This is a long, detailed guide. If you only remember three things, remember these: the law does not legalise everyone automatically; time matters, because several deadlines fall in 2026; and you should never pay money or sign documents you do not understand on the basis of rumours or verbal promises. Now let us go through everything, step by step.

Contents

• What OUG 32/2026 actually is
• Why Romania introduced this law
• The two parts of the law
• Key dates and the 2026 timeline
• The WorkinRomania.gov.ro platform
• Registered, authorised and agency employers
• The shortage occupations list
• Recruitment and placement agencies: rules and protections
• Employer obligations you should know about
• Penalties under the law
• The employment contract must be understandable
• Changing employer under the new rules
• The temporary regularisation (“amnesty”)
• Who may qualify and who is excluded
• First step: declaring your address at IGI
• The conditions for regularisation in detail
• Regularisation contracts with no start date
• What to expect in practice after you apply
• If you left Romania: a high-risk situation
• SIS, SINS, Eurodac and return decisions explained
• Avoiding scams and abusive fees
• Documents you should keep
• Warning signs and common mistakes
• Step-by-step: what to do in your situation
• Glossary of key terms
• A calm message for workers and communities
• Frequently asked questions

What OUG 32/2026 actually is

OUG 32/2026 (Ordonanța de urgență a Guvernului nr. 32/2026) is a Romanian emergency ordinance that governs the access of foreign workers from outside the European Union to the Romanian labour market. It was published in the Official Gazette on 27 April 2026, which is also the date it entered into force as a legal act.

Many people in foreign-worker communities call it the “amnesty law”, because part of it offers a temporary chance for some workers who lost their legal stay to return to a legal situation. That nickname creates a dangerous misunderstanding. The ordinance is not primarily an amnesty. It is a wide reform of the entire system: how employers are registered and authorised, how recruitment agencies work, how work and residence permits are issued, how foreign workers may change employer, and how all of this is managed through a single online platform.

Understanding this distinction matters for a very practical reason. If you assume the law is “just an amnesty”, you may believe that simply being in Romania irregularly is enough to become legal. It is not. The ordinance sets conditions, deadlines and procedures, and different categories of people are treated differently. The same law that may help one worker can exclude another, depending on how they entered Romania, what documents they hold, and whether they have a return decision against them.

Throughout this guide, we use a simple, honest framing repeated by serious organisations working with migrants: the new law may help some foreign workers, but it does not legalise everyone automatically. Eligibility depends on how the person entered Romania, their documents, whether they have a return decision, and whether they meet the conditions for work residence.

Why Romania introduced this law

To understand the new rules, it helps to understand why they exist. Romania, like much of Europe, faces a significant labour shortage in many sectors: construction, manufacturing, agriculture, hospitality, logistics, care work and others. Employers have repeatedly reported jobs they could not fill with local workers, and the demand for foreign labour has grown year after year. To meet this need, the government sets an annual contingent: a maximum number of new foreign workers admitted to the labour market each year. For 2026, that contingent was set at 90,000 new foreign workers.

But bringing in large numbers of workers from outside the EU created problems alongside the benefits. Some workers ended up in irregular situations through no real fault of their own, often because of administrative difficulties, employers who did not renew permits, or simple lack of information. Unauthorised intermediaries and abusive agencies took advantage of vulnerable people, charging illegal fees and making promises they could not keep. Undeclared work and exploitation appeared at the edges of the system.

OUG 32/2026 is the government’s attempt to manage all of this with a more coherent set of rules: to control migration, protect the rights of both Romanian and foreign workers, fight unauthorised intermediation and exploitation, and digitalise procedures so that everything is more transparent and easier to monitor. The temporary regularisation is part of this logic too: rather than leaving thousands of work-connected people permanently in the shadows, the law offers a narrow, conditional, time-limited route back into legality. Seen this way, the strictness and the second chance are two sides of the same goal: a more orderly, less abusive system.

The two parts of the law

It helps to think of OUG 32/2026 as having two major parts, each with its own logic and its own audience.

Part one: regular migration and legal workers

The first part is about the normal, ongoing system for legal foreign workers. This includes people who are already legally in Romania with a work-based residence permit and who want to renew it, change employer, or simply continue working legally. It also includes the new procedures for bringing in new workers: the single application, the platform, employer registration and authorisation, the shortage occupations list, and the rules for recruitment agencies. If you are already legal and employed, this is the part of the law that matters most to you, especially if you are thinking about changing jobs.

Part two: temporary regularisation, the so-called “amnesty”

The second part is a temporary, limited mechanism that applies only to a specific category of foreign workers: those who entered Romania for work, then lost their legal stay, and against whom no return decision has been established. Under several conditions, these workers may request temporary residence for work until 31 December 2026. This is the part that gets called the “amnesty”, but as we will see, it is narrow, conditional and time-limited.

So it is the same ordinance, but it contains different procedures for different categories of people. The rest of this guide walks through both parts, starting with the general system and then turning to the regularisation in detail.

Key dates and the 2026 timeline

Several dates in OUG 32/2026 matter a great deal, because the law is being rolled out in stages during 2026. Some of these dates are firm and written in the ordinance; others are practical deadlines being circulated in communities and should be verified directly with IGI. Here are the ones to keep in mind.

