Hiring a foreign national with a family reunification permit: OUG 32/2026 guide
A foreign national who already holds a temporary residence permit for family reunification may work in Romania on the basis of the permit they hold. No long-stay visa for employment is required, and the employer files no single application and waits for no single permit. The legal basis is art. 132^1 para. (1) of GEO no. 194/2002, an article introduced by GEO no. 32/2026.
Hiring nonetheless remains a procedure, not simply a signature. This guide sets out exactly what falls away, what remains and in what order things are done, with the article of the law cited for each step.
Who falls into this category
The law treats three reunification situations separately, and the difference between them has practical consequences:
| Situation | Legal basis | Who this is |
|---|---|---|
| Family member of a Romanian citizen | art. 132^1 para. (1) letter b) | Spouse, child or other family member of a Romanian citizen, holding a temporary right of residence for family reunification |
| Former family member of a Romanian citizen | art. 132^1 para. (1) letter e) | A person in one of the situations under art. 64 para. (2) — divorce, death and the other cases provided for |
| Family member of a foreign national | art. 132^1 para. (1) letter n) | Holder of a valid temporary residence permit granted for family reunification, as a family member of another foreign national |
The most frequent situation in practice is the last one: the spouse of a non-EU worker who already holds a right of residence for work in Romania. This falls under letter n), and its regime differs from the others on two points addressed below.
The first thing to do, before anything else, is to read the permit: the stated purpose of residence, the capacity in which it was granted (family member of a Romanian citizen or of a foreign national) and the expiry date.
What is no longer required
Under the regime in force since 27 April 2026, the employment authorisation of the former rules has been abolished. What exists now is the single application, filed on the WorkinRomania.gov.ro platform, which leads to a D/AM1 or D/AM2 long-stay visa and then to the single permit.
For someone who already holds a residence permit for family reunification, none of this chain applies:
- no single application is filed for the right to work;
- no long-stay visa for employment is sought;
- no placement agency and no placement contract are needed — hiring is direct.
The right to work follows from the residence permit the person already holds.
Registering the employer on the platform
The general rule, at art. 4 para. (1) of GEO 32/2026: in order to employ foreign nationals, employers must register or obtain authorisation, as the case may be, on the WorkinRomania.gov.ro electronic platform.
Para. (2) provides an exception, but it covers only the categories at art. 132^1 para. (1) letters a)-h) and j)-m). The list does not include letter n).
In concrete terms:
| Who you are hiring | Must the company be registered on the platform? |
|---|---|
| Family member of a Romanian citizen (letter b) or e) | No — the exception at art. 4 para. (2) applies |
| Family member of a foreign national (letter n) | Yes — the category does not appear in the exception |
This concerns registration only, not authorisation. Authorisation as an "authorised employer" (art. 11-12) applies only to employers hiring workers recruited from abroad for shortage occupations without a placement agency, and its conditions are far heavier: at least 24 months of uninterrupted activity, at least 50 employees in the previous year, a financial guarantee. None of this is required to hire the holder of a family reunification permit.
Failure to register is punishable by a fine of 15,000 to 20,000 lei, imposed by labour inspectors (art. 42 para. (3) letter a)).
The occupation: check the Shortage Occupations List
Art. 132^1 para. (4) places a condition on the employment of persons under letter n):
For the categories of workers listed at art. 27^2, the provisions of para. (1) letters i) and n) apply only to employment in activities compatible with the shortage occupations included in the "Shortage Occupations List".
Art. 27^2 of GEO no. 194/2002 refers to permanent, seasonal and cross-border workers — that is, to the ordinary pattern of employment under an individual employment contract.
In practice: before signing the contract, check the COR code of the post against the Shortage Occupations List in force. The list is approved by order of the Minister of Labour and updated every six months or whenever needed (art. 1 para. (2) and (4)), so the check must be made against the current version, not one saved earlier.
If the occupation does not appear on the list, the safest course is to request a written position from the territorial office of the General Inspectorate for Immigration and keep it on the personnel file.
