EMPLOYMENT IN ROMANIA IN 2026

EMPLOYMENT IN ROMANIA

A complete guide for employers and entrepreneurs

Last updated: June 2026. This material accounts for REGES-Online, OUG 32/2026, higher fines for undeclared work, and the minimum wage change effective July 1, 2026.

 

INTRODUCTION: WHY THIS MATTERS RIGHT NOW

In 2025–2026, hiring staff in Romania became significantly more sensitive for business. Employers moved from the local Revisal system to REGES-Online, the fine for actually letting someone work without a written employment contract rose to 40,000 lei per person allowed to work without a written CIM, and the minimum wage was set at 4,050 lei gross until June 30, 2026, and 4,325 lei gross from July 1, 2026.

The procedure for hiring third-country nationals has changed separately. Since April 27, 2026, OUG 32/2026 has been in force, introducing the new WorkinRomania.gov.ro system (rolled out in stages), registration and authorization of employers, new long-term visa types for employment, and transitional rules for applications already filed or planned. As a result, the section on foreign workers can no longer be described only through the old aviz de angajare → visa → permis unic scheme without checking the date of the specific case.

This article explains the practical hiring procedure in Romania: what documents to collect, how to draw up a Contract Individual de Muncă, what to submit to REGES-Online, how to run the medical check and the SSM and PSI/SU briefings, which taxes and contributions to account for, and which mistakes most often lead to ITM fines.

Core principle: a person must not start working before the employer has a signed CIM, a medical fitness certificate, registration in REGES-Online, and completed occupational health and fire safety briefings.

 

THE ESSENTIALS IN BRIEF

1. Paperwork first, then work. A written CIM must be concluded no later than the day before work starts. Contract data is submitted to REGES-Online before work begins. The medical check and briefings are completed before access to the workplace.

2. Fines for undeclared work are significantly higher now. The fine applies per person actually allowed to work without a written CIM before work starts — 40,000 lei per person, capped at 1,000,000 lei in total.

3. REGES-Online has been the primary system of employee records since 2026. Once the transition period ends, ongoing employee record-keeping runs through REGES-Online. Use of Revisal for current record-keeping has been discontinued.

4. The minimum wage changes twice in 2026: 4,050 lei gross until June 30, and 4,325 lei gross from July 1. Construction keeps a separate minimum of 4,582 lei gross, provided the special regime remains in effect for the relevant period.

5. A transitional regime under OUG 32/2026 applies to third-country nationals. New procedures involve WorkinRomania.gov.ro, the cerere unică (single application), and D/AM1/D/AM2 visas, but their full application depends on the transition schedule. Old aviz applications may continue to be processed under the previous rules. The quota of 90,000 new workers limits the number of new permits but does not cover all categories of foreign workers.

6. Consent from the data subject should not be mechanically included in the document package as a mandatory condition of hiring. In most cases the employer must instead give the employee a data-processing notice.

 

1. DOCUMENTS FOR HIRING AN EMPLOYEE

Before signing the employment contract, the employer must collect the documents needed for lawful hiring and build the employee’s personal file — dosar personal. This is a separate employer obligation under HG 295/2025. The personal file is kept by the employer under conditions that protect personal data and is produced to labor inspectors on request.

1.1. The employee’s personal file

The personal file contains the documents that prove the lawfulness of concluding, amending, suspending, and terminating the employment contract, as well as the accuracy of the data entered in REGES-Online. At minimum it must include: the documents required for hiring, the CIM, addenda, education and qualification documents, documents on suspension or termination of the contract, and any other documents supporting the data submitted to the registry.

1.2. What the candidate or employee provides

— Identity card or passport. For foreigners, the right to stay and work in Romania is additionally verified.

— Documents on education, qualifications, and professional licenses, if required for the position.

— Documents for tax deductions and dependents, if the employee claims such data.

— Cazier judiciar (criminal record certificate) — only when a clean-record certificate is explicitly required by law or by the nature of the position. It should not be required automatically from every employee.

— Documents from a previous employer regarding tenure or activity — when they exist and are needed for the paperwork.

1.3. What the employer arranges

— A medical examination by an occupational physician and the fișa de aptitudini (fitness certificate) before access to work.

