If you want to hire talent in Romania compliantly, you need to understand the laws and regulations around employment contracts. The country has strict employment regulations, and a written contract can help protect both your business and the employee.
The employment contract must establish terms and clauses, such as the employee’s job responsibilities, salary, working hours, and benefits, to reduce the risk of legal disputes.
Legal requirements for employment contract in Romania
Without a formal employment contract, you may face legal challenges as an employer, as this is legally mandated by the local labour laws. Under the Labour Code (Law 53/2003), an employment contract is legally required and must be signed in writing before the employee starts working. The contract must be in Romanian, though a bilingual version may be provided if the employee or employer is foreign.
A permanent intermittent employment contract allows employees to work on an “as-needed” basis with variable hours yet maintain a long-term employment relationship. This type of contract is particularly useful for businesses with fluctuating workloads, such as seasonal industries or project-based work, where the need for labour is not constant.
Under this contract, the employer and employee agree on a minimum number of guaranteed working hours, but the employee may only be called in to work when there is a demand. Though intermittent, the contract is indefinite, so the employee remains on the employer’s roster. Employers must specify a minimum number of hours per month or year.
Moreover, employees under intermittent contracts still qualify for social security, health insurance, and other mandatory benefits under Romanian law. They are also entitled to similar protections as full-time employees, such as the minimum wage and protection from unjust termination.
Typically, individual employment contracts in Romania are established as an open-ended (unlimited) term contract. This means that there is no fixed date for when it will end. However, you still have the option to set it for a fixed term.
Another option is a part-time agreement, which can be either open-ended or fixed term. These employment contracts must be executed in writing in Romanian, and they need to be registered with the General Register of Employees (REVISAL). The said registry is an electronic system maintained by each employer using a platform provided by the authorities and must be periodically communicated to the relevant labour authorities.
All employment contracts must be registered in Romania’s REVISAL no later than the day before the employee starts date. REVISAL ensures legal compliance and tracks employment history for tax and social security purposes.
The duration of the probationary period varies with the type of job position and what is stipulated by law. For non-managerial positions, the maximum probationary period is 90 calendar days. On the other hand, for managerial positions, the probationary period can extend up to 120 calendar days.
During the probationary period, either party can terminate the contract without notice or compensation unless otherwise agreed. It should be noted that an employee cannot be subjected to a new probationary period within a period of 12 months for the same position with the same job responsibilities if rehired by the same employer. That means an employer cannot repeatedly place an employee on probation within the same role.
Employees under a probationary period have the same rights as regular employees, including receiving a salary and social security contributions.
Employers in Romania are required to create internal regulations, often referred to as an employee handbook, which they must develop in cooperation with employee representatives. This handbook must cover basic topics, including guidelines on health and safety in the workplace, rules on discipline, procedures for raising complaints, and criteria for evaluating employee performance.
Aside from this, employers can add other job-related rules on their own, such as dress code requirements or specific duties for certain roles, either in the main handbook or as separate policies. Since May 2019, employers must also include specific policies on equal treatment and anti-harassment at work. This means they need to have a clear, zero-tolerance stance on harassment, along with actions for preventing it. They must also establish steps for quickly reporting any violations of equal treatment laws to the relevant public authorities.
In Romania, employers do not need to file their employment policies with any external organisations or outside authorities before implementing these policies.
When putting internal regulations in place, employers are required only to consult with the relevant employee representatives, such as a union or employee committee. This consultation is intended to ensure that employee feedback is considered, but employers are not obligated to come to a formal agreement or get permission from these representatives.
To ensure compliance, an employment contract in Romania must cover specific terms and details that provide clarity between the employee and employer, such as:
The express terms of an employment contract are those specifically stated within the written agreement between the employer and employee. These terms detail the rights, obligations, and conditions under which employment will occur. Express terms typically include job description, compensation, work hours, and conditions related to termination.
When it comes to contract extension, a fixed-term contract can be renewed, but it cannot exceed a cumulative total of 36 months from the start of the initial contract, including all renewals. Employers can only extend a fixed-term contract up to three times within this period.
If a fixed-term contract surpasses the 36-month limit, the law automatically considers the employment relationship as indefinite, giving the employee rights associated with permanent employment. Employers also have the option to offer indefinite contracts directly after the initial fixed term ends.
Each contract extension must be documented through a written amendment signed by both the employer and the employee, outlining the new end date and any other agreed-upon terms. The amendment should be completed before the initial contract expires.
Unlike some other jurisdictions, Romania does not allow fixed-term contracts to renew automatically. If a fixed-term contract reaches its end date without a signed renewal, the employment relationship officially ends.
