Work Permit in Romania

A Work Permit in Romania is a central consideration for employers recruiting people who do not already have unrestricted access to the Romanian labour market.

For international businesses, the process involves more than checking a candidate’s passport. Employers need to establish whether immigration authorisation is required, which worker category applies, whether the occupation is eligible, what employment conditions must be offered and how the employee will move from recruitment to lawful residence and work in Romania.

Romania substantially revised its foreign-worker framework in 2026 through Emergency Ordinance No. 32/2026. The new system uses the official WorkinRomania.gov.ro platform and distinguishes between two main employment visa routes: D/AM1 and D/AM2.

Brain Source International helps international companies manage the wider hiring process through recruitment, Employer of Record, payroll and HR support in Romania, including situations where immigration status affects the planned hire.

If you plan to recruit a foreign national in Romania, immigration requirements should be assessed before a start date is promised to the candidate.

Who Needs a Work Permit in Romania?

The answer depends primarily on the employee’s nationality and immigration status.

Citizens of the European Union, European Economic Area and Switzerland can work in Romania under the same general labour-market conditions as Romanian citizens. If they remain in Romania for more than three months, residence-registration requirements apply.

For nationals of countries outside the EU/EEA/Switzerland — often referred to as third-country nationals — additional immigration procedures will generally apply unless the individual falls within a statutory exemption or already holds a status giving access to the Romanian labour market.

Employers should therefore establish at the beginning of recruitment:

• candidate nationality;
• current country of residence;
• existing Romanian immigration status, if any;
• type of position;
• professional qualifications;
• proposed salary;
• duration of employment;
• whether the candidate is already legally working in Romania.

The same vacancy can require a completely different immigration process depending on the person selected.

Romania Changed Its Foreign Worker System in 2026

Employers should be careful with older online guides about Romanian work permits.

Emergency Ordinance No. 32/2026 introduced a redesigned framework aimed at digitalising and restructuring the admission of third-country workers.

Romania now uses the WorkinRomania.gov.ro electronic platform and two principal employment visa categories:

D/AM1 — primarily for highly qualified and certain specifically defined workers

D/AM2 — for permanent, seasonal and cross-border workers who fall outside the D/AM1 route

A single electronic application is used to coordinate the employment-related checks and the documentation necessary for the subsequent visa and residence process.

For HR teams, this means immigration planning should be based on the current 2026 process rather than on older work-permit procedures alone.

D/AM1 Work Visa in Romania

The D/AM1 route is particularly relevant to international companies recruiting highly qualified professionals.

The official Work in Romania portal identifies this route for highly qualified workers engaged for at least six months, as well as certain other defined categories. Examples of highly qualified roles can include professionals in areas such as IT, engineering, economics and management.

Other categories that may fall under D/AM1 include certain:

• workers carrying out activities requested by ministries or central authorities;
• teaching, scientific and artistic professionals;
• professional athletes;
• qualifying citizens of Moldova, Ukraine and Serbia employed under the applicable conditions.

For D/AM1 recruitment, the Romanian employer registers in the official platform and submits the unified application directly.

Unlike D/AM2, the official portal states that D/AM1 is not limited to occupations appearing on Romania’s shortage occupation list.

This makes the distinction between the two routes commercially important when an employer is planning international recruitment.

Highly Qualified Workers in Romania

A highly qualified worker is not determined simply by giving the position a senior title.

The 2026 legislation requires relevant higher qualifications or qualifying professional competence and a full-time employment relationship meeting the applicable requirements.

For certain highly qualified applications, the legislation provides for an indefinite employment contract or a fixed-term contract of at least six months, together with specified salary and qualification conditions.

Depending on the occupation, evidence may include:

• recognised higher education;
• professional qualifications;
• relevant professional experience;
• authorisation to practise a regulated profession.

For some ICT management and specialist occupations, the legislation specifically recognises relevant professional experience as part of the higher professional competence framework.

Employers should therefore confirm eligibility before presenting a role as a “highly qualified” immigration case.

D/AM2 Work Visa in Romania

The D/AM2 route covers other categories of foreign workers, particularly:

• permanent workers;
• seasonal workers;
• cross-border workers.

A major 2026 requirement is that the occupation for a D/AM2 worker must appear on Romania’s List of Shortage Occupations.