— Preparation of the job description — fișa postului.

— Informing the employee of the essential working conditions under Article 17 of the Codul muncii (Labor Code).

— Preparation and signing of the CIM under the current contract model approved by Ordinul nr. 2171/2022.

— Submission of data to REGES-Online before work begins.

— Conducting the SSM occupational safety briefing and the PSI/SU fire safety briefing.

— Notifying the employee about personal data processing. Consent from the data subject is used only in situations where it is genuinely free and not a condition of employment.

 

1.4. Foreign employees

The rules depend on citizenship and the basis for residence. Before signing the contract, the employer must confirm that the person has the right to work in Romania specifically in the stated position and for that employer.

Category	Practical procedure
Romanian citizens	Hired under the general procedure: documents, medical check, CIM, REGES-Online, SSM and PSI/SU.
EU, EEA, and Swiss citizens	No work permit required. Employed under the same labor rules as Romanian citizens. If the stay exceeds 3 months, a registration certificate with IGI is usually issued, but this is not an aviz de muncă.
Third-country nationals who already hold a right to work	The type of residence permit is checked — permis unic, EU Blue Card (carte albastră UE), or another document — along with any restrictions tied to the employer, position, and term.
New third-country workers	Under OUG 32/2026, the procedure is in a transitional regime. WorkinRomania.gov.ro is being rolled out in stages: until August 7, 2026, the new provisions apply on a limited basis — for registering/authorizing employers and agencies, and for testing the platform. Full application of the cerere unică and D/AM1/D/AM2 visas needs to be checked against the case date. Old aviz applications filed or scheduled before OUG 32/2026 took effect are processed under the previous rules.

For 2026, a quota of 90,000 new third-country workers has been set. It limits the number of new permits but does not cover all categories of foreign workers.

Practical takeaway: if a company hires third-country nationals in 2026, the immigration paperwork must be checked separately against the filing/appointment date, the worker’s category, and the OUG 32/2026 transitional rules.

 

2. THE EMPLOYMENT CONTRACT: CONTRACT INDIVIDUAL DE MUNCĂ

The CIM is the foundation of employment relations in Romania. The contract is concluded in writing, in Romanian, no later than the day before work starts. The duty to draw up the contract lies with the employer. Before work begins, the employee must be given their copy of the contract, and the CIM data must be entered into REGES-Online.

The current model-cadru CIM is approved by Ordinul nr. 2171/2022.

For foreign employees: after OUG 32/2026, a third-country national’s contract must be concluded not only in Romanian but also in the language of the employee’s country of origin or in an international language they understand. A contract in Romanian only carries a fine of 6,000 lei per such contract.

2.1. Mandatory information in the CIM and prior information

Article 17 of the Codul muncii requires that, before concluding or amending the contract, the employee be informed of the essential working conditions. The contract and accompanying documents must cover the following:

— identification of the employer and the employee;
— the workplace or an indication of the mobile nature of the work;
— the position, the COR code, and the job description;
— risks associated with the position;
— the start date of work;
— the term of the contract, if it is fixed-term;
— the length of annual leave, a minimum of 20 working days;
— the preaviz (notice) conditions for dismissal and resignation;
— salary, allowances, frequency, and method of payment;
— normal working time, overtime conditions and compensation, and, where relevant, the shift-work regime;
— criteria for evaluating professional performance;
— the probationary period, if one is set;
— information on the collective agreement, electronic signature procedures, and professional training, where applicable;
— information on private medical insurance, voluntary or occupational pension contributions, and other monetary benefits, if provided.

2.2. Main types of employment contracts

Contract type	When it’s used	Key restrictions
Indefinite-term contract	The general rule for permanent employment.	Ends only on the grounds set out in the Codul muncii.
Fixed-term contract	Only in cases expressly provided for in Art. 83 of the Codul muncii.	Maximum 36 months. No more than 3 consecutive fixed-term contracts between the same parties.
Part-time / timp parțial	When working time is less than the full-day/full-week norm.	Written form only. The distribution of working time must be stated. Overtime is prohibited except in force majeure.
Telemuncă	Remote work using ICT under Legea 81/2018.	Requires special terms in the CIM or an addendum: workplace, monitoring, SSM, data protection, expense compensation.
Munca la domiciliu	Work from home under Art. 108–110 of the Codul muncii.	A separate regime, not equivalent to telemuncă. The contract must state work from home and the monitoring arrangement.
Ucenicie	An apprenticeship contract for learning a trade on the job.	Duration depends on qualification level; pay no lower than the minimum wage.
Internship / stagiu	Internship — no CIM, under Legea 176/2018; stagiu — for university graduates.	An internship must not substitute for regular employment. Requires a written agreement, a mentor, and a minimum indemnizație.

