, disabling, or chronic diseases, including rare conditions, that result in a degree of disability equal to or exceeding 74%, a leave period of 24 months (continuous or fractional). During this leave period, the employee retains their job, is not entitled to remuneration, and may not engage in any type of work activity.

The legislative text specifies that, in order to avail oneself of the 'new' leave, one must first have exhausted the leave periods recognized by collective bargaining or statutory provisions. Specifically, Article 1 of Law No. 106/2025 stipulates that the leave is compatible with the concurrent enjoyment of any other economic or legal benefits, and its utilization commences after the exhaustion of other periods of justified absence, with or without remuneration, to which the employee is entitled for any reason.

The leave period is not counted towards seniority of service nor for social security purposes but the possibility of redemption through voluntary contributions remains.

Lastly, Article 1, paragraph 1, also preserves any more favorable provisions stipulated by collective bargaining or the regulations applicable to the employment relationship.

Regarding the documentation required for the leave application, the interested worker must submit certification issued by a general practitioner or a specialist physician from an accredited public or private healthcare facility.

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