• 27 April 2026 – entry into force. The ordinance was published in the Official Gazette and took effect on this date as a legal act. Some obligations apply from this moment.
• Around 26 June 2026 – address declaration deadline (verify urgently). For those who may benefit from temporary regularisation, the ordinance requires presenting themselves at a territorial IGI office within 60 days from entry into force to declare their real address. Counting from 27 April, this points to roughly 26 June 2026. Because the exact application can vary, treat this as “before the end of June 2026, and verify urgently with IGI” rather than an absolutely fixed date.
• 7 August 2026 – end of the main transitional window. Until this date, parts of the new system are used mainly for employer registration, agency and employer authorisation, and testing of the platform. Applications for change-of-employer approval submitted to IGI by this date may still be processed under the previous legal framework.
• 8 August 2026 – the new system takes over. From this date, the procedural core of the new system, including changes of employer, moves into the new platform and the new rules.
• 31 December 2026 – final regularisation deadline. Requests for temporary residence for work under the regularisation mechanism can be made until this date. After it, this temporary route closes.

The practical message is simple: this is a transition period, and the calendar is short. If your situation depends on the regularisation, or if you are a legal worker thinking about changing employer, you have only a few months to act carefully. The biggest mistake people make is waiting. As deadlines approach, the system may become overloaded, employers may become more selective, and your options may narrow.

The WorkinRomania.gov.ro platform

One of the largest structural changes in OUG 32/2026 is the creation of a single official electronic platform, WorkinRomania.gov.ro. This platform becomes the central tool through which the whole system is managed.

Through the platform, employers are registered, authorised employers are listed, recruitment and placement agencies are authorised, job requests and applications are uploaded, the shortage occupations list is published, and the activity of agencies and authorised employers is monitored. In other words, it is the digital backbone of the new system. The single application for a long-stay work visa or single permit is submitted through it, together with the required documents.

For a foreign worker, the existence of this platform has a very concrete consequence. The question is no longer only “does a company want to hire me?” The real question becomes “is this company able to complete the legal procedure through the platform?” A company that is not properly registered or authorised, or that does not work with an authorised agency where required, may not be able to bring you into legal employment, no matter what it promises.

Because the platform is new and still being tested during the transitional period, you should expect some delays and inconsistencies in practice. This is not a reason to panic, but it is a reason to keep careful records of every appointment, every upload, every error message and every communication, in case you need to prove later that you and your employer tried to follow the procedure correctly.

Registered, authorised and agency employers

The law draws an important distinction between different kinds of employers and intermediaries. Understanding these categories helps you judge whether a company can actually hire you legally.

• Registered employer: an employer that is registered in the WorkinRomania.gov.ro platform. Registration is a basic requirement to operate within the new system.
• Authorised employer: an employer that can hire certain foreign workers directly, without going through a contract with an authorised placement agency. Authorisation comes with conditions and obligations.
• Authorised placement agency: an agency authorised to recruit, inform, counsel and place foreign workers, operating under stricter rules and financial guarantees.

The practical effect is that not every company that says “we can hire you” will actually be able to complete the legal procedure. Some companies must be registered in the platform; some need authorisation; others must work with an authorised placement agency. Before you trust a new employer, especially if you would have to leave a current legal job, it is wise to verify whether the company is allowed to hire foreign workers under the new rules, whether it is registered or authorised in the platform or works legally with an authorised agency, and whether the job itself is real.

There are also limits on numbers. For example, in a single calendar year, a new employer may hire foreign workers directly, without using an authorised placement agency, only up to a number equal to that employer’s average annual number of employees in the previous year. This is one of several mechanisms the law uses to keep the system controlled.

The shortage occupations list

OUG 32/2026 introduces the “Lista ocupațiilor deficitare”, the list of shortage occupations. For certain categories of foreign workers, employment procedures may be initiated only if the occupation is included on that list. The list is approved by order of the Minister of Labour and is updated at least every six months, or whenever needed.

This matters because a job offer alone is not always enough. A worker may find an employer willing to hire them, but if the occupation is not eligible under the shortage list where the list applies, the legal procedure may not be possible. So when you evaluate a job offer, the occupation itself, and not only the company, can determine whether the procedure can go ahead.

The safe way to think about it: a real job offer, from a compliant employer, in an eligible occupation. All three pieces usually need to fit together for the procedure to work.

Recruitment and placement agencies: rules and protections

The ordinance regulates placement agencies far more strictly than before, precisely because intermediaries are where many abuses happen. Placement services include recruitment, information, counselling, matching workers with employers, document management, and providing information about entry, stay and the risks of exploitation, in a language the foreigner understands.

Crucially, the placement contract must be written in Romanian and also in the foreigner’s language of origin, or in an international language the person understands or is reasonably presumed to understand. It must include information about the fees owed to the Romanian authorities and the contact details of institutions where the worker can report violations of their rights, including the Labour Inspection, IGI, the Police, ANITP (the national anti-trafficking agency) and ANOFM (the national employment agency).

