Minimum Working Conditions
Employers and employees are free to negotiate the terms and conditions of their employment relationship. However, employees have certain minimum rights granted by the law and the parties’ negotiation cannot stipulate conditions or rights below the legal minimum provisions. Any contractual clauses that are meant to establish rights below the minimum ones are null. The minimum working conditions and rights are set forth in the Romanian Labour Code and the Collective Agreements, if applicable (in Romania, the conclusion of a collective labour agreement is not mandatory).
Salary
As of 1 July, 2026, the minimum gross monthly wage for a 168-hour work month will be:
- LEI 4,325.00 (approx. EUR 848.00 or USD 979.00) that applies as a general rule in the sectors where there are no specific regulations
- LEI 4,582.00 (approx. EUR 900.00 or USD 1,037.00) for jobs in the construction sector.
The minimum wage is expected to increase further as a result of implementing the EU Directive on the adequate minimum wages in the European Union.
Employers cannot pay a full-time employee less than the minimum gross monthly wage. An employee cannot be paid the minimum wage for a period of more than 2 years. Special provisions apply to public servants.
The negotiation of the monthly wage is individual, as a rule. However, some collective agreements include a salary scale that applies to different categories of employees (as a minimum, employees being able to individually negotiate a higher wage). For public servants there are salary scales that are provided by law. Also, for public companies there are salary caps that apply usually to the management of the public company.
Employees can be granted bonuses for specific activities, conditions, performance etc. or other benefits, financial or otherwise, such as supplementary insurances, the use of a company car and/or other company owned property (housing, telephones, laptops, etc.). Fiscal treatment of each benefit is to be determined according to the Fiscal Code (some of the benefits are exempted of all fiscal taxes, some are exempted up to a set monthly limit, some are exempted of some of the fiscal taxes and some are considered to be part of the monthly wage).
Maximum Working Week
The normal working time consists of 40 hours per week and 8 hours per day, and the maximum legal working time is 48 hours per week, including overtime.
By exception, the maximum working legal time, including overtime may be extended over 48 hours per week, under the condition that the average working hours calculated for a 4-month period, will not exceed 48 hours per week. For certain activities, the parties (the social partners, employees’ representatives and employers’ representatives) may negotiate a period of more than 4 months, but not longer than 12 months.
Overtime
Overtime work is permitted only upon the employer’s specific request and with the employee’s agreement, except for cases of acts of God or other urgent works intended to prevent or to eliminate the consequences of an accident.
Overtime shall be compensated by paid off hours during the next 90 days. If compensation is not possible within the 90 days mentioned above, the overtime shall be paid to the employee by adding a bonus to the salary. The overtime addition will be established by negotiation through the collective labour agreement or individual employment contract and it cannot be lower than 75% of the base salary. Special regulations regarding working hours make the Romanian legislation stricter than the European one.
Employees under the age of 18 years are prohibited from overtime work. Part-time employees cannot work overtime. The employee total working hours for one month, including overtime is recorded in writing in a time table and mentioned in the pay slip.
Employer’s Obligation to Provide a Healthy and Safe Workplace
The employer has to ensure the health and safety of the employees in all work-related aspects. The employer is responsible for the health and safety of the employees even when using external dedicated services.
With regards to the measures to be implemented for the health and safety of their employees, employers should bear in mind that there are a series of principles aimed at preventing health and safety issues, such as avoiding risks, evaluating the risks that cannot be avoided, adapting the work to the individual, especially when designing the workplace and when choosing the equipment, as well as work methods and training for employees. At the employer’s level, a health and safety committee has to be organised. Equal numbers of members will represent the employees and the employer within this committee.
Complaint Procedures
Employees can bring health and safety issues to the attention of the employer through their representatives in the health and safety committee, or directly to the individual responsible for the health and safety. Should the employer not take any action based on the employee’s complaint, the employee can address the local Labour Inspectorate directly. The local Labour Inspectorate will conduct periodic inspections regarding the manner in which the employer complies with the health and safety rules. The employees can also seek redress through the local courts.
Health or safety incidents are to be announced to specialised public authorities that can investigate the conditions of such incidents, establish any fault of the employer or the employee and also impose measures to be taken in the future in order for such incidents to be avoided. Not informing the local labour inspectorate about health and safety incidents can result in fines for the employer. If after a work incident the authorities find that the employer was at fault, the employee or, if the case the successors of the employee can ask to be compensated for the suffered damages, including moral damages.
