Facts & Stats
- Capital city
Romanian leu (L, RON)
- Population size
- Ease of doing business
- Cost of living index
$$ (98 of 139 nations)
- Payroll frequency
- VAT - standard rate
- GDP - real growth rate
Romania is a southeastern European country with a population of just under 20 million and the sixth most populous nation in the European Union. Romania’s fast-growing economy and strategic location make it an attractive place to do business.
Romania also has one of the lowest costs of living in the EU. Employees in Romania can take advantage of low-cost goods as well as affordable rents. With a growing tech sector, Romania is an attractive option for many digital nomads and remote workers.
Residents of Romania can also enjoy the rich natural beauty of the region’s beautiful mountains, rivers, and Black Sea coastline.
Grow your team in Romania with Remote
Looking to employ workers in Romania? Companies hiring in Romania must either own a legal entity in the country or work with a global employment solutions provider, usually one that provides employer of record services.
Remote can employ your team in Romania on your behalf through our local legal entity in the country and handle payroll, benefits, taxes, and compliance for your Romania team. You can also pay contractors now in Romania with Remote.
Risks of misclassification
Romania, like many other countries, treats self-employed individuals or contractors and full-time employees differently. Misclassification of contractors in Romania may lead to fines and penalties for the offending company.
Employing in Romania
To employ in Romania, companies must own a local legal entity or work with a global partner. Managing the tricky tasks related to HR and compliance in Romania can get complicated fast, especially if you try to keep this internal without any established local relationships.
Remote’s global employment solution makes it easy for your company to employ workers in Romania and stay compliant with all relevant labor laws. Our team of HR and legal experts takes on the responsibilities involved with international employment so you can focus on hiring top talent and growing your business.
For 2023, the minimum gross wage in Romania is RON 3,300 per month.
For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
We can help you get a new employee started in Romania fast. The minimum onboarding time we need is only 5 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
15 Public holidays
Competitive benefits package in Romania
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Romania are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Mental Health Support
Pension or 401(K)
Life and Disability Insurance
Taxes in Romania
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Romania.
Insurance contribution for work
Medical leave Indemnities
Residual collection - work insurance
Romanian guarantee fund
Work accident or professional disease indemnities
RON 60.00 - Mandatory Health check (flat payment of RON 60 on top of the base annual salary)
RON 50.00 - Work medical certificate (flat payment of RON 50 on top of the base annual salary)
Types of Leave
All employees are entitled to at least 20 vacation days per year in addition to national holidays. Employees under 18, who work in hazardous environments, or who are blind or disabled are entitled to an additional three days leave.
The employee can anticipate their PTO by taking it before it is accrued as long as the employer agrees. If the employee leaves before they have a negative balance, leftover leave will be deducted from their payroll.
If the employee is not able to take all the days off within the year, the employer is obliged to rollover and grant the annual leave not taken, within a period of 18 months (extended to 3 years after jurisprudence).
For the purposes of employment contracts, Romanian law distinguishes between managerial positions and operational positions.
Employment termination can happen at the end of a contract or probation period, by request of the employee, or by request of the employer.
Termination by request of the employer before the end of an employment contract can be done for several reasons including physical or mental inability to work, professional inadequacy, and redundancy. The employer is required to provide reasons for dismissal in writing.
Restrictions on Termination
Employees cannot be terminated during leaves, during temporary disability, during quarantine, or during pregnancy if the employer knew about the pregnancy.
Employees have the right to at least 20 days of notice before termination. Employees should give 20 days notice before leaving an executive-level position and 45 days for a management position.
Severance pay is not required by law in Romania.
The probation period in case of a fix term employment agreement cannot exceed:
5 working days, for an agreement that does not exceed 3 months
15 working days, for an agreement between 3 and 6 months
30 working days, for an agreement exceeding 6 months
45 working days, for an agreement exceeding 6 months involving employees occupying a management position