Welcome to AtoZ Serwis Plus Romania

Finding dependable employees in Romania is a growing challenge for companies in construction, manufacturing, hospitality, logistics, agriculture, healthcare, and technical services. Vacant positions delay projects, reduce production capacity, and increase pressure on existing teams. AtoZ Serwis Plus works as a recruitment agency in Romania supporting employers who need to close those gaps lawfully, through structured international sourcing, candidate screening, immigration support, and relocation assistance focused exclusively on employment in Romania.

Our Romania-focused service connects employers with suitable international candidates through compliant recruitment channels and appropriately authorised partners. We build the process around the employer’s actual vacancy, job requirements, salary, working schedule, contract conditions, and planned start date. From the first hiring brief to the worker’s arrival and residence formalities, every stage is organised around the requirements currently in force under Romanian labour and immigration law.

The rules governing how Romanian companies recruit from outside the European Union have been rewritten in full. Employment permits and secondment permits no longer exist. In their place sit a single application submitted through the official Government platform, two distinct long-stay work visa types, a national shortage occupations list, and a compulsory register of employers and placement agencies. Employers who are still working from the old process will find that almost every step has moved.

If your company wants to hire foreign workers in Romania and needs clear support with the latest D/AM1 or D/AM2 procedure, documentation, and onboarding, speak with our team. We will review the role and explain the appropriate route before any commitment is made.

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About AtoZ Serwis Plus Romania

AtoZ Serwis Plus provides immigration and international recruitment coordination for employers hiring in Romania. We support companies that need a practical way to identify suitable workers, verify candidate profiles, prepare compliant documentation, and manage the administrative stages connected with a Romania work visa and post-arrival residence.

Romania now operates a digital framework for employing third-country nationals, built on the official WorkinRomania.gov.ro platform. The platform sits inside the service hub of the Ministry of Internal Affairs and was developed to give employers, placement agencies, and the competent authorities a single electronic workflow. In its first operational stage, it handles employer registration and authorisation, the authorisation and renewal of foreign-worker placement agencies, electronic submission of supporting documents, official notifications, and real-time tracking of each request. The authorities have stated that the electronic flows for single applications for long-stay work visas and for extending the right of residence for employment will be supported at subsequent stages. Employers should therefore plan on the assumption that the framework is live but still being rolled out, and confirm the position for their own case before committing to a timeline.

The framework distinguishes between the D/AM1 route, which covers highly qualified workers and several specified categories, and the D/AM2 route, which covers permanent, seasonal, and cross-border workers in occupations included onRomania’ss shortage occupations list. Different actors submit the application depending on the route, and the eligibility conditions differ substantially. Our process is built around these distinctions rather than around generic European hiring procedures.

We begin by understanding the employer’s business, vacancy, workplace, required experience, language needs, salary package, accommodation arrangements, and hiring volume. We then coordinate with appropriately authorised recruitment and placement partners where the law requires their involvement, and support the documentation and immigration workflow. For a single specialist or a larger operational team, our priorities stay the same: lawful recruitment, accurate information, transparent responsibilities, and regular communication.

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Our Recruitment Services in Romania

Our services are designed for Romanian employers recruiting international workers. Support can be provided for a single stage or coordinated as a complete hiring and immigration project, depending on the employer’s needs and the legal route that applies to the occupation.

Sourcing, Screening and Selection

International Talent Sourcing for Romania

We coordinate candidate searches through verified international recruitment channels and, where the D/AM2 route applies, with authorised placement structures as required by Romanian law. The search is defined by the occupation, experience, qualifications, working conditions, salary, work location, and eligibility against the shortage occupations list. This targeted approach helps Romanian employers avoid unsuitable applications and focus on candidates who understand the position being offered.

Candidate Screening and Verification

Before a profile is presented, candidates can be assessed for relevant work experience, technical ability, language level, identity documents, qualifications, and role-specific licences. Practical or trade assessments may be arranged for technical positions. Where an occupation requires formal recognition of studies or professional qualifications, we identify that requirement early rather than at the application stage. Final suitability always rests on the employer’s own interview, verification standards, and hiring decision.

Interview and Selection Coordination

We organise interviews between Romanian employers and shortlisted candidates by video call or through an agreed assessment process. Scheduling, candidate preparation, supporting documents, and interpretation can be coordinated where necessary. Employers retain full control of the selection decision, the offered salary, working conditions, and the employment contract.

Immigration, Documentation and Arrival

Romania Work Visa and Immigration Support

We help identify whether the proposed employment falls under the D/AM1 or D/AM2 route and coordinate the relevant steps with the employer and authorised partners. Depending on the case, this covers the firm job offer, employer registration or authorisation evidence, the individual employment contract and its registration in the national employee register, the service and placement contracts where an agency is involved, the single application submitted through WorkinRomania.gov.ro, consular preparation, and residence-permit support after arrival. Approval remains the exclusive decision of the competent Romanian authorities.

