Romania Work Permits & Visas: Employer Guide to Types & Sponsorship

Who Needs a Romania Work Permit?

Non-European Union (EU), European Economic Area (EEA), or Swiss Confederation citizens require a work permit to be employed legally in Romania. Employers must ensure that these individuals obtain the necessary authorization before commencing employment. However, citizens from EU/EEA countries and Switzerland enjoy the same labor rights as Romanian citizens and do not need a work permit.

Types of Work Visas in Romania

Romania offers various work visas tailored to different employment scenarios. Employers should identify the appropriate visa type that aligns with the nature of employment for their prospective international employees.

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Long-Stay Visa for Employment (D/AM): General Employment

This visa type is designed for non-EU/EEA/Swiss nationals who have secured a Romanian work permit through sponsorship by a Romanian employer. It authorizes stays longer than 90 days for employment purposes.

Employers must first obtain authorization from the Romanian General Inspectorate for Immigration, demonstrating that the position cannot be easily filled by local candidates. Once granted, the employee may apply for this visa.

This route is essential for Romanian companies seeking to bring in foreign specialists under a standard employment contract, ensuring compliance with national labor and immigration rules.

💡 Best work permit option if: Your company intends to hire a non-EU employee directly under a Romanian employment contract for long-term roles, especially where local candidates are not available.

Long-Stay Visa for Intra-Company Transfer (ICT)

The ICT visa applies to employees of multinational companies who are being transferred to a Romanian branch, subsidiary, or affiliate. Eligible roles typically include managers, specialists, or graduate trainees.

The Romanian host entity must secure prior approval, and the visa is granted based on the existing employment relationship with the foreign parent company. This pathway supports global mobility and knowledge-sharing within international organizations.

💡 Best work permit option if: Your business operates as part of a multinational group and needs to transfer skilled personnel, managers, or trainees from foreign branches to Romania for a medium-to-long-term assignment.

Long-Stay Visa for Highly Skilled Workers (EU Blue Card)

Romania offers the EU Blue Card framework for highly qualified professionals, requiring evidence of higher education or equivalent qualifications, alongside a salary at least twice the average gross national wage.

This visa type facilitates long-term residence and employment for foreign nationals with advanced skills, making it attractive for industries facing talent shortages. Employers benefit from easier mobility rules within the EU, as Blue Card holders can later transfer across EU states under certain conditions.

💡 Best work permit option if: Your company is hiring a highly skilled professional (e.g., IT, engineering, healthcare) with strong qualifications and a higher salary, ensuring access to EU-wide benefits and long-term retention.

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Requirements For a Work Permit in Romania

To obtain a work permit in Romania, specific criteria must be met to ensure compliance with immigration and labor laws.

• Employer's Legal Activity: The employer must conduct legitimate operations in Romania and demonstrate that the position cannot be filled by Romanian or EU/EEA citizens.
• Employee's Qualifications: The prospective employee should possess the necessary professional qualifications and experience relevant to the job.
• Medical Fitness: The employee must provide a medical certificate confirming their capability to perform job duties.
• Clean Criminal Record: A criminal record certificate from the employee's country of residence is required to ensure no legal impediments to employment.
• Valid Travel Document: The employee must hold a valid passport or travel document.

Romania Work Permit Application Process

• Obtain a Work Permit: The employer applies to the Romanian Inspectorate General for Immigration (IGI) on behalf of the employee, providing necessary documentation and justifications.
• Apply for a Long-Stay Visa: Upon receiving the work permit, the employee must apply for a long-stay employment visa (D/AM) at a Romanian consulate or embassy in their home country.
• Enter Romania and Register: After visa approval, the employee enters Romania and must register with local authorities to obtain a temporary residence permit.

Process for Visa Sponsorship In Romania

Visa sponsorship in Romania requires employers to initiate the work permit application on behalf of the foreign employee. This involves demonstrating the necessity of hiring a non-EU/EEA/Swiss national by proving that the position cannot be filled locally. Employers must ensure compliance with all legal requirements, including maintaining records of the employee's legal status and employment terms.

What Are the Fees for a Work Permit or Visa in Romania

Fees associated with work permits and visas in Romania vary based on the visa type.

Not Sure What to Pay in Romania? Compare fair, local salaries with our free benchmarking tool.

Processing Time for a Work Permit Or Visa in Romania

The processing time for a work permit in Romania is approximately 30 days. Once the work permit is issued, the employee has 60 days to apply for the long-stay employment visa, which typically takes 10 to 14 days to process.

Work Permit Renewal Periods in Romania

Work permits in Romania are generally valid for one year and can be renewed annually, provided the employment relationship continues, and all legal requirements are met. Employers must apply for renewal before the current permit expires to ensure uninterrupted legal employment status.

Visa Requirements For Digital Nomads in Romania

Romania offers a Digital Nomad Visa for remote workers employed by companies registered outside Romania. Applicants must meet specific criteria to qualify.

• Income Requirement: Demonstrate a monthly income of at least €3,700 for the six months preceding the application.
• Proof of Remote Employment: Provide evidence of employment with a non-Romanian company.
• Health Insurance: Obtain health insurance with a minimum coverage of €30,000.
• Clean Criminal Record: Submit a criminal record certificate.
• Proof of Accommodation: Show proof of accommodation in Romania.

Common Challenges and Tips for Employers Hiring in Romania

Employers may face several challenges when hiring foreign workers in Romania. Understanding these issues can help streamline the process:

• Complex Administrative Procedures: Navigating Romania's work permit processes requires diligence and thorough documentation.
• Language Barriers: Language differences may impact workplace communication and integration.
• Cultural Differences: Differences in workplace culture can lead to misunderstandings if not managed effectively.
• Tip: Engage specialized recruitment agencies, offer language training, and implement cultural sensitivity programs to support foreign employees.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.