Geometric maze illustrating contractual risk assessment during a contract review in Romania

Contract Review in Romania: 12 Clauses to Check

Which contract clauses should a business check before signing?

A Romanian business contract should clearly allocate performance, payment, liability, intellectual-property, data and exit risks. These 12 clauses are the practical starting point for a legal and commercial review.

Contract review in Romania should test more than whether an agreement is formally valid. Before signing, a business should understand what it must deliver, when it will be paid, which losses it may bear, how intellectual property and data may be used, and how the relationship can end.

Commercial contracts are often negotiated under pressure. A supplier is ready to begin, a customer wants the final draft immediately, or a foreign group needs its Romanian operation running without delay. That is precisely when unclear wording, inconsistent annexes and borrowed template clauses are most likely to pass unnoticed. Companies entering the market should connect the contract with the wider steps required to start and operate a business in Romania.

Interconnected architectural structure illustrating how contract clauses work together in a Romanian contract review
A well-structured contract depends on interconnected clauses that allocate obligations, remedies and commercial risks consistently.

Under the Romanian Civil Code, a validly concluded contract is binding on the parties, and contractual negotiations and performance are governed by good faith. A useful review therefore connects the legal wording with the operational deal. It identifies which party controls each risk, whether the agreed remedy can work in practice, and what evidence will be needed if performance is disputed.

The following 12 clauses form a practical checklist for Romanian companies and foreign businesses entering agreements governed by Romanian law or involving a Romanian counterparty.

Parties, capacity and signing authority

The contract should identify the correct legal entities, not merely the brand names used in negotiations. For a Romanian company, check its registered name, registered office, Trade Registry number, fiscal identification code and representative. If a group is involved, establish which entity receives the services, issues invoices, owns the relevant assets and assumes liability.

Signing authority should be verified against the company’s constitutional documents, Trade Registry information, corporate approvals or a power of attorney. A signature block describing someone as a “manager” does not itself resolve whether that person may bind the company for the relevant transaction. The representation rules should be checked against the company’s current Romanian articles of incorporation and the registered powers of its administrators.

The internal authority analysis also matters for potential Romanian company director liability, particularly where a director signs outside approved limits or fails to document a material commercial decision.

Check before signingConfirm the contracting entity, the signatory’s authority, any required corporate approval, the position of affiliates and whether subcontracting or assignment to another group company is permitted.

Scope, deliverables and acceptance

The scope clause should describe the goods or services, specifications, quantities, locations, deadlines, dependencies and exclusions. For project work, it should also establish milestones, acceptance tests, correction periods and a change-control procedure.

Review the main agreement together with proposals, statements of work, order forms and technical annexes. If they conflict, an order-of-precedence clause should determine which document controls. Acceptance by silence should also be tested carefully: specify when the review period begins, what constitutes a valid rejection and what happens when defects are minor. Providers using standard customer documentation should also verify the applicable service contract requirements in Romania.

Common riskThe commercial proposal promises one result, the technical annex describes another and the general conditions allow the supplier to treat delivery as accepted before meaningful testing has taken place.

Price, VAT, invoicing and payment

A complete payment clause states the price or calculation method, currency, VAT treatment, invoicing trigger, payment deadline, supporting documents, bank charges and the procedure for disputing an invoice. It should also explain whether the customer may withhold, deduct or set off amounts and whether the supplier may suspend performance for non-payment.

For B2B transactions, Law no. 72/2013 on late payment contains mandatory protections. Article 5(1) establishes a general 60-calendar-day limit for contractual payment terms between professionals. By exception, the parties may agree a longer payment term, provided that the clause is not abusive under Article 12. A term exceeding 60 days is therefore not automatically invalid, but it should be assessed carefully for gross unfairness to the creditor in light of the statutory criteria and the circumstances of the transaction. Where the applicable conditions are met, late payment can trigger statutory penalty interest and the fixed EUR 40 recovery compensation.

For the calculation rules and available remedies, see our guide to late-payment interest and penalties in Romania.

Term, renewal and minimum commitments

The agreement should state its effective date, initial duration and whether it renews automatically. An automatic renewal clause is not necessarily problematic, but the notice window, notice method and effect of a missed deadline must be clear.