Document Preparation and Consular Guidance

International employment files typically require a valid travel document, a criminal-record certificate from the country of origin or residence, evidence of qualifications and professional experience, travel medical insurance, proof of means of support, and further role-specific or nationality-specific records. We provide a case-specific checklist, review the documents available, flag inconsistencies, and guide the candidate through the requirements published by the competent Romanian diplomatic mission. Translation, legalisation, and apostille requirements are confirmed against the issuing country and the authority that will receive the document.

Arrival, Accommodation, and Onboarding Support

Where included in the agreed service, we coordinate travel planning, arrival instructions, airport reception, initial accommodation, local orientation, and preparation for residence formalities. We also help employers and workers understand their post-arrival obligations, including the deadlines that apply to the residence application, so that employment can begin under the conditions stated in the firm job offer and the contract.

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How We Hire for Romania: Our Eight-Step Process

From the first workforce discussion to theemployee’ss lawful start in Romania, our process follows the recruitment, work-visa, and residence framework currently in force. Each step has a defined output, so employers can see what has been completed and what is still outstanding.

1. Requirement analysis. We review the occupation, responsibilities, workplace, salary, schedule, contract period, experience, language level, accommodation, transport, and target start date. Outcome: a complete Romania hiring brief.
2. Route and eligibility check. We assess whether the role falls under D/AM1 or D/AM2, whether the occupation appears on the shortage occupations list, whether the employer meets the registration or authorisation conditions, and whether an authorised placement agency must be involved. Outcome: a compliant recruitment route.
3. Employer registration or authorisation. Where the employer is not yet on the platform, we help assemble the evidence needed for registration in the register of employers of foreign nationals or, for direct D/AM2 recruitment, for authorised-employer status. Outcome: an employer able to submit or sponsor applications.
4. Candidate search. Suitable candidates are identified through verified sourcing and recruitment channels, based on the approved job description and the firm job offer. Outcome: a targeted candidate pool.
5. Screening and verification. Experience, qualifications, recognition documents, criminal-record evidence, language ability, references, and technical skills are reviewed against the role. Outcome: a pre-screened shortlist.
6. Employer interview and final selection. Interviews or practical assessments are coordinated, and the Romanian employer makes the final hiring decision. The employment terms must match the genuine vacancy and the salary floors set by law—outcome: selected candidates and confirmed terms.
7. Contracts, registration and application file. The firm job offer, the bilingual individual employment contract and its registration in the national employee register, and any required service or placement contracts are prepared and checked. Outcome: a complete application file.
8. Single application, work visa, arrival and residence. The registered employer, authorised employer, or authorised placement agency submits the single application through WorkinRomania.gov.ro, as the route requires. Following approval, the worker attends the Romanian diplomatic mission or consular office in person. After lawful entry, we coordinate the agreed arrival support, accommodation steps, onboarding, and the application for the single permit or EU Blue Card. Outcome: a legally documented employee ready to begin work in Romania.

Why Choose AtoZ Serwis Plus as Your Recruitment Agency in Romania

• Romania-focused process. The service is built specifically around Romanian vacancies, Romanian employers, and the national immigration framework currently in force.
• Current regulatory understanding. We work with the D/AM1 and D/AM2 structure, the WorkinRomania.gov.ro single application, employer registration and authorisation requirements, the official registers, and the shortage occupations framework.
• Structured candidate screening. Candidates are matched against the real job description, employment terms, required experience, qualifications, and documentation before the employer makes a decision.
• Compliance-first coordination. We work with employers and appropriately authorised partners according to the route involved. We do not support undocumented work, false job offers, substituted contracts, or unofficial shortcuts.
• No recruitment fees charged to workers. Romanian law prohibits conditioning employment on commissions, tariffs, fees, or guarantees demanded from the worker, and we will not participate in any arrangement that does so.
• Clear responsibilities. Employers, candidates, placement partners, and our support team receive defined tasks and document checklists, which reduces confusion and preventable delays.
• End-to-end support. One coordinated workflow can cover recruitment support, documents, the Romania work visa process, travel preparation, and post-arrival residence formalities.
• Transparent communication. Employers receive realistic updates based on the file’s actual status. No visa, permit, quota place, consular appointment, or processing time is guaranteed.

Hire Foreign Workers in Romania

Industries We Serve in Romania

We support international recruitment for Romanian employers in sectors where vacancies, expansion, seasonal demand, or specialist requirements create genuine workforce needs. Every proposed occupation is checked against the legal route and, for D/AM2 cases, against the current shortage occupations list. The published shortage list runs to several hundred entries identified by their national occupational classification code, so an occupation that sounds eligible must still be matched to a specific code before recruitment begins.

