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Hiring & Recruiting in RoRomania.






Country Capital



Romanian leu (RON)

Romania’s capital, Bucharest, is one of the largest cities in the European Union (EU), and the nation’s proximity to other European countries makes it an ideal place for companies looking to expand and tap into a large pool of highly skilled professionals.

However, hiring in a different country on your own is not an easy task. Traditionally, companies had to first set up a subsidiary, establish payroll, research the country’s culture and business practices, and then hire employees. Luckily, G-P offers an easier alternative. By leveraging our Employer of Record model, you can start hiring quickly and compliantly — no entity setup required. We’ll hire employees to work on your behalf, add them to our payroll, and handle compliance, so you can focus on growing your business.

Recruiting in Romania

As important as it is to understand the local culture and build a connection with your potential hires, companies should also prepare for the practical aspects of recruiting in Romania, such as identifying the best channels for sourcing talent.

In Romania, many employers advertise job listings in national newspapers. Keep in mind that the majority of newspapers are printed exclusively in Romanian. That said, some newspapers do have an online presence in English.

You might also consider advertising your company’s open positions on job-focused websites.

Laws against discrimination in Romania

Throughout the recruiting process, companies must ensure compliance with all of the relevant laws and regulations in Romania, including laws against discrimination in the workplace. Romanian law strictly prohibits discrimination on the following grounds:

  • Nationality
  • Race
  • Ethnic origin
  • Religion
  • Family or marital status
  • Refugee or asylum status
  • Political opinion
  • Social status
  • Language
  • Sex
  • Sexual orientation
  • Genetic characteristics
  • Beliefs
  • Gender
  • Disability
  • Age
  • Social group
  • HIV positive status

In addition to the above characteristics, union affiliation also cannot influence a hiring decision. To ensure compliance, avoid asking candidates any questions pertaining to these categories throughout the recruitment process.

How to hire employees in Romania

Romania requires a written employment contract in the local language. These contracts are typically executed for an indefinite amount of time. However, fixed-term contracts are allowed for up to 36 months under certain circumstances.

An employment contract should include specifics such as:

  • Compensation
  • Start date of employment
  • Location of the company’s headquarters
  • Workplace location
  • Job duties and position
  • Working hours
  • Benefits
  • Annual leave
  • Private pension fund obligation
  • Termination notice
  • Severance

Contracts must be signed prior to the employee’s start date and the employee must receive a copy. Employers will also need to register the new hire in the company’s official “general register of employees.” Each business’s employee register is required to be in a specific format and submitted to the country’s labor authorities on a regular basis.

Romania employment laws

Romania employment compliance starts with drafting the employment contract mentioned above. Once you officially hire workers in Romania, you’ll also need to follow guidelines such as the country’s standard working hours. Employees in Romania typically work 8-hour days and 40-hour weeks. Employees can work a maximum of 48 hours per week, including overtime.

If an employee works overtime, employers will either compensate them at a rate of at least 75% above their base salary or provide additional time off within 60 days of the overtime work.

Onboarding in Romania

Companies should onboard employees only after clearly defining a code of conduct and workplace culture. You can curate materials or training that will help employees embrace the culture your company is hoping to promote.

It is advisable to go over the employment contract with new hires during their first day. This instruction can help address any lingering questions and ensure new hires are on the same page concerning the terms of employment.

Grow globally with G-P.

G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With the #1 Global Growth Platform™, you have the recruitment tools and services you need to find your perfect full-time or contract match.

Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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