OUG 32/2026: Guide for Employers of Foreign Workers
OUG 32/2026 (Emergency Ordinance 32/2026) on access of foreigners to the labour market in Romania, published in the Official Gazette no. 335 of 27.04.2026, fundamentally changes the way Romanian employers can hire workers from non-EU states. The ordinance repeals Title I of OG 25/2014 (Emergency Ordinance 25/2014), meaning that the old legal basis for hiring foreigners is no longer in force, and procedures, obligations and penalties must be applied exclusively under the new framework. This guide explains, step by step, what employers and HR firms must do to be compliant.
What changes: the new legal framework in brief
The main innovations introduced by OUG 32/2026 are:
- A single electronic platform – WorkinRomania.gov.ro, operated by MAI (Ministry of Internal Affairs) – through which registration and authorization of all actors is carried out and single applications for foreigners are submitted.
- Extended obligations for employers, including provision of Romanian language courses with elements of cultural and social integration.
- A clear regime for foreign worker placement agencies, with authorization, financial guarantee and mandatory framework contracts.
- Standard contract templates approved by MMFTSS Order no. 655/26.05.2026 (Order of the Ministry of Family, Labour and Social Protection).
- Significant penalties, applicable per foreign worker as well.
Who must register and where
Under art. 4 para. (1) of OUG 32/2026, registration or authorization on the WorkinRomania.gov.ro platform is mandatory in order to hire foreigners. The platform manages three distinct registers:
- R.A.S. – Register of Foreign Workers' Employers: any employer hiring foreigners registers on the platform, with automatic entry in this register.
- R.A.P.S. – Register of Foreign Worker Placement Agencies: placement agencies are authorized via the platform and entered in this register.
- R.A.A. – Register of Authorized Employers: employers who recruit directly, without an agency, need a separate authorization and are entered in this register.
Also through the platform, single applications for foreigners are uploaded. In practice, no foreign non-EU worker hiring process can start outside the platform.
Employer obligations in brief
Art. 7 para. (1) of OUG 32/2026 establishes a package of direct obligations for the employer:
| Obligation | Practical details |
|---|---|
| Salary payment | Exclusively into the foreign worker's bank account |
| Individual employment contract | Drafted in both Romanian and the worker's home country language or in an international language the foreigner understands |
| OHS training | Delivered in a language understood by the foreigner |
| Notifications | Informing the placement agency and IGI (Labor Inspectorate) within 5 working days for: unjustified absence exceeding 3 consecutive working days, contract termination or situations of danger/exploitation |
| Document archiving | Keeping supporting documents minimum 5 years after contract termination |
| Complaint mechanisms | Ensuring access to confidential complaint procedures |
| Romanian language courses | Detailed in the next section (art. 7 para. (1) letter g)) |
Romanian language courses: what the employer must provide
The most discussed new obligation is from art. 7 para. (1) letter g): the employer provides Romanian language courses that include elements of cultural and social integration. The legal parameters are:
- Duration: minimum 6 months from the date of activity start, as registered in REGES-ONLINE (electronic registration system);
- Frequency: at least 6 hours per week;
- Organization method: directly by the employer or through accredited providers, or in collaboration with public institutions, NGOs, international organizations or educational institutions.
Important note: the law does not set a fixed total number of hours – the requirement is expressed through minimum duration (6 months) and minimum weekly frequency (6 hours). Employers should document course planning, worker attendance and contracts with providers, to prove compliance during inspections.
A balancing element: under art. 40, if the foreigner does not complete the 6-month period, the employer may recover amounts invested in courses, accommodation and transport.
Relationship with placement agencies and mandatory contracts
Foreign worker placement agencies are legal entities with principal activity CAEN code 7810 (may also be from EU/EEA/Switzerland), authorized via the platform and registered in R.A.P.S. They must constitute a financial guarantee; if the guarantee is enforced, the agency has the obligation to replenish it within 30 days, under penalty of authorization suspension – a useful criterion when assessing a partner's reliability.
The contractual flow in placement comprises three documents:
- Service provision contract between agency and employer, which includes the firm offer;
- Tripartite placement contract (agency–employer–foreigner), concluded in writing, in Romanian and in a language understood by the foreigner;
- Individual employment contract of the foreigner, which incorporates elements of the firm offer.
MMFTSS Order no. 655/26.05.2026 approves the standard templates for these three contracts. The employment contract template expressly incorporates the obligation for Romanian language courses (minimum 6 months, at least 6 hours/week, referring to art. 7 para. (1) letter g) of OUG 32/2026), so the clause cannot be omitted.
Other relevant rules from art. 40:
- Costs for visa, transport and accommodation fall on the foreigner, unless the employer stipulates otherwise in the firm offer;
- A placed foreigner may change employer only through the placement agency, until 2 years after starting activity in Romania.
Penalties (art. 42)
| Offense | Fine |
|---|---|
| Breach of Romanian language course obligation (art. 7 para. (1) letter g)) | 5,000–10,000 lei for each foreign worker |
| Failure to register on the platform (art. 4 para. (1)) | 15,000–20,000 lei |
| Other offenses under the ordinance | Up to 15,000–30,000 lei |
Note the multiplier effect: the fine for Romanian language courses applies per worker, so for an employer with dozens of foreigners, financial exposure can be substantial.
Recommended practical steps
- Register your company on WorkinRomania.gov.ro (automatic registration in R.A.S.); if recruiting directly, without an agency, obtain authorization for R.A.A.
- Verify partners: the placement agency must be listed in R.A.P.S. and have its financial guarantee in place.
- Update contracts per the standard templates in Order 655/26.05.2026: service provision, tripartite placement contract, bilingual employment contract.
- Organize Romanian language courses: contract an accredited provider or institutional partner, plan at least 6 hours/week for 6 months from the REGES-ONLINE date and keep evidence.
- Adapt OHS procedures: training must be delivered in a language understood by each worker, with proper documentation (Law 319/2006 remains the general OHS framework).
- Configure the notification flow: internal procedures to notify the agency and IGI within 5 working days in the situations provided by art. 7.
- Organize your archive: keep supporting documents minimum 5 years after contract termination.
- Implement a confidential complaint channel accessible to foreign workers.
For managing these obligations – from bilingual contracts compliant with standard templates to evidence of Romanian language courses and timely notifications – the WantJOB platform automates document generation and deadline tracking, reducing the risk of penalties.
Frequently asked questions
Can I still invoke OG 25/2014 for hiring foreigners?
No. OUG 32/2026 repeals Title I of OG 25/2014, so the old legal basis for hiring foreigners is no longer in force. All procedures fall under the new framework and the WorkinRomania.gov.ro platform.
How many hours of Romanian language course must I provide in total?
The law does not set a fixed total number of hours. The requirement under art. 7 para. (1) letter g) is: minimum 6 months from activity start (the REGES-ONLINE date), with at least 6 hours per week, including elements of cultural and social integration.
Who pays for the worker's visa, transport and accommodation?
Under art. 40, these costs fall on the foreigner, unless the employer stipulates otherwise in the firm offer. If the worker does not complete the 6-month period, the employer may recover amounts invested in courses, accommodation and transport.
Can a placed worker freely change employer?
Not in the first 2 years: until 2 years after starting activity in Romania, a placed foreigner may change employer only through the placement agency.
What is the risk if I don't register on the platform?
Failure to register on the platform, contrary to art. 4 para. (1), is sanctioned with a fine of 15,000–20,000 lei, and without registration you cannot legally hire foreign workers.
The information in this guide is general in nature and does not replace legal advice. Verification date: August 2026.