Check minimum purchase commitments, exclusivity, take-or-pay obligations and price changes that continue into a renewal term. Add internal calendar reminders for any deadline that determines whether the company remains bound for another year or loses a renegotiation opportunity.

Check before signingIdentify the earliest exit date, the last date for a non-renewal notice and every financial or operational commitment that survives renewal.

Termination, cure periods and exit assistance

The termination clause should distinguish between serious breach, remediable breach, insolvency-related events, prolonged force majeure and termination for convenience. It should specify whether prior notice is required, how long the defaulting party has to cure, and whether termination operates through a contractual mechanism or requires another legal step.

The Romanian Civil Code regulates remedies for non-performance, including termination under Article 1549 and the related provisions. The contract should not merely say that a party “may terminate immediately”. It should align the grounds, notice mechanics and agreed effects with the type of contract and the intended remedy.

Exit provisions matter just as much as the termination trigger. Address final invoices, transition assistance, return of equipment and documents, data export, deletion, continued licences and the clauses that survive termination.

Penalty clauses and late-payment interest

A penalty clause fixes in advance the consequence of non-performance, defective performance or delay. Under Article 1538 of the Romanian Civil Code, its drafting should identify the protected obligation, the triggering event and the calculation method. The agreement should also state whether a penalty is daily or fixed, whether it is capped and how it interacts with damages and other remedies.

Article 1541 permits a court to reduce a penalty in the statutory circumstances, including where it is manifestly excessive in relation to the loss that the parties could have foreseen when concluding the contract. A high percentage is therefore not a substitute for careful drafting.

Common riskA daily penalty has no cap, applies to several overlapping obligations and continues after termination, creating exposure far beyond the economic value of the contract.

Liability caps, exclusions and indemnities

Liability provisions should allocate risk in proportion to the contract’s value, the parties’ control and the available insurance. Review the general cap, any separate or higher caps, excluded categories of loss, claims procedures and responsibility for employees, affiliates and subcontractors.

Do not assume that an indemnity is a familiar standard clause. It should identify the covered events, third-party claims, control of the defence, settlement authority, notification duties and mitigation. Check whether the limitation of liability applies to the indemnity or whether it creates uncapped exposure.

Any exclusion or limitation must also be tested against mandatory law and the nature of the conduct involved. A clause should not be described as protecting a party against every possible form of unlawful conduct. Where the agreement supports a wider investment or group operation, the liability wording should be reviewed together with the company’s corporate and commercial governance arrangements.

Warranties, regulatory compliance and audit rights

Warranties should be specific to the transaction. Depending on the contract, they may cover conformity with specifications, professional licences, legal compliance, authority, sanctions, anti-bribery, tax status, employment practices, product safety or the absence of third-party rights.

The review should also establish the remedy for an inaccurate warranty. Possible outcomes include correction, replacement, a price adjustment, indemnification or termination. An audit right should define scope, frequency, confidentiality, cost allocation and the treatment of identified non-compliance.

Drafting pointA broad promise to comply with “all applicable laws” may be necessary, but it does not replace transaction-specific duties, evidence requirements and an agreed remediation process.

Force majeure, hardship and change in law

Force majeure and hardship solve different problems. Force majeure concerns an external, unforeseeable, absolutely invincible and unavoidable event under the Civil Code framework. Hardship under Article 1271 addresses an exceptional change that makes performance excessively onerous, subject to the statutory conditions and the allocation of contractual risk.

The clause should define notice, evidence, mitigation, suspension, continued payment obligations and the point at which prolonged disruption permits termination. For regulated or long-term projects, add a change-in-law mechanism explaining who bears new compliance costs and whether price or timing may be adjusted.

Check before signingDo not treat every supplier delay, price increase, staff shortage or market change as force majeure. The clause should distinguish ordinary commercial risk from qualifying events.

Confidentiality and intellectual property

A confidentiality clause should define protected information, permitted use, internal access, legally required disclosures, security standards, duration and return or destruction. Trade-secret protection also depends on practical steps, so access controls and marking procedures should match the contractual wording. A standalone non-disclosure agreement in Romania may be appropriate before sensitive negotiations begin.

For intellectual property, distinguish pre-existing materials from deliverables created under the contract. State whether rights are assigned or licensed and address territory, duration, field of use, sublicensing, modifications, source materials and third-party components.

