HR Services in Romania

Only if the contract sets one. Probation lasts up to 90 calendar days for most roles, 120 for managers and 30 with a disability. On fixed terms it’s up to 5 to 30 working days by contract length, or 45 for managers on terms over 6 months. During or at the end of probation, either side can end the contract by written notice, with no notice period or reason. We make sure your contracts reflect these rules.

Non-wage costs, such as employer social contributions, add about 5% on top of gross wages in Romania (Eurostat, 2025). As a rule, employees pay most contributions: 25% of gross pay for pensions and 10% for health insurance. Employers pay 2.25% for work insurance, plus 4% or 8% in difficult or special conditions. Our Compensation & Benefits Strategy builds a reward framework aligned with Romanian law, market data and internal equity.

As a rule, full time is 8 hours a day and 40 a week, less for employees under 18, who can’t work overtime. With overtime, hours can’t exceed 48 a week on average over 4 months (longer under a collective agreement). Overtime needs the employee’s consent, except in emergencies, and earns paid time off within 90 days or, failing that, a premium of at least 75% of base pay. We structure compliant schedules.

Since August 1, 2025, sick pay for ordinary illness depends on each certificate’s length: 55% of the legal calculation base for up to 7 days, 65% for 8 to 14 days and 75% for over 15 days. Cardiovascular conditions listed in the law keep 75%. You can’t dismiss an employee during sick leave, except in insolvency or dissolution. We put clear sick leave policies in place.

At least 20 working days a year, plus at least 3 for hard or hazardous work, disability or employees under 18. Romania has 17 public holidays, plus 2 days for each of 3 religious holidays for staff of non-Christian legal faiths. Holiday work, where allowed, earns time off within 30 days or at least 100% extra pay. We keep you compliant with leave entitlements and help you offer a competitive benefits package.

It’s structured, not impossible. You can dismiss only for reasons the Labor Code lists, such as serious misconduct, medical or professional unfitness, or a job that is genuinely eliminated, by a written, reasoned decision. Misconduct needs a prior disciplinary investigation. Notice is at least 20 working days for unfitness and redundancy, outside probation. The Labor Code sets no severance amount; collective agreements can. We guide you through every step.

No. As a rule, contracts have no end date. A fixed term must be in writing and fit a case the law lists, such as replacing an absent employee or seasonal work. It lasts up to 36 months, or until the absent employee returns. At most 3 can follow each other with the same employee, and one signed within 3 months after another ends can last up to 12 months. We make sure every contract with an end date meets these rules.

Employers with at least 10 employees must hold collective bargaining at company level. A company agreement covers all your employees. A sector agreement covers you if you belong to a signatory employers’ organization or sign up to it later, or if the government extends it to the sector, which needs signatories employing over 35% of its staff and the National Tripartite Council’s binding opinion. It binds small and medium firms only if it has clauses for them. We keep you compliant with any agreement that applies.

Only for health and safety: from 50 workers, you must set up a health and safety committee that includes worker representatives. Employees can also organize: a union needs at least 10 employees of your company, or 20 from the same sector, and where there’s none, employers with at least 10 employees can have elected representatives. Collective redundancies need prior consultation with them. We guide you in working with employee representatives.

Romania missed the June 7, 2026 deadline for the EU Pay Transparency Directive. A bill to transpose it was rejected by the Senate on October 14, 2026 and went to the Chamber of Deputies, which has the final vote. Already, the Labor Code bans sex discrimination in any element of pay for equal work or work of equal value. Our Compensation & Benefits Strategy covers EU Pay Transparency readiness.

Inspectors fine work without a written contract RON 40,000 per person, up to RON 1,000,000, and work that starts before registration RON 20,000 per person, up to RON 200,000. Pay below the minimum wage costs RON 3,000 to 5,000 per employee, up to RON 200,000, and overtime breaches RON 1,500 to 3,000 per employee, in 2026. We conduct regular compliance audits so your documentation is ready for inspection.