Authorised agencies also operate under financial guarantees and an authorisation that is valid for a set period and can be renewed. These guarantees exist to cover, among other things, repatriation costs and to discourage abusive behaviour.

For you as a worker, the practical guidance is constant: do not trust verbal promises, ask for documents, and do not sign a contract you cannot understand. A serious agency must provide information clearly and in a language you understand. If an agency cannot or will not do this, treat it as a warning sign.

Employer obligations you should know about

Even though the obligations in the law fall on the employer, it is useful for you as a worker to know them. They are designed to protect you, and knowing them helps you recognise when something is wrong. Under OUG 32/2026, an employer of foreign workers must, among other things:

• pay your salary into your own bank account, not in cash (this becomes fully effective from August 2026);
• conclude your employment contract in Romanian and in a language you understand;
• include in the contract all the elements required by law, such as job, salary, working time and rights;
• provide health and safety (OSH) training and protective equipment in a language you understand;
• notify the authorities in certain situations, such as termination of the contract or a situation where a worker is in danger or being exploited;
• keep relevant documents, including proof of the legality of your stay, and make them available to inspectors;
• respect a cap on what can be withheld for accommodation, where the employer provides it;
• ensure you actually carry out the activity matching the occupational (COR) code in your contract;
• support your integration, including through Romanian language and integration courses.

If your employer is doing the opposite of these things, paying you in cash with no record, giving you a contract only in Romanian, training you only in a language you do not understand, or pushing you into work that does not match your contract, those are signs that your rights are not being respected, and they may also be breaches the employer can be fined for.

Penalties under the law

OUG 32/2026 comes with its own system of penalties, and they are deliberately significant. Fines for employers and agencies that break the rules can reach, according to widely reported figures, up to 40,000 lei, and many of them apply per foreign worker rather than per inspection. A contract concluded only in Romanian, without a translation into a language the worker understands, can be fined 6,000 lei for each such contract.

Beyond fines, the consequences for employers and agencies can include suspension of their registration and other administrative measures. The system is especially strict for placement agencies: penalties multiply for each foreign worker placed illegally or in non-compliant conditions. The law also adds new offences, such as employing a foreigner who is in an irregular stay, failing to provide the accommodation promised to a seasonal worker, automatically withholding rent from the salary, or failing to ensure that the foreigner actually performs the work matching their COR code.

Why does this matter to you as a worker? Because these penalties are part of what protects you. They are the reason a serious employer has a strong incentive to do things correctly. They are also a reminder that if an employer is cutting corners with you, they are taking a real legal risk, and you do not have to simply accept it. The exact amounts for each specific offence are set out in the official text of the ordinance and can be checked there.

The employment contract must be understandable

OUG 32/2026 also changes the Labour Code in an important way for foreign workers. The individual employment contract must be concluded both in Romanian and in a language the worker understands. If an employer concludes the contract only in Romanian, without a version in the worker’s language or an international language they understand, the employer can be fined 6,000 lei for each such contract.

This is not a small technicality. It is a protection built directly into the law. You have the right to understand what you sign. The contract sets out your job, your salary, your working time, your rights and your obligations, and you cannot truly agree to terms you cannot read. If you are handed a contract only in Romanian, ask for a version in a language you understand before signing.

Beyond the language, the contract should clearly state the essential terms: your job position and its COR occupational code, your place of work, your working time, your salary, and, importantly for foreign workers, who bears costs such as accommodation, transport and, where relevant, repatriation. If the employer provides accommodation, the amount withheld from your salary for it is capped, and rent cannot simply be deducted automatically without a proper basis.

Changing employer under the new rules

This is one of the most important and most misunderstood parts of the law for workers who are already legal. OUG 32/2026 is not only for irregular people; it also directly affects legally resident foreign workers who want to change employer.

There are transitional rules. Applications for employment approvals for a change of employer that are submitted to IGI by 7 August 2026 may be processed under the previous legal framework. From 8 August 2026, foreign workers who obtained temporary residence for work under the old rules may change employer under the new mechanism set out in the amended OUG 194/2002. Under the new system, employer changes are linked to the platform and to the new employer and agency rules.

There are also limits and conditions on the side of the new employer. As noted earlier, in a single calendar year a new employer may hire foreign workers directly, without an authorised placement agency, only up to a number equal to its average annual number of employees in the previous year. In addition, depending on the worker’s category, there are restrictions on changing employer within the first months of registered activity, and changes may need to go through the placement agency that is party to the placement contract for a period of time.

The single most important piece of safety advice here is this: do not resign from your current legal job before the new procedure is clear and the new employer is fully able to apply correctly. If you leave your current legal status unprotected and the new employer cannot complete the procedure, you can fall out of legal status through no real fault of your own. Get written proof, check the company, check the timeline, and keep copies of everything before you make any move.

The temporary regularisation (“amnesty”)

Now we turn to the part of the law that gets the most attention: the temporary regularisation, widely called the “amnesty”. It is genuinely important, but it is also widely misunderstood, so read this section carefully.

The temporary regularisation provision applies to foreign nationals who remained in Romania after their right of stay, based on a long-stay visa for employment or a single permit, ended, and against whom no return obligation has been established. These people may request temporary residence for work until 31 December 2026, if they meet the legal conditions.