Romanian Law no. 8/1996 on copyright requires an assignment of economic copyright to specify the transferred rights and, for each, the modes of use, duration, extent and remuneration. A generic sentence stating that the customer “owns everything” may therefore be insufficient for the intended result. Businesses acquiring or licensing valuable assets can obtain a separate review from intellectual property lawyers in Romania.

For ownership arrangements between founders and shareholders, see our guide to shareholder agreements in Romania.

Personal data, security and digital services

If the agreement involves personal data, identify whether each party acts as controller, processor, joint controller or independent controller. When a supplier processes personal data on behalf of a controller, Article 28 of the General Data Protection Regulation requires a contract containing specified safeguards. Our GDPR compliance checklist for Romanian companies explains the wider governance controls that should support those clauses.

Review processing instructions, confidentiality, security measures, subprocessors, assistance with data-subject requests, breach notification, international transfers, audit rights and return or deletion. The commercial agreement and data processing agreement should not contain inconsistent liability, notice or termination rules. More complex vendor arrangements may require assistance from GDPR and data protection lawyers in Romania.

For SaaS and other digital services, also check availability commitments, backups, recovery objectives, vulnerability management, incident cooperation, data portability and access after termination. Technology businesses should align these provisions with their wider technology and digital law obligations and, where relevant, obtain a focused IT and software contract review.

Governing law, jurisdiction and notices

In cross-border contracts, governing law and forum are separate questions. The Rome I Regulation generally allows the parties to choose the law governing their contractual obligations, subject to its safeguards and mandatory rules. The Brussels I bis Regulation governs jurisdiction and the recognition and enforcement of judgments in relevant EU civil and commercial matters.

Consider whether the selected court or arbitral tribunal is proportionate to the likely dispute, where evidence and assets are located, the language and cost of proceedings, and whether an eventual judgment or award can be enforced efficiently.

The notice clause should identify valid addresses, permitted delivery methods, deemed receipt and the process for updating contact details. A termination or claim notice sent to the commercial contact may fail if the contract requires delivery to a different address or by a specific method. Where non-payment is already a concern, the agreement should be tested against the available legal recovery options for unpaid invoices in Romania.

Contract review in Romania: risk map

Contract areaQuestion to answerRisk if unclear
AuthorityIs the correct entity bound by an authorised person?Enforceability, approval and group-liability disputes.
PerformanceWhat exactly must be delivered, tested and accepted?Disputes over completion, defects and payment.
PaymentWhen is money due and what follows from delay?Cash-flow loss, penalties and invoice disputes.
ExitHow can the relationship end and what survives?Lock-in, service interruption and lost data.
LiabilityWhich losses are covered, capped or excluded?Exposure disproportionate to contract value.
IP and dataWho owns or may use assets, information and data?Loss of rights, GDPR exposure and operational dependency.
DisputesWhich law, forum and notice rules apply?Unexpected cost and difficult enforcement.

A practical pre-signing review process

Confirm the commercial dealRecord the intended result, price, timeline and points already agreed before editing legal language.
Read every contract documentReview the agreement, annexes, order forms, proposals, policies and incorporated online terms together.
Rank the risksSeparate legal defects, high-value commercial exposure, operational ambiguity and points that are negotiable preferences.
Propose usable wordingConvert each material issue into a replacement clause, tracked change or clear negotiation question.
Check signing and evidenceConfirm authority, approvals, signature method, final attachments and preservation of the executed version.
Calendar post-signing dutiesTrack notices, renewals, price reviews, certificates, audits and delivery or payment milestones.

Need a Romanian contract reviewed before signing?

Atrium Romanian Lawyers assists Romanian and foreign businesses with contract review, drafting and negotiation. The review can be delivered as tracked changes, replacement clauses, a consolidated draft or a practical risk report adapted to your position in the transaction.

Frequently asked questions

Is a business contract written in English valid in Romania?

Romanian companies can generally conclude commercial contracts in English. The transaction may nevertheless require Romanian-language documents or translations for authorities, courts, employees, consumers, notaries or regulated formalities. The governing-language clause should state which version prevails if the contract is bilingual.

Can a foreign-law contract be used with a Romanian company?

Potentially, yes. In a cross-border contract, the parties may often choose the governing law, but the Rome I framework, mandatory rules, the place of performance and the practical enforcement route must be considered. Choosing foreign law does not automatically remove every Romanian mandatory provision relevant to the transaction.