2.3. Minimum wage and cost of hiring in 2026

Period / sector	Gross minimum	Approximate net *	Approximate cost to employer
January 1 – June 30, 2026	4,050 lei/month	around 2,570 lei	around 4,134 lei with a tax-free amount of 300 lei
From July 1, 2026	4,325 lei/month	around 2,700 lei	around 4,418 lei with a tax-free amount of 200 lei
Construction sector **	4,582 lei/month	special calculation	around 4,685 lei, excluding special situations

* This is an approximate calculation for a standard case and may differ depending on personal deductions, tax relief, and other circumstances.

** The construction-sector minimum applies provided the special regime remains in effect for the relevant period. This is the sector most often affected by government decisions — check its current status before applying it.

2.4. Probationary period

— up to 90 calendar days for executive-level positions;
— up to 120 calendar days for management positions;
— up to 30 calendar days for employees with disabilities;
— fixed-term contracts have separate limits depending on the contract’s term.

During the probationary period, or at its end, either party may terminate the contract by written notice, without preaviz and without any obligation to justify the decision. The employee retains all rights provided by law, the collective agreement, internal regulations, and the CIM.

 

3. REGES-ONLINE: THE ELECTRONIC EMPLOYEE REGISTRY

REGES-Online is the state electronic platform for recording employment contracts and their changes. HG 295/2025 governs which data is submitted to the registry, who is responsible for its accuracy, and the deadlines for submission. Since 2026, current employee record-keeping operations must run through REGES-Online.

3.1. Who maintains REGES

Data is submitted either by a company employee appointed by written decision of the employer, or by an external prestator (service provider) under contract. If the company uses HR outsourcing or an accounting firm, this does not relieve the employer of responsibility. Under HG 295/2025, responsibility for the completeness, timeliness, and accuracy of the data lies specifically with the employer.

— the employer appoints the person responsible for REGES by written decision;
— it is advisable to appoint a backup for leave or illness;
— when outsourcing, the prestator’s data is submitted to REGES within 3 working days of the date the contract with them is concluded or terminated;
— the prestator may not subcontract this function;
— for public institutions, the option to outsource REGES is limited — HG 295/2025 expressly allows an external prestator only for private-sector employers.

3.2. Main deadlines for submitting data to REGES

Event	Submission deadline
New CIM and core contract elements	no later than the day before work starts
Change of position, COR, contract type, workplace, working-time regime	no later than the day before the change
Change of salary, allowances, and other payments	within 20 working days of the date of the change
Change of employer’s or employee’s data, disability status	within 3 working days of the event
Suspension and resumption of the contract	no later than the day before the event; for sick leave — 3 working days
Detașare / temporary secondment	no later than the day before it starts or ends
Transfer	within 5 working days
Termination of the contract	no later than the termination date or the date the employer learned of the event
Data on the HR outsourcer / prestator	within 3 working days of the date the contract with them is concluded or terminated

3.3. What an ITM inspector checks in REGES

— whether the work start date matches the date the CIM was submitted to the registry;
— whether the full data set is present: position, COR, workplace, salary, working-time regime, contract type;
— whether changes were submitted on time, especially the minimum-wage increase;
— whether there is a written decision appointing the person responsible for REGES;
— whether REGES, the CIM, the fișa postului, payroll, and the timesheet all match;
— whether there is evidence of timely data submission and an internal log of operations.

 

4. MEDICAL EXAMINATION: MEDICINA MUNCII

A medical examination on hiring is a mandatory part of lawful employment. Under Art. 27 of the Codul muncii, a person may be hired only on the basis of a medical certificate confirming fitness for the relevant job. Requiring a pregnancy test as part of hiring is prohibited.

