The individual employment contract in Romania: what to check
In short
An individual employment contract must be concluded in writing, in Romanian, at the latest on the day before you start work, and the employer must register it in the general register of employees before your first working day. You are entitled to a copy of the contract. The probation period is at most 90 calendar days for execution roles and at most 120 for management roles.
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The individual employment contract is the document that sets your salary, schedule, leave and protection in case of conflict. Most people sign it quickly, on their first day, without reading it — and only later discover what it said. This guide shows what it must contain and what is worth checking before you sign.
The rule employers break most often
The contract is signed before your first working day — at the latest on the day before activity begins. At the same time, the employer must transmit the data to the general register of employees.
If you are asked to start working on the promise that “the paperwork will be done next week”, you are working without a registered contract. Concretely, that means: no seniority, no health insurance, no sick leave, no proof of the promised salary. The risk is entirely yours, even though the fault is the employer’s.
What it must contain, in short
- The parties’ identity — your details and the employer’s;
- The role and workplace — with the corresponding COR code;
- The salary — base pay, plus bonuses and premiums, and when it is paid;
- Working time — hours/day, hours/week, full-time or part-time;
- Annual leave — the duration you are entitled to;
- The probation period and the notice term;
- The contract’s duration — indefinite (the rule) or fixed-term.
Three things to read carefully before signing
- The probation period — a maximum of 90 calendar days for execution roles, 120 for management. During it, the contract can end through a simple written notification, without notice and without justification, by either party.
- The non-compete clause — valid only if it provides a monthly indemnity paid by the former employer, plus the prohibited activities, period and geographical area. Without the indemnity, it has no effect.
- Verbal promises — bonuses, a raise “after three months” or extra days off that do not appear in the contract bind no one.
What to do if something is wrong
Ask for changes before signing — afterwards, any change requires both parties’ agreement through an addendum. If the employer refuses to give you your copy, or you suspect you are not registered, you can notify the territorial labour inspectorate.
When it is time to leave, see also the guide on resignation and notice — especially the maximum terms the law imposes, regardless of what the contract says.
Steps to follow
- Ask for the contract before your first working day. The law is clear: the contract is concluded in writing at the latest on the day before activity begins. If you are told to start working and 'we will sign next week', the employer is breaking the law and you are working without protection.
- Check the identification details and the position. Your name, the employer's details, the job title with its corresponding COR code and the workplace must be correct. The role stated in the contract determines, among other things, the maximum probation and notice periods.
- Check the salary and its components. The contract must state the base salary, other constituent elements (bonuses, premiums, allowances) and the payment frequency. Verbal promises about bonuses that do not appear in the contract are not binding on the employer.
- Check working time and leave. It must specify the normal working time (hours/day, hours/week), the schedule and the annual leave you are entitled to. Check whether it is full-time or part-time.
- Read the probation period and special clauses. The probation period cannot exceed 90 calendar days for execution roles and 120 for management roles (special categories have their own terms). Read carefully any non-compete, mobility or training clauses — they bind you once signed.
- Request your copy and confirmation of registration. You are entitled to a signed copy of the contract. The employer must transmit the data to the general register of employees (Revisal, now the REGES platform) before your first day of activity.
Required documents
- Identity document
- Education and qualification documents for the position
- The occupational medicine certificate (fitness for the role)
- Criminal record or integrity certificate, where the position requires it
- Seniority certificate or documents from the previous employer, if applicable
Costs
| What you pay | Cost | Notes |
|---|---|---|
| Concluding the contract | Free | All formalities are the employer's responsibility |
| Occupational medicine certificate | Borne by the employer | The pre-employment medical examination is the employer's obligation |
Fees change over time. Always check the current amounts on the official websites listed under “Official sources”.
How long it takes
The contract must be signed at the latest on the day before activity begins, and registration in the employee register also happens before the first working day. The probation period runs from the start of activity and cannot exceed 90 calendar days (execution) or 120 (management).
Frequently asked questions
Can I start work before signing the contract?
No, and you should not accept it. Working without a registered written contract ('undeclared work') leaves you without seniority, health insurance, sick leave and any proof of your agreed salary. For the employer it is an offence, in serious cases even a criminal one.
The employer will not give me my copy. Is that legal?
No. You are entitled to a signed copy of the individual employment contract. Request it in writing if refused verbally, and if you still do not receive it, you can notify the territorial labour inspectorate.
How long can the probation period last?
At most 90 calendar days for execution roles and at most 120 calendar days for management roles. There are special terms for certain categories (for example graduates starting their career, or people with disabilities). During probation, the contract can end through a written notification, without notice and without justification.
What is a non-compete clause and should I sign it?
It prevents you from working for competitors after the contract ends, but it is valid only if it provides a monthly indemnity paid by the former employer, plus the prohibited activities, the period and the geographical area. A non-compete clause without indemnity has no effect — read carefully before signing.
How do I check that I am legally registered?
You can check your situation in the general register of employees. The employer can issue you an extract, and the territorial labour inspectorate can confirm on your request. Check especially in the first days after being hired.
Can the contract be changed at any time?
As a rule, changes are made by agreement of the parties, through an addendum. The employer cannot unilaterally change your salary, role or workplace, except in the cases strictly provided by law (delegation, secondment, force majeure).