1. Construction. Welders, steel fixers, carpenters, masons, electricians, plumbers, painters, equipment operators, and other qualified site personnel.
2. Manufacturing. Production workers, machine operators, CNC specialists, assemblers, maintenance technicians, quality-control staff, and packaging workers.
3. Hospitality and food service. Cooks, kitchen assistants, servers, bar staff, housekeeping personnel, cleaners, and other hotel or restaurant roles where the occupation is eligible.
4. Logistics and transport. Warehouse workers, pickers, packers, forklift operators, couriers, and qualified drivers, subject to the Romanian or recognised professional licences required for the role.
5. Agriculture and food production. Seasonal farmworkers, greenhouse workers, livestock staff, food-processing workers, and packaging personnel. Seasonal roles carry additional accommodation and contract conditions set by law.
6. Technical and skilled services. Electricians, mechanics, maintenance workers, installers, fabricators, and technicians with role-specific experience or certification.
7. Information technology and engineering. Software professionals, engineers, managers, and other highly qualified candidates who may qualify under the D/AM1 route or the EU Blue Card framework.
8. Healthcare and care services. Qualified healthcare professionals and care personnel, subject to Romanian recognition, registration, professional authorisation, and language requirements, which can add considerable time to a project.

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International Talent for Romanian Employers

Our sourcing model is designed to help employers fill jobs located only in Romania. Candidate outreach may be coordinated internationally, but every vacancy, contract, visa application, and relocation plan covered by this page must relate to lawful employment with a Romanian employer.

• Role-based sourcing. Candidate searches begin only after the Romanian vacancy, the employment conditions, and the legal route have been reviewed.
• Verified recruitment channels. We coordinate with established sourcing partners and with authorised placement agencies where Romanian law requires their involvement, and the authorisation status of any such partner can be checked in the official public register.
• Language and skills matching. Screening reflects the employer’s genuine workplace language, technical, safety, and experience requirements.
• Document readiness. Candidates are guided on the records required for the job, the single application, the visa, and the residence process, including recognition of studies where the occupation demands it.
• Worker information. Employment terms are explained before departure in Romanian and in the worker’s own language or another language the worker understands, as the law requires.

We do not use a Romanian vacancy to place a worker in another country. A Romania work visa authorises employment in Romania only. Any later change of employer or destination is a separate legal matter and must follow the applicable Romanian rules and, where relevant, those of the other country.

Benefits of Hiring International Workers in Romania

• Fill genuine workforce gaps. International recruitment can help Romanian companies continue projects and operations when suitable local or EU candidates are not available.
• Reach specialised experience. Employers can widen the search for technical, operational, and highly qualified skills that are difficult to find in the immediate labour market.
• Plan for seasonal and project demand. Eligible seasonal and permanent routes can support workforce planning when hiring requirements shift during the year.
• Build stable teams. Clear contracts, realistic job information, lawful pay, suitable accommodation, and structured onboarding improve worker confidence and retention. Because the law restricts employer changes during the first months of employment, an accurate offer at the outset matters more than it did under the previous system.
• Support business growth. A properly planned workforce helps companies increase capacity, accept new contracts, and reduce the operational cost of long-term vacancies.

Romania Work Visa and Residence Support

Hiring non-EU workers in Romania follows a digital and closely regulated process. The correct route depends on the worker category, the occupation, theemployer’ss status on the platform, the annual quota, and the facts of the case. We coordinate the file without presenting approval or timing as guaranteed. The rules below do not apply to citizens of the European Union, the European Economic Area, or Switzerland, who do not need a work visa to take up employment in Romania.

The D/AM1 Route

The D/AM1 long-stay work visa applies to vacancies that require highly qualified foreign workers, meaning people with higher education or advanced professional competences, engaged for a minimum period of six months. Typical examples include IT specialists, engineers, economists, and managers. Several further categories are also eligible for D/AM1: people carrying out activities requested by ministries or other central public administration bodies, including projects connected with national economic infrastructure; people coming for teaching, scientific, or other specific activities in Romanian state higher education institutions under bilateral agreements, together with specially qualified personnel and those performing artistic activities in Romanian cultural institutions, in each case based on the relevant ministerial order, rectoral decision, or approval; professional athletes with an individual employment contract with a sports structure; and citizens of the Republic of Moldova, Ukraine, and the Republic of Serbia employed in Romania under a full-time individual employment contract.

For D/AM1, the single application is submitted directly by the employer, which must first be registered on the platform and must have uploaded a firm job offer. There is no shortage-occupation restriction on this route.

For the highly qualified category specifically, the employer must be able to demonstrate that the worker is engaged on a full-time contract of indefinite duration or of at least six months; that the worker holds advanced professional competences and meets any authorisation conditions applicable to the post; and that the employer made genuine efforts to fill the vacancy with a Romanian citizen, a citizen of another EU or EEA state, a Swiss citizen, or a foreign national holding long-term residence in Romania. Evidence of that last point takes the form of a certificate on available workforce for the vacancy, issued by the county employment agency covering theemployer’ss registered or professional office and dated no more than ninety days before the single application is submitted. The salary stated in the contract must be at least at the level of the average gross earnings, which is a higher threshold than the one applied to other categories.

