Permanent employment contract (Romania)

Published byDocMuse

A Romanian permanent employment contract, following the framework model in Order no. 2171/2022, which replaced the old Order no. 64/2003: the parties, probation, place of work, job with its COR code, working time and schedule, leave, salary and pay date, notice periods, duties, the risks of the job, evaluation criteria, training and each side's rights and obligations, from letter A to T. It must be signed and entered in the general employee register by the day before work starts.

Preview

This document is produced for you. Your answers are typed into it and the finished PDF is yours to keep.

Common questions

What must a Romanian employment contract contain?

The elements of the framework model approved by Order no. 2171/2022, which replaced the old Order no. 64/2003: the parties, probation, place of work, job with its COR code, working time, leave, salary and pay date, notice periods, duties, the risks of the job, training and the applicable collective agreement. This contract follows them in the model's order, from letter A to letter T.

When must a Romanian employment contract be signed and registered?

By the day before work starts at the latest. By then the employer concludes the contract in writing, in Romanian, and enters it in the general employee register, now kept in REGES-ONLINE (art. 16 of the Labour Code; Government Decision no. 295/2025), and the employee receives a copy before starting work. Work done without a concluded and registered contract is undeclared work and carries heavy fines.

How long can probation last under a permanent contract in Romania?

At most 90 calendar days for staff roles and at most 120 for management (art. 31 of the Labour Code). During or at the end of probation, either side can end the contract by written notice, without a notice period and without giving a reason.