{"id":8646,"date":"2025-03-20T13:55:26","date_gmt":"2025-03-20T11:55:26","guid":{"rendered":"https:\/\/www.lugera.ro\/blog\/?p=8646"},"modified":"2025-04-07T14:24:21","modified_gmt":"2025-04-07T11:24:21","slug":"demisia-cu-renuntare-la-preaviz-aplicare-corecta-in-practica","status":"publish","type":"post","link":"https:\/\/www.lugera.ro\/blog\/demisia-cu-renuntare-la-preaviz-aplicare-corecta-in-practica\/","title":{"rendered":"Demisia cu renun\u021bare la preaviz: aplicare corect\u0103 \u00een practic\u0103"},"content":{"rendered":"<p>\u00cen contextul rela\u021biilor de munc\u0103, demisia cu renun\u021bare la preaviz este o situa\u021bie cu implica\u021bii directe \u00een gestionarea contractului individual de munc\u0103 \u0219i \u00een calculul drepturilor salariale aferente perioadei de preaviz.<\/p>\n<p>Potrivit art. 81 din <a href=\"https:\/\/legislatie.just.ro\/Public\/DetaliiDocument\/128647\">Codul muncii<\/a>, alin. (1) \u0219i (2), demisia este actul unilateral de voin\u021b\u0103 al salariatului, care nu necesit\u0103 acordul angajatorului. Totu\u0219i, \u00een mod uzual, \u00eencetarea efectiv\u0103 a contractului este condi\u021bionat\u0103 de respectarea unui termen de preaviz. Excep\u021bia intervine atunci c\u00e2nd vorbim despre renun\u021barea angajatorului la termenul de preaviz, integral sau par\u021bial \u2013 genereaz\u0103 ceea ce, \u00een practic\u0103, este denumit: demisie cu renun\u021bare la preaviz.<\/p>\n<h2><strong>Cadrul legal<\/strong><\/h2>\n<p>Art. 81 alin. (7) din Codul muncii prevede expres:<\/p>\n<p>\u201e<a href=\"https:\/\/www.lugera.ro\/blog\/aspecte-pe-care-angajatorul-trebuie-sa-le-comunice-in-faza-negocierii-contractului-individual-de-munca\/\">Contractul individual de munc\u0103<\/a> \u00eenceteaz\u0103 la data expir\u0103rii termenului de preaviz sau la data convenit\u0103 de p\u0103r\u021bi ori la data renun\u021b\u0103rii totale ori par\u021biale de c\u0103tre angajator la termenul respectiv.\u201d<\/p>\n<p>Aceast\u0103 prevedere face posibil\u0103 \u00eencetarea imediat\u0103 a contractului, dac\u0103 angajatorul decide s\u0103 renun\u021be la beneficiul preavizului \u2013 fiind un drept al angajatorului, nu al salariatului.<\/p>\n<p><a href=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-cadrul-legal.jpg\"><img decoding=\"async\" class=\"alignnone size-full wp-image-8648 lazyload\" data-src=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-cadrul-legal.jpg\" alt=\"demisie cu renuntare la preaviz cadrul legal\" width=\"1000\" height=\"667\" data-srcset=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-cadrul-legal.jpg 1000w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-cadrul-legal-300x200.jpg 300w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-cadrul-legal-768x512.jpg 768w\" data-sizes=\"(max-width: 1000px) 100vw, 1000px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1000px; --smush-placeholder-aspect-ratio: 1000\/667;\" \/><\/a><\/p>\n<h2><strong>&nbsp;<\/strong><strong>Implica\u021bii practice pentru payroll<\/strong><\/h2>\n<ol>\n<li>Salariatul nu poate renun\u021ba unilateral la preaviz. Chiar dac\u0103 \u00ee\u0219i exprim\u0103 dorin\u021ba de a p\u0103r\u0103si locul de munc\u0103 mai devreme, contractul r\u0103m\u00e2ne \u00een vigoare p\u00e2n\u0103 la finalul preavizului, cu excep\u021bia cazului \u00een care angajatorul renun\u021b\u0103 \u00een mod expres la acest termen.<\/li>\n<li>Renun\u021barea angajatorului trebuie documentat\u0103. Pentru a avea efect juridic, decizia de renun\u021bare la preaviz trebuie s\u0103 fie:\n<ul>\n<li>exprimat\u0103 \u00een scris (email sau adres\u0103 intern\u0103),<\/li>\n<li>clar\u0103 cu privire la data \u00eencet\u0103rii contractului,<\/li>\n<li>comunicat\u0103 salariatului \u0219i consemnat\u0103 \u00een <a href=\"https:\/\/www.lugera.ro\/blog\/documentele-angajare-ce-contine-dosarul-de-personal\/\">dosarul de personal<\/a>.<\/li>\n<\/ul>\n<\/li>\n<li>Dac\u0103 angajatorul alege s\u0103 nu mai primeasc\u0103 angajatul la munc\u0103, dar nu renun\u021b\u0103 explicit la <a href=\"https:\/\/www.lugera.ro\/blog\/aspecte-importante-privind-perioada-de-preaviz-in-cazul-concedierilor\/\">preaviz<\/a>, contractul r\u0103m\u00e2ne activ \u0219i toate drepturile salariale se acord\u0103 conform programului stabilit. \u00cen caz de renun\u021bare explicit\u0103, contractul \u00eenceteaz\u0103 la data indicat\u0103 \u0219i nu se mai datoreaz\u0103 salariu pentru perioada r\u0103mas\u0103.