Advanced professional competence is evidenced either by a recognition document for the qualification issued by the competent Romanian authority, or by a diploma or certificate from an accredited Romanian institution, or, for regulated professions, by documents attesting professional experience of a level comparable to higher education. Where competence is proved by experience, the law looks for at least five years of relevant professional experience. For managers and professionals in information and communications technology occupations, the threshold is at least three years of relevant experience gained within the seven years preceding the application.

The D/AM2 Route

The D/AM2 long-stay work visa applies to categories of foreign worker who do not meet the D/AM1 criteria, namely permanent workers on a fixed-term or open-ended individual employment contract, seasonal workers on a fixed-term contract for activities that depend on the succession of the seasons, and cross-border workers from neighbouring countries employed in Romanian border localities. Job-specific qualification requirements may apply, and for this route the occupation must appear on the shortage occupations list.

As a rule, the single application for D/AM2 is submitted by an authorised placement agency on behalf of the registered employer and the worker. By way of exception, an employer that has obtained authorised-employer status may submit the application directly and recruit without a contract with a placement agency. A registered employer that has not obtained that status cannot submit a D/AM2 application on its own.

Seasonal work carries additional conditions. The employer must ensure accommodation for the seasonal worker, either free of charge or for payment, and must produce an authenticated declaration confirming accommodation that provides an adequate standard of living for the whole anticipated stay, supported either by proof that the employer owns or has the use of the dwelling, or by a tenancy agreement giving the worker the use of a dwelling for the anticipated stay. Where rent is charged, it must not be excessive in relation to the net salary in the firm job offer and to the quality of the accommodation, and it must not be deducted automatically from the salary. Where a seasonal worker returns to an employer for whom the same activity was performed at least once in the preceding five years, and the worker complied with the obligation to leave Romania at the end of the earlier contract, some of the supporting documentation may not need to be resubmitted. The sectors treated as seasonal are established by government decision by reference to the national classification of economic activities.

For cross-border workers, the employer must have engaged, in a Romanian border locality, a citizen of a state sharing a land border with Romania who lives in the border zone of that state, on a full-time contract of fixed or indefinite duration, at a salary at least at the level of the guaranteed minimum gross earnings. The worker must meet any authorisation conditions applicable to the post.

Employer Registration, Authorisation and the Official Registers

No foreign worker can be recruited under either route unless the employer holds the correct status on the platform. Three registers underpin the system.

• Register of employers of foreign nationals. Employers that register on the platform are entered automatically in this register, referred to in the official material as R.A.S. Registration is the baseline requirement for the D/AM1 route and for hiring D/AM2 workers through an authorised placement agency.
• Register of authorised employers. Employers that obtain authorisation for direct D/AM2 recruitment are entered in this register, referred to as R.A.A., and also remain in the register of employers of foreign nationals.
• Register of placement agencies for foreign nationals. Agencies authorised to place foreign workers are entered in this register, referred to as R.A.P.S. Employers can and should verify an agency’s authorisation there before signing anything.

To register, an employer must have no outstanding debts to the state budget, must not have been sanctioned in the six months preceding the resolution of the request for the offences specified in the governing ordinance, and must have no convictions for offences relating to employment relations, exploitation, national security, or other intentional criminal offences. Where the employer intends to hire D/AM2 workers through an agency, it must additionally have carried out activity for at least one year in a field compatible with the shortage occupations concerned. The firm job offer must be uploaded with the registration request.

Authorised-employer status is harder to obtain and is decided by the National Employment Agency. The employer must have carried out uninterrupted economic activity for at least twenty-four months before the request and have no outstanding obligations to the consolidated general budget; must have had an average of at least fifty employees in the previous year according to the certificate issued by the National Trade Register Office; must have employed foreign nationals in the previous year, of whom no more than twenty per cent are, at the time of the request, without a valid right of residence or without a valid long-stay visa following its annulment or revocation; must not have been sanctioned in the previous twenty-four months for breaches of occupational health and safety rules, undeclared work, or relevant breaches of the legal regime applicable to foreign nationals; and must constitute a financial guarantee of one thousand euro for each foreign worker for whom authorisation is requested. The authorisation request is resolved within at most fifteen working days from upload.

A further limit applies to volume. Employers may upload firm job offers and conclude individual employment contracts with several foreign nationals that do not exceed the average number of employees registered in the previous year according to the certificate issued by the National Trade Register Office. Employers planning a large intake relative to their existing headcount should model this constraint before making offers.

Authorised Placement Agencies

Placement activity for foreign workers without authorisation is prohibited. The National Employment Agency grants authorisation, applied for exclusively online through the platform, and is valid for two years, extendable for successive two-year periods. Applicants must be legal entities established in Romania with the relevant trade-register activity code for employment placement agency activities, including branches of foreign commercial companies, or legal entities established in an EU or EEA state or in Switzerland with an equivalent business object.

