Archives August 2026

When is a Romanian invoice late — and what can a creditor recover?

A missed payment deadline in Romania is not only a collections problem. It can trigger statutory penalty interest, a fixed recovery compensation and, with the right contract, a pre-agreed penalty clause — without the creditor having to prove any loss.

Late-payment claims may include interest, recovery compensation and documented collection costs.

Most foreign suppliers start with a practical question: when can you demand more than the unpaid principal, and how do you recover an unpaid invoice in Romania? This guide explains when a payment becomes late, which charges a creditor can add, which payment terms are valid (and which clauses are void), and the realistic recovery route from a first demand through to enforcement.

The rules below focus on business-to-business transactions governed by Romanian law. They apply on top of the general contract-law regime: the Romanian Civil Code and, for commercial transactions, the specific late-payment law, Law 72/2013, based on EU Directive 2011/7 on combating late payment.

What can a Romanian creditor charge on a late invoice?

Romanian law gives a creditor who is not paid at maturity a right to moratory damages — penalty interest — running from the due date until payment, at the rate agreed in the contract or, absent agreement, at the statutory rate, without having to prove any loss (Civil Code, Article 1535). The debtor cannot defend by showing the creditor suffered a smaller loss.

Depending on the contract, the creditor may claim the applicable statutory or contractual late-payment interest or penalty, together with the €40 minimum compensation and recoverable collection costs. Whether a contractual late-payment penalty may be cumulated with another form of moratory damages depends on the drafting and legal nature of the contractual remedies.

1. Statutory or contractual penalty interest — at the rate agreed by the parties or, absent agreement, the statutory penalty interest at the reference rate plus 8 percentage points for professional relations, applied for each semester on the rate in force at the start of that semester (Law 72/2013, Article 4, read with OG 13/2011, Article 3).
2. Fixed minimum compensation of €40 — a flat amount of recovery damages, payable in lei at the exchange rate on the payment date, in addition to the interest (Law 72/2013, Article 10).
3. Substantiated recovery costs — collection expenses actually incurred and established can be claimed as damages (Law 72/2013, Article 9).
4. Contractual penalty clause — a pre-agreed per-day penalty, enforceable without proof of loss (Civil Code, Article 1538), subject to the statutory reduction grounds in Civil Code, Article 1541. Whether it may be cumulated with other moratory damages depends on the contract’s drafting.

When is a payment legally late?

The starting point is the term agreed in the contract. The parties may choose the payment date, subject to an important limit in business relations: the contractual payment term cannot exceed 60 calendar days, and a longer term is permitted only if the clause is not abusive under Law 72/2013, Article 5.

When the contract is silent, Law 72/2013, Article 3 fixes the moment from which penalty interest runs. For a professional creditor, interest runs after 30 calendar days from receipt by the debtor of the invoice or of any equivalent payment request. Where the date of receipt is uncertain or the invoice is received before the goods or services, the law uses the date of delivery of the goods or performance of the services as the reference point.

For money obligations assumed in the exercise of an undertaking’s activity, the debtor is in delay by operation of law: interest begins to run at maturity without any formal demand or notification (Civil Code, Article 1523). A written reminder still matters — it creates evidence of the claim and of the date from which the debtor was asked to pay, which becomes relevant in litigation.

These rights accrue only where the statutory conditions are met: in particular, the creditor and its subcontractors must have performed their contractual obligations, and the delay must be imputable to the debtor. The debtor must not have paid the amount due at maturity and must be unable to show that the delay is not attributable to it (Law 72/2013, Article 3(1)).

For public authorities, the general legal payment term is 30 calendar days. Exceptionally, the parties may stipulate a term of up to 60 calendar days if it is set out expressly in the contract and in the procurement documentation and is objectively justified by the nature or the specific characteristics of the contract (Law 72/2013, Article 7). For public healthcare institutions and public entities providing medical services, the legal payment term is capped at 60 calendar days (Law 72/2013, Article 6(4)).

The parties cannot contract around the invoice date itself: any clause fixing a term for issuing or receiving the invoice is absolutely void (Law 72/2013, Article 5(3)).

How is the interest rate calculated?

• Agreed rate or penalty clause. The contract may set a specific annual interest rate or a per-day penalty, for example 0.1% or 0.5% per day. Such clauses are valid and enforceable without proof of loss, subject to reduction by a court on the statutory grounds under Civil Code Article 1541. In transactions governed by Law 72/2013, a clause that excludes late-payment interest or sets it below the statutory penalty-interest level is treated as abusive under Article 14(a).
• Statutory rate. If the parties did not agree a rate, Law 72/2013, Article 4 applies the statutory penalty interest calculated under Article 3 of OG 13/2011. For professional relations, the rate is the reference rate plus 8 percentage points, with the rate in force on the first calendar day of each semester applying for the whole semester.

