{"id":10136,"date":"2026-07-30T12:13:17","date_gmt":"2026-07-30T09:13:17","guid":{"rendered":"https:\/\/www.lugera.ro\/blog\/?p=10136"},"modified":"2026-09-14T12:47:25","modified_gmt":"2026-09-14T09:47:25","slug":"concediu-neefectuat-ce-schimba-decizia-iccj-nr-40-2027","status":"publish","type":"post","link":"https:\/\/www.lugera.ro\/blog\/concediu-neefectuat-ce-schimba-decizia-iccj-nr-40-2027\/","title":{"rendered":"Zile de concediu neefectuate: ce trebuie s\u0103 \u0219tie angajatorii dup\u0103 Decizia ICCJ nr. 40\/2026"},"content":{"rendered":"<p>Ce se \u00eent\u00e2mpl\u0103 cu zilele de concediu r\u0103mase din anii anteriori? Expir\u0103 dup\u0103 18 luni? Trebuie pl\u0103tite toate c\u00e2nd angajatul pleac\u0103?<\/p>\n<p>Decizia ICCJ nr. 40 din 9 martie 2026, publicat\u0103 \u00een Monitorul Oficial \u00een august, aduce clarific\u0103ri importante pentru angajatorii care au salaria\u021bi cu solduri mari de concediu neefectuat.<\/p>\n<p>Ideea esen\u021bial\u0103 este c\u0103 <strong>simpla trecere a timpului nu este suficient\u0103 pentru a stabili dac\u0103 zilele s-au pierdut sau trebuie compensate<\/strong>. Conteaz\u0103 \u0219i ce a f\u0103cut angajatorul pentru ca salariatul s\u0103 \u00ee\u0219i poat\u0103 efectua concediul.<\/p>\n<h2><strong>Cele 18 luni nu \u00eenseamn\u0103 c\u0103 zilele dispar automat<\/strong><\/h2>\n<p>Codul muncii prevede c\u0103, dac\u0103 un salariat nu \u0219i-a putut efectua concediul din motive justificate, angajatorul trebuie s\u0103 \u00eei acorde zilele restante \u00eentr-o perioad\u0103 de <strong>18 luni, \u00eencep\u00e2nd cu anul urm\u0103tor<\/strong>.<\/p>\n<p>ICCJ clarific\u0103 \u00eens\u0103 c\u0103 expirarea acestei perioade nu duce automat la pierderea concediului.<\/p>\n<p>Dac\u0103 angajatorul nu i-a oferit efectiv salariatului posibilitatea de a-\u0219i lua zilele libere, dreptul poate continua s\u0103 existe \u0219i dup\u0103 aceast\u0103 perioad\u0103.<\/p>\n<p>De aceea, programarea concediilor devine \u0219i mai important\u0103. Am explicat <a href=\"https:\/\/www.lugera.ro\/blog\/concediu-de-odihna-2025-programarile-trebuie-facute-pana-la-finalul-anului\/\"><strong>cum trebuie organizat\u0103 programarea concediului de odihn\u0103<\/strong><\/a> \u00eentr-un material separat.<\/p>\n<h2><strong>\u201eAngajatul nu a cerut concediu\u201d nu este \u00eentotdeauna suficient<\/strong><\/h2>\n<p>Angajatorul trebuie s\u0103 poat\u0103 demonstra c\u0103 salariatului i-a fost oferit\u0103 \u00een mod real posibilitatea de a-\u0219i lua concediul.<\/p>\n<p>\u00cen practic\u0103, devin importante documentele precum:<\/p>\n<ul>\n<li>program\u0103rile de concediu;<\/li>\n<li>inform\u0103rile transmise salariatului;<\/li>\n<li>solicit\u0103rile \u0219i reprogram\u0103rile;<\/li>\n<li>eventualele refuzuri;<\/li>\n<li>dovezile c\u0103 salariatul a fost informat despre zilele restante.<\/li>\n<\/ul>\n<p>Prin urmare, simpla eviden\u021b\u0103 a soldului de concediu din aplica\u021bia HR nu este suficient\u0103.<\/p>\n<h2><strong>Salariatul poate pierde zilele dac\u0103 refuz\u0103 deliberat concediul<\/strong><\/h2>\n<p>Decizia ICCJ nu permite nici acumularea nelimitat\u0103 a concediului cu inten\u021bia de a primi ulterior contravaloarea lui.<\/p>\n<p>Dac\u0103 angajatorul poate demonstra c\u0103 i-a oferit efectiv salariatului posibilitatea de a-\u0219i lua concediul, iar acesta <strong>a ales \u00een mod deliberat \u0219i informat s\u0103 nu \u00eel efectueze<\/strong>, dreptul poate fi pierdut dup\u0103 perioada aplicabil\u0103.<\/p>\n<h2><strong>Concediul restant nu poate fi pl\u0103tit c\u00e2t timp CIM este activ<\/strong><\/h2>\n<p>Regula r\u0103m\u00e2ne aceea\u0219i: concediul de odihn\u0103 trebuie, \u00een primul r\u00e2nd, <strong>efectuat<\/strong>.