Are contractual penalties enforceable in Romania?

Romanian law recognises penalty clauses, but the obligation, trigger and calculation must be clear. Article 1541 of the Civil Code permits judicial reduction in the statutory circumstances, including a penalty that is manifestly excessive compared with the foreseeable loss at contract formation.

When should contract review in Romania take place?

Ideally before signing and before the commercial position becomes difficult to change. A new review is also appropriate before renewal, when the scope or price changes, when a party proposes an amendment, or when performance problems and a possible dispute emerge.

What should a foreign company send to the reviewing lawyer?

Send the complete draft and annexes, the commercial proposal, your role in the transaction, the applicable deadline, the principal business concerns and any terms already agreed. Identifying whether you are the customer, supplier, licensor, employer, investor or distributor changes the risk analysis.

Disclaimer: This article provides general legal information and does not constitute legal, tax or commercial advice. Contractual rights and risks depend on the complete document, the transaction, the parties, mandatory rules and the relevant facts.

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

Service Contract Requirements Romania

Service Contract Requirements Romania: What Every Provider Must Include by Law

 

 

 

 

 

 

 

Service Contract Requirements Romania – What Every Provider Must Include by Law

Service contracts in Romania must meet specific legal requirements under Government Order 21/1992 and related consumer protection laws. This comprehensive guide explains what Romanian law requires for valid service contracts, how ANPC enforces these rules, and what happens when businesses fail to comply.


Need Professional Help?

At our law firm, Atrium Romanian Lawyers, we assist clients with corporate & commercial law, contract drafting, and consumer protection advisory.


Test Your Service Contract Compliance

Use our interactive compliance checker below to verify that your service contract meets all Romanian legal requirements. This tool guides you through the 12 mandatory elements and helps you avoid ANPC penalties ranging from RON 2,000 to RON 100,000.

Interactive Service Contract Compliance Checker

Check off each requirement as you review your contract. The bar above will fill as you reach compliance.

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📹 Video Guide: Understanding Romanian Service Contracts

Watch our comprehensive video explanation covering all mandatory requirements, ANPC enforcement, and practical tips for compliance.

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What Is a Service Contract Under Romanian Law?

Legal Definition

Under Romanian law, a service contract (contract de servicii) is an agreement where one party (the service provider) undertakes to provide specific services to another party (the consumer) in exchange for payment. Service contracts are governed by the Romanian Civil Code (Articles 1851-1874), Government Order 21/1992 on consumer protection, and Law 296/2004 (Consumer Code).

Types of Services Covered

Romanian service contract regulations apply to telecommunications and internet services, banking and financial services, utility services, professional services, maintenance and repair services, installation and delivery services, educational and training services, healthcare services, and transportation services.

Are Service Contracts Mandatory in Romania?

Yes, written service contracts are mandatory for most consumer-business transactions in Romania. According to Government Order 21/1992, service providers must formalize their agreements with consumers in writing, particularly when the service involves recurring payments, the contract duration exceeds 30 days, or the total value exceeds RON 100.


Mandatory Elements: What Must a Romanian Service Contract Contain?

1. Party Identification Requirements

Every service contract must clearly identify both parties. The service provider must include their legal business name, unique registration code (CUI), trade register number, physical headquarters address, and contact information. The consumer must include their full legal name, personal identification number (CNP) for individuals, and contact address.

2. Service Description Requirements

Contracts must provide detailed specifications including the exact nature of services, quality standards and performance metrics, delivery timeline and schedule, geographic service area, equipment or materials included, and technical specifications. According to ANPC regulations, vague or ambiguous service descriptions are considered non-compliant.

3. Pricing and Fee Disclosure

Complete transparency on all costs is mandatory. This includes the base service price, all additional fees (connection, activation, installation), taxes and surcharges (VAT, excise duties), recurring charges (monthly, annual), variable costs (usage-based fees), penalty fees (late payment, early termination), currency, payment methods accepted, and billing cycle and due dates. Key requirement: Prices must be displayed in 10-point font or larger.

4. Contract Duration and Renewal Terms

Contracts must specify the start date of service provision, contract duration (fixed term or indefinite), automatic renewal conditions, notice period for termination, early termination rights and associated costs, and grace periods if applicable.