The word “amnesty” is misleading because it suggests something automatic and universal. The law does not say that every irregular foreigner becomes legal. It says that a specific, work-connected category of people may, under conditions, apply to return to legality. Several things follow from this:

• not everyone is eligible;
• each case must be checked individually;
• having been in Romania irregularly does not by itself create a right to stay;
• people with a return decision, or with a relevant SIS or SINS alert, may be excluded;
• people who entered Romania for other purposes, such as study, tourism, family reunification or religious and voluntary activities, may not fall under this specific work-regularisation mechanism.

So the honest, safe message is: this provision may help some foreign workers who lost their legal status, but it is narrow and conditional. Before assuming you are covered, you need to understand the conditions and, ideally, have your individual situation checked.

It is worth pausing on why this distinction matters so much in real life. When a measure like this is announced, word spreads quickly through communities, and the message often simplifies to a single hopeful phrase: “Romania is legalising everyone.” People who are exhausted, anxious and far from home naturally want to believe it. That hope is human and understandable, but it is also exactly what makes people vulnerable. Someone who believes legalisation is automatic may stop being careful, may trust the wrong intermediary, may pay money they should not pay, or may travel when they should not. The most protective thing you can do is hold two ideas at once: there is a genuine opportunity here, and it is conditional and must be checked. Hope and caution are not opposites in this situation; together, they keep you safe.

Who may qualify and who is excluded

Based on the wording of the ordinance, the regularisation is aimed at people who fit a specific profile. Generally, to be considered, a person should:

• have entered Romania for work, based on a long-stay visa for employment or a single permit situation;
• have remained in Romania after that right of stay ended;
• not have a return obligation already established against them;
• not have SIS or SINS alerts for return or for refusal of entry or stay;
• not present security, public order, terrorism, organised crime or serious criminal concerns;
• have a valid travel document, or proof that renewal was requested if it expired after they entered Romania;
• be able to pay the required fees for the residence extension and the document.

Equally important is understanding who may be excluded. If you already have a return decision, a SIS or SINS alert, a serious legal problem, or you did not enter Romania for work, your situation may be different, and you should seek legal advice before taking any action. Acting on the assumption that you qualify, when you do not, can make your situation worse rather than better.

This is why the recurring advice is to check your status before you act. Going to IGI to declare your address is a step, but the eligibility check is what really determines whether the regularisation route is open to you.

First step: declaring your address at IGI

For those who may benefit from the temporary regularisation, the first concrete procedural step is to present themselves at any territorial office of the General Inspectorate for Immigration (IGI) and declare the address where they actually live in Romania. The ordinance sets this within 60 days from the entry into force of the law. Because the ordinance entered into force on 27 April 2026, the practical deadline being circulated is around 26 June 2026. Phrase it to yourself carefully as: before the end of June 2026, and verify the exact deadline urgently with IGI.

At minimum, it helps to have these documents with you when you go:

• a valid passport, or proof that renewal was requested if your passport expired after you entered Romania;
• your old residence card, if you have it;
• copies of your previous work documents;
• any communication with the employer, agency or IGI;
• the address where you actually live.

There is one point that cannot be repeated often enough: declaring your address is not the same as being legalised. It is only a first procedural step. After declaring your address, you still need to meet the conditions, find a compliant employer where required, and complete the procedure. Do not treat the address declaration as the finish line; treat it as the door you must walk through before anything else can happen.

The conditions for regularisation in detail

The law lists several conditions for the temporary regularisation. The ones most relevant for everyday understanding are these: the person must generally have entered Romania for work, on the basis of a long-stay visa for employment or a single permit; they must not already have a return obligation established; they must not have SIS or SINS alerts for return or refusal of entry or stay; they must not present security, public-order, terrorism, organised-crime or serious-criminal concerns; they must hold a valid travel document, or proof of requested renewal if it expired after entry; and they must pay the required fees for the residence extension and the document.

Notice how many of these conditions are about your history and your records, not just your intentions. Whether you entered for work, whether a return decision exists, whether an alert exists: these are facts in official systems that you may not be fully aware of. That is exactly why an individual check is so important before you act.

If you meet the conditions, the route involves declaring your address in time, then finding an employer able to complete the procedure under the new system, and obtaining the right to reside and work legally. Each of those stages has its own requirements, and the whole thing is bounded by the 31 December 2026 final deadline.

Regularisation contracts with no start date

There is a specific and easily misunderstood detail for people applying under the temporary regularisation. The law allows the foreigner and the employer registered in the platform to conclude an employment contract, but without specifying the start date. The start date is established later, through an addendum, after the single permit is issued.

The practical meaning is important: having a contract does not necessarily mean you can start working immediately. In these regularisation cases, the activity may begin only after the permit is issued and the start date is added legally through the addendum. If someone tells you to start working straight away on the basis of such a contract, be cautious and confirm what is actually permitted, because working before you are legally entitled to can create new problems.

What to expect in practice after you apply

It is one thing to know the rules and another to know what the process actually feels like. Because the system is new and was rolled out quickly, the practical experience has not always matched the clean picture in the law. It is fair, and protective, to set realistic expectations.