Failure to observe this condition is an offence punishable by a fine of 10,000 to 20,000 lei for each person identified (art. 134 point 19 and art. 135 para. (1) letter h) of GEO no. 194/2002), established by IGI.
For persons under letters b) and e) — family members of a Romanian citizen — this condition does not apply.
Working hours
There is no limit on hours for holders of a residence permit for family reunification. The contract may be full-time, 8 hours a day and 40 hours a week, or part-time, as the parties agree, under the Labour Code.
The special limits set by art. 132^1 concern other categories:
- students — part-time contract only, maximum 6 hours a day (para. (2));
- workers who already hold a full-time contract and take a second job — maximum 4 hours a day (para. (3)).
The individual employment contract
The contract must be concluded in writing, both in Romanian and in the language of the employee's country of origin or in an international language they understand or may reasonably be assumed to understand. The obligation appears in two places: art. 7 para. (1) letter b) of GEO 32/2026 and art. 16 para. (1^9) of the Labour Code.
Do not assume the language. In a country with several linguistic communities, ask the person which language they actually understand and record the answer.
The contract must contain the elements set out at art. 6 para. (1) letters c)-m) and para. (2) of GEO 32/2026 (art. 7 para. (1) letter c)):
- the position, trade or occupation and the requirements of the post;
- the duration of employment, the conditions of hiring, termination and rehiring;
- maximum working time, periodic rest breaks, compensation for overtime;
- gross and net salary, hourly rate, methods and dates of payment;
- the guaranteed national gross minimum wage;
- bonuses and other salary-related entitlements;
- the cases in which salary entitlements may be attached;
- the duration of annual paid leave and the sums payable for it;
- working conditions and occupational health and safety measures;
- taxes, duties and contributions, with double taxation avoided;
- compensation in the event of occupational illness, accident at work or death;
- whether the employer provides accommodation and transport, stating clearly the conditions and which party bears the cost.
The contract is registered in REGES-ONLINE before activity begins, under Government Decision no. 295/2025.
Concluding the contract in Romanian only is punishable by a fine of 6,000 lei for each contract (art. 260 para. (1) letter e^6) of the Labour Code).
The medical certificate
A foreign employee may be hired without presenting the medical certificate of fitness, but the certificate must be obtained no later than the date activity begins (art. 27 para. (6) and (7) of the Labour Code).
In other words, the contract may be signed earlier, but work cannot start without the certificate.
Occupational health and safety training
The employer must provide occupational health and safety training in a language the employee understands and supply the necessary personal protective equipment (art. 7 para. (1) letter d) of GEO 32/2026).
The obligation concerns training actually delivered, not merely a formal translation of the materials. Training records, the materials used and proof that equipment was handed over are kept on file.
The employee, for their part, has a legal obligation to observe health and safety rules, the internal regulations and the employer's instructions (art. 40 para. (1) letter a) of GEO 32/2026).
Failing to provide training in a language the employee understands, or failing to supply equipment: a fine of 5,000 to 10,000 lei for each worker, imposed by the Labour Inspectorate.
Romanian language courses
The employer must provide Romanian language courses including elements of cultural and social integration, for a minimum of 6 months from the start of activity as recorded in REGES-ONLINE, lasting at least 6 hours per week (art. 7 para. (1) letter g) of GEO 32/2026).
The courses may be organised in any of the following ways:
- directly by the employer;
- through accredited providers;
- in cooperation with public institutions, non-governmental organisations, international organisations or educational institutions.
The law sets no fixed total number of hours. The requirement is expressed as a minimum duration and a minimum weekly frequency, and the evidence of compliance is kept on the personnel file.
The obligation applies to every employer hiring foreign nationals, with no exception for holders of a family reunification permit. Failure to comply is punishable by a fine of 5,000 to 10,000 lei for each worker.
Notifications to the General Inspectorate for Immigration
Three deadlines, all falling on the employer:
Within 10 days of the date activity begins — the employer sends IGI a copy of the individual employment contract and copies of the documents proving membership of the relevant category, that is, the valid residence permit bearing the family reunification endorsement (art. 132^1 para. (6)). The deadline runs in calendar days. Non-compliance: 10,000-20,000 lei per person.
