How to Hire and Pay Employees in Romania: A Step-by-Step Guide for Global Employers

You’ve noticed that Romania’s been showing up on more hiring shortlists lately, and it’s easy to see why. Tech companies are building entire development teams there. Startups are finding senior talent at rates that make their investors smile. And unlike some EU markets that feel saturated, Romania still has room for companies that know what they’re doing.

Finding talented Romanians isn’t the hard part. They’re there, they’re skilled, and they’re ready to work. The challenge is everything that comes after “you’re hired.” Employment contracts that need specific clauses. Payroll systems with their own rules. Compliance requirements that change depending on whether you’re in Bucharest or Cluj.

This guide gives you actionable steps to hire and pay employees in Romania without stepping on any regulatory landmines. No fluff, no theory—just practical answers to get your Romanian team up and running.

Hiring in Romania

Hiring in Romania isn’t complicated, but it does require a clear process. Here’s what that looks like:

• Figure out what you need. Is this role full-time, part-time, or project-based? Romania has specific rules depending on how you classify workers, so it’s worth getting that decision right upfront.
• Post your job in the right places. Local job boards like BestJobs and eJobs are where Romanian talent is already looking. Just make sure your job ad is clear, specific, and discrimination-free. The law requires it.
• Interview and assess. One or two rounds is standard. You can use skills tests, but only if you tie them directly to the job. Keep it relevant.
• Send a written offer. Once you’ve picked your candidate, your offer should spell out the title, start date, salary in RON, location, and contract terms. Transparency matters, and Romanian labor law expects it.
• Create the employment contract. This needs to be signed before the first day. At a minimum, include:
  • Job responsibilities
  • Contract type (indefinite or fixed-term)
  • Pay, bonuses, and benefits
  • Work hours and leave policy
  • Termination terms

Then register the contract in Romania’s REVISAL system.

• Onboard your new hire. Cover safety, policies, tech access, and benefits. And if you’re hiring international talent, offer materials in both Romanian and English.

Understanding work permits and foreign hires

If you’re hiring someone who isn’t an EU/EEA citizen, they’ll need a work permit. Here’s how that works:

• Get authorization from the Romanian General Inspectorate for Immigration.
• Apply for a long-stay visa and residence permit.
• Prove you couldn’t fill the role with a local or EU candidate.

Permits take 30 to 90 days, so build in time and work closely with local authorities to keep things moving. For a more detailed breakdown, check out our 2025 Work Authorization Guide for Romania.

Choosing the proper employment type

In Romania, you’ve got a few options:

• Full-time employment. This is the standard 40-hour workweek with full benefits and protections.
• Part-time employment. Fewer hours, but still requires a contract and includes prorated benefits.
• Independent contractors. Fine for short-term or project work, but tread carefully. If the working relationship looks like employment, you could be at risk for employee misclassification.

Need help deciding? Here’s a contractor vs. employee breakdown to guide you.

Meeting Romanian compliance and legal requirements

To stay on the right side of Romanian law, you’ll need to cover a few key areas:

• Put every agreement in writing and sign it before the employee’s first day.
• Make sure your contract covers hours, salary, benefits, job duties, and termination.
• Avoid any form of discrimination in your hiring process and employment terms.
• If you have more than 21 employees, you may need to engage with labor unions or collective agreements.

Key Romanian labor laws and minimum wage

Romania’s Labor Code lays out the framework. A few key facts:

• 40-hour max workweek
• Overtime must be compensated at 75% to 100%
• Provide at least 21 paid vacation days annually
• One rest day per week is required

As of 2025, the gross monthly minimum wage is RON 3,300 (US$762.41). Check out the European Commission for the most updated rate.

Setting up payroll and paying employees in Romania

Getting payroll right in Romania means checking all the boxes—legally and logistically. Here’s what to know:

• Register with local authorities. That includes ANAF (for taxes), CNAS (health), and CNPP (pension).
• Pick a payroll system. You can run it yourself, use a local provider, or work with an Employer of Record (EOR) partner to handle it all.
• Stick to the monthly payroll cycle. Employees get paid once a month, in RON, and you need to deduct and report everything correctly.

A typical payroll calendar:

• 1st–5th. Gather time reports
• 5th–15th. Calculate pay and review
• By the 15th. Pay salaries and submit taxes

Deduct and remit the following taxes:

• 10% income tax
• 25% employee pension (CAS)
• 10% health insurance (CASS)
• 2.25% employer work insurance (CAM)

Bank transfers in RON are the norm. If you’re paying from abroad, make sure your system handles conversion and timing cleanly.

Benefits, leave, and employee entitlements

Romania mandates some strong protections. Here’s what employees are entitled to:

Public holidays: Romania has 15 official holidays. Work on those days means double pay.

Popular perks: Health insurance, meal vouchers, flexible hours, and remote options help attract top talent.

Cost and efficiency tips for hiring in Romania

Here’s what to expect:

• Gross salary
• Social contributions (~4%)
• Payroll and HR administration
• Optional perks and benefits

To stay lean:

• Automate HR onboarding and documents
• Work with a local payroll provider
• Budget for currency conversion and inflation

Tips and resources for a successful application & utilizing support from EOR providers

You don’t have to figure this out alone. Here’s how to set yourself up for success:

• Have your documentation ready to go, in Romanian and English
• Research what candidates expect in terms of salary, benefits, and job flexibility
• Consider using an employer of record

An EOR acts as the legal employer for your team in Romania. They handle the contracts, tax filings, payroll, and compliance. You get all the benefits of a local presence, without needing to set up your own entity. Here’s how it works and why companies use them.

FAQs about hiring in Romania

What’s a competitive salary?

According to Numbeo, the average net monthly salary is around RON 4,500 (~US$1,033), but tech, engineering, and finance roles tend to pay more.

Can I hire remotely?

Yes. Just make sure your employment model follows Romanian labor laws. EORs help with this.

What compliance mistakes should I avoid?

Late contract registration, unclear offers, and misclassifying contractors. A quarterly audit or compliance check can save you future headaches.

Ready to tap into Romania’s talent pool? Let’s make it happen.

You’ve seen what Romania offers—skilled professionals, competitive costs, and that EU advantage without the Western European price tags. You know the benefits are real. And the regulations are manageable when you know what you’re doing.

The thing is, your competition is already there. While you’re reading this, they’re interviewing developers in Bucharest and signing contracts with designers in Cluj. The question isn’t whether to hire in Romania—it’s how fast you can get started without tripping over compliance issues.

That’s where Pebl comes in. We’ve already mastered Romanian employment law, run compliant payroll there every month, and know exactly which benefits are meaningful to Romanian professionals. No learning curve. No compliance anxiety. Just great talent hired fast and paid right.

Your next star employee is probably in Romania right now. Let’s go find them.

This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.

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