{"id":10142,"date":"2026-08-10T09:26:47","date_gmt":"2026-08-10T06:26:47","guid":{"rendered":"https:\/\/www.lugera.ro\/blog\/?p=10142"},"modified":"2026-09-19T12:13:56","modified_gmt":"2026-09-19T09:13:56","slug":"zi-libera-ceruta-din-scurt-poate-angajatorul-sa-refuze","status":"publish","type":"post","link":"https:\/\/www.lugera.ro\/blog\/zi-libera-ceruta-din-scurt-poate-angajatorul-sa-refuze\/","title":{"rendered":"Concediul neplanificat: c\u00e2nd poate fi aprobat \u0219i c\u00e2nd poate fi refuzat"},"content":{"rendered":"

\u201ePot s\u0103-mi iau liber m\u00e2ine?\u201d este o solicitare frecvent\u0103 \u00een companii. Dac\u0103 vorbim despre concediu de odihn\u0103<\/strong>, angajatorul nu este \u00eens\u0103 obligat s\u0103 aprobe automat o zi liber\u0103 cerut\u0103 de pe o zi pe alta.<\/p>\n

Codul muncii construie\u0219te concediul de odihn\u0103 \u00een jurul unei program\u0103ri anuale<\/strong>, tocmai pentru ca dreptul salariatului la odihn\u0103 s\u0103 poat\u0103 fi conciliat cu nevoia angajatorului de a-\u0219i organiza activitatea.<\/p>\n

Poate angajatorul s\u0103 refuze o zi de concediu cerut\u0103 pentru a doua zi?<\/strong><\/h2>\n

Da, \u00een principiu.<\/strong><\/p>\n

Dreptul la concediu de odihn\u0103 este garantat, dar acest lucru nu \u00eenseamn\u0103 c\u0103 salariatul poate decide unilateral \u00een ce zi lipse\u0219te de la serviciu.<\/p>\n

Concediul se efectueaz\u0103 \u00een baza unei program\u0103ri colective sau individuale stabilite pentru anul urm\u0103tor. \u00cen cadrul perioadelor astfel programate, Codul muncii men\u021bioneaz\u0103 \u0219i solicitarea concediului cu cel pu\u021bin 60 de zile \u00eenainte<\/strong>.<\/p>\n

Asta nu \u00eempiedic\u0103 \u00eens\u0103 compania s\u0103 aib\u0103 \u00een practic\u0103 o procedur\u0103 mai flexibil\u0103 \u0219i s\u0103 accepte o cerere f\u0103cut\u0103 cu c\u00e2teva zile sau chiar cu o zi \u00eenainte, dac\u0103 organizarea activit\u0103\u021bii permite acest lucru.<\/p>\n

Mai multe despre regulile de planificare g\u0103se\u0219ti \u00een articolul Lugera despre programarea concediului de odihn\u0103 \u0219i limitele angajatorului<\/strong><\/a>.<\/p>\n

Este suficient ca angajatul s\u0103 anun\u021be c\u0103 \u00ee\u0219i ia liber?<\/strong><\/h2>\n

Nu.<\/p>\n

Dac\u0103 este vorba despre concediu de odihn\u0103, simpla informare a angajatorului nu echivaleaz\u0103 cu aprobarea zilei libere.<\/p>\n

Exemplu practic<\/strong><\/p>\n

Un angajat trimite luni seara un mesaj:<\/p>\n

\u201eM\u00e2ine \u00eemi iau o zi de concediu.\u201d<\/strong><\/p>\n

Dac\u0103 ziua nu era deja stabilit\u0103 conform program\u0103rii sau aprobat\u0103 prin procedura intern\u0103, angajatul nu poate considera automat c\u0103 are dreptul s\u0103 lipseasc\u0103 mar\u021bi.<\/p>\n

Angajatorul poate analiza solicitarea \u00een func\u021bie de programarea existent\u0103, procedura companiei \u0219i necesitatea asigur\u0103rii continuit\u0103\u021bii activit\u0103\u021bii.<\/p>\n

C\u00e2nd exist\u0103 totu\u0219i dreptul de a lipsi din scurt?<\/strong><\/h2>\n

Codul muncii reglementeaz\u0103 separat situa\u021biile \u00een care via\u021ba nu poate fi planificat\u0103.<\/p>\n

Una dintre acestea este urgen\u021ba familial\u0103 cauzat\u0103 de boal\u0103 sau accident<\/strong>, atunci c\u00e2nd prezen\u021ba imediat\u0103 a salariatului este indispensabil\u0103.<\/p>\n