In practice, the employer must not allow a person to work without the fișa de aptitudini. The absence of a medical certificate can trigger the consequences set out in Art. 27 and Art. 57 of the Codul muncii, including the risk that the contract is declared void and sanctions applied to the employer. Actually letting someone work without the certificate is prohibited.

Specifically for foreign employees: after OUG 32/2026, third-country nationals may sign the CIM before obtaining the medical certificate, but the certificate must be obtained no later than the start date of work.

4.1. Procedure

1. The employer prepares the fișa de solicitare a examenului medical and the fișa de identificare a factorilor de risc profesional (request for the medical exam and identification of occupational risk factors).

2. The candidate is referred to an occupational physician (a specialized doctor, not a family doctor).

3. The physician assesses fitness for the specific position and issues the fișa de aptitudini.

4. The employer keeps the document in the personal file and observes any restrictions if the outcome is apt condiționat (conditionally fit).

4.2. Possible outcomes

Outcome	What it means for the employer
Apt	The employee is fit for this job.
Apt condiționat	The employee is fit subject to the stated restrictions.
Inapt temporar	A temporary ban on performing this job.
Inapt	The employee cannot be admitted to this position.

The employer bears the cost of the medical exam. The cost of the exam may not be deducted from the employee’s pay. In addition to the initial exam, periodic exams are conducted, as well as exams on a change of position or working conditions, and exams after a prolonged absence.

 

5. OCCUPATIONAL SAFETY BRIEFING: SSM AND PSI/SU

Occupational safety is governed by Legea 319/2006 and HG 1425/2006. An employee must not begin working independently before completing the mandatory occupational health and safety briefing. In parallel, a PSI/SU fire safety briefing is conducted.

Type of briefing	When it’s conducted	Who conducts it	Min. duration / frequency
General introductory briefing	before access to the workplace	the employer, an SSM specialist, or an external service	at least 8 hours
Workplace briefing	after the introductory briefing, before independent work	the workplace supervisor or an authorized person	at least 8 hours + practical demonstrations
Periodic briefing	during ongoing work	the workplace supervisor or an authorized person	frequency set according to risk; generally no less often than the limits under HG 1425/2006

5.1. When an additional briefing is required

— the employee was absent for more than 30 working days;
— technology, equipment, workplace, or safety rules have changed;
— an accident or dangerous incident has occurred;
— a supervisory authority has issued an order;
— the employee is transferred to another position or takes on new tasks with different risks.

5.2. Documentation

Each briefing is recorded in the fișa de instruire individuală, on paper or in electronic form, provided the requirements for electronic signature and data integrity are met. The briefing card is kept by the employer. Missing SSM and PSI/SU documentation is one of the most frequent causes of fines in ITM inspections, especially in construction, manufacturing, HoReCa, logistics, and transport.

 

6. PAYROLL TAXES AND CONTRIBUTIONS

In Romania, the main payroll burden is withheld from the employee’s gross salary. The employer additionally pays CAM. The exact net calculation depends on personal deductions, family situation, contract type, benefits, vouchers, and special regimes. The precise calculation should be done in a payroll system.

Contribution / tax	Rate	Who bears it	Comment
CAS — pension contribution	25%	employee, withheld from gross	part is directed to Pilonul II (4.75% in 2026)
CASS — health insurance	10%	employee, withheld from gross	contribution to the health insurance system
Impozit pe venit (income tax)	10%	employee, after deductions	the actual amount depends on deductions and relief
CAM	2.25%	employer, on top of gross	subject to the conditions of OUG 89/2025, the 300/200 lei amount is exempt from income tax and mandatory social contributions

6.1. Part-time work and tax risk

For part-time contracts, the CAS and CASS base needs to be checked separately. In a number of cases, social contributions are calculated at no less than the level of the full minimum wage, even if actual income is lower, with the employer bearing the difference. Exceptions apply, for example, to students, pensioners, and employees with multiple contracts, if their combined income reaches the minimum wage. Before hiring part-time employees in bulk, it is better to run a separate calculation.