In the early period, reports from communities and organisations described a process that started without fully clear procedures: missing standardised forms, uneven information from one office to another, and in some cases officials who were not yet familiar with every detail of the new ordinance. This is not unusual when a major reform begins, but it means you should go in prepared for some friction rather than expecting everything to be smooth and instant.

What does that mean for you in practice? It means you should bring more documents rather than fewer, keep copies of everything you submit, and write down the date, the office and the name of the person you spoke to whenever you can. If you are given information verbally, politely ask whether you can have it in writing. If one interaction is confusing or contradictory, do not assume the worst and do not give up; calmly ask again, or seek official clarification.

You should also expect that timing depends on more than just you. Your employer’s ability to apply depends on the platform, on registration and authorisation, and on the transition rules. Appointments may take time. The system may be busy, especially as deadlines approach. This is precisely why acting early is so valuable: the worker who starts the process in good time has room to absorb delays, while the worker who waits until the last weeks may find the system overloaded and the options narrowed.

Finally, expect that being patient and organised is itself a strategy. In a system under pressure, the person who can calmly show a complete, well-kept file, and prove that they tried to follow every step correctly, is in a far stronger position than the person who relied on promises and kept nothing. Your records are not bureaucracy for its own sake; they are your protection.

If you left Romania: a high-risk situation

A large number of questions come from people who left Romania and travelled to Italy, France, Croatia or another EU country, sometimes applying for asylum there. This is one of the highest-risk situations under the new law, and it deserves special caution.

The Romanian ordinance refers to people who remained on Romanian territory after their work-based stay ended. It also excludes people with SIS or SINS alerts for return or refusal of entry or stay. If you left Romania, your connection to the Romanian work-regularisation route may already be weaker, and you may have picked up alerts or obligations in the meantime.

There is also a technical point that is frequently misunderstood. Asylum fingerprints are usually connected to Eurodac, not automatically to SIS. But a person may still have other issues: a return decision, an entry ban, a Dublin or Eurodac situation, or other irregular-stay consequences. So the absence of a SIS alert does not by itself mean you are clear.

The safe message for anyone in this situation is firm: if you left Romania and applied for asylum or were registered in another EU country, do not return to Romania based on rumours. First verify whether you have a return decision, an entry ban, a SIS or SINS alert, a Dublin or Eurodac issue, or any other restriction. Returning without checking may expose you to problems at the border, to detention, or to return procedures. And do not pay people who promise that they can “bring you back and legalise you easily”.

SIS, SINS, Eurodac and return decisions explained

Because these terms appear again and again in the conditions, it is worth understanding what they mean.

Return decision

A return decision is an official decision requiring a foreigner to leave Romania. If a return obligation has already been established against you, you may not be eligible for the temporary regularisation provision. This is one of the most important things to verify about your own status before assuming you can apply.

SIS (Schengen Information System)

SIS stands for the Schengen Information System. It holds alerts used by Schengen countries, including alerts for return decisions and for refusal of entry or stay. If you have a SIS alert for return or for refusal of entry or stay, it may block your regularisation.

Eurodac

Eurodac is an EU fingerprint database used mainly for asylum and irregular-migration registration. It helps states check whether someone has already applied for asylum or been registered in another country, mainly to determine which state is responsible for an asylum application. Eurodac is different from SIS, but both can matter in migration procedures.

Fingerprints are not the same as a SIS alert

This is a common and important confusion. Giving fingerprints for asylum usually means your data is in Eurodac, not automatically in SIS. So fingerprints alone do not mean you have a SIS alert. But if you applied for asylum or stayed irregularly in another country, there may be other legal consequences. The correct conclusion is not “I am fine” or “I am blocked”, but “I must check my situation before I act, especially before returning to Romania”.

Avoiding scams and abusive fees

Whenever a law creates urgency and confusion, intermediaries appear who try to profit from it. The new ordinance actually tries hard to prevent abusive fees, hidden costs and exploitation, but you still need to protect yourself.

A real example of the kind of pressure workers report: an employer or agency demanding a sum of money, for instance 4,400 lei, threatening to cancel the contract if it is not paid. Whether such a demand is legal depends entirely on what the money is for. Before paying anything, ask for a written explanation, an invoice or legal basis, a clear statement of what service the amount covers, and who is legally responsible for that cost. If money is demanded informally, without documents, this may be abusive or illegal.

The general rule on fees is simple and protective: be very careful, and do not pay recruitment or placement fees without proper legal documents. Ask what the amount is for and who is legally required to pay it. The principle the law leans towards is that the employer pays, and that workers should not be charged abusive fees. Keep proof of every payment and message.

If you believe you are being treated abusively, you are not without help. You can keep your proof and contact the Labour Inspection, IGI, the Police, ANITP or ANOFM, or seek a lawyer or legal-aid provider. Reporting protects not only you but other workers who may face the same treatment.