The list is intended to reflect areas where labour demand cannot sufficiently be met through the domestic and wider EU labour market and may be updated as labour-market conditions change.

This means an employer cannot assume that every Romanian vacancy can be filled through the D/AM2 route.

The occupation should be checked before international sourcing begins.

D/AM1 vs D/AM2 in Romania

The correct category should be determined from the actual worker, role and employment arrangement rather than selected only because one route appears administratively easier.

The Shortage Occupation List in Romania

The List of Shortage Occupations has become particularly important for employers hiring through D/AM2.

Under the 2026 framework, procedures for the relevant D/AM2 workers can only be initiated where the occupation is included on this list. The list is intended to be reviewed periodically based on Romanian labour-market needs.

For employers this creates a practical rule:

Check occupation eligibility before investing heavily in recruitment.

A company may identify an excellent third-country candidate, but if the proposed immigration route depends on an occupation that does not meet the relevant criteria, onboarding may not proceed as expected.

Recruitment and immigration therefore need to be coordinated from the beginning.

How the D/AM2 Recruitment Process Works

Under the current framework, the normal D/AM2 process generally involves an authorised foreign-worker placement agency.

The official platform explains that the employer first registers and then works with an authorised placement agency, which can manage the recruitment and submit the unified application on the employer’s behalf.

An exception exists for employers that obtain the status of an authorised employer and meet additional requirements allowing direct recruitment.

The official portal indicates that qualifying authorised employers need to satisfy conditions concerning business history, workforce size, compliance and financial guarantees. For example, the current framework references at least 24 months of uninterrupted economic activity and an average of at least 50 employees in the preceding year among the conditions for authorised-employer status.

For many ordinary employers, using an authorised placement agency will therefore remain the more relevant route for D/AM2 hiring.

The Unified Application

A central part of the new Romanian system is the single electronic application submitted through WorkinRomania.gov.ro.

The official portal states that the application consolidates checks relating to the worker, employer and proposed employment.

Information can include:

• employee identification;
• qualifications and experience;
• position;
• proposed salary;
• contract duration;
• working schedule;
• accommodation conditions where applicable;
• health insurance;
• employer details;
• firm job offer.

For employers, this makes accuracy important.

Immigration information should align with the employment contract, job description, payroll structure and actual working arrangements.

A salary or position described one way during the immigration process and another way in employment documentation can create avoidable problems.

Work Permit Process in Romania

Although the precise process depends on worker category, a typical employer workflow is:

1. Identify the Candidate

The company identifies a foreign professional through internal sourcing or recruitment in Romania.

At this stage, nationality and immigration status should already be reviewed.

2. Determine Whether Immigration Authorisation Is Required

EU/EEA/Swiss citizens generally have direct labour-market access.

For a third-country national, determine whether:

• an exemption applies;
• D/AM1 is appropriate;
• D/AM2 is appropriate;
• another immigration category applies.

3. Confirm Position Eligibility

For D/AM2, verify whether the occupation is included in the current shortage occupation list.

For highly qualified positions, verify qualification and salary conditions.

4. Prepare the Employment Offer and Documentation

The employer needs to define:

• position;
• responsibilities;
• salary;
• workplace;
• working time;
• contract duration;
• qualifications required.

These details need to remain consistent throughout recruitment, immigration and employment documentation.

5. Submit the Unified Application

Depending on the category, the application may be submitted by:

• the registered Romanian employer;
• an authorised placement agency;
• an authorised employer.

6. Authorities Review the Application

The authorities assess matters including employer eligibility, worker eligibility, employment conditions and applicable foreign-worker quota requirements.

7. Employee Applies for the Romanian Work Visa

Once the employment stage has been approved, the foreign national completes the visa process through the relevant Romanian diplomatic mission or consular office.

8. Employee Enters Romania

After the appropriate visa is issued, the employee can enter Romania for the authorised employment purpose.

9. Obtain the Residence Permit

For employment extending beyond the initial visa period, the employee needs the appropriate Romanian residence document.

The official system explains that a third-country worker entering on a D/AM1 or D/AM2 visa and remaining for more than 90 days must proceed with the residence-permit process.