6.2. Employees with disabilities

Employers with 50 or more employees must meet a quota for employees with disabilities — at least 4% of the total workforce. If the quota is not met, a monthly payment obligation to the budget arises under Legea 448/2006. This is a separate obligation, unrelated to ordinary payroll contributions.

6.3. Declaration 112

The employer files Declarația 112 with ANAF every month and pays the withheld contributions, income tax, and CAM. The general deadline is the 25th of the month following the month the income was accrued. The declaration is filed by the employer or an authorized accountant/consultant.

 

7. FINES AND SANCTIONS

Sanctions for hiring mistakes fall into two groups: fines under the Codul muncii for undeclared work and labor-law violations, and fines under HG 295/2025 for errors in REGES-Online and personal files.

 

Violation	Sanction	Comment
Work without a written CIM	40,000 lei per person, up to 1,000,000 lei	the main risk for the employer
CIM data not submitted to REGES before work starts	20,000 lei per person, up to 200,000 lei	a separate category of undeclared work
Allowing a suspended employee to work	20,000 lei per person	e.g., during suspendare
Overtime under a part-time contract	10,000–15,000 lei per person	except for specific statutory exceptions
“Envelope wages” (unreported pay)	8,000–10,000 lei per employee, up to 100,000 lei	high risk of a combined tax and labor inspection
Foreign employee’s contract in Romanian only	6,000 lei per contract	applicable after OUG 32/2026
Minimum-wage violation	3,000–5,000 lei per person, up to 200,000 lei	factor in the July 1, 2026 increase
Allowing work without a medical certificate	1,500–3,000 lei	plus the risk of consequences under Art. 27 and Art. 57 of the Codul muncii

7.1. REGES-Online: main sanctions

REGES / dosar personal violation	Fine
Failure to submit new CIM data before work starts (where work is actually performed)	20,000 lei per person, up to 200,000 lei
Data declared to ANAF but not submitted to REGES	3,000–5,000 lei per unregistered person
Failure to submit a transfer on time	5,000–8,000 lei
Failure to submit a detașare or suspendare on time	usually 3,000–5,000 lei per instance
Failure to submit changes to employee data, position, location, or salary on time	5,000–8,000 lei
Erroneous or incomplete data in REGES	3,000–6,000 lei
Employer not registered in REGES-Online	15,000–20,000 lei or 5,000–10,000 lei

7.2. ITM inspections

ITM inspectors may conduct planned, thematic, campaign-based, and complaint-triggered inspections. In practice they look not only at whether a contract exists but at how work is actually organized: who is on site, what the person is doing, whether they have a CIM, and whether REGES data, the timesheet, and payment records match.

— An inspector may request the CIM, personal files, fișa de aptitudini, SSM and PSI/SU documents, payroll, and the timesheet.
— On finding undeclared workers, an inspector may suspend the employer’s activity.
— Resuming activity in breach of the prescribed procedure is a criminal offense and can result in imprisonment from 6 months to 2 years, or a fine.
— Following Legea 239/2025, labor inspectors may use portable audio-video devices during inspections.

The general deadline to pay half the minimum fine is 15 days from the date the report is served. A fine report can generally be appealed within 15 days.

 

8. SPECIAL CATEGORIES OF WORK

8.1. Telemuncă

Telemuncă is governed by Legea 81/2018 and applies when an employee regularly and voluntarily performs their duties away from the employer’s premises using information and communication technology. This must be explicitly stated in the CIM or an addendum.

— specify the telemuncă arrangement and the place(s) where work is performed;
— define office attendance days, if any;
— describe how work is monitored;
— establish how working time is recorded;
— describe SSM and PSI/SU duties and the use of equipment;
— address data protection and confidentiality;
— define how expenses are reimbursed, if the employer reimburses them against supporting documents.

The tax-free allowance of up to 400 lei per month for telemuncă without supporting documents was abolished on January 1, 2024. If the employer reimburses internet, electricity, or equipment costs, supporting documents and correct tax treatment are required.

8.2. Munca la domiciliu

Romanian law has a separate regime for munca la domiciliu (homework) under Art. 108–110 of the Codul muncii. The main difference from telemuncă is that homework is not necessarily tied to IT tools and has its own mandatory conditions.

