Law No. 106/2025: New protections for individuals suffering from cancer, disabling conditions, and chronic illnesses
- August 29, 2025
- Reading time: 4 min
News . 18/2025
Law No. 106/2025 was published in the Official Gazette No. 171/2025— “Provisions concerning job retention and paid leave for medical examinations and treatment for workers suffering from cancer, disabling, and chronic illnesses.”
The long-awaited law took effect on August 9, 2025 (with the exception of certain provisions, which will not take effect until January 1, 2026).
The measure introduces new protections for employees (in both the public and private sectors) suffering from cancer, disabling or chronic illnesses—including rare conditions—with a disability rating of 74% or higher. New protections have also been introduced for self-employed workers.
Below is a summary of some of the key changes.
Section 1 of Law No. 106/2025 grants employees of public and private employers who are suffering from cancer, as well as from disabling or chronic illnesses—including rare ones—that result in a degree of disability equal to or greater than 74%, a leave period of 24 months (continuous or in installments). During the leave period, the employee retains their job, is not entitled to pay, and may not perform any type of work.
The law specifies that, in order to be eligible for the “new” leave, one must first have “exhausted” the leave periods provided for by collective bargaining agreements or statutory provisions. Specifically, Article 1 of Law No. 106/2025 provides that the leave is compatible with the concurrent receipt of any other economic or legal benefits, and its use begins upon the exhaustion of other periods of justified absence, with or without pay, to which the employee is entitled for any reason.
The period of leave is not counted toward length of service or for social security purposes but the option to buy back the period through voluntary contributions remains.
Finally, Article 1, paragraph 1, is without prejudice to any more favorable provisions provided for in collective bargaining agreements or in the regulations applicable to the employment relationship.
Regarding the documentation required for the leave request, the employee in question must submit a certificate issued by a general practitioner or by a specialist at an accredited public or private healthcare facility.
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