The BNR reference rate in force on 1 July 2026 was 6.50%. Accordingly, the statutory B2B penalty interest applicable throughout the second semester of 2026 is 14.50% per annum. Because the reference rate moves, always confirm the rate currently in force on the National Bank of Romania website before relying on a figure.

The €40 flat compensation and recovery costs

Law 72/2013, Article 10 gives the creditor the right to demand, when the conditions for late payment are met, the equivalent in lei at the exchange rate on the payment date of €40, representing flat-rate minimum damages for the costs of recovering the claim. The obligation to pay this amount matures at the same time as penalty interest starts running.

This flat amount is additional to the applicable late-payment interest or penalty and to the costs of any subsequent enforcement procedure. CJEU case law confirms that the fixed €40 minimum is payable for each commercial transaction not paid on time and evidenced by an invoice or an equivalent payment request, even where several invoices are pursued in a single claim (Case C-585/20, BFF Finance Iberia). Where a single contract provides for successive supplies or services subject to separate payment deadlines, the €40 minimum is payable for each late payment (Case C-419/21).

On top of the €40, Article 9 allows the creditor to claim recovery expenses actually incurred and established. By contrast, the €40 itself does not require proof of loss and remains the simplest element to assert on each unpaid invoice.

Which payment terms are valid — and which clauses are void?

Law 72/2013, Article 12 establishes the general test: a clause or practice is abusive where it creates, in a grossly unfair way (“vădit inechitabil”), rights and obligations significantly unbalanced to the creditor’s detriment. Article 13 sets the criteria a court considers, including serious deviation from established good practice, absence of objective reasons for derogating from the statutory payment terms or interest rate, and the counterparty’s dominant position towards an SME. Article 14 identifies clauses deemed abusive by law, without need for further assessment, and Article 15 sanctions abusive clauses by absolute nullity.

Clauses of the following type are deemed abusive by law and are therefore absolutely null under Law 72/2013, Articles 14 and 15:

• clauses excluding penalty interest or setting it below the statutory penalty interest;
• clauses fixing a moment for the interest to start later than the statutory moment;
• clauses making interest depend on a formal putting-in-delay even though the debtor is in delay by operation of law;
• in contracts between professionals and public authorities, a payment term exceeding what Article 7(1) allows when the exceptional conditions are not met;
• clauses excluding the possibility of additional damages.

How to recover an unpaid invoice in Romania: the practical route

Recovering an unpaid invoice normally progresses from a documented demand to court proceedings and, where necessary, enforcement.

1. Commercial reminder. Send a payment request identifying the invoice, due date and interest accruing. Even where delay is automatic, this creates documentary evidence and often resolves the matter.
2. Statutory summons. Before filing under the payment-order procedure, the creditor must serve a formal summons under Article 1015 of the Code of Civil Procedure through a judicial executor or by registered letter with declared contents and acknowledgment of receipt, granting 15 days to pay.
3. Court action. If the debtor contests the claim or amount, recover through ordinary court proceedings for the principal, interest and costs.
4. Enforcement. Once the creditor holds an enforceable title, a judicial executor can attach bank accounts, receivables or other debtor assets.

Which route fits which situation?

The payment-order and enforcement rules are contained in the Romanian Code of Civil Procedure. Our dedicated guide to the payment ordinance procedure in Romania explains the conditions and required documents. The broader debt recovery in Romania guide covers the complete collection strategy.

Illustrative scenarios

How to protect your position before and after maturity

The strongest position starts before the invoice is issued. Interest and penalties are easier to claim when the contract supports them and the documentation confirms what was delivered, when it was delivered and for which price.

1. Set a compliant payment term. Align the due date with Law 72/2013, generally up to 60 days in B2B transactions, and state it clearly in the contract.
2. Agree a penalty or interest rate. Include a per-day penalty clause or an agreed annual interest rate so there is no argument about the statutory rate.
3. Invoice promptly and completely. Issue the invoice with an unambiguous due date and complete references to the contract and delivery documents.
4. Confirm receipt and delivery. Keep signed delivery notes, acceptance records or other evidence that the goods or services were provided.
5. Send a written reminder at maturity. Restate the amount, due date, interest formula and €40 compensation. This becomes part of the evidence supporting the claim.
6. Calculate interest from the correct date. Use the contractual due date or the applicable 30-day statutory threshold, with the semester rate in force at the start of each semester.
7. Assess the payment-order procedure early. For a certain, liquid and due contractual claim established through documentary evidence, consider the faster procedure rather than waiting while interest and costs accumulate.
8. Preserve the enforcement option. If payment does not follow, instruct counsel or a judicial executor before the debtor transfers assets.

