Romania

Impact date: 31 March 2025 REGES-ONLINE is Romania’s official digital platform for managing the General Register of Employees. It has been launched to modernize and replace the older REVISAL system.

Impact date: 11 April 2025 Employers who employ employees who have not been able to work and are victims of domestic violence protected by a protection order will receive a state subsidy of 2,250 RON (approx. €452) per month for a period of 12 months, with the obligation to maintain the employment relationship for at least 18 months.

Impact date: May 2025 (the date from which employees will have access to their employment data) Current and former employees can now access the data held in the General Registry of Employees. Employees can contact the labour authorities to obtain a username and corresponding password for accessing their data held on the online registry, which holds data including employee identification data, employment contract information and employer identification data.

Impact date: 5 May 2025 The Supreme Court has ruled that an employee’s participation in a strike automatically results in the suspension of their individual employment contract, without requiring a written request or any other formal action by the employee. This applies only for the duration of the strike.

Impact date: Awaited, pending procedure A draft law has proposed two new types of individual employment agreement:

• “At request” agreements: where, for specific types of work, the employee provides their services at the employer’s request, on the days and basis determined by the employer. The employee must be paid a salary corresponding to at least 32 working hours per month. This type of employment agreement would only be available to those working in agriculture; hunting (and related areas); the organizing of exhibitions, fairs and congresses, publicity and other leisure activities
• Individual employment agreements with several employers: where the employee performs work for several employers, carrying out the same type of activity and duties. This type of agreement would only be available to employers within the same group of companies

Impact date: Awaited, pending procedure A law project has been proposed by the Romanian Ministry of Labour and Social Protection with respect to the working schedule of people with disabilities.

Currently, the law includes provision for workers with disabilities to work reduced hours (less than eight hours per day) without a reduction in salary. The draft law seeks to regulate the right of disabled employees to receive full salary, including a requirement for proof of disability and a medical recommendation to work reduced hours. Working hours may be reduced by a maximum of four hours per day in the case of severe disability or by a maximum of two hours per day in the case of pronounced disability.

Impact date: Awaited, pending procedure Professional training must be provided by employers at regular intervals according to the provisions of the Labour Code. A draft law proposes a State aid scheme for employers for the purpose of facilitating employee participation in professional training programs. The mechanism consists of granting employers a determined number of coupons with a certain value, depending on the number of employees and the type of professional training provided, which will cover the employer’s expenses in observing the training obligation.

Impact date: Awaited, pending procedure A draft law proposes a new right to a paid day off on the occasion of an employee’s birthday.

Impact date: Awaited, pending procedure Draft laws propose that:

• Private sector employers will receive compensatory measures, such as tax facilities, deductions, compensation or other similar fiscal measures, to mitigate the extra expenses incurred where additional public holidays are implemented and
• Employers will be allowed to claim reimbursement of the pay granted to employees who work on the public holidays regulated by the Labour Code. Employers would need to submit a request for reimbursement to the Territorial Workforce Authority, accompanied by an affidavit and a list of employees who have worked on the respective public holidays

Impact date: Awaited, pending procedure A draft law proposes amendments to the Labour Code, including the possibility to have reduced daily and weekly rest and the elimination of the right to at least ten consecutive days of uninterrupted annual leave. The draft law also includes provisions on overlapping work schedules and compensation for overtime through paid time off over a longer period than the law currently provides.

Impact date: Awaited, pending procedure A draft law provides that if bank holidays fall in the regular weekly rest days (i.e., Saturdays and Sundays), employees will receive paid leave on the following working days.

Impact date: Awaited, pending procedure A draft law proposes that if an employee has been prosecuted as a result of a complaint made by the employer, the individual employment contract may be suspended.

Impact date: Awaited, pending procedure A draft law proposes that employees who have a child with disabilities up to the age of 18 are entitled to eight days of telework/work from home per month. According to the draft law, if an employee has twins or triplets or at least two children with disabilities, they will be entitled to receive two extra days of telework/work from home for each child. The child’s disability is proven by a medical certificate.

Impact date: Awaited, pending procedure Emphasizing the importance of recognizing and rewarding long service, a draft law proposes that work performed under a mandate contract (i.e. a legal agreement where one party (the mandator) assigns another party (the mandatary) to perform certain tasks or services on their behalf) should count towards employment seniority.

Impact date: Awaited, pending procedure A draft law proposes that employers must ensure regular mental health assessments for workers at risk of occupational exhaustion, conducted by the occupational doctor.

Impact date: Awaited, pending procedure A draft amendment to the Labor Code was proposed to strengthen regulations on preventing and combating workplace violence and harassment.

The amendments include:

• Broader definitions of violence and harassment
• The obligation that at least one employee must be assigned responsibilities for preventing harassment and violence, through job description
• Expanded employer obligations to mitigate related risks, etc.