<\/p>\n<p>Angajatorul nu poate elimina soldurile restante pl\u0103tind zilele \u0219i l\u0103s\u00e2nd salariatul s\u0103 lucreze \u00een continuare.<\/p>\n<p><strong>Compensarea \u00een bani este permis\u0103 numai la \u00eencetarea contractului individual de munc\u0103.<\/strong><\/p>\n<h2><strong>Termenul de trei ani \u00eencepe la \u00eencetarea contractului<\/strong><\/h2>\n<p>ICCJ a clarificat \u0219i momentul de la care \u00eencepe termenul de prescrip\u021bie pentru solicitarea compensa\u021biei.<\/p>\n<p>Termenul de <strong>trei ani \u00eencepe la data \u00eencet\u0103rii raportului de munc\u0103<\/strong>, deoarece abia atunci se na\u0219te dreptul la compensarea \u00een bani a concediului neefectuat.<\/p>\n<p>Aceasta nu \u00eenseamn\u0103 \u00eens\u0103 c\u0103 orice zi care apare \u00een sold trebuie automat pl\u0103tit\u0103.<\/p>\n<h3><strong>Exemplu practic<\/strong><\/h3>\n<p>Un salariat pleac\u0103 din companie \u00een 2026 \u0219i figureaz\u0103 cu 35 de zile de concediu restante din mai mul\u021bi ani.<\/p>\n<p>Payroll nu ar trebui s\u0103 porneasc\u0103 automat de la concluzia:<\/p>\n<p><strong>35 zile = 35 zile de compensat.<\/strong><\/p>\n<p>Pentru zilele vechi trebuie analizat dac\u0103 angajatorul i-a oferit salariatului posibilitatea real\u0103 de a le efectua \u0219i dac\u0103 exist\u0103 dovezi \u00een acest sens.<\/p>\n<h2><strong>Ce ar trebui s\u0103 fac\u0103 HR-ul?<\/strong><\/h2>\n<p>Decizia ICCJ face important\u0103 nu doar <strong>eviden\u021ba num\u0103rului de zile<\/strong>, ci \u0219i eviden\u021ba modului \u00een care compania gestioneaz\u0103 concediile.<\/p>\n<p>Angajatorii ar trebui s\u0103 urm\u0103reasc\u0103 periodic soldurile mari, s\u0103 fac\u0103 program\u0103rile prev\u0103zute de lege \u0219i s\u0103 p\u0103streze documentele care arat\u0103 c\u0103 salaria\u021bii au fost informa\u021bi \u0219i au avut posibilitatea real\u0103 de a-\u0219i lua concediul.<\/p>\n<p>Pentru mai multe informa\u021bii despre obliga\u021biile generale, vezi \u0219i ghidul Lugera privind <a href=\"https:\/\/www.lugera.ro\/blog\/concediul-de-odihna-obligatii-si-drepturi-conform-codului-muncii-zilele-de-concediu-de-odihna-neluate-pana-la-finele-anului-2022\/\"><strong>concediul de odihn\u0103, programarea \u0219i zilele neefectuate<\/strong><\/a>.<\/p>\n<p>Sursa foto Shutterstock.com<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Ce se \u00eent\u00e2mpl\u0103 cu zilele de concediu r\u0103mase din anii anteriori? Expir\u0103 dup\u0103 18 luni? Trebuie pl\u0103tite toate c\u00e2nd angajatul pleac\u0103? Decizia ICCJ nr. 40 din 9 martie 2026, publicat\u0103 \u00een Monitorul Oficial \u00een august, aduce clarific\u0103ri importante pentru angajatorii care au salaria\u021bi cu solduri mari de concediu neefectuat. Ideea esen\u021bial\u0103 este c\u0103 simpla trecere [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":10137,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[663],"tags":[],"class_list":["post-10136","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lugera-payroll"],"images":{"medium":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2026\/09\/concediu-neefectuat-2026-300x203.jpg","large":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2026\/09\/concediu-neefectuat-2026-1024x693.jpg"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Concediu neefectuat: ce schimb\u0103 Decizia ICCJ nr. 40\/2027<\/title>\n<meta name=\"description\" content=\"ICCJ clarific\u0103 ce se \u00eent\u00e2mpl\u0103 cu zilele de concediu neefectuate, c\u00e2nd pot fi 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