The contract of an independent contractor (often referred to as a service contract or “”contract de prestări servicii””) is more flexible than employment contracts.
When extending a contract, there should be a mutual agreement between the contractor and the client. This extension should be documented in writing, typically through an addendum or amendment that specifies the new duration, terms, and any changes to the scope of work or fees.
Unlike fixed-term employment contracts, there is no legal limit on the number of times an independent contractor’s contract can be renewed. It can be extended indefinitely, if both parties agree.
To avoid misclassification, organisations must ensure the relationship remains genuinely independent even after contract extensions. Romanian labour authorities may reclassify an independent contractor relationship as an employment relationship if certain conditions are met (such as the contractor being under direct control and supervision, working exclusively for one client, or fulfilling core functions within the organisation). This can have tax and legal implications, as reclassified contracts would be subject to employment law protections and requirements.
Fixed-term contracts in Romania are allowed, but they are subject to specific legal regulations and must be justified by legitimate reasons as outlined in the local Labour Code.
It can be used under certain circumstances where an indefinite contract may not be suitable. Some of the justified reasons for using a fixed-term contract in Romania are:
While fixed-term contracts are allowed for these reasons, they cannot exceed a total duration of 36 months, including any renewals (up to three renewals within this period). After this time, the role should either transition to an indefinite contract or the employment relationship should end.
Using fixed-term contracts outside these justified reasons or exceeding the maximum term could expose employers to legal risks, as such contracts could be reclassified as indefinite, granting the employee the rights and protections of a permanent position.
The maximum legal working hours in Romania are set at 40 hours per week, distributed typically across 5 days, which translates to 8 hours per day. However, in certain conditions, the working hours can extend up to 48 hours a week, including overtime. This extension is subject to specific rules and must not breach the legal framework intended to protect workers’ health and well-being.
In Romania, full-time employees work an average of about 1,838 hours per year. This estimate assumes no unpaid leave or extra overtime, though some jobs may require additional hours based on specific needs.
If overtime is needed, it must follow Romanian labour laws, which state that total hours, including overtime, should not exceed an average of 48 hours per week over a four-month period.
International or foreign students are allowed to work while studying. Foreign students from non-EU countries must obtain a work permit to work in Romania. However, EU/EEA students do not need a work permit and can work freely.
Non-EU students need a work permit, while students from the EU/EEA do not and can work freely.
During the academic term, foreign students can work up to 4 hours per day, so their studies are not disrupted. During breaks (like summer vacations or holidays), they can work up to 8 hours per day.
Students can take on different jobs, such as part-time roles, internships, or work related to their studies, which can help with living costs and offer valuable experience. Work hours are regulated by Romania’s Labor Code to support employee well-being and work-life balance.
Employees are allowed to work a limited amount of overtime. The total working time, including overtime, should not exceed 48 hours per week on average over a reference period, which is typically set at 4 months. However, this reference period may be extended to 6 or even 12 months in specific cases defined by collective labour agreements.
The calculation of overtime pay in Romania varies based on the employee’s compensation structure. For hourly employees, overtime pay is typically calculated at a rate of 1.5 times the regular hourly rate for any hours worked beyond the standard 40-hour workweek.
Alternatively, employers can offer equivalent time off instead of additional pay, which must be taken within 60 calendar days following the overtime worked.
Certain categories of workers, such as those working in health care, emergency services, or in other critical roles, may have different regulations or additional provisions regarding overtime work.
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Law No. 81/2018 on Telework Activity defines telework, also known as remote work, as a type of work that occurs regularly outside the employer’s premises, utilising information, and communication technology. This includes both full-time telework and hybrid arrangements where employees split their time between remote work and on-site work.
Telework or remote work arrangements must be formalised through a written agreement between the employer and employee. This agreement should outline the conditions under which telework will occur, including working hours, tasks, and the necessary equipment.
Employees who work remotely should have the same rights and responsibilities as regular workers. This includes rights related to remuneration, professional development, and access to training opportunities. Employers cannot discriminate against teleworkers compared to their on-site counterparts.
Employers are responsible for ensuring that teleworkers have a safe working environment. This includes providing information on health and safety practices and conducting risk assessments for remote work environments.
When it comes to equipment necessary for remote work, the law outlines the employer’s obligation, such as providing computer and software, and includes provisions for covering expenses related to telework, such as internet costs.
While employers can monitor telework performance, any monitoring must comply with data protection laws and respect employee privacy. Clear communication regarding performance expectations and evaluation criteria is also essential.