The Bottom Line

Late payment in Romania is not merely a collections nuisance. It is a regulated event that gives the creditor a defined set of remedies. A professional creditor can claim the applicable statutory or contractual late-payment interest or penalty, the €40 minimum compensation and substantiated recovery costs. Late-payment interest or a contractual penalty and the €40 minimum compensation do not require proof of actual loss, while additional recovery costs must be established. Getting the payment terms, penalty clause and paper trail right from the beginning converts an overdue invoice into a clearly quantified claim that can be pursued through the payment-order procedure or the ordinary courts.

Frequently asked questions

AI Notice: AI-assisted content, reviewed and approved by a qualified Romanian lawyer.

Hiring an individual in Romania requires an early classification decision. The company must determine whether it needs an employee working under its authority or an independent provider responsible for delivering agreed services through their own business activity.

This distinction affects much more than the contract label. It can determine employment protections, payroll and social-contribution treatment, working-time controls, termination requirements and the allocation of commercial risk. A foreign template describing someone as a “consultant” or “independent contractor” will not resolve those questions if the day-to-day relationship operates like employment.

Can the parties simply choose employee or contractor status?

Romanian law approaches classification from more than one direction. The Romanian Labour Code defines an individual employment contract through work performed for and under the authority of an employer in return for remuneration. Separately, the Romanian Fiscal Code defines independent activity through a statutory set of criteria and allows the tax authorities to reclassify a transaction or activity so that its tax treatment reflects its economic substance.

The practical assessment therefore has two connected parts:

1. Contractual structure: what rights, duties, control mechanisms and risks the documents create.
2. Operational reality: how managers and the individual actually organise and perform the work.

What is the practical difference between an employee and an independent contractor?

No single row decides the classification. The correct conclusion depends on the relationship as a whole. For example, a contractor may need access to a client’s secure systems without becoming an employee. Conversely, issuing invoices through a registered business does not by itself prove independence if the individual remains subject to employee-like control.

What does Romanian employment law treat as employment?

Article 10 of the Labour Code defines the individual employment contract as the agreement under which an individual undertakes to perform work for and under the authority of an employer in exchange for remuneration. This is different from a genuine customer-provider relationship, where the customer specifies the expected result but does not manage the provider as part of its workforce.

Where the facts point to employment, our employment lawyers in Romania can review the proposed contract, workplace controls and onboarding documents before work begins.

For employment, the contract must be concluded in writing, in Romanian, no later than the day before the employee starts work. The employer must also complete the required employee-register formalities before work begins. The Romanian Labour Inspectorate confirms these requirements in its official employment-contract guidance.

Operational indicators that may point towards employment include:

• a manager determines the individual’s daily or weekly schedule;
• attendance at a company location or continuous online availability is mandatory;
• the individual receives detailed instructions about how work must be performed;
• absences require permission rather than coordination of deliverables;
• performance is managed through the same hierarchy and procedures used for employees;
• the individual is presented internally or externally as a member of staff;
• the role is personal and the individual cannot use collaborators or substitutes;
• the individual bears little or no genuine commercial risk.

These are indicators, not an automatic checklist. The nature of the work, regulatory requirements, information security and customer obligations may justify some controls. The question is whether those controls preserve an independent business relationship or place the individual under employer-like authority.

When does the Fiscal Code recognise an independent activity?

Are four fiscal criteria enough to eliminate employment risk?

The tax and employment analyses overlap, particularly around control, business risk and operational autonomy, but they do not perform exactly the same function. The Labour Code focuses on work performed under employer authority. The Fiscal Code focuses on the conditions for independent activity and the correct tax treatment of economic substance.

Article 11 of the Fiscal Code allows the tax authorities to disregard a transaction without economic purpose or reclassify the form of a transaction or activity to reflect its economic content. The authority must explain the relevant facts and evidence supporting the reclassification. This makes consistent documentation important, but it also means that documentation must reflect reality.

European Union case law follows a similar substance-based approach for EU-law concepts of “worker”. In Yodel Delivery Network, Case C-692/19, the Court of Justice explained that an “independent contractor” label does not prevent worker classification where independence is merely notional. Relevant considerations included control over time, place and content of work, exposure to commercial risk, integration into the undertaking and freedom to use substitutes or serve third parties.

Which arrangements create the highest misclassification risk?

A recurring monthly fee, a long relationship, one important client or use of a customer system is not automatically decisive. Each fact must be assessed in context. Risk rises when several employee-like elements combine and genuine commercial independence becomes difficult to demonstrate.

What can happen after a misclassification finding?