Within 5 working days of any amendment or termination of the individual employment contract — notified to IGI (art. 132^1 para. (7)).
Within 5 working days of becoming aware — IGI must be notified of an unexcused absence of more than 3 consecutive working days, of the termination of the contract, and of any situation in which the employee is at risk or subject to exploitation (art. 7 para. (1) letter e)).
The employer's other obligations
Art. 7 para. (1) of GEO 32/2026 addresses every employer hiring foreign nationals in Romania, whatever the basis of their right to work.
| Obligation | Legal basis | What it means in practice |
|---|---|---|
| Salary paid into a bank account | art. 7 para. (1) letter a) | Exclusively into an account in the employee's name; cash payment is unlawful |
| Bilingual contract | art. 7 para. (1) letter b) | In Romanian and in a language the employee understands |
| Mandatory contract elements | art. 7 para. (1) letter c) | Those at art. 6 para. (1) letters c)-m) and para. (2) |
| Safety training and protective equipment | art. 7 para. (1) letter d) | In a language the employee understands |
| Notifications to IGI | art. 7 para. (1) letter e) | 5 working days from becoming aware |
| Access for inspections | art. 7 para. (1) letter f) | Contracts, proof of payment, accommodation records, copies of residence documents |
| Romanian language courses | art. 7 para. (1) letter g) | Minimum 6 months, at least 6 hours per week |
| Confidential complaint procedures | art. 7 para. (1) letter h) | Access guaranteed, including through the electronic platform |
| Retention of documents | art. 7 para. (1) letter i) | Copy of the residence permit and the supporting documents on the art. 7 obligations, at least 5 years after the employment relationship ends |
Banks in Romania may open an account for the employee on the basis of the residence permit or any other document proving the right of residence (art. 7 para. (3)), so opening an account is not an obstacle.
If the employer provides accommodation for a fee, the cost of rent may not exceed 25% of the net salary (art. 7 para. (2)), and the accommodation conditions must be stated in the contract.
When the right to work ends
The right to work follows from the residence permit. When the permit expires without being extended, the basis of the employment disappears, so the expiry date must be tracked actively and the extension application filed with IGI in good time.
The individual employment contract terminates by operation of law in the following situations:
- from the date the employer learns that IGI has issued a return decision in respect of the employee (art. 132^1 para. (5) of GEO no. 194/2002);
- when IGI establishes illegal stay on Romanian territory (art. 56 para. (1) letter l) of the Labour Code).
This is recorded by a decision of the employer, upon notification received from IGI (art. 56 para. (2^1) of the Labour Code).
Employing a foreign national staying illegally is punishable by 10,000-20,000 lei for each person, to which complementary sanctions may be added: loss of the right to public subsidies or European funds for up to 5 years, recovery of sums already received, temporary or permanent closure of the workplace (art. 134 point 17 and art. 135 of GEO no. 194/2002).
The steps, in order
- Read the residence permit — the purpose, the capacity in which it was granted, the expiry date. Make a copy for the file.
- Establish the category — family member of a Romanian citizen or of a foreign national.
- Check whether the company must be registered on WorkinRomania.gov.ro and complete the registration before hiring, if required.
- Check the occupation against the Shortage Occupations List, if the person is a family member of a foreign national.
- Draw up the bilingual contract, with all mandatory elements.
- Register the contract in REGES-ONLINE before activity begins.
- Obtain the medical certificate no later than the date activity begins.
- Carry out safety training in a language the employee understands and hand over protective equipment, with signed records.
- Send IGI, within 10 days of the start of activity, a copy of the contract and a copy of the permit.
- Start the Romanian language courses — minimum 6 months, at least 6 hours per week.
- Track the permit expiry date and notify IGI of any amendment or termination of the contract within 5 working days.
- Keep all documents for 5 years after the employment relationship ends.