It also helps to understand how these abuses usually work, so you can spot them early. They rarely arrive as obvious threats. More often they come as a friendly intermediary who “knows someone” and can “speed things up” for a fee, or as a sudden demand for money framed as urgent, with a deadline designed to stop you from thinking clearly. The pressure to decide quickly is itself the warning sign. A legitimate process can withstand questions; it can be explained, documented and put in writing. If someone becomes evasive or aggressive the moment you ask for documentation, that reaction tells you what you need to know. Slow down, ask for everything in writing, and never let urgency push you into a payment or a signature you do not understand.

Documents you should keep

Across every situation in this guide, one piece of advice repeats: keep your documents and proof. In a system that is new, busy and sometimes inconsistent, the worker who can show what happened, and when, is in a far stronger position. Keep copies of:

• your passport;
• your visa;
• your residence permit or old temporary residence card (TRC);
• your work contract and any addenda;
• your release paper or termination decision;
• your payslips and any proof of salary;
• your IGI appointments and any emails to or from IGI;
• messages from your employer or agency;
• proof of your rent and your address;
• proof of passport renewal, if relevant;
• proof of any money you paid;
• screenshots of platform appointments or errors.

Think of this as building a calm, complete file. If everything goes smoothly, you simply have a tidy record. If something goes wrong, you have the evidence you need to defend your position, prove that you tried to follow the procedure, or support a complaint.

Warning signs and common mistakes

To bring the practical advice together, here are the warning signs to watch for and the mistakes that hurt people most often.

Warning signs

• an employer or agency that asks for money without documents or a clear legal basis;
• verbal promises with nothing in writing;
• a contract only in Romanian, or one you are pressured to sign without understanding;
• pressure to start working immediately in a regularisation case before the permit and start date are legally set;
• a company that cannot show it is registered or authorised, or that it works with an authorised agency;
• anyone who guarantees a result for a fee, especially for people who left Romania.

The most common and damaging mistakes

• Waiting. The single biggest mistake is delay. As deadlines approach, the system may become overloaded and employers may become selective.
• Resigning too early. Leaving a legal job before the new employer is verified and able to apply correctly can break your legal status.
• Treating the address declaration as legalisation. It is only the first step, not the end of the process.
• Returning to Romania on rumour. If you left and have any alert, decision or asylum history elsewhere, check before you travel.
• Relying on Facebook comments. Community posts can raise awareness, but they cannot replace an individual check with IGI or a qualified professional.

If you keep these in mind, you avoid most of the traps that turn a difficult but solvable situation into a much worse one.

Step-by-step: what to do in your situation

Different people are in very different situations under this law. Here are calm, practical checklists for the three most common cases. None of these replaces an individual check with IGI, but they help you act in the right order.

If you are an irregular worker still in Romania

1. Check whether you entered Romania for work (a long-stay work visa or single permit). This is the gateway to the regularisation route.
2. Check whether you have a return decision against you, or any SIS or SINS alert. If you do, get legal advice before acting.
3. Make sure your passport is valid, or that you have proof you requested its renewal if it expired after you entered Romania.
4. Declare your real address at a territorial IGI office within the deadline (understood as before the end of June 2026, to be verified urgently with IGI).
5. Start looking for a serious, compliant employer able to complete the procedure under the new system.
6. Keep copies of every document, message, appointment and payment.
7. Do not pay scammers, and do not rely only on Facebook comments. Verify with IGI.

If you are a legal worker who wants to change employer

1. Do not resign first. Keep your current legal status until everything is in place.
2. Verify that the new employer is registered or authorised, or works with an authorised agency, and is genuinely able to apply.
3. Confirm whether your change-of-employer application can be submitted before 7 August 2026 under the previous framework, or whether it falls under the new system from 8 August 2026.
4. Get written proof of every step from the new employer or agency.
5. Only move once the new employer can properly complete the procedure and your status will not be left exposed.

If you are outside Romania

1. Do not travel back just because someone says “amnesty”.
2. Check your Romanian residence status and whether a return decision exists against you.
3. Check whether you have a SIS or SINS alert, or a Dublin or Eurodac situation from an asylum application elsewhere.
4. Consider the border risk and whether you still fit the Romanian procedure at all.
5. Get your situation verified before making any travel decision, and do not pay anyone promising an easy return and legalisation.

Glossary of key terms

The new system uses many abbreviations and technical terms. Here is a short glossary to help you read official documents and understand conversations about your case.

• OUG 32/2026: the emergency ordinance (Ordonanță de urgență) governing foreign workers’ access to the Romanian labour market, in force since 27 April 2026.
• IGI: Inspectoratul General pentru Imigrări, the General Inspectorate for Immigration, the authority for visas, residence and immigration matters.
• WorkinRomania.gov.ro: the new electronic platform for registering employers, authorising agencies, submitting applications and managing the system.
• Single permit: a combined document allowing a foreigner to reside and work in Romania, linked to an EU directive on the single permit.
• Long-stay work visa (D/AM): the visa category for entering Romania for employment.
• CIM: contract individual de muncă, the individual employment contract.
• COR: the Romanian Classification of Occupations; your job has a COR code, and you should perform the work matching it.
• TRC / residence permit: the temporary residence card proving your legal stay.
• Shortage occupations list: the “Lista ocupațiilor deficitare”, occupations for which certain procedures may be initiated.
• Return decision: an official decision requiring a foreigner to leave Romania; it may exclude you from the regularisation.
• SIS: the Schengen Information System, which holds alerts including for return and refusal of entry or stay.
• SINS: the national information system used alongside SIS for alerts in Romania.
• Eurodac: the EU fingerprint database used mainly for asylum and irregular-migration registration.
• ANOFM: the National Agency for Employment.
• ANITP: the National Agency against Trafficking in Persons.
• Labour Inspection (Inspecția Muncii / ITM): the authority that supervises labour law and protects employees’ rights.

