Statutory notice period
The minimum notice an employer must give. Contracts and collective agreements can lengthen it and only rarely shorten it, and the tenure bands are where cross-border assumptions usually go wrong.
Employer notice under the Labour Code depends on the ground for dismissal, not on tenure. Collective or individual agreements may lengthen it.
| Service | Employer notice | Runs |
|---|---|---|
| Dismissal for medical unfitness, professional inadequacy, or redundancy (individual or collective) | at least 20 working days | from communication of the written notice; suspended if the contract is suspended |
| Disciplinary dismissal, or professional inadequacy during probation | none |
On resignation the roles reverse: the employee owes notice capped at 20 working days for execution roles and 45 for management. Statutory severance is not general; it arises only where the applicable collective agreement provides it.
Source: Art. 75, Dreptul la preaviz, Codul muncii, Lege5, statutory text. Checked on 2026-07-27.
Minimum paid annual leave
The statutory floor for paid holiday. The counting basis matters as much as the number, since some laws count a six-day week and others count working days or calendar weeks.
20 working days per year.
Public holidays and collectively agreed free days do not count against it, and sickness or maternity periods count as service for the accrual. The actual length is set in the contract at or above the minimum.
Source: Art. 145 Codul muncii, durata concediului de odihnă, codulmuncii.eu, statutory text. Checked on 2026-07-27.
Probation limit
The longest trial period the law allows an employer to agree, together with the notice that applies while it runs.
| Group | Maximum |
|---|---|
| Execution roles | 90 calendar days |
| Management roles | 120 calendar days |
Notice while it runs: during or at the end of it, either side may end the contract by simple written notification, without notice, grounds or severance.
Agreed at conclusion of the contract to verify aptitude; a single probation per contract, with the verification of disabled hires capped at 30 calendar days.
Source: Art. 31 Codul muncii, perioada de probă, text integral, BestJobs, quoting the statutory text; Art. 31 Codul muncii, citat, cursdeguvernare.ro. Checked on 2026-07-27.
Employer social contributions
What the employer pays on top of gross salary into statutory schemes. Some countries charge a percentage of pay, others charge flat amounts, and a single headline rate hides caps, regional rules and industry-rated items.
Figures apply for 2026.
| Scheme | Rate, per cent of pay | Charged on |
|---|---|---|
| Work insurance contribution (CAM)Covers unemployment, sick-leave funding, work accidents and the wage-guarantee fund in one levy, on the whole gross payroll. | 2.25 | the whole salary, with no ceiling |
| Employer pension add-on for particular working conditionsOnly for posts classified with particular (deosebite) conditions. | 4 | the whole salary, with no ceiling |
| Employer pension add-on for special working conditionsOnly for posts classified with special (speciale) conditions. | 8 | the whole salary, with no ceiling |
The 2018 reform moved pension and health contributions of a quarter and a tenth of gross onto the employee side, withheld from gross pay, so the employer's own on-top charge is unusually small; budgeting a hire still turns on the gross that carries them.
Source: Contribuțiile sociale ale angajatului și ale angajatorului, SD Worx România, 2026; Modificări ale Codului fiscal privind contribuțiile sociale, Guvernul României; Stabilirea și plata contribuției asiguratorie pentru muncă, art. 220^3–220^5 Cod fiscal, PortalCodulFiscal.ro. Checked on 2026-07-27.