\u00cen aceast\u0103 situa\u021bie, angajatul poate absenta, cu informarea prealabil\u0103 a angajatorului, p\u00e2n\u0103 la 10 zile lucr\u0103toare pe an<\/strong>. Timpul absentat trebuie recuperat ulterior, \u00een modalitatea stabilit\u0103 de comun acord cu angajatorul.<\/p>\n

Regulile sunt explicate pe larg \u00een articolul Lugera despre absen\u021bele pentru situa\u021bii neprev\u0103zute \u00een 2026<\/strong><\/a>.<\/p>\n

O alt\u0103 situa\u021bie este concediul de \u00eengrijitor<\/strong>, de cinci zile lucr\u0103toare pe an, acordat pentru \u00eengrijirea sau sprijinirea unei rude ori a unei persoane din aceea\u0219i gospod\u0103rie care are o problem\u0103 medical\u0103 grav\u0103.<\/p>\n

Aceste drepturi nu trebuie \u00eens\u0103 confundate cu o zi de concediu de odihn\u0103 solicitat\u0103 spontan pentru rezolvarea unor probleme personale.<\/p>\n

Ce ar trebui s\u0103 stabileasc\u0103 angajatorul prin procedura intern\u0103?<\/strong><\/h2>\n

Pentru a evita discu\u021biile de tipul \u201ela fostul angajator puteam s\u0103 cer liber cu o sear\u0103 \u00eenainte\u201d, este util ca regulile s\u0103 fie clare de la \u00eenceput.<\/p>\n

HR ar trebui s\u0103 precizeze:<\/p>\n

    \n
  • cum se solicit\u0103 concediul;<\/li>\n
  • cu c\u00e2t timp \u00eenainte trebuie depus\u0103 cererea \u00een practica organiza\u021biei;<\/li>\n
  • cine o aprob\u0103;<\/li>\n
  • cum sunt gestionate solicit\u0103rile urgente;<\/li>\n
  • ce tipuri de absen\u021be au un regim legal distinct.<\/li>\n<\/ul>\n

    Ce trebuie s\u0103 re\u021bin\u0103 angajatorii \u0219i salaria\u021bii?<\/strong><\/h2>\n

    Dreptul la concediu nu \u00eenseamn\u0103 dreptul de a alege unilateral orice zi liber\u0103.<\/strong><\/p>\n

    Angajatorul poate accepta o cerere f\u0103cut\u0103 \u201edin scurt\u201d, dar, dac\u0103 vorbim despre concediu de odihn\u0103 obi\u0219nuit, nu exist\u0103 o regul\u0103 care s\u0103 \u00eel oblige s\u0103 aprobe automat o solicitare f\u0103cut\u0103 de pe o zi pe alta.<\/p>\n

    \u00cen acela\u0219i timp, situa\u021biile familiale urgente \u0219i concediul de \u00eengrijitor au reguli proprii \u0219i nu trebuie tratate ca simple cereri de concediu de odihn\u0103.<\/p>\n

    Lugera sprijin\u0103 companiile \u00een administrarea proceselor de HR \u0219i payroll \u0219i \u00een aplicarea corect\u0103 a regulilor privind timpul de munc\u0103, concediile \u0219i absen\u021bele salaria\u021bilor.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

    \u201ePot s\u0103-mi iau liber m\u00e2ine?\u201d este o solicitare frecvent\u0103 \u00een companii. Dac\u0103 vorbim despre concediu de odihn\u0103, angajatorul nu este \u00eens\u0103 obligat s\u0103 aprobe automat o zi liber\u0103 cerut\u0103 de pe o zi pe alta. Codul muncii construie\u0219te concediul de odihn\u0103 \u00een jurul unei program\u0103ri anuale, tocmai pentru ca dreptul salariatului la odihn\u0103 s\u0103 poat\u0103 […]<\/p>\n","protected":false},"author":6,"featured_media":10156,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[663],"tags":[],"class_list":["post-10142","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\/08\/zi-libera-ceruta-de-angajat-300x200.jpg","large":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2026\/08\/zi-libera-ceruta-de-angajat-1024x683.jpg"},"yoast_head":"\nZi liber\u0103 cerut\u0103 din scurt: poate angajatorul s\u0103 refuze?<\/title>\n<meta name=\"description\" content=\"Poate un angajator s\u0103 refuze o zi de concediu cerut\u0103 de pe o zi pe alta? 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