Authorisation criteria cover lawful incorporation and business object; the professional reputation of administrators, associates, shareholders, and beneficial owners; the absence of final convictions for offences connected with human trafficking, labour exploitation, illegal work, money laundering, or other intentional criminal offences; the absence of involvement in activities posing threats to national security; transparency about contractual relationships with external partners, which must be listed on the platform; and a financial guarantee. The guarantee is set at seventy-five thousand euros for up to two hundred and fifty foreign nationals placed and increases by fifty thousand euros for each further tranche of two hundred and fifty. It is held to cover return costs, support for placed workers in situations of vulnerability or risk, and unpaid administrative fines. The law also provides for a flat-rate sum per person to be recovered from the agency where the immigration authority notifies the removal of a placed worker.

Authorised agencies must provide correct and complete information to workers, must not charge illegal fees, must use the platform exclusively for placement requests, must cooperate with the authorities and permit inspections, must immediately report suspected human trafficking, labour exploitation, illegal work, money laundering, or other intentional offences, and must comply with data protection legislation. Failure to meet these obligations can lead to suspension or withdrawal of the authorisation, which in turn invalidates the applications the agency has submitted.

Firm Job Offer and Contract Requirements

The firm job offer is the document the employer uploads to the platform describing the vacancies and the real conditions of employment. It must state the job or occupation title, a description of the responsibilities, the salary offered, the working schedule, the contract duration, the place where the activity will be carried out, leave entitlement, working conditions, and, where applicable, accommodation and transport arrangements. The individual employment contract must reflect the elements set out in the firm job offer.

Three contract types can arise, depending on the route.

1. Individual employment contract. Concluded in writing between the worker and the employer, in Romanian and in the language of the worker’s country of origin or another international language the worker understands. It is required for both visa types and must be registered in the national general employee register before the single application is submitted. Concluding the contract only in Romanian carries an administrative fine of six thousand lei per contract.
2. Service provision contract. Required for D/AM2 cases handled through an agency. Concluded in writing between the placement agency and the employer, it incorporates the firm job offer, sets out the rights and obligations of the parties, and includes the obligation to monitor working and accommodation conditions.
3. Placement contract. Also required for agency-handled D/AM2 cases. A tripartite contract between the placement agency, the employer, and the worker, drafted in Romanian and in the language of the worker’s country of origin or another international language the worker knows.

Standard templates for these contracts have been approved by order of the Minister of Labour, Family, Youth and Social Solidarity. Salary must be paid into the worker’s bank account. A foreign employee may now be engaged without presenting a medical certificate at signature, provided the certificate is obtained no later than the date the activity begins.

The Single Application Step by Step

The single application is the electronic form that replaced the former employment and secondment permits. It is submitted exclusively online through WorkinRomania.gov.ro and covers, in one flow, the checks that previously required separate procedures.

1. The employer registers on the platform, or obtains authorised-employer status, and uploads the firm job offer.
2. Where the D/AM2 route applies, and the employer is not authorised for direct recruitment, the employer concludes a service provision contract with an authorised placement agency, and the agency concludes the tripartite placement contract with the employer and the worker.
3. The individual employment contract is concluded in both languages and registered in the national employee register.
4. The single application is uploaded by the registered employer for D/AM1, or by the authorised placement agency or authorised employer for D/AM2. The worker does not submit it personally.
5. The competent authorities verify the legality of the employer, the authorisation of the agency where one is involved, the working, salary, and accommodation conditions, the eligibility and qualifications of the worker, and compliance with the annual quota where applicable. For placement agencies, the number of workers that may be intermediated against the guarantee lodged is also checked.
6. The decision is communicated through the platform. A refusal must state reasons.

The documents uploaded with the single application include the registered employment contract, travel medical insurance covering the full validity of the visa with a minimum cover of thirty thousand euro and valid throughout the Member States, a criminal-record certificate or equivalent document from the country of origin or residence translated into Romanian, English, or French and legalised in accordance with the law, proof of means of support at the level of the guaranteed minimum gross base salary for a period of ninety days, and a copy of the valid travel document. Highly qualified workers are exempt from the means-of-support requirement. For D/AM2 files, the employer also provides its organisational chart showing filled and vacant posts, together with theworker’ss curriculum vitae, recognition of studies, and any authorisation document required for the post.

Consular Formalities and Biometrics

Approval of the single application does not itself confer entry. After approval, the worker must attend the Romanian diplomatic mission or consular office in the country of origin or residence, in person, and apply for the D/AM1 or D/AM2 visa, presenting the original travel document and the supporting evidence requested by the mission.

Biometric data are collected at the visa application: a facial image, by means of a photograph scanned or taken at the point of submission, and ten fingerprints. Fingerprints are not taken from children aged twelve or under, from applicants for whom fingerprinting is physically impossible, from applicants for diplomatic and service visas, from prominent figures in the social, cultural, political, or economic life of the state of residence who are known as such to the mission, or from holders of Romanian state scholarships and scholarships supported by the Ministry of Foreign Affairs. Where fewer than ten fingerprints can be taken, the maximum possible number is taken. Where fingerprints were entered in the national visa information system in connection with an earlier long-stay visa application within the preceding fifty-nine months, they are transferred to the new application rather than taken again.