Applicable fines
| Conduct | Legal basis | Fine | Who establishes it |
|---|---|---|---|
| Employer not registered on the platform where registration is mandatory | art. 42 para. (3) letter a) of GEO 32/2026 | 15,000-20,000 lei | Labour Inspectorate |
| Occupation incompatible with the Shortage Occupations List | art. 134 point 19 of GEO 194/2002 | 10,000-20,000 lei per person | IGI |
| Contract not sent to IGI within 10 days | art. 134 point 19 of GEO 194/2002 | 10,000-20,000 lei per person | IGI |
| Salary not paid into a bank account | art. 42 para. (2) letter a) | 5,000-10,000 lei per worker | Labour Inspectorate |
| Safety training in a language not understood, or no equipment | art. 42 para. (2) letter a) | 5,000-10,000 lei per worker | Labour Inspectorate |
| No Romanian language courses | art. 42 para. (2) letter a) | 5,000-10,000 lei per worker | Labour Inspectorate |
| No confidential complaint procedure | art. 42 para. (2) letter a) | 5,000-10,000 lei per worker | Labour Inspectorate |
| Documents not kept for 5 years | art. 42 para. (3) letter b) point (i) | 15,000-30,000 lei | IGI |
| Contract concluded in Romanian only | art. 260 para. (1) letter e^6) of the Labour Code | 6,000 lei per contract | Labour Inspectorate |
| Work not matching the COR code in the contract | art. 134 point 20 of GEO 194/2002 | 10,000-20,000 lei | IGI |
| Employing a foreign national staying illegally | art. 134 point 17 of GEO 194/2002 | 10,000-20,000 lei per person, plus complementary sanctions | IGI |
Frequently asked questions
Does the person need a work visa if they are already in Romania on a reunification permit?
No. Employment takes place on the basis of the residence permit they hold. No single application is filed and no single permit is issued for the right to work.
Is a placement agency needed?
No. The placement contract and the agency procedure concern foreign nationals recruited from outside Romania for shortage occupations. Here the employer hires directly.
Can the person work full-time?
Yes. There is no limit on hours for this category. The contract may be full-time or part-time, as the parties agree.
Our company is not registered on the platform. Can we hire?
It depends on the category. If the person is a family member of a Romanian citizen, the exception at art. 4 para. (2) applies and registration is not required. If they are a family member of a foreign national, registration must be completed before hiring.
Does the post we hire them for matter?
For family members of a foreign national, yes: the occupation must be compatible with the Shortage Occupations List, under art. 132^1 para. (4). For family members of a Romanian citizen, this condition does not apply.
Are Romanian language courses really mandatory in this case too?
Yes. The obligation addresses every employer hiring foreign nationals, with no derogation for holders of a reunification permit. Minimum 6 months from the start of activity, at least 6 hours per week.
What happens if the residence permit expires during the contract?
The right to work follows from the permit, so the extension must be sought from IGI before it expires. If IGI establishes illegal stay, the contract terminates by operation of law, and keeping the person at work is punishable by 10,000-20,000 lei.
May the employee also hold a second job?
The limit of 4 hours a day with a second employer concerns holders of a temporary right of residence for work, not holders of a family reunification permit. The general Labour Code rules on holding more than one position and on maximum working time apply.
Who pays for the extension of the residence permit?
Fees for extending the right of residence fall on the foreign national, unless the parties agree otherwise in the contract. The cost of the document is 259 lei, plus the consular fee for the right of residence, equivalent in lei to 120 euro.
This guide is for information only and does not replace legal advice. Legal bases: GEO no. 32/2026 (Official Gazette no. 335/27.04.2026), GEO no. 194/2002 as amended by it, Law no. 53/2003 - the Labour Code, Government Decision no. 295/2025 and Order of the Minister of Labour no. 655/2026 (Official Gazette no. 484/11.06.2026). Verified on: 12 August 2026.
Need help with the procedure, with translating the contract, with safety training or with Romanian language courses? Write to office@wantjob.eu or visit wantjob.eu.