Today, 7 October 2026, the National Trade Union Confederation of Moldova (CNSM) and the National Confederation of Employers of the Republic of Moldova (CNPM), following an extensive collective bargaining process, concluded a Bipartite Collective Agreement (national level), establishing a new minimum wage for enterprises in the real sector of the national economy.

As of 1 January 2027, the minimum wage for enterprises in the real sector of the national economy will amount to MDL 7,600 per month (or MDL 44.97 per hour, based on a full-time work schedule averaging 169 hours per month). This represents a significant increase of 20.6% compared with the previous minimum wage of MDL 6,300.

This new minimum wage will ensure alignment with the national poverty threshold, guarantee the calculation of a minimum old-age pension, and represent 43.7% of the forecast average monthly wage for 2026, bringing the Republic of Moldova closer to the 50% reference value established by European Directive 2022/2041 on adequate minimum wages.

The Bipartite Collective Agreement was signed during a roundtable organised by the National Trade Union Confederation of Moldova (CNSM) and the Friedrich Ebert Foundation (FES) Moldova to mark World Day for Decent Work, under the theme: “From Minimum Subsistence to a Decent Standard of Living: Wages, Dignity and European Social Convergence”.

During the event, representatives of trade unions and employers emphasised the importance of genuine social dialogue in improving the population’s standard of living and accelerating European social convergence.

Under the provisions of the Collective Agreement, the new minimum wage will apply to workers whose basic wage rate or position-based salary, for a full-time work schedule, is lower than the minimum wage established by this Collective Agreement.

For workers whose basic wage rate or position-based salary is equal to or higher than the minimum wage established by this Collective Agreement, an increase in the basic wage rate or position-based salary is not mandatory. For these workers, employers may increase the basic wage rate or position-based salary depending on labour productivity and/or the financial capacity of the enterprise.