Romania introduced the Digital Nomad Visa to cater to international remote workers who wish to live and work within the country. To qualify for this visa, applicants need to prove that their average earnings are at least three times the gross average salary in Romania for each of the six months preceding the application.
The process for obtaining a Romanian Digital Nomad Visa involves an application fee of approximately €100 (490 RON or $110 USD). Once in Romania, applicants are required to apply for a residence permit, which comes with its own set of fees. The processing time for a Romanian visa currently averages between 10 to 14 working days, though it can vary based on individual circumstances.
With the introduction of the digital nomad visa, working remotely in Romania is within reach. Under Law No. 22/2022 or the Law on the Regime of Teleworking and the Work of Digital Nomads, it defines digital nomads as individuals who work remotely using digital technologies and can perform their jobs from anywhere, including from Romania, provided their employer or client is based outside the country.
The law establishes a specific temporary residence permit for digital nomads, allowing them to stay in Romania for up to 12 months, with the possibility of extension. Applicants must demonstrate that they have the means to support themselves during their stay, such as proof of sufficient financial resources and health insurance.
Digital nomads who work remotely from Romania but are employed by foreign companies will be subject to the Romanian tax system if they stay for more than 183 days within a year.
Like other countries, Romania has its own rules and regulations when it comes to employment contracts — and non-compliance could to legal disputes and hefty fines.
Thankfully, our team of experts specialises in drawing up tailored, compliant contracts in Romania (and more than 100 countries worldwide). That means that, when you work with us, you won’t have to spend time worrying about whether you’ve got it right. Instead, you can focus on what truly matters: growing your business.
Get in touch with us today and start building your global teams.
Employment contracts in Romania must generally be in writing, in Romanian and signed before the employee starts work. The contract must also be registered in REGES-Online no later than the day before the employee starts work and include the required employment terms. The employer must provide the employee with a copy of the contract before work begins.Fixed-term contracts are exceptions and may be used only for legally recognised temporary situations, such as replacing an absent employee, seasonal activity, temporary increases in activity or specific projects. Part-time, telework, homeworking and probation arrangements must also be documented clearly. Salary, hours, workplace, job duties, leave and notice terms cannot be left to informal messages.
Contract management continues after signature. Changes, suspensions and termination require the correct agreement, notification or legal process and accurate register updates. Different REGES-Online deadlines apply depending on the type of change, so employers should not assume that every update follows the same deadline.
The main employment contract types in Romania indefinite-term and fixed-term contracts. Employment under either type may generally be full-time or part-time.. Employers can also use specific arrangements for temporary agency work, telework, homeworking and apprenticeships.
Other forms address the way work is delivered. Temporary agency contracts place the worker with an agency and assign them to a client company. The agency must be authorised under Romanian temporary agency work legislation. Homeworking is performed at the employee’s home, while telework is performed regularly away from the employer’s premises using information technology. Apprenticeship contracts combine work with vocational training.
These categories are not mutually exclusive: a contract can be fixed-term and part-time, or indefinite with a telework clause. Each form carries specific wording, registration and employee-protection requirements.
Yes. Employment contracts in Romania must be in writing and signed before the employee starts work. The employer must also register the contract in REGES-Online no later than the day before the start date.
Working without the required written contract can be treated as undeclared work, employment that was not formally documented or registered as required, and expose the employer to significant penalties. Informal emails, offer letters or invoices do not replace the required employment contract because they may omit mandatory terms and cannot reliably establish the full relationship.
Written form also protects both sides by recording salary, duties, hours, leave, workplace, duration and termination terms. Later changes should be documented through the appropriate written amendment or notice. Where an addendum is required, it should generally be concluded before the change takes effect, unless legislation expressly provides otherwise.
An employment contract in Romania must include the employee and employer details, start date, contract duration, workplace, job, duties, working hours, salary, leave, probation where applicable and notice terms. It must also address matters including pay frequency, normal working-time arrangements, the applicable collective agreement and the procedure for using an electronic signature, where relevant.
Additional terms may be needed for the role. A fixed-term contract should state its duration the employer must also be able to demonstrate that it is based on a legally permitted temporary situation. Telework requires the agreed remote-work conditions; and clauses on mobility, confidentiality, professional training or restrictions on working for competitors should be drafted specifically rather than copied without review. Benefits and allowances should be clear where they form part of remuneration.
A probationary period must be included in the contract if it is to apply. The usual statutory maximum is 90 calendar days for operational roles and 120 calendar days for management roles, subject to specific rules and exceptions. The contract and job description should tell the employee what work is expected, where it is performed and how pay and time are organised.