The long-stay work visa is granted for ninety days. For seasonal workers, it is granted for a period equal to the anticipated duration of the contract plus five days, without exceeding ninety days. Consular fees for long-stay employment visas are set in the legislation on consular services and consular fees, and current amounts should be checked on the official Ministry of Foreign Affairs and electronic visa pages before payment is budgeted. Personal appearance, appointment availability, and document requirements vary by consular jurisdiction, and no mission can be asked to guarantee an appointment date or an outcome.

Residence Formalities After Arrival

The visa authorises entry and an initial period of stay. A third-country national who will stay in Romania beyond that period for employment must apply to the territorial formation of the General Inspectorate for Immigration in the county where they will live, for the single permit or, for eligible highly qualified workers, the EU Blue Card.

The application must be lodged before the right of stay conferred by the visa expires, and in practice it is prepared well in advance of that date rather than at the last moment. The file typically includes the travel document, the work visa, the registered employment contract, proof of lawful accommodation, evidence of health insurance, and proof of payment of the applicable charges. The authorities verify the lawfulness of the stay, the employment contract, the salary conditions, and compliance with labour legislation.

The application for grant or extension of the right of residence for employment is resolved within thirty days of submission. Where additional checks are required, the period may be extended by up to fifteen days, and by a further thirty days in exceptional circumstances. The right of residence for employment is extended for a period equal to the validity of the employment contract, but for no more than two years at a time. The permit is theworker’ss identity document in Romania. Any change of employer, address, or contract status must be notified to the authorities, and an extension must be applied for before the current permit expires.

The salary recorded in the contract must be at least at the level of the guaranteed minimum gross base salary. For highly qualified workers, and for foreign nationals carrying out teaching, scientific, or other specific activities in state higher education institutions based on a rectoral decision with ministerial approval, the salary must be at least at the level of the average gross earnings. Evidence that the salary has been maintained at the required level throughout the previously granted period is required on subsequent extensions.

Annual Quota and the Shortage Occupations List

Two separate controls limit how many workers can be admitted and in which occupations.

The quota of newly admitted foreign workers on the Romanian labour market is set annually by government decision, on a proposal from the Ministry of Labour, Family, Youth and Social Solidarity, in line with labour migration policy and the state of the labour market. The quota currently in force is ninety thousand newly admitted foreign workers. It principally applies to the D/AM2 route, and where the number of D/AM2 work visas issued during the year reaches the limit, the quota may be supplemented by a further government decision. Employers should plan early and confirm availability at the point the application is prepared, rather than assuming that a place will still be open months later.

The shortage occupations list is approved by order of the Minister of Labour, Family, Youth and Social Solidarity and published in the Official Gazette. It is drawn up and updated every six months, or more often where circumstances require, under a published methodology, based on needs identified nationally and at county level by the National Employment Agency, taking into account information from the Labour Inspection and the General Inspectorate for Immigration, and following consultation with the social partners. The list is published on the platform and can be downloaded in full. Where an employer cannot find a Romanian, EU, or EEA worker for an occupation that is not on the list, a proposal to add the occupation can be submitted through the platform with supporting justification and data. That is a route worth using, but it is not a substitute for eligibility at the time of application, and no timescale for a decision can be promised.

Workers Who Do Not Need a Single Application

Not every foreign national requires a single application. Several categories may be employed in Romania based on the residence permit they already hold. These include holders of long-term residence in Romania; family members of Romanian citizens holding a temporary residence right for family reunification; holders of a temporary residence right for studies, who may work only part-time up to six hours a day; beneficiaries of a form of protection in Romania; asylum seekers from the point at which they gain access to the labour market; tolerated persons; holders of a temporary residence right for religious activities employed within places of worship; holders of a temporary residence right for employment who are already engaged full-time and take a second, part-time job with another employer, limited to four hours a day; holders of a valid EU Blue Card issued by another Member State who come to Romania in the course of mobility; holders of a valid EU Blue Card after twelve months of lawful highly qualified employment in Romania; holders of long-term residence granted by another Member State whose permit bears the endorsement for former EU Blue Card holders; and certain family members of foreign nationals.

For the permanent, seasonal, and cross-border categories, second employment and family-member employment are permitted only in activities compatible with occupations included on the shortage occupations list.

Employers of workers in these categories still have reporting duties. They must send the immigration authority a copy of the individual employment contract and the documents proving the category within ten days of the start of the activity in Romania. They must report any modification or termination of the contract within five working days.

Regulated Professions, Recognition and Language Requirements

Some occupations cannot be filled simply because a candidate is experienced. Where a profession is regulated in Romania, the worker must hold the recognition, registration, licence, or professional authorisation required for that profession, and in several fields must also demonstrate Romanian-language ability. Healthcare and care roles, certain technical and safety-critical roles, and professional driving are the most common examples.