5. Modification and Amendment Procedures

Romanian law requires clear procedures for contract changes. Service providers must provide 30 days written notice before any unilateral changes, specify the exact changes to terms or pricing, inform consumers of their right to reject changes, and allow penalty-free termination if consumer refuses modifications.

6. Service Suspension and Termination Rules

Contracts must outline conditions for service suspension by provider, consumer notification requirements (15 days advance notice), consumer’s right to unilateral termination (30 days notice, no penalties), provider penalties for failing to deliver promised services, refund procedures for prepaid services, and equipment return requirements.

7. Consumer Protection Clauses

Mandatory consumer rights provisions include withdrawal right (14 days for distance contracts), warranty and guarantee terms, complaint and dispute resolution procedures, service quality standards, compensation for provider-caused damages, data privacy protections, and right to refuse data processing for marketing purposes.

8. Liability and Indemnification

Contracts must clearly state the service provider’s liability for non-performance, consumer compensation rights for damages, force majeure provisions, and limitation of liability clauses that must be reasonable and non-abusive.

9. Dispute Resolution Mechanisms

Required information includes complaint filing procedures, internal complaint handling timeline, alternative dispute resolution (ADR) options, ANPC contact information, and court jurisdiction.


Penalties for Non-Compliant Service Contracts

Fine Structure

Violation TypeFine Amount
Missing mandatory contract elementsRON 2,000 – RON 4,000
Abusive clausesRON 20,000 – RON 100,000
Large-scale violations (100+ consumers)Up to 4% of annual turnover

Additional Penalties

Beyond monetary fines, penalties can include temporary service suspension until compliance, permanent product/service withdrawal from market, publication of violation on ANPC website, consumer compensation orders, and court-ordered contract modifications.


Prohibited Abusive Clauses Under Romanian Law

Law 193/2000 on unfair contract terms prohibits clauses that exclude or limit provider liability for damages, allow unilateral price increases without justification, bind consumer while making provider obligations conditional, impose disproportionate penalties on consumers, extend contract automatically without clear terms, restrict consumer’s right to legal action, or transfer provider obligations to third parties without consent.

Legal consequence: Abusive clauses are automatically void, even if signed by the consumer.


Consumer Rights in Romanian Service Contracts

Core Consumer Rights

Under Government Order 21/1992, consumers have the right to complete, accurate information about services, unilateral contract termination (30 days notice, no penalties), protection against unfair terms, compensation for damages caused by provider, refuse data sharing for marketing, alternative dispute resolution, and 14-day withdrawal period for distance contracts.

Withdrawal Right (Distance Contracts)

For services purchased online or off-premises, you have a 14-day cooling-off period from contract signing with full refund for unused services. No justification is required and no penalties apply for exercising the withdrawal right, except for services fully performed with consumer’s advance consent.


Recent Legal Updates (2024-2025)

Emergency Government Ordinance 58/2022

Key changes effective May 28, 2022 include increased fines for abusive clauses, 3-year statute of limitations for ANPC sanctions, and enhanced powers to remove abusive clauses from all contracts.

ANPC Order 539/2024: “Shrinkflation” Rules

New requirements effective October 10, 2024 require businesses to inform consumers of product size/weight reductions, provide specific labeling for reduced quantities, and face penalties for non-disclosure.

Law 243/2024: Consumer Credit

New protections effective November 27, 2024 include limited total cost of credit, interest rate caps, and enhanced disclosure requirements.


Useful Resources & Links


FAQ – Service Contract Requirements in Romania

Q: Do all service contracts need to be in writing?

A: Yes, most consumer-business service contracts must be in writing, especially if they involve recurring payments, exceed 30 days duration, or total over RON 100. Verbal contracts are valid only for simple, low-value, one-time services.

Q: What happens if my service contract doesn’t include mandatory clauses?

A: The contract may be void or unenforceable. ANPC can fine the provider RON 2,000-4,000 for missing elements. Consumers can challenge the contract and seek modifications or termination without penalties.

Q: Can service providers unilaterally change contract terms?

A: No, not without proper procedure. Providers must give 30 days written notice of any changes and inform consumers of their right to reject the modifications and terminate the contract without penalties.

Q: What is the penalty for using abusive clauses?