— the contract must expressly state that the employee works from home;
— as a general rule, the employee sets their own schedule for completing tasks;
— the employer’s right to monitor is limited to what the contract specifies;
— if the work involves materials or finished goods, the contract governs their transport to and from the home;
— the employee retains rights equivalent to office-based employees.

8.3. Part-time

Part-time is a full employment contract with reduced working hours. The contract must state the duration of work and the schedule breakdown, the conditions for changing the schedule, and a ban on overtime. If these elements are missing, the contract may be deemed to have been concluded on a full-time basis.

Financial risk: part-time doesn’t always mean “half the cost” of an employee. Because of the minimum social-contribution base rules, the employer must check in advance whether it will need to top up CAS and CASS to the level of the full minimum wage.

8.4. Ucenicie, stagiu, and internship

Ucenicie is an employment contract combined with on-the-job training in a trade, under Legea 279/2005. It fits when the employer genuinely organizes professional training and meets the program’s requirements. Stagiu, under Legea 335/2013, applies to higher-education graduates entering the labor market for the first time and is usually arranged in addition to a CIM. Internship, under Legea 176/2018, is not a regular employment contract, but it requires a written agreement, a mentor, and payment of an indemnizație no lower than the statutory level.

 

9. STEP-BY-STEP HIRING PROCESS

1. Check the position, COR code, workplace, schedule, salary, position-related risks, and whether any special permits are needed.

2. Collect the candidate’s documents and determine whether additional documents are legally required: qualifications, cazier judiciar, documents for tax deductions, right to work in Romania.

3. Prepare the fișa postului and the documents for medicina muncii: the exam request and a description of occupational risks.

4. Refer the candidate to an occupational physician and obtain the fișa de aptitudini. It must be in hand before the person is actually allowed to work.

5. Prepare the CIM using the Ordinul nr. 2171/2022 model and include the mandatory information required under Art. 17 of the Codul muncii. For a foreign employee, also prepare the contract in a language they understand.

6. Sign the CIM before work starts and hand the employee their copy of the contract.

7. Submit the CIM data to REGES-Online no later than the day before work starts.

8. Conduct the introductory SSM and PSI/SU briefing and the workplace briefing, and complete the fișa de instruire.

9. Allow the employee to start work only after all the previous steps are complete.

10. File D112 every month and pay taxes/contributions by the 25th of the following month, and submit any contract changes to REGES within the statutory deadlines.

 

10. CHECKLIST FOR A NEW HIRE

Before signing the contract

☐ position, COR, workplace, schedule, salary, and occupational risks defined;
☐ the candidate’s required documents collected;
☐ the right to work in Romania verified, if the candidate is not a Romanian citizen;
☐ the fișa postului prepared;
☐ the employee referred to medicina muncii;
☐ the fișa de aptitudini obtained;
☐ the employee given a data-processing notice; consent from the data subject is used only where it is genuinely free and not a condition of employment.

Drawing up the CIM and REGES

☐ the CIM drawn up in Romanian;
☐ for a third-country national, a version prepared in their language of origin or an international language they understand;
☐ the mandatory elements under Art. 17 of the Codul muncii included in the CIM;
☐ the contract signed by both parties before work starts;
☐ a copy of the contract given to the employee;
☐ the contract data submitted to REGES-Online no later than the day before work starts;
☐ the person responsible for REGES appointed by written decision.

Before the first working day

☐ the introductory SSM and PSI/SU briefing conducted;
☐ the workplace briefing conducted;
☐ the briefing cards completed and signed;
☐ the employee’s personal file compiled and kept by the employer.

 

11. PRACTICAL RULES FOR ENTREPRENEURS

1. Don’t allow an unregistered “trial day.” Even if someone comes in for a few hours to demonstrate their skills, actually performing tasks in the employer’s interest can be treated as work without a contract.

2. Treat REGES as an ongoing process, not a one-off task. It helps to keep an internal table: event — date of the event — statutory deadline — submission date — confirmation — person responsible.

3. When outsourcing HR, require confirmation of every operation. An error by an external provider does not release the employer from liability before ITM.