An indefinite-term contract has no set end date, while a fixed-term contract ends on an agreed date or event and can only be used in situations allowed by Romanian law.
Both forms provide core employee protections, including pay, leave, social insurance and health-and-safety rights. Fixed-term employees must not be treated less favourably than comparable permanent employees solely because of the duration of their contract, unless different treatment is objectively justified. The important difference is continuation: an indefinite contract continues until a lawful termination route is used, while a fixed-term contract normally ends automatically when its term expires. Renewal or conversion must be documented rather than assumed.
Using a fixed term without a permitted reason, or using successive contracts to avoid permanent employment protections, can create disputes and prevent the employer from relying safely on the fixed-term arrangement.
A fixed-term employment contract in Romania can generally last up to 36 months. Romania also limits the use of successive fixed-term contracts between the same employer and employee.
The contract must state its duration expressly and be based on the temporary situation that justifies it. Permitted grounds include replacing an absent employee, temporary changes or increases in activity, seasonal work, certain publicly supported placements, work on projects or programmes, and other cases provided by special law.
The 36-month limit applies to an individual contract; the separate rules on successive contracts must also be checked before any renewal or replacement agreement is prepared. The same parties may generally conclude no more than three successive fixed-term contracts. Contracts concluded within three months after the previous fixed-term contract ends are treated as successive and may not exceed 12 months each.
A fixed-term contract may be extended in writing, subject to the statutory conditions. Employers should therefore distinguish between extending an existing contract and concluding a new successive contract.
Yes. Employers can change or end an employment contract in Romania, but most important contract changes require the employee’s agreement, and termination must follow one of the legal routes and procedures. As a general rule, elements such as the workplace, job duties, working conditions, salary, working time and contract duration can be changed only by agreement between the employer and employee. Romanian law permits unilateral changes only in limited circumstances, including certain temporary delegation or secondment situations.
Ending the relationship follows a separate route. A contract may end automatically under a legal rule, by mutual agreement on an agreed date, or by one party alone in the limited cases and procedures allowed by law. Dismissal may require a written decision, valid grounds, investigation or notice, depending on the reason. Where statutory notice applies, the employee is generally entitled to at least 20 working days’ notice. This minimum does not apply to every type of dismissal, including certain disciplinary dismissals. A fixed-term contract normally ends when its term expires.
Accurate documentation matters because an informal change or defective termination can lead to reinstatement claims, back pay and penalties. If a court finds a dismissal unlawful, it can cancel the dismissal and, at the employee’s request, order reinstatement together with compensation for lost salary and related entitlements.
Yes. Employees in Romania must complete an occupational medical examination and be confirmed fit for the role before employment begins. Employment without the required medical fitness certificate can affect the validity of the contract.
Additional medical checks can apply to roles in areas such as healthcare, food handling or education, depending on the applicable rules. Employers cannot require pregnancy testing when concluding the contract. A further examination may also be needed when duties or working conditions change in a way covered by occupational-health requirements.
Medical information must be handled confidentially and used only for legitimate occupational-health purposes. The certificate confirms fitness for the particular role, not a general entitlement to employment.
Employers manage Romanian employment contracts compliantly by signing and registering them before work starts, documenting later changes and keeping REGES-Online updated throughout the employment relationship.
Good controls also track probation end dates, fixed-term expiry, notice periods, leave, working time, salary changes and any collective-agreement requirements. Contract templates should reflect the role, workplace, working pattern and benefits rather than relying on one generic form for every employee.
Romania’s labour-law rules include the Labour Code, REGES-Online rules and sector-specific legislation. Government Decision No. 295/2025 governs REGES-Online and prescribes different reporting deadlines for hires, amendments, suspensions and termination. A periodic review helps keep documents, payroll and register data aligned, and identifies upcoming expiries or amendments before they become missed deadlines.
CXC helps companies manage Romanian employment contracts from hiring through to changes and offboarding, with local support for contract terms, registration, payroll and employment administration.
Through our Employer of Record (EOR) service in Romania, we can employ workers on behalf of companies that do not have a local entity. We manage the Romanian employment contract and require registrations, as well as payroll, statutory benefits and ongoing employment administration.
Our team can also manage contract changes during employment, including salary or role changes, fixed-term contract extensions and other amendments. When employment ends, we support the required documentation and final payroll process.
For companies hiring across several markets, CXC can provide the same EOR and workforce management service across 100+ countries, with local support for the employment requirements in each market.
Speak to our team to learn more about employment contract management in Romania.
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
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