Romania Work Visa and Residence Permit Are Different

Employers should distinguish between:

work authorisation / immigration approval

long-stay employment visa

residence permit

These are related but they are not simply three names for the same document.

The long-stay employment visa enables the foreign worker to enter Romania for employment.

The longer-term residence permit supports continued legal stay and work after arrival.

The Romanian Ministry of Foreign Affairs states that long-stay visas are generally issued for up to 90 days, with the right of residence subsequently extended through a residence permit issued by the General Inspectorate for Immigration.

The employee should therefore not assume that receiving a visa completes all immigration administration for the duration of employment.

How Long Does a Romania Work Visa Take?

Employers should avoid promising an exact start date until the candidate’s immigration route and documentation have been reviewed.

Under the current system, authorities conduct checks through the unified application. The legislation provides for assessment of relevant conditions within the statutory framework, while the visa itself involves a subsequent consular stage.

The Romanian Ministry of Foreign Affairs states that employment long-stay visa applications under the current framework are processed within the applicable visa timetable following presentation at the Romanian diplomatic mission or consular post. Current official information refers to a period of no more than 30 days from the in-person presentation under the revised process.

This should not be interpreted as the total recruitment-to-start timeline.

Before the consular stage, employers may still need to complete:

• recruitment;
• qualification verification;
• platform registration;
• job eligibility checks;
• preparation of contracts;
• unified application;
• authority review.

Candidate availability and document preparation can add further time.

Romania’s Foreign Worker Quota for 2026

Romania operates an annual admission quota for newly admitted foreign workers.

For 2026, the Romanian Government established a quota of:

90,000 newly admitted foreign workers.

The current legislation also allows the government to supplement the quota where applicable if the established limit is reached.

For D/AM2 hiring in particular, quota availability can affect the ability to proceed with the relevant employment visa.

Companies planning significant international hiring should therefore consider immigration capacity as part of workforce planning rather than waiting until year-end to begin the process.

Do EU Citizens Need a Work Permit in Romania?

Generally, no.

Citizens of EU Member States, the EEA and Switzerland can work in Romania under the same conditions as Romanian citizens without going through the third-country work authorisation process.

However, immigration administration may still apply.

Where the individual intends to remain in Romania for more than three months, residence registration is generally required with the General Inspectorate for Immigration.

For HR teams, the correct message is therefore not:

“EU employee = no immigration administration.”

It is:

“EU employee = no standard third-country work permit, but residence requirements may still apply.”

Can Some Non-EU Nationals Work Without a Standard Work Permit?

Yes.

Romanian law provides exemptions for certain categories of third-country nationals who already have a status providing access to the Romanian labour market.

The official General Inspectorate for Immigration lists categories including certain:

• long-term residents;
• qualifying family members;
• people granted international protection;
• asylum applicants with labour-market access;
• qualifying students;
• holders of certain existing residence rights;
• other specifically defined categories.

Special rules can also apply to particular nationalities or immigration statuses.

This is why nationality alone should not be used to decide whether a permit is required.

The employer should verify the candidate’s current legal status and right to work.

Hiring Ukrainian Citizens in Romania

Ukrainian candidates require particular care because different immigration routes may apply depending on their status.

Some Ukrainian citizens can have labour-market access through special Romanian or EU protection arrangements, while Romanian legislation also provides specific employment-related rules for certain Ukrainian citizens under qualifying circumstances.

An employer should therefore verify the person’s actual immigration document rather than automatically beginning a standard third-country work-permit procedure.

The correct route depends on the individual’s legal status in Romania.

Changing Employer in Romania

A valid right to work should not automatically be interpreted as unrestricted permission to work for any employer.

Foreign-worker authorisation can be linked to the relevant employment relationship, worker category and underlying immigration status.

Where a third-country national wants to move to another Romanian employer, additional immigration procedures may be required.

Employers recruiting someone who already works in Romania should therefore confirm:

• what residence document the candidate holds;
• whether it allows change of employer;
• whether a new authorisation or application is necessary;
• when the new employee can legally start.

The fact that a candidate already lives in Romania does not by itself prove that they can immediately join another company.

Salary Requirements for Foreign Workers

Immigration eligibility and employment-law compliance need to be considered together.

All employees must meet relevant Romanian wage requirements, including the applicable minimum wage in Romania.