A calm message for workers and communities

If you are sharing this information with others, or if you simply want a clear summary to hold on to, here is the calm, practical message that serious organisations are using.

Do not panic, but do not wait. The law is not an automatic amnesty. Check your eligibility before going to IGI. Keep proof of everything. Do not resign without a verified new employer. Do not pay illegal fees. Do not sign documents you do not understand. If you left Romania, check your situation before returning. Ask for written documents, not promises.

There is real opportunity in this law for some people, and real risk for others. The difference between the two often comes down to information, timing and caution. The workers who do best are the ones who check their status early, act before the deadlines, keep careful records, and refuse to be rushed or pressured by anyone who cannot put their promises in writing.

Above all, remember the single sentence that protects more people than any other: declaring your address at IGI is not legalisation; it is only the first step. Treat every stage of this process with the same calm, document-everything seriousness, and you give yourself the best possible chance of staying, or becoming, legal.

Frequently asked questions

Is this law only an “amnesty”?

No. It is not only an amnesty. It is a broader law about foreign workers, employers, recruitment agencies, work permits, residence permits and changes of employer. The temporary regularisation is only one part of it.

I am already legal in Romania. Does the new law affect me?

It may, especially if you want to change employer, renew under the new system, or work with a new company after the transition period. Your existing permit does not automatically become invalid just because the law changed, but new rules can apply if you change employer.

I am legally working now. Should I resign before my new employer gets the work permit?

No, not unless you are very sure the new employer can complete the procedure correctly. The safest approach is: do not resign first, and do not leave your legal status unprotected. Make sure the new employer is compliant and able to apply properly before you make any move.

Does the new company have to be registered or authorised?

In many cases, yes. The system is built on the WorkinRomania.gov.ro platform, where employers and agencies are registered, authorised and monitored. There are registered employers, authorised employers and authorised placement agencies. Not every company that offers a job can necessarily hire a foreign worker legally.

Is it true that not all companies can hire foreign workers?

Yes. Under the new system, companies must meet legal conditions. Some need to be registered in the platform, some need authorisation, and others must work with an authorised placement agency. Depending on the category, the job may also need to be on the shortage occupations list.

What is the WorkinRomania.gov.ro platform?

It is the new official electronic platform for managing foreign workers. It is used for employer registration, agency authorisation, authorised employers, applications, shortage occupations, monitoring and communication between institutions.

From when does the new platform matter?

Until 7 August 2026, the new system is used mainly for registration, authorisation and testing. From 8 August 2026, employer changes and new procedures are expected to move under the new system. Because this is a transition period, be extra careful with employer changes.

I submitted documents to change employer before August. What happens?

If the application for the change-of-employer approval was actually submitted to IGI by 7 August 2026, it may be processed under the previous framework. But if the file was not really submitted and the employer or agency is only “looking for an appointment”, you may be at risk. Keep proof: emails, appointment requests, documents submitted and written confirmation.

I resigned and my 90 days are almost finished. What should I do?

Do not wait silently. Ask the employer or agency to send written communication to IGI explaining the situation and requesting guidance or an appointment, and keep all proof. If the delay is caused by the system or by the employer or agency, written proof may be important later.

I ran away from my company earlier in 2026. Can I become legal?

Maybe, but not automatically. It depends on whether you entered Romania for work, whether your passport is valid, whether your employer reported the contract termination, whether you have a return decision or a SIS/SINS alert, whether you are still in Romania, and whether you can find a compliant employer and meet the conditions before the deadline. You need an individual legal check.

I became irregular because my employer did not renew my permit. Can I apply?

Possibly, if you entered Romania for work, remained in Romania, have no return decision, no relevant SIS/SINS alert and meet the other conditions. You would still need to declare your address at IGI within the deadline and then find a compliant employer able to complete the procedure.

I entered Romania as a student. Can I use the amnesty?

Probably not under this specific temporary work-regularisation provision, because it refers to people whose stay ended after a work visa or single permit. There may be other legal options depending on your situation, so do not assume you are covered, and seek advice.

I entered as a tourist and overstayed. Can I use this law?

Probably not under the work-regularisation provision, which targets people connected to work-based entry and stay. You need legal advice for your specific case.

I left Romania and I am now in another EU country. Can I return and apply?

Be very careful. If you left Romania, applied for asylum elsewhere, gave fingerprints, received a return decision or have any alert, returning may be risky. Verify your legal situation before travelling, and do not pay anyone who promises an easy return and legalisation.

What is SIS?

SIS is the Schengen Information System. It contains alerts used by Schengen countries, including alerts for return decisions and for refusal of entry or stay. A SIS alert for return or refusal may block your regularisation.

