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

Who Needs a Work Permit in Romania?

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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Work Permit Application Process in Romania (Step-by-step)

In Romania, the work authorization and visa process is employer-led, with the company initiating most of the steps before the employee can apply for a long-stay work visa. The process typically involves obtaining a work authorization (aviz de munca), securing a D-type long-stay visa, and then converting that visa into a residence permit after arrival.

• Step 1: The employer confirms that the role and candidate are eligible for a Romanian work authorization. This usually involves checking that the position meets salary thresholds, that the company is compliant with tax and labor rules, and that the candidate has the required qualifications and experience.
• Step 2: The employer prepares and submits the work authorization (aviz de munca) application to the General Inspectorate for Immigration. This file often includes corporate registration documents, proof of no outstanding tax debts, the draft or signed employment contract, and evidence that the role complies with Romanian labor law.
• Step 3: The immigration authority reviews the application and may request clarifications or additional documents. Once approved, the employer receives the work authorization decision, which is then shared with the foreign employee to support the visa application.
• Step 4: The employee applies for a long-stay work visa (typically a D/AM employment visa or D/DT secondment visa) at the competent Romanian consulate or embassy in their country of residence. The employee must submit the work authorization, passport, photos, proof of accommodation, medical insurance, and other supporting documents as required.
• Step 5: After the visa is issued, the employee travels to Romania and begins work in line with the terms of the work authorization and employment contract. Within a set period after arrival (commonly 30 days), the employee must apply for a temporary residence permit for work at the territorial office of the General Inspectorate for Immigration.
• Step 6: The employee attends any required appointments or biometrics and waits for the residence permit card to be issued. Once the residence permit is granted, the employee’s right to stay and work in Romania is tied to the validity of that permit and the underlying employment relationship.

Requirements and Eligibility for a Work Permit

Eligibility for a Romanian work authorization depends on both the employer’s status and the foreign national’s profile, including qualifications and the nature of the role. Authorities focus on labor market needs, compliance history, and whether the employment terms meet Romanian standards.

Common requirments inlcude:

• Valid corporate status and good standing of the Romanian employer: The company typically must be duly registered, actively operating, and without significant outstanding tax or social security debts, demonstrating it can lawfully employ foreign workers.
• Appropriate employment contract and salary level: The proposed contract should comply with Romanian labor law, including minimum wage and sectoral standards, and in some cases must meet specific salary thresholds for certain categories of workers.
• Relevant qualifications and experience of the foreign employee: Authorities may request diplomas, professional certificates, and proof of work experience to ensure the candidate is suitably qualified for the position.
• Clean criminal record and medical fitness: The employee may need to provide a criminal record certificate and, in some cases, medical documentation, to show they do not pose a security or public health risk.
• Proof of accommodation and health insurance: For the visa and residence permit stages, the employee usually must show where they will live in Romania and that they have valid health insurance coverage, at least until they are integrated into the local system.
• Compliance with quotas or special rules for certain categories: In some years, Romania may set quotas or special conditions for non-EU workers, and employers must ensure that the planned hire fits within any applicable limits or special schemes.

Work Permit Processing Time in Romania

Processing times in Romania can vary depending on the type of authorization, the workload of the immigration office or consulate, and how complete the application is. Seasonal peaks and additional security checks can also extend timelines.

The typical processing time for a work permit or visa in Romania can vary depending on the specific category (for example, standard employment, secondment, or highly skilled roles), the location of filing, and whether any additional documents are requested. Generally, you can expect the following timelines:

• Temporary Residence or Work Permit: Often around 1 to 3 months after all required documents are submitted and the application is accepted by the immigration authority.
• Permanent Residence: Commonly 6 to 12 months or longer, depending on eligibility category, background checks, and the completeness of the long-term residence file.
• Short-Term Business or Work Visas: Typically about 2 to 4 weeks from the consular appointment date, assuming the documentation is complete and the purpose is limited to short business meetings or brief assignments.

Expected Processing Timeline: Employer vs Employee

While each case is unique, you can roughly map the process over several weeks from initial planning to the employee’s arrival and registration in Romania.

• Week 1–2: Employer gathers corporate documents, drafts the employment contract, and confirms eligibility for a work authorization.
• Week 3–6: Employer submits the work authorization application and responds to any requests for additional information from the immigration authority.
• Week 7–9: After approval, the employee schedules and attends the consular appointment, submits the D-type long-stay visa application, and waits for visa issuance.
• Week 10–12: Employee travels to Romania, starts work in line with the contract, and prepares documents for the residence permit application.
• Week 13–16: Employee files the residence permit application, attends biometrics if required, and waits for the residence card to be issued.
• Ongoing: Employer and employee monitor permit validity dates and prepare for renewals several months before expiry.

Who Does What During Romania Work Permit Sponsorship?

• Employers are responsible for: Defining the role, confirming eligibility to hire a non-EU worker, preparing and submitting the work authorization application, paying applicable government fees, and maintaining compliance with Romanian labor, tax, and immigration rules. They must also track permit expiry dates and initiate renewals in a timely manner.
• Employee is responsible for: Providing accurate personal information and supporting documents, attending any required consular or immigration appointments, and maintaining a valid passport and legal status in Romania. They must also comply with the specific terms of the work permit, including working only for the authorized employer, in the approved role and location.

Work Permit Renewal Periods in Romania

Romanian temporary residence permits for work are typically issued for up to one year at a time for standard employment, or up to the duration of the employment contract, and can be renewed as long as the underlying employment continues and all conditions remain satisfied. Highly skilled workers or certain categories may receive longer validity periods, but practice may vary and is subject to current legislation.

Renewal applications usually need to be filed before the existing permit expires, often at least 30 days in advance, and require updated documents such as the current employment contract, salary evidence, and proof of accommodation and health insurance. Because rules and processing practices can change, your company should always check the latest guidance from the General Inspectorate for Immigration or consult local counsel to confirm renewal timing and documentation requirements.

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.

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.

Employer Compliance & Obligations 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.