Law No. 106/2025: New protections for individuals affected by cancer, disabling, and chronic diseases
- Studio Piceci
- August 29, 2025
- Reading time: 4 min
News . 18/2025
Law No. 106/2025 was published in Official Gazette No. 171/2025 - "Provisions concerning job retention and paid leave for examinations and medical treatment for workers suffering from cancer, disabling and chronic diseases."
The long-awaited law came into force on August 9, 2025 (with the exception of certain measures, which will only apply from January 1, 2026).
The measure introduces new protections for employees (in the public and private sectors) suffering from cancer, disabling or chronic diseases, including rare diseases, with a degree of disability equal to or greater than 74%. New protections have also been introduced for self-employed workers.
Below is a summary of some of the main changes.
Article 1 of Law No. 106/2025 grants employees of public and private employers who are affected by cancer, as well as by disabling or chronic diseases, including rare ones, that result in a degree of disability equal to or greater than 74%, a period of leave lasting 24 months (continuous or split). During the period of leave, the employee retains their job, is not entitled to remuneration, and may not perform any type of work.
The text of the law specifies that, in order to take advantage of the "new" leave, it will first be necessary to have "exhausted" the periods of leave recognized by collective bargaining agreements or by law. Specifically, Article 1 of Law No. 106/2025 provides that the leave is compatible with the concurrent enjoyment of any other economic or legal benefits and its use begins once the other periods of justified absence, with or without pay, to which the employee is entitled for any reason have been exhausted.
The period of leave is not counted toward seniority or for social security purposes , but the possibility of redemption through voluntary contributions remains.
Finally, Article 1, paragraph 1, again excludes any more favorable provisions provided for by collective bargaining agreements or by the regulations applicable to the employment relationship.
Regarding documentation required to apply for leave, the employee concerned must submit a certificate issued by their general practitioner or by a specialist at an accredited public or private healthcare facility.