Is giving fingerprints for asylum the same as having a SIS alert?

No. Asylum fingerprints are usually stored in Eurodac, not automatically in SIS. But if you applied for asylum or stayed irregularly elsewhere, there may be other consequences. Fingerprints do not automatically mean SIS, but you must check your situation before returning to Romania.

What is Eurodac?

Eurodac is an EU fingerprint database used mainly for asylum and irregular-migration registration. It helps states check whether someone already applied for asylum or was registered in another country. It is different from SIS, but both can matter in migration procedures.

My residence card is valid until 2027, but I left Romania. Can I come back?

Do not rely only on the date on the card. Your right to return may depend on whether the permit is still valid in the system, whether the employment relationship still exists, whether a return decision or alert exists, and what happened after you left. Check before travelling.

My employer asks me to pay money or they will cancel my contract. Is this legal?

It depends on what the money is for, so be very careful. Ask for a written explanation, an invoice or legal basis, what service the amount covers and who is legally responsible for that cost. If money is demanded informally without documents, it may be abusive or illegal. Keep proof and contact the Labour Inspection, IGI, the Police, ANITP, ANOFM or a legal-aid provider.

Can recruitment agencies ask workers for money?

Be careful. Do not pay recruitment or placement fees without legal documents. Ask what the amount is for and who is legally required to pay it, and keep proof of all payments and messages. The new law is clearly trying to prevent abusive fees and exploitation.

Can I work right after declaring my address at IGI?

No, not automatically. Declaring your address is only one step. You still need to complete the procedure and obtain the legal right to work and reside. In some regularisation cases the contract is prepared without a start date, which is added later after the permit is issued.

Should I accept any job just to become legal?

Be practical, but do not accept fake jobs. Check the company name, registration details (CUI), the real workplace, the salary, working hours, accommodation conditions, who pays what, the contract language, and whether the employer or agency is authorised or registered. A fake job can leave you worse off.

What if I have been irregular for several years?

Time alone does not solve the problem. You still need to check how you entered Romania, whether you have return decisions or SIS/SINS alerts, whether your passport is valid, whether you can find a compliant employer, and whether you meet all the conditions. Long stay does not mean automatic eligibility.

I am Ukrainian, Moldovan or Serbian. Are there special rules?

The ordinance mentions certain categories, including citizens of Moldova, Ukraine and Serbia with full-time employment contracts, in relation to the single-application categories. But your individual status still matters, and nationality alone does not give automatic eligibility.

What is the safest advice for legal workers right now?

If you are legal and currently employed, stay with your current employer until the new employer is clearly verified and able to submit the application correctly. Do not create a gap in your legal status unless you fully understand the consequences.

What is the safest advice for irregular workers still in Romania?

Act quickly. Check whether you entered Romania for work, whether you have a return decision or possible SIS/SINS alerts, and make sure your passport is valid or renewal is documented. Declare your real address at IGI within the deadline, start looking for a compliant employer, keep all documents, do not pay scammers, and do not rely only on Facebook comments.

What should I do if I receive a letter from IGI?

Do not ignore it. Check what type of letter it is, the deadline, and whether it is a request for documents, an invitation, a rejection, a return decision or another measure. Check whether you can respond or appeal, and whether you need a lawyer. Act immediately and keep a copy.

What should I do if the agency says they are “still looking for an appointment”?

Ask them to put everything in writing. Ask for proof that they tried to book the appointment, the date your file was prepared, the documents submitted, the email sent to IGI, confirmation from the employer, and the name of the responsible person. Do not rely only on verbal updates, because if a deadline passes, written proof of your good-faith efforts can matter.

After I register at IGI, do I have to wait months before finding a job?

No. You can start looking for a serious employer immediately. But the employer’s ability to apply under the new system depends on the platform, registration or authorisation, and the transition rules, which is exactly why you should not wait until the last minute to begin.

Can food delivery and similar companies issue permits?

Only if they meet the legal requirements and the job and procedure fit the new rules. The real questions are not about the type of company but about whether the employer is registered or authorised, whether the job is eligible, whether the contract is real, whether the employer can legally submit the application, and whether you are still legal or eligible for regularisation.

I have long-term residence or family-member residence with the right to work. Does this affect me?

Probably not in the same way. People with long-term residence, family-member status or another status that gives free access to the labour market may not depend on an employer for a work permit in the same way. But you should still follow any notification obligations that apply to your particular status.

What is the safest advice for people who are outside Romania?

Do not travel back just because someone says “amnesty”. First check your Romanian residence status, whether a return decision exists, whether you have a SIS or SINS alert, and whether you have any Dublin or Eurodac implications from an asylum application elsewhere. Consider the border risk and whether you still fit the Romanian procedure, and verify everything before making any travel decision.

This article is general information and does not constitute legal advice. Dates, conditions and procedures under OUG 32/2026 may change and depend on your individual situation. For your own case, always check directly with the General Inspectorate for Immigration (IGI) and, where possible, seek qualified legal assistance. Be especially cautious before travelling to or from Romania, before resigning from a legal job, and before paying any money or signing any document you do not fully understand.