Romania (RO)
Romania is the largest country in Southeastern Europe — a full Schengen EU member state blessed with the dramatic Carpathian mountains, medieval Saxon towns like Sibiu and Brasov, the legendary Transylvania region, a booming technology sector, and one of the lowest costs of living in the European Union.
Employment Rights
Sick leave, dismissal protection and red flags in Romania.
Romania's Codul Muncii (Labour Code, Law 53/2003) gives employees strong protection on paper — written contracts are mandatory before the first day of work, working time is capped, and dismissal requires just cause. Enforcement is led by ITM (Inspectoratul Teritorial de Muncă). Joining a union (sindicat) or using a specialised labour-law attorney before problems escalate is the single best insurance.
Sick leave
Rules: Notify the employer as soon as possible (usually by phone or email before the start of the shift). A concediu medical certificate from the doctor is required — it is the legal document that authorises your absence and unlocks paid sick leave.
Doctor note: By law, a medical certificate (concediu medical) is required from day 1 of any sick leave. No certificate, no paid absence.
Employer pay: First 5 calendar days are paid by the employer at 75% of the base salary (indemnizație pentru incapacitate temporară de muncă).
Long-term: From day 6 onwards paid by CNAS (Casa Națională de Asigurări de Sănătate) at 75-100% of the reference salary depending on diagnosis. Common illnesses up to 183 days/year, extendable to 2 years; severe conditions (TB, cancer, HIV) up to 3 years.
Dismissal protection
Law: Codul Muncii Art. 61-78 regulates dismissal (concediere). Just cause is required — either related to the employee (disciplinary, performance, medical incompatibility) or economic (restructuring, position elimination). Collective dismissals require union/representative consultation, notice to ITM and a social plan.
Deadline to sue: 45 calendar days from receipt of the written dismissal decision to file a challenge at the tribunal (tribunalul competent). Miss it and the dismissal becomes final regardless of merits. Successful challenges can lead to reinstatement plus back pay for the whole period.
Probation
Perioadă de probă: max 90 calendar days for non-management positions; max 120 days for management. For fresh graduates (debutanți), up to 6 months. During probation, either party can terminate with a written notification, no severance required.
Notice periods
Statutory minimum: 20 working days notice (preaviz) for dismissal by the employer (non-disciplinary). Employees resigning must also give 20 working days (non-management) or 45 working days (management). Contract or collective agreement can extend but not shorten. Disciplinary dismissal has no preaviz.
Working time
Max hours: Codul Muncii: standard 40 hours/week, 8 hours/day. Max 48 hours/week averaged over 4 months (including overtime). Absolute ceiling cannot be bypassed by individual agreement.
Min rest: Minimum 12 consecutive hours rest between workdays. Minimum 48 hours weekly rest (typically Saturday+Sunday). 15-minute break after 6 hours of continuous work.
Overtime: Overtime (ore suplimentare): 75% premium on top of hourly rate for the first 2 hours; 100% beyond. Max 8 hours/week of overtime. Compensatory time off in lieu (recuperare) within 60 days is allowed as an alternative to cash.
Vacation
Minimum 20 working days paid leave (concediu de odihnă) per year by law. CBAs and individual contracts often grant 21-25 days; seniority can add days. Unused vacation can only be cashed out on termination. During leave you receive indemnizație de concediu (average salary of the last 3 months, paid at least 5 days before leave starts).
Anti-discrimination
Law 202/2002 protects equal opportunities between women and men; OG 137/2000 prohibits discrimination on race, nationality, ethnicity, religion, disability, sexual orientation, age and other protected grounds. Enforcer: CNCD (Consiliul Național pentru Combaterea Discriminării) — complaints within 1 year of the act. Law 202/2002 also requires employer anti-harassment and anti-mobbing policies.
Contract red flags
- !No written contract signed before the first day of work — illegal (Codul Muncii Art. 16); employer faces fines up to 20,000 RON per undocumented worker.
- !"Civil contract" / contract de prestări servicii (PFA) disguising a dependent employment relationship — risks major back-taxes and contributions.
- !Salary below the minimum wage — RON 4,050 gross general (January–June 2026); rising to RON 4,325 from 1 July 2026; RON 4,582 for construction, agriculture and food industry. Anything lower is unlawful.
- !Payment later than the contractual date — wages must be paid at least monthly on the date stated in the contract; delays trigger ITM complaints and penalties.
- !Undocumented overtime ("la munca de la 8 la 8") — overtime must be ordered in writing and paid or compensated.
- !Non-compete clause (clauză de neconcurență) without the minimum 50% of average gross salary indemnity for the duration — unenforceable.
- !Probation period longer than 90 (or 120 for management) calendar days — void.
- !Contract in a language you don't understand without Romanian translation — risk of signing unfavourable terms.
Employment Rights
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