Recognition of studies is handled by the competent national body within the education ministry, and for D/AM2 cases a recognition certificate issued by the National Qualifications Authority may be required for the occupation concerned. These procedures run on their own timescales and are outside the control of any employer or agency. Where a role is regulated, we identify the requirement at the route-assessment stage so that the recognition process can start in parallel rather than after the recruitment decision has been made.

Read Our Romania Visa and Permit Guide

Relocation and Employee Support in Romania

A successful international hire needs more than a visa decision. Accurate pre-departure information and organised arrival support help the employee understand the job, settle safely, and complete the formalities required to live and work in Romania.

• Pre-departure briefing. Workers receive clear information about the employer, the job, the salary, deductions, the schedule, accommodation, transport, workplace rules, and the documents needed on arrival. Where the employer is authorised for direct recruitment, the law requires this information to be provided at least ten days before arrival, in a language the worker knows.
• Travel coordination. Where agreed, we assist with travel planning and arrival instructions once the required visa and entry documents have been issued. Authorised employers are required to organise transport from the point of entry into Romania to the workplace or the accommodation.
• Accommodation support. Initial or employer-provided housing arrangements are confirmed against the firm offer and the contract. Accommodation terms, including any worker contribution, must be disclosed clearly and must comply with the rules on rent levels and deductions.
• Local onboarding. Employees can be guided on workplace induction, safety rules, local transport, communication, and the practical steps of living in Romania.
• Language and integration. Employers are required to provide Romanian-language courses including cultural and social integration elements for at least six months from the start of the activity recorded in the national employee register, for at least six hours a week. We help employers plan this obligation rather than discover it after arrival.
• Residence documentation. We support preparation for the single permit or EU Blue Card process and help identify the documents required by the competent territorial immigration office.
• Post-arrival communication. Our team can remain involved during the initial settlement period to coordinate documented concerns among the worker, the employer, and the relevant partner.

Our Role as an Immigration and Recruitment Coordinator in Romania

Employers and candidates should understand exactly what AtoZ Serwis Plus coordinates and which decisions belong to the Romanian employer, the authorised placement agency, the consular office, and the immigration authorities.

AtoZ Serwis Plus supports the legal and administrative process connected with international recruitment for jobs in Romania. Depending on the case, we coordinate with the Romanian employer and with an authorised placement agency or other qualified partner. We do not replace the employer, the competent authorities, or any authorisation legally required for placement activity.

The Romanian employer determines the genuine vacancy, selects the candidate, issues the firm job offer, signs the individual employment contract, and remains responsible for lawful employment conditions. The authorised employer or the authorised placement agency submits the single application where the law assigns that responsibility. Romanian authorities examine the application independently and decide whether the visa or the residence document can be granted.

This division of responsibility protects the employer and the worker and ensures that each stage is handled by the party legally entitled to perform it.

What AtoZ Serwis Plus Is Responsible For

• Requirement coordination. We document the Romanianemployer’ss vacancy, candidate criteria, employment package, and planned timeline.
• Candidate coordination. We support sourcing, screening, interview scheduling, and the collection of candidate documents through the appropriate recruitment structure.
• Immigration guidance. We help identify the likely D/AM1 or D/AM2 route and provide a case-specific document and process checklist.
• Application support. We coordinate the information and documents required by the employer or the authorised placement agency for the WorkinRomania.gov.ro single application.
• Consular preparation. We guide candidates on the Romania work visa documents and procedural requirements published by the competent diplomatic mission.
• Relocation assistance. Where agreed, we support travel preparation, arrival coordination, accommodation communication, and post-arrival residence formalities in Romania.

Responsibilities of the Employer and Authorised Partners

Romanian law places specific duties on the employer that cannot be delegated to a coordinator or an agency.

• Pay the salary into the worker’s bank account and provide the same pay and conditions as a Romanian worker in the same role.
• Conclude the individual employment contract in Romanian and in a language the worker understands, incorporating the elements set out in the firm job offer.
• Provide induction and training, decent accommodation where accommodation is part of the offer, and compliance with labour and occupational safety legislation.
• Notify the placement agency and the General Inspectorate for Immigration within five working days of becoming aware of an unjustified absence exceeding three consecutive working days, the termination of the individual employment contract, or any situation in which the worker is at risk, is subject to exploitation, or in which the conditions underlying the right to work and reside are no longer met. A parallel notification obligation applies to the National Employment Agency in respect of unjustified absence.
• Make available to the immigration authority, the Labour Inspection, the National Employment Agency, and other competent bodies all documents needed to verify employment conditions, including employment contracts, salary payment evidence, accommodation records, and copies of workers’ residence documents.
• Provide Romanian-language courses with cultural and social integration content for at least six months from the start of the recorded activity, for at least six hours a week, directly or through accredited providers or in cooperation with public institutions, non-governmental or international organisations, or educational institutions.
• Guarantee workers confidential access to complaint and abuse-reporting procedures, including through the platform, and keep a copy of the travel document or residence permit at the registered office or work points.
• Refrain from employing foreign nationals for the benefit of other employers in Romania.