A: Fines range from RON 20,000 to RON 100,000 per violation. For large-scale violations, penalties can reach up to 4% of the provider’s annual turnover in Romania. Abusive clauses are automatically void.

Q: How long do I have to withdraw from a service contract?

A: For distance or off-premises contracts, you have 14 days from signing to withdraw without giving a reason and without penalties, provided the service hasn’t been fully performed with your advance consent.


Disclaimer: This article is for general information only and does not constitute legal advice. Please consult with a qualified Romanian corporate lawyer to verify current laws and regulations before finalizing your service contracts. Laws and procedures are subject to change, and individual circumstances may vary.

Employment contract being signed in a bright Romanian office

Employment Contracts in Romania: Mandatory Clauses and Employer Checklist

Employment contracts in Romania must be concluded in writing and in Romanian, signed using wet-ink or a legally valid electronic signature, contain the mandatory information required by the Labour Code and be recorded in REGES-ONLINE before the employee starts work. A compliant template is only the starting point: the contract must also match the actual role, schedule, workplace, pay structure and working arrangement.

In brief: The employer is responsible for the written contract, pre-contract information, medical fitness check, delivery of a signed copy and timely REGES-ONLINE registration. An indefinite full-time contract is the default. Fixed-term, part-time, mobile and telework arrangements require additional wording. Clauses on probation, confidentiality, mobility, training and non-compete protection must be drafted within statutory limits. Changes to core terms generally require an addendum before they take effect, while REGES reporting follows separate deadlines.

This guide is written for foreign companies, founders, HR teams and managers hiring personnel in Romania. It explains what the contract should contain, which clauses require special care and how contract execution connects with the employer’s registration and personnel-file obligations.

Employment contract and employer checklist prepared in a Romanian office
Employment documentation and onboarding checklist prepared for a new employee in Romania.

Must an employment contract be in writing in Romania?

Yes. Article 16 of the Romanian Labour Code requires the individual employment contract to be concluded in writing and in Romanian. Written form is mandatory under the Labour Code and must be completed before work begins. The employer bears responsibility for concluding the document.

The contract must be signed using wet ink or a legally valid electronic signature, provided to the employee and entered in REGES-ONLINE before work begins. Where electronic signing is used, the parties must use the same type of signature for the document. Registration alone does not replace the signed contract, and a signed contract does not excuse late registration. Foreign-language versions may be used for convenience, but the Romanian version should control or the documents should state clearly how inconsistencies are resolved.

Contract route
Which employment contract fits the role?

Select a route to see the main drafting consequence.

Indefinite full-time

This is the statutory default and usually the simplest route when the business need is ongoing and the normal schedule is eight hours per day and 40 hours per week.

Contract typeWhen it may be usedDrafting control
IndefiniteDefault route for an ongoing role.State start date, role, workplace, schedule, salary and all Article 17 information.
Fixed-termOnly in cases permitted by the Labour Code.State the legal basis and exact duration or objective end event. General maximum: 36 months.
Part-timeWhere the agreed normal hours are below full time.State hours, distribution, change conditions and the statutory overtime restriction.
TeleworkRegular voluntary work outside employer premises using ICT.Include the additional clauses required by Law no. 81/2018.
Mobile workThe duties are not performed at a stable workplace.Define the mobility area and any cash or in-kind mobility benefit.

What mandatory clauses must Romanian employment contracts contain?

The contract must cover the information required by Article 17 of the Labour Code and the applicable framework employment-contract model. The employer should not merely copy headings. Each field must describe the real employment arrangement.

Clause map
Map the mandatory terms to the real job

Select a clause group to review the main control.

Identity and employer

Use the correct legal employer, registered details and authorised signatory. A group brand or foreign parent is not a substitute for identifying the employing entity.

Clause groupWhat should be statedFrequent error
Parties and workplaceIdentity, employer headquarters, workplace or absence of a fixed workplace.Naming a business unit without identifying the legal employer.
Role and dutiesCOR occupation, job description, duties, professional-evaluation criteria and job-specific risks.Using a generic job description unrelated to actual authority or tasks.
Duration and startStart date; indefinite or fixed duration; fixed-term basis and end point where applicable.Using a fixed term without a statutory case supporting it.
Working timeHours per day/week, schedule distribution and conditions for changing the schedule.Using an unequal schedule without expressly providing for it.
PayGross base salary, allowances, bonuses, benefits and payment frequency.Calling a recurring salary component discretionary while administering it as guaranteed.
Leave and noticeAnnual leave, applicable notice conditions and duration, probation period.Contractual notice exceeding the legal maximum for resignation.
Other informationCollective agreement, training rights, employer-provided benefits and applicable procedures.Referring to policies that were not communicated or do not exist.