4. Recalculate salaries ahead of July 1, 2026. The minimum-wage increase affects the CIM, REGES, payroll, D112, the internal salary grid, and the cost of part-time contracts.

5. For foreign employees, always check the case date. In 2026, the new OUG 32/2026 rules and the transitional rules for old aviz applications are in force at the same time.

6. Distinguish telemuncă from munca la domiciliu. These are different regimes with different mandatory contract terms.

7. Don’t use data-subject consent as a catch-all document. For employment relationships, a data-processing notice citing the lawful basis is usually the better fit. Consent applies only where it is genuinely free and not a condition of hiring.

8. Run an internal audit before an inspector’s visit. The minimum set: CIM, REGES, fișa postului, fișa de aptitudini, SSM and PSI/SU, payroll, D112, and the timesheet.

 

CONCLUSION

Hiring in Romania in 2026 requires careful sequencing. The employer first checks documents, the right to work, the position, and its risks. Then it arranges medicina muncii, signs the CIM, submits data to REGES-Online, runs the SSM and PSI/SU briefings, and only then allows the person to start work.

The main mistake to eliminate is actually letting someone start work “while the paperwork is being processed.” After the fine increases, that approach can cost a company tens or hundreds of thousands of lei in a single inspection. The second major risk is outdated templates: contracts based on an old order, foreign employees handled under the old aviz scheme without checking the case date and the OUG 32/2026 transitional rules, and remote work without distinguishing telemuncă from munca la domiciliu.

Once a correct hiring process is set up and locked into an internal checklist, most risks become manageable: documents are ready in advance, REGES deadlines aren’t missed, payroll is calculated correctly, and an ITM inspection doesn’t turn into an emergency for the business.

 

LEGAL BASIS AND SOURCES FOR VERIFICATION

All links were checked in June 2026. Legislation may be updated — it’s recommended to check the current version on Portal Legislativ before relying on it.

— Legea nr. 53/2003 — Codul muncii | link | checked: June 2026

— HG nr. 295/2025 privind REGES-ONLINE | link | checked: June 2026

— Ordinul nr. 2171/2022 privind modelul-cadru al CIM | link | checked: June 2026

— OUG nr. 32/2026 privind accesul străinilor pe piața muncii | link | checked: June 2026

— HG nr. 1169/2025 privind contingentul de 90 000 lucrători străini în 2026 | link | checked: June 2026

— HG nr. 1506/2024 privind salariul minim 4 050 lei | link | checked: June 2026

— HG nr. 146/2026 privind salariul minim 4 325 lei de la 1 iulie 2026 | link | checked: June 2026

— OUG nr. 89/2025 — suma neimpozabilă 300/200 lei în 2026 | link | checked: June 2026

— Legea nr. 227/2015 — Codul fiscal | link | checked: June 2026

— ANAF — Declarația 112 | link | checked: June 2026

— ASF — Pilonul II 4,75% | link | checked: June 2026

— Legea nr. 81/2018 privind telemunca | link | checked: June 2026

— Legea nr. 319/2006 privind SSM | link | checked: June 2026

— HG nr. 1425/2006 — Normele metodologice pentru Legea nr. 319/2006 | link | checked: June 2026

— Legea nr. 307/2006 privind apărarea împotriva incendiilor | link | checked: June 2026

— Ordinul MAI nr. 712/2005 privind instruirea salariaților în domeniul situațiilor de urgență | link | checked: June 2026

— Legea nr. 448/2006 privind protecția și promovarea drepturilor persoanelor cu handicap | link | checked: June 2026

— Legea nr. 239/2025 privind măsuri de redresare și eficientizare a resurselor publice | link | checked: June 2026

— Legea nr. 279/2005 privind ucenicia la locul de muncă | link | checked: June 2026

— Legea nr. 335/2013 privind efectuarea stagiului pentru absolvenții de învățământ superior | link | checked: June 2026

— Legea nr. 176/2018 privind internshipul | link | checked: June 2026

— Inspecția Muncii / REGES-Online | link | checked: June 2026

 

This material is for informational purposes only and does not constitute legal advice. For decisions in a specific situation, it is recommended to consult a Romanian labor lawyer, a consultant în legislația muncii, or an accredited accountant.