Romania has overhauled its immigration framework for non‑EU workers. The Emergency Ordinance No. 32/2026, published in the Official Gazette on 27 April 2026, replaces the existing work‑permit and visa system with a fully digital process. The law is effective immediately, but full implementation depends on the launch of the WorkinRomania.gov.ro platform, scheduled for 8 August 2026. Until then, applications will continue under the current rules.
New long‑stay visa types
| Visa | Target group | Quota | Shortage‑occupation list |
|---|---|---|---|
| D/AM1 | Highly qualified workers and special categories | No quota | Not subject to the List of Shortage Occupations |
| D/AM2 | General labour | Annual quota | Subject to a newly introduced List of Shortage Occupations |
The List of Shortage Occupations must be published within 45 days of the ordinance’s enforcement.
Digital platform
- A single, centralized portal (WorkinRomania.gov.ro) will handle all employer registrations and visa applications.
- The platform is in testing and will go live on 8 August 2026.
- Employers should expect procedural complexity while workflows are stabilised.
Employer classifications
- Registered employers – basic eligibility to hire non‑EU workers.
- Authorised employers – stricter eligibility criteria; required for certain categories of hires.
Definition of “posted worker”
The law clarifies that a “posted worker” (detașat) for non‑EU/EEA/Swiss nationals is limited to:
- A non‑EU national seconded to work in Romania by an employer established in an EU/EEA member state or Switzerland.
The status of EU/EEA and Swiss nationals posted to Romania remains unchanged.
New employer obligations
- Bilingual employment contracts – contracts must be provided in Romanian and a second language.
- Language training – employers must ensure a minimum level of Romanian language training for foreign workers.
- Reporting – stricter reporting requirements on employment of non‑EU nationals.
Enhanced traceability
- Visa stickers for D/AM1 and D/AM2 will display the worker’s Romanian personal identification number (CNP).
- Residence permits will show the employer’s unique registration code (CUI).
Practical considerations for companies
- Assess visa eligibility – review current and planned non‑EU hires to determine whether D/AM1 or D/AM2 applies.
- Audit posting arrangements – evaluate existing posted‑worker setups and consider restructuring as intra‑company transfers (ICT) or direct local employment.
- Monitor the shortage‑occupation list – confirm eligibility for D/AM2 visas once the list is published.
- Prepare for registration – begin the registration or authorisation process ahead of the August platform launch.
- Seek legal counsel – obtain local legal advice to ensure compliance with bilingual contract, reporting, and language‑training obligations.
The reforms aim to create a more transparent, digitally managed immigration system, but they also increase the compliance burden for employers, especially during the transition period.
Source article: newlandchase.com