Some immigration categories impose higher salary thresholds.

For example, highly qualified employment under the current framework includes specific remuneration requirements linked to the relevant statutory criteria.

Employers should therefore define compensation before the immigration application begins.

Changing the salary later can affect both the employment offer and immigration documentation.

Employment Contract Requirements

Foreign workers employed locally in Romania are also subject to Romanian employment law.

The contract should correctly reflect:

• employer;
• employee;
• occupation;
• job responsibilities;
• salary;
• working hours;
• employment duration;
• workplace;
• benefits;
• applicable probation and leave provisions.

Under the Work in Romania system, employment documentation used for foreign workers needs to be coordinated with the information submitted through the immigration platform. The current portal states that the employment contract used in the unified process is prepared in Romanian and also in the worker’s language of origin or an international language understood by the worker.

Immigration compliance should therefore not be managed separately from employment law in Romania.

Employer Responsibilities When Hiring Foreign Workers

The immigration process creates responsibilities for the employer, not only the employee.

Depending on the hiring route, employers may need to demonstrate matters such as:

• lawful business activity;
• tax compliance;
• genuine employment needs;
• appropriate employment conditions;
• salary compliance;
• worker qualifications;
• lawful recruitment;
• accurate reporting;
• ongoing compliance with Romanian labour rules.

The General Inspectorate for Immigration may verify employer eligibility and the legality of the proposed employment relationship.

For employers, this means a foreign worker should not be treated as simply an employee who happens to need a visa.

Immigration status becomes part of ongoing HR compliance.

Common Work Permit Mistakes in Romania

Recruiting Before Checking Immigration Eligibility

A company can spend weeks interviewing a candidate only to discover that the proposed immigration route does not fit the position.

Check eligibility early.

Using Outdated Pre-2026 Procedures

Romania materially changed the system in 2026.

Older guides describing only the previous work permit and visa process may no longer provide a complete picture.

Confusing D/AM1 With D/AM2

The routes apply to different categories and D/AM2 is tied to the shortage occupation framework.

Ignoring the Shortage Occupation List

For relevant D/AM2 workers, occupation eligibility is fundamental.

Assuming the Employee Handles Everything

Key stages are employer-led or submitted through an authorised intermediary.

The employee cannot simply arrange the entire process independently.

Promising an Unrealistic Start Date

Immigration approval should be built into recruitment planning.

Inconsistent Job Information

Job title, duties, salary and working conditions should align across immigration, contract and payroll records.

Confusing a Visa With Long-Term Residence

The employee may still need a residence permit after entering Romania.

Assuming Existing Romanian Residence Means Unrestricted Work Rights

Always verify the exact status and work rights attached to the employee’s document.

Work Permit vs EU Hiring in Romania

This assessment should always be confirmed against the individual’s circumstances.

Recruiting Foreign Workers in Romania

Immigration should be integrated into recruitment rather than addressed only after a candidate has accepted an offer.

For international recruitment projects, Brain Source International can help employers structure the process around:

• role requirements;
• candidate availability;
• nationality;
• salary;
• employment structure;
• realistic onboarding timeline.

This is particularly important where several candidates have comparable professional backgrounds but different immigration circumstances.

An EU citizen may be able to start relatively quickly.

A third-country candidate may require a substantially longer onboarding process.

The hiring decision should therefore consider both candidate quality and employment feasibility.

Work Permits and Employer of Record in Romania

An Employer of Record in Romania can help companies that want to hire local employees without establishing their own Romanian entity.

However, EOR does not automatically eliminate immigration requirements.

Where a foreign worker needs immigration authorisation, the structure still has to satisfy Romanian immigration and employment rules.

This distinction is important.

An EOR can solve the question:

“Who will legally employ this person in Romania?”

It does not automatically solve:

“Does this person have the right to work in Romania?”

The immigration route needs to be assessed separately as part of the employment structure.

For international companies, coordinating EOR and immigration planning before making the offer can prevent delays later.

Why Immigration Planning Should Begin Before the Offer

A common international recruitment sequence is:

Interview → select candidate → make offer → ask HR about visa

That is often too late.

A stronger process is:

Check nationality → assess immigration route → confirm role eligibility → establish realistic timeline → make offer → complete immigration and employment

This is particularly important for senior and specialist candidates.