Tax and social-contribution exposure

The tax authority may reassess the economic substance of the activity and determine the related tax and contribution consequences. Historic treatment, payment records, filings and the allocation of responsibility between the parties must be reviewed before quantifying any exposure.

Employment rights and claims

An individual may argue that the factual relationship was employment and seek rights associated with employee status. Questions may arise concerning remuneration, working time, leave, termination, employee records and other mandatory protections. The outcome depends on the legal route and the evidence, not on the contract title alone.

Inspection and document risk

Where work has in substance been performed as employment without the required employment formalities, the company may face labour-inspection consequences. Specific sanctions should be assessed against the law in force and the facts at the date of the review.

Commercial and transaction risk

Misclassification can affect due diligence, financing, investment or an acquisition. A buyer may ask for the contractor population, templates, tax treatment, intellectual-property arrangements and potential historic liabilities to be reviewed before closing.

Intellectual property and confidentiality

The company should not assume that an employment-style intellectual-property position automatically applies to an independent provider. Ownership, assignment, permitted use, confidentiality and return or deletion of information should be dealt with expressly and consistently with the actual relationship.

Does contracting through a PFA or an SRL remove the risk?

A Romanian authorised individual enterprise, commonly referred to as a PFA, is closely connected to the individual providing the activity. An SRL is a separate legal entity, which may employ staff, assume business risks and organise delivery through its own resources. Those differences matter, but neither registration document should replace a factual review.

If the supplier structure is still being established, the practical differences should also be considered alongside our guidance on company formation in Romania for foreign founders.

For an SRL supplier, examine whether the supplier is genuinely providing a business service or whether one individual is effectively inserted into the customer’s organisation under continuous personal control. For a PFA, test the statutory independence criteria directly and retain evidence supporting them.

Foreign companies should also avoid importing assumptions from their home jurisdiction. A worker physically performing activity in Romania may trigger Romanian employment, tax, social-security, registration or permanent-establishment questions. Those cross-border issues require a separate review based on the company, worker, location and duration of the arrangement.

Related structures may require a different analysis. Our guide to dual employment in Romania explains the rules applicable when an individual holds more than one employment contract, while the guide to service contract requirements in Romania covers the clauses and compliance points relevant to genuine service relationships.

Three illustrative classification scenarios

These scenarios are illustrative. Changing one fact, such as exclusivity, substitution rights, commercial risk or management control, may change the conclusion.

How should a foreign company structure a genuine contractor relationship?

1. Define the result. Describe services, deliverables, acceptance criteria and deadlines instead of creating an employee job description.
2. Preserve operational autonomy. Allow the provider meaningful control over place, schedule and method, subject to justified security and coordination requirements.
3. Address other clients. Avoid broad exclusivity unless a narrow restriction is genuinely necessary and legally supportable.
4. Allocate business risk. Specify responsibility for costs, tools, corrections, professional organisation and non-conforming deliverables.
5. Review substitution and collaboration. Permit lawful use of qualified personnel or collaborators where compatible with the service, confidentiality and regulatory requirements.
6. Separate contractors from HR procedures. Do not automatically apply employee leave approval, performance management, benefits or disciplinary systems.
7. Protect data, confidentiality and IP. Draft clauses that fit an independent services relationship and the actual information or assets involved.
8. Keep evidence. Retain statements of work, invoices, deliverables and communications showing independent organisation.
9. Reassess material changes. Review the classification when the scope, reporting line, exclusivity, workload or duration changes.

How can a company audit its existing Romanian contractors?

1. Inventory every arrangement. Identify individuals engaged directly, through a PFA, through a personal SRL or through an intermediary.
2. Map the facts. Record schedule, location, reporting, tools, clients, payment model, risk, substitution and integration.
3. Test the seven fiscal criteria. Identify which criteria are genuinely met and what evidence supports each conclusion.
4. Test employment subordination. Compare management practices against the Labour Code concept of work under employer authority.
5. Check connected risks. Review tax, social security, immigration, permanent establishment, IP, confidentiality and data protection where relevant.
6. Classify by risk. Separate clearly independent providers, fact-sensitive cases and arrangements that operate like employment.
7. Implement a lawful correction plan. Amend terms and practices where the relationship remains genuinely independent, or move to an appropriate employment structure where the facts require it.

The Bottom Line

The employee-versus-contractor decision must be made from the work model, not from the preferred invoice or contract label. Genuine contractors organise an independent activity, retain meaningful autonomy and assume real business responsibility. Employees perform work within the employer’s authority and receive the mandatory protections attached to that status.

For foreign companies, the safest starting point is a combined contract and operations review before the individual begins work. The same review should be repeated whenever the role becomes more integrated, exclusive or manager-controlled.

Frequently asked questions

AI Notice: AI-assisted content, reviewed by a qualified Romanian lawyer.