Authorised employers recruiting directly under the D/AM2 route carry further duties: ensuring that workers hold all documents needed for access to and exercise of the right to work before arrival in Romania; informing workers of the relevant legal conditions at least ten days before arrival, in a language they know; organising transport from entry into Romania to the workplace or accommodation; informing the immigration authority immediately if an engaged worker is unaccounted for; reporting potential human trafficking cases to the competent authorities without delay; putting the worker in contact with a placement agency to identify another job if the employment relationship ends early; and bearing the cost of the worker’s return to the country of origin if no other job is found.

Changing Employer and Ending a Contract

The framework restricts mobility between employers in the early period of employment, and both sides should understand this before signing.

Holders of a single permit or an EU Blue Card may change employer by resignation only after at least six months of activity recorded with the previous employer in the national employee register, subject to limited exceptions where the employer has committed serious breaches. Permanent, seasonal, and cross-border workers likewise cannot, as a rule, initiate a change of employer during the first six months of recorded activity, again with a limited exception for serious employer breaches.

Where the employment relationship ends before the permit expires, the right of residence for employment remains valid until the end of the period for which it was granted, but for no longer than the period during which the worker receives unemployment benefit, or for no more than ninety days from registration of the termination where no such benefit is received. If a new contract is concluded within that period, the residence right remains valid until the permit expires. Where the employment relationship ends while an application for the single permit or EU Blue Card is being processed, the right of residence may be extended for ninety days from termination, subject to evidence of means of support, health insurance, and accommodation.

The Labour Code now provides for the individual employment contract to terminate by operation of law where the single application is rejected and where the immigration authority establishes that the stay is illegal.

What AtoZ Serwis Plus Does Not Do

We do not guarantee a job, a visa, a work authorisation, a quota place, a residence permit, an embassy appointment, or a fixed processing time. We do not issue visas or residence permits, and we do not make decisions on behalf of Romanian authorities. We do not claim any relationship with, or influence over, any Romanian government body or diplomatic mission. Unless expressly stated in a lawful written agreement, we are not the worker’s Romanian employer and do not issue an employment contract in our own name.

We do not hold authorisation as a Romanian foreign-worker placement agency. Where the law requires an authorised placement agency, we coordinate with a partner that holds that authorisation, and the employer can verify the partner’s status in the official public register of placement agencies before any contract is signed.

We do not support false documents, misleading job offers, illegal recruitment fees, undeclared work, contract substitution, or the use of a Romanian work visa for employment in another country. All salaries, benefits, deductions, accommodation terms, and working conditions must come from the genuine Romanian employer and be recorded accurately in the relevant offer and contracts.

Compliance and Worker Protection

The framework currently in force was designed as much to prevent exploitation as to fill vacancies, and the penalties attached to it are real. Employers face administrative fines for failing to notify the authorities within the prescribed deadlines and for concluding employment contracts only in Romanian. Placement agencies face substantial fines for placing workers without authorisation, alongside suspension or withdrawal of the authorisation and execution of the financial guarantee. Where a seasonalworker’ss visa or residence right is revoked in the circumstances specified by law, the employer is liable to pay the worker two guaranteed minimum gross salaries together with the outstanding obligations it should have met.

Charging a worker for a job is prohibited. Employment must not be conditioned on commissions, tariffs, fees, or guarantees demanded from the worker, and the platform is required to display that prohibition prominently. Any request of that kind should be treated as a warning sign, whoever makes it.

We also draw a clear line around the destination. A Romania work visa and a Romanian residence document authorise employment in Romania with the employer named in the file. They are not a mechanism for onward movement to another country, and we will not participate in any arrangement presented on that basis.

Rules, shortage occupations, quota availability, contract templates, and platform functionality all change. Any hiring plan should be reassessed against the latest official Romanian guidance before an application is submitted, and nothing on this page replaces the applicable legislation, official documents issued by the competent authorities, or the individual assessment carried out within an administrative procedure.

Our Commitment

International recruitment affects real businesses, workers, and families. We therefore treat every Romania hiring project as a compliance and human-responsibility process, not simply as a document transaction.

We are committed to working with verified Romanian employers and appropriately authorised recruitment partners, presenting employment conditions honestly, protecting personal documents, and following the official process. Employers and candidates receive clear information about what is required, who is responsible, and what remains subject to government approval. When rules, shortage occupations, quota availability, or application procedures change, the case is reassessed against the latest official Romanian guidance.

Our goal is to help Romanian employers build reliable teams while ensuring that international workers arrive for genuine, lawful jobs under transparent conditions. That is the standard on which we want every AtoZ Serwis Plus Romania engagement to be judged.

If you are a Romanian employer looking for a recruitment agency in Romania that will tell you what the process actually requires, including where it may not work for your vacancy, we are ready to review your role.

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