GEO 32/2026 explained for employers: complete guide to hiring foreign workers

GEO 32/2026 explained for employers: everything you need to know about hiring foreign workers

In short: GEO 32/2026 (published in the Official Gazette no. 335 of 27 April 2026) reforms the regime for hiring non-EU nationals in Romania. It places the foreign worker’s entire journey under the employer’s responsibility: registration on the WorkinRomania.gov.ro platform, a bilingual contract, salary paid into a bank account, OSH training in a language the worker understands, and a Romanian language and integration course of at least 6 months, with a minimum of 6 hours per week. The ordinance is already in force, but some provisions have transitional deadlines (the core of the system becomes effective from 8 August 2026). Penalties for non-compliance can reach up to 40,000 lei.

Contents

What GEO 32/2026 is and who it applies to

GEO no. 32/2026 governs the access of third-country nationals (from outside the European Union and the European Economic Area) to the Romanian labour market. The ordinance also transposes a European directive on the single permit and fundamentally changes the logic: whereas the employer’s main concern used to be obtaining work permits, the company is now responsible for the foreign worker’s entire journey, from registration through to integration.

The regulation mainly concerns three categories: employers who hire foreign nationals, labour placement agencies, and workers from third countries. For an ordinary employer, the most important changes relate to the contractual, integration and reporting obligations described below.

When it applies: the timeline of deadlines

This is the nuance worth understanding correctly, because the ordinance effectively has two “layers”. Some effects apply from the date of publication, 27 April 2026, while the core of the new system is pushed to 8 August 2026.

  • In force from 27 April 2026: the ordinance as a legal act. The language integration obligations and OSH training in an understood language apply from this moment, with no grace period.
  • Effective from 8 August 2026: salary paid exclusively by bank transfer and the procedural core of the new system (registration, authorisation, platform).
  • Transitional regime until 7 August 2026: certain employer registration and agency authorisation procedures operate in a transitional regime, including testing of the electronic platform. Applications filed before 27 April are processed under the previous rules.

The practical takeaway: the difference between compliance and risk is not the date the ordinance entered into force, but how early the company prepares for effective application. Leaving it to the last day creates bottlenecks.

Employer obligations, in brief

Article 7 of the ordinance details the employer’s obligations. In brief, they include:

  • paying the salary exclusively into the worker’s bank account (effective from August 2026);
  • concluding the individual employment contract in Romanian and in a language the worker understands;
  • including in the contract all elements required by law;
  • providing OSH training and protective equipment in a language the worker understands;
  • notifying the authorities in situations such as unexcused absence or contract termination;
  • providing the Romanian language and integration course (detailed below);
  • archiving the relevant documents and making them available to inspection authorities.

The complete list, with all obligations and indicative penalties, can be found on the dedicated employer obligations page.

The Romanian language and integration course

One of the most important new obligations is organising a Romanian language course that includes cultural and social integration elements. The ordinance provides for a duration of at least 6 months from the start of activity in Romania, with a minimum of 6 hours per week.

What this means in numbers: 6 hours per week for roughly 26 weeks adds up to around 156 hours of training per worker. For a company with 30 foreign workers, a single legal cycle reaches thousands of learner-hours. This volume requires planning, a schedule, an initial assessment and progress reporting, which is why many companies choose to outsource.

Who can organise the course? The ordinance allows it to be provided directly by the employer or through specialised providers, explicitly naming several eligible categories: accredited providers, public institutions, non-governmental organisations (NGOs) and international organisations. Important to note: the law sets the duration and number of hours, but does not explicitly require a specific level from the Common European Framework of Reference (CEFR). In practice, the basic levels A1–A2 cover essential communication at the workplace.

The WorkinRomania.gov.ro platform and R.A.S.

A major change is the digitalisation of procedures. Employers wishing to hire foreign workers must register on the electronic platform WorkinRomania.gov.ro and be entered in the Register of Employers of Foreign Nationals (R.A.S.). Registration is conditional on meeting certain requirements, including having no outstanding debts. The single application for the long-stay work visa is also submitted through the platform, together with the required documents, including the employment contract.

The ordinance also introduces the “List of shortage occupations”, which becomes one of the central filters of the new mechanism for bringing in foreign workers.

The bilingual employment contract

The individual employment contract must be concluded both in Romanian and in the worker’s language of origin or an international language they understand. The purpose is transparency: the worker must know exactly what they are signing. A contract drawn up only in Romanian, without a translation, is penalised with 6,000 lei per contract.

The contract must also state who bears costs such as accommodation, transport or, where applicable, repatriation — an essential aspect for protecting the worker’s rights.

Financial guarantees and placement agencies

The ordinance introduces mandatory financial guarantees, particularly for authorised employers and placement agencies. For labour placement agencies, a significant financial guarantee is required, calculated against the number of workers placed. These guarantees cover, among other things, any repatriation costs and are enforceable under the conditions provided by law.

It is also prohibited to charge commissions or fees to foreign workers: the principle is that the employer pays. The exact amounts of the guarantees and the conditions for setting them up must be checked against the official text, as they vary depending on the category of employer or agency.

Penalties

The ordinance contains its own penalty regime. Fines for employers and placement agencies that fail to comply can reach, according to press reports, up to 40,000 lei, with many of them applying per foreign worker. In addition to fines, non-compliance may lead to suspension of registration or other administrative measures. The exact amounts for each offence must be read in the official text of the ordinance.

How to prepare, in practice

  1. Check the situation of the workers you already have: bilingual contracts, OSH training records in an understood language, the method of salary payment.
  2. Prepare your registration on the WorkinRomania.gov.ro platform and in the R.A.S.
  3. Organise the Romanian language and integration course in good time, so the deadline does not catch you with the programme not yet started.
  4. Keep a complete file (attendance, progress, documents) for each worker, ready to present at an inspection.

Handle the course obligation with a single provider

INDORA is an association (NGO) based in Constanța — a provider category explicitly named in GEO 32/2026. Our online Romanian language course is built around the ordinance’s requirements: 6 months, 6 hours per week, cultural and social integration, with progress monitoring and documentation ready to present at an inspection.

See the Romanian language course

Frequently asked questions

When does GEO 32/2026 apply?

The ordinance has been in force since 27 April 2026, the date of publication in the Official Gazette no. 335. Some provisions have transitional deadlines: the procedural core and salary payment by bank transfer become effective from 8 August 2026, while the language integration obligations already apply.

Who must comply with GEO 32/2026 — the employer or the worker?

The obligations fall on the employer. The company is responsible for the foreign worker’s entire journey, from registration and contract through to language integration.

How long is the Romanian language course required by GEO 32/2026?

At least 6 months, with a minimum of 6 hours per week, plus cultural and social integration elements. In numbers, roughly 156 hours of training per worker.

Who can organise the Romanian language course?

The employer, directly, or a specialised provider. The ordinance explicitly names accredited providers, public institutions, non-governmental organisations (NGOs) and international organisations.

What are the fines for non-compliance with GEO 32/2026?

According to press reports, fines can reach up to 40,000 lei, with many applying per foreign worker. In addition to fines, suspension of registration or other administrative measures may apply. The exact amounts must be checked in the official text.

What is the WorkinRomania.gov.ro platform?

It is the electronic platform through which employers register, are entered in the Register of Employers of Foreign Nationals (R.A.S.), and submit the single application for the long-stay work visa.

The information in this article is indicative and does not constitute legal advice. For specific situations and for the exact amounts of penalties and guarantees, check the official text of GEO 32/2026 and, where appropriate, consult a specialist.