If an employer promises an immediate start and later discovers that immigration will take substantially longer, the candidate may accept another opportunity.

Immigration planning is therefore part of candidate management as well as compliance.

How Brain Source International Supports International Hiring in Romania

Brain Source International helps companies build teams across international markets through:

Recruitment in Romania
Identifying local and international candidates for professional, specialist and management positions.

Executive Search in Romania
Finding senior leaders and hard-to-reach executives.

Employer of Record in Romania
Supporting employers that need a local employment solution without establishing their own entity first.

Payroll
Managing Romanian salary and payroll administration.

HR Consulting
Helping companies coordinate local employment processes and workforce requirements.

For roles involving foreign workers, we help clients identify immigration considerations early so that recruitment and employment planning remain aligned.

Frequently Asked Questions About Work Permits in Romania

Do foreigners need a Work Permit in Romania?

Third-country nationals will generally require an appropriate immigration route to work in Romania unless they fall within an exemption or already hold a status granting labour-market access.

Do EU citizens need a work permit in Romania?

No standard third-country work permit is generally required for EU/EEA/Swiss citizens. They can work under the same general labour-market conditions as Romanian citizens, although residence registration may be required for stays longer than three months.

What are D/AM1 and D/AM2 in Romania?

They are the two main Romanian long-stay employment visa categories introduced under the 2026 foreign-worker framework. D/AM1 primarily covers highly qualified and certain specified workers, while D/AM2 covers permanent, seasonal and cross-border workers outside that route.

What is D/AM1 used for?

D/AM1 is used primarily for highly qualified workers and several other specifically defined categories. Highly qualified employment generally involves appropriate qualifications or qualifying professional competence and the required employment conditions.

What is D/AM2 used for?

D/AM2 applies to categories including permanent, seasonal and cross-border workers who do not fall under the relevant D/AM1 criteria. The occupation must appear on Romania’s shortage occupation list.

Does every Romanian job qualify for D/AM2?

No. Under the current framework, the occupation needs to be included on the applicable List of Shortage Occupations.

Who submits the work application?

For D/AM1, a registered Romanian employer can submit the unified application. For D/AM2, it is generally submitted through an authorised placement agency, although authorised employers that meet additional conditions can recruit directly.

What is WorkinRomania.gov.ro?

It is the official electronic platform used under Romania’s 2026 foreign-worker framework to manage employer registration and unified applications associated with employment visas.

How many foreign workers can Romania admit in 2026?

The government established a contingent of 90,000 newly admitted foreign workers for 2026.

Does a Romanian work visa give permanent residence?

No. A long-stay employment visa allows entry for the authorised purpose. A worker staying beyond the initial visa period needs to complete the appropriate residence process.

Do foreign workers receive Romanian employment rights?

Foreign workers legally employed under Romanian employment contracts are subject to applicable Romanian labour-law protections and employment conditions.

Can a foreign company sponsor a Romanian work permit without a Romanian entity?

The immigration application requires an appropriate Romanian employment structure. Where a foreign company has no local entity, an Employer of Record may be relevant depending on the worker, immigration route and circumstances. The structure should be assessed before recruitment reaches the offer stage.

Can Brain Source International recruit foreign workers for Romania?

Brain Source International supports international recruitment and Romanian hiring projects. Where foreign candidates are involved, the recruitment strategy should incorporate immigration eligibility, local employment requirements and realistic onboarding timelines.

Hire Foreign Employees in Romania With the Right Structure

Obtaining a Work Permit in Romania should not be treated as an administrative step that begins after recruitment is finished.

For third-country hiring, the candidate, occupation, salary, employment model and immigration route are interconnected.

A well-planned process looks at all of them before the employee is expected to start work.

Brain Source International helps international employers coordinate recruitment, executive search, Employer of Record, payroll and HR support in Romania.

Whether you need one specialist, a senior executive or a broader Romanian team, we can help structure the hiring process around both talent requirements and local employment realities.

Planning to hire a foreign employee in Romania?

Tell us the role, candidate location, nationality and expected start date.

Contact Brain Source International to discuss recruitment and employment support in Romania.

This page provides general information for employers and is not a substitute for case-specific immigration or legal advice.