What must be completed before the employee starts work?

The employer should treat hiring as a controlled sequence. Before the first working day, it must verify identity and work entitlement, obtain the medical fitness certificate, complete the required information process, sign the contract, provide the employee’s copy and transmit the required data to REGES-ONLINE.

Pre-hire control
Employer checklist before work begins

Select each control to see why its order matters.

Identity and status

Verify the person’s identity, qualifications and any immigration or work-authorisation condition before promising a start date that cannot legally be met.

A non-EU national may require a work authorisation and immigration steps before employment can lawfully begin. The employment document should align with the approved position, salary and working conditions. See our guide to recruiting non-EU personnel in Romania.

How does REGES-ONLINE connect with the employment contract?

REGES-ONLINE is the statutory employee register governed by Government Decision no. 295/2025. From 2026, employers should use the online register for new hires and subsequent reportable events. The register reflects the legal documents; it does not create or amend the parties’ agreement by itself.

Reporting calendar
When should the employer report an event?

Select an event to review the general reporting rule.

Before work begins

The new employment contract and required employee data must be transmitted no later than the day before activity starts, including when that day is not a working day.

EventGeneral reporting deadlineInternal control
New employmentNo later than the day before activity starts.Do not permit access to work until signature and transmission are confirmed.
Function, contract type, duration, workplace or working timeGenerally no later than the day before the change takes effect.Align the addendum date, effective date and register entry.
Salary, allowances, bonuses and other additionsWithin 20 working days from the change under Article 5(4) of Government Decision no. 295/2025.Reconcile contract/addendum, payroll and REGES; verify any special rule applying to the source of the change.
TerminationGenerally no later than the termination date or the applicable date of knowledge.Record the correct legal ground and retain the supporting document.

The table states the main operational rules. For salary changes, Article 5(4) of Government Decision no. 295/2025 provides a 20-working-day deadline; a change resulting from a court judgment is subject to the specific 10-working-day rule calculated from the employer’s knowledge of the judgment. Particular suspensions, transfers and corrections also have specific rules. Employers should verify the current REGES-ONLINE guidance for the event concerned.

2026 salary note: Government Decision no. 146/2026 set the national gross minimum base salary at RON 4,325 per month from 1 July 2026. This is a dated statutory amount verified in the official legislation portal. Employers should nevertheless recheck the minimum immediately before implementation, together with sector-specific rules and the 24-month limitation applicable to keeping an employee at the general minimum level.

How should probation, confidentiality and non-compete clauses be drafted?

Optional clauses are enforceable only within the Labour Code. They should solve a real business need and should not attempt to remove statutory employee rights.

ClauseLegal controlDrafting point
ProbationGenerally up to 90 calendar days for execution roles and 120 for management roles.State the period clearly. Probation operates inside a signed employment contract.
ConfidentialityMay protect confidential information during and after employment.Define protected information and permitted disclosures; do not obstruct statutory rights.
Non-competeRequires prohibited activities, third parties, geographic area, duration and monthly indemnity.A generic ban is insufficient. Post-termination effect cannot generally exceed two years.
MobilityApplies where duties are not performed at a stable workplace.Describe the area and the additional cash or in-kind benefits.
TrainingTraining costs and retention consequences require lawful, proportionate wording.Use a separate addendum for significant employer-funded training where appropriate.

A post-employment non-compete obligation requires payment of a monthly non-compete indemnity. The contract must identify the activities prohibited, relevant third parties, geographic area and period. It cannot impose an absolute ban on the employee’s profession. Confidentiality and intellectual-property provisions should also distinguish employee-created works, employer resources, trade secrets and lawful whistleblowing or regulatory disclosures.

What additional clauses are required for telework and part-time work?

Telework and part-time arrangements require more than changing the workplace or number of hours in a standard form.