<\/li>\n<\/ol>\n<h2><a href=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-implicatii-practice-pentru-payroll.jpg\"><img decoding=\"async\" class=\"alignnone size-full wp-image-8649 lazyload\" data-src=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-implicatii-practice-pentru-payroll.jpg\" alt=\"&nbsp;demisie cu renuntare la preaviz implica\u021bii practice pentru payroll\" width=\"1000\" height=\"666\" data-srcset=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-implicatii-practice-pentru-payroll.jpg 1000w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-implicatii-practice-pentru-payroll-300x200.jpg 300w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-implicatii-practice-pentru-payroll-768x511.jpg 768w\" data-sizes=\"(max-width: 1000px) 100vw, 1000px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1000px; --smush-placeholder-aspect-ratio: 1000\/666;\" \/><\/a><\/h2>\n<h2><strong>Recomand\u0103ri pentru departamentul payroll<\/strong><\/h2>\n<ul>\n<li>Evita\u021bi tratarea tacit\u0103 a unei renun\u021b\u0103ri la preaviz. Lipsa de la serviciu nu implic\u0103 \u00eencetarea automat\u0103 a contractului.<\/li>\n<li>\u00cen <a href=\"https:\/\/www.lugera.ro\/blog\/transmitere-revisal-si-completare-contraventii\/\">REGES\/ REVISAL<\/a>, data \u00eencet\u0103rii va fi data renun\u021b\u0103rii totale\/par\u021biale, dac\u0103 exist\u0103 o decizie a angajatorului \u00een acest sens.<\/li>\n<li>Dac\u0103 demisia este \u00eenso\u021bit\u0103 de o solicitare verbal\u0103 de \u00eencetare mai rapid\u0103, NU este suficient pentru a considera c\u0103 angajatul a renun\u021bat la preaviz \u2013 nu are acest drept legal.<\/li>\n<\/ul>\n<h2><strong>Aten\u021bie la situa\u021biile de \u201edemisie for\u021bat\u0103\u201d<\/strong><\/h2>\n<p>\u00cen practic\u0103, pot ap\u0103rea situa\u021bii \u00een care angajatorul \u201esugereaz\u0103\u201d demisia cu renun\u021bare la preaviz pentru a evita concedierea \u0219i formalit\u0103\u021bile aferente. Din perspectiv\u0103 legal\u0103, o astfel de abordare nu este conform\u0103 \u0219i poate expune angajatorul la litigii privind natura real\u0103 a \u00eencet\u0103rii CIM.<\/p>\n<h2><strong>Concluzie<\/strong><\/h2>\n<p>Demisia cu renun\u021bare la preaviz este posibil\u0103 doar \u00een m\u0103sura \u00een care angajatorul renun\u021b\u0103 expres, \u00een scris, la termenul de preaviz. Angajatul nu poate decide unilateral acest lucru, iar pentru speciali\u0219tii \u00een <a href=\"https:\/\/www.lugera.ro\/servicii\/payroll-si-administrare-personal\/\">payroll<\/a> este esen\u021bial s\u0103 existe documente clare care sus\u021bin modificarea datei \u00eencet\u0103rii contractului. \u00cen lipsa unei astfel de dovezi, contractul continu\u0103 s\u0103 \u00ee\u0219i produc\u0103 efectele pe toat\u0103 durata preavizului.<\/p>\n<p>Sursa foto shutterstock.com<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u00cen contextul rela\u021biilor de munc\u0103, demisia cu renun\u021bare la preaviz este o situa\u021bie cu implica\u021bii directe \u00een gestionarea contractului individual de munc\u0103 \u0219i \u00een calculul drepturilor salariale aferente perioadei de preaviz. Potrivit art. 81 din Codul muncii, alin. (1) \u0219i (2), demisia este actul unilateral de voin\u021b\u0103 al salariatului, care nu necesit\u0103 acordul angajatorului. Totu\u0219i, [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":8647,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[663],"tags":[],"class_list":["post-8646","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lugera-payroll"],"images":{"medium":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz-300x200.jpg","large":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2025\/04\/demisie-cu-renuntare-la-preaviz.jpg"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Demisia cu renun\u021bare la preaviz: aplicare corect\u0103 \u00een practic\u0103<\/title>\n<meta name=\"description\" content=\"Demisia cu renun\u021bare la preaviz: aplicare corect\u0103 \u00een practic\u0103. 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