Under Law no. 81/2018, telework must be expressly agreed. The contract or addendum should address the periods spent at employer premises, how activity may be checked, the method for recording daily start and end working hours in line with Article 119 of the Labour Code, health and safety responsibilities, equipment, data protection, measures against isolation and the treatment of telework expenses.

A part-time contract must state the duration and distribution of hours, the conditions under which the schedule may be changed and the restriction on overtime, subject to narrow statutory emergencies. Omitting mandatory part-time elements may expose the employer to the risk of reclassification and labour-inspector sanctions.

Can the employer change the contract unilaterally?

As a rule, no. Core terms such as role, workplace, salary, working time and contract duration are modified by agreement, normally through a written addendum concluded before the change takes effect. The Labour Code provides narrow exceptions. In addition to delegation and secondment, Article 48 permits the employer temporarily to modify the workplace and type of work without consent in cases of force majeure, as a disciplinary sanction or as a measure to protect the employee, only in the cases and under the conditions provided by law.

Telework under Law no. 81/2018 remains, as a rule, consensual. An employer should not rely on Article 48 as a general power to impose remote work. Any exceptional unilateral remote-work measure must have a specific legal basis applicable at that time.

A policy cannot silently rewrite a contractual benefit or core term. Before changing a package, the employer should classify each item as statutory, contractual, collectively agreed, policy-based or genuinely discretionary. The correct document and employee-consent requirement follow from that classification.

Employer checklist for Romanian employment contracts

  1. Identify the real employer. Confirm the Romanian employing entity and authorised signatory.
  2. Classify the role. Select the correct COR occupation and align it with the job description.
  3. Choose the lawful contract type. Document any fixed-term or part-time basis and special clauses.
  4. Verify the employee. Check identity, qualifications, medical fitness and work authorisation.
  5. Define the workplace. Distinguish office work, mobility, homeworking and telework.
  6. State working time precisely. Include distribution, unequal schedules, shifts or part-time restrictions where relevant.
  7. Map compensation. Separate base salary, allowances, bonuses, benefits and reimbursement of expenses.
  8. Review optional protections. Tailor confidentiality, IP, non-compete, mobility and training clauses.
  9. Sign and deliver the contract. Complete this before the employee starts work, using wet-ink signatures or the same legally valid electronic-signature type for both parties.
  10. Transmit REGES data. Preserve proof and reconcile the register with payroll and personnel-file documents.

Risk: A contract can appear complete and still fail in practice when the job description, actual schedule, payroll treatment and REGES record contradict it. Employers should audit the whole employment file, not only the signature page.

Frequently asked questions

Can a Romanian employment contract be signed only in English?

No. The Labour Code requires the individual employment contract to be concluded in Romanian. A bilingual version may be used for a foreign employee or group process, but the Romanian text must be included and the parties should address which version prevails if wording differs.

When must a new employment contract be registered in REGES-ONLINE?

The required employee and contract data must generally be transmitted no later than the day before the employee starts activity, even if that preceding day is not a working day. The employer should complete registration only after the contract reflects the terms agreed and has been signed.

Is an indefinite employment contract mandatory?

An indefinite contract is the statutory default. A fixed-term contract is lawful only in the situations listed by the Labour Code and must state its duration or objective end point. The general maximum duration is 36 months, subject to the specific rules governing successive contracts.

Can an employee work during the probation period without a contract?

No. Probation takes place within an employment contract. The document must be signed, using wet ink or a legally valid electronic signature, and registered before work starts. The general maximum is 90 calendar days for execution positions and 120 calendar days for management positions, with special rules for certain categories and fixed-term contracts.

Does every remote employee qualify as a teleworker?

Not necessarily. Legal classification depends on how and where work is organised and whether information and communication technology is used regularly outside the employer’s workplace. Where Law no. 81/2018 applies, telework must be expressly agreed and the contract must contain its additional mandatory elements.

Does a salary increase always require an addendum?

A negotiated salary change normally requires a written addendum before it takes effect. Where the change follows directly from legislation, the Labour Code exception to the addendum rule may apply. The employer must still update payroll and transmit the reportable salary data to REGES-ONLINE within the applicable deadline.

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Disclaimer: This article provides general information and does not constitute legal advice. Contract requirements depend on the role, working arrangement, applicable collective rules and the employee’s status.

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