Hire talent in Romania.
No entity.
Full compliance.
Access Romania’s deep pool of skilled professionals — engineers, IT specialists, finance and operations talent — without the cost or delay of incorporating a legal entity. We become the employer. You retain full control.
Why companies choose Romania
- Romanian employment law expertise, in-house
- Payroll processed on Romanian statutory calendar
- Social security contributions — FNUASS, CAS, CAM — fully managed
- Compliant employment contracts in Romanian and English
- Direct Bucharest presence, not a third-party reseller
Romania is one of Europe’s most compelling hiring markets.
Here’s why globally scaling companies are building Romanian teams — and why getting the compliance right is non-negotiable.
A deep IT and engineering talent pool
Romania produces over 8,000 STEM graduates annually and is home to major R&D centres for Oracle, Amazon, Bitdefender, and Continental. Bucharest, Cluj, and Iași are established tech hubs.
Competitive labour costs within the EU
Salaries for senior engineers and finance professionals are typically 30–45% lower than equivalent roles in Germany, France, or the Nordics — under full EU employment standards.
Full EU regulatory alignment
Romania operates under GDPR, the Posted Workers Directive, and EU social security coordination rules — no third-country compliance risk.
English-proficient, multilingual workforce
High English proficiency across professional sectors, with French, German, and Italian widely available — especially in multinational-dense city centres.
Complex local compliance, however
Romanian Labour Code, social contribution structures, RevSal reporting, and REVISAL obligations reward those who get compliance right — and penalise those who don’t.
No entity requirement with EOR
Setting up a Romanian SRL takes 4–12 weeks and creates permanent administrative obligations. Our EOR service eliminates that entirely.
From shortlist to employed in days.
We handle every step of the employment lifecycle in Romania — from contract to payroll to offboarding.
You tell us who to hire
Share the candidate details, role, salary, and start date. We handle everything from there.
Day 1We draft the employment contract
Compliant with Romanian Labour Code. Bilingual (RO/EN). Signed via our secure platform.
Day 2–3REVISAL registration and ANAF notification
We register in REVISAL and handle all mandatory fiscal notifications before the first working day.
Before start datePayroll, CAS, CAM, FNUASS — monthly
All social security contributions and income tax withheld and paid on the statutory calendar.
MonthlyOngoing HR and compliance support
Leave, sick pay, benefits, and any Labour Code changes — managed by our in-house team.
ContinuousEverything the Romanian Labour Code requires — and more.
Our EOR service covers the complete employment compliance stack. No gaps, no subcontracting to third parties.
-
Employment contracts
Romanian Labour Code-compliant contracts, registered in REVISAL prior to start date as required by law.
-
Payroll processing
Gross-to-net calculations, income tax withholding, payslip issuance, and payment on Romanian statutory payroll dates.
-
Social security contributions
CAS (25% employee), CAM (2.25% employer), FNUASS (10%) — calculated, declared, and remitted monthly to ANAF.
-
Annual leave and statutory benefits
Minimum 20 days annual leave entitlement, sick pay administration, and all statutory benefits under Romanian law.
-
Termination and offboarding
Compliant notice periods, documentation, and REVISAL deregistration. Mitigating risk at every exit.
-
Cross-border social security coordination
A1 certificate management for posted workers and applicable legislation analysis under EU Regulation 883/2004.
The Nestlers difference
We are not a global platform reselling local partners. We are the local partner — operating in Romania, for Romania.
Hiring in Romania without the right structure is a liability.
Many companies enter Romania via informal arrangements — engaging workers as independent contractors, relying on umbrella structures, or delaying entity incorporation while staff are already working. Each creates documented legal and financial exposure.
The Romanian Labour Inspectorate (ITM) actively audits undeclared work. ANAF pursues unpaid social contributions with interest and penalties. Misclassification of employees as freelancers is one of the most frequently cited violations in cross-border workforce audits.
“The question is not whether you can afford to use an Employer of Record. It’s whether you can afford not to.”
-
Undeclared employment (muncă la negru)
ITM fines per undeclared employee, plus back-payment of all contributions from the actual start date.
-
Contractor misclassification
ANAF may reclassify PFA/SRL-based arrangements as employment, triggering social security arrears and income tax liabilities.
-
REVISAL non-compliance
Failure to register employment contracts in the national registry before commencement is a strict-liability offence.
-
Permanent establishment risk
Employees working in Romania without a registered entity can trigger corporate tax obligations for the foreign parent.
-
Cross-border social security gaps
Without A1 certificates or correct applicable legislation determinations, dual social security contributions become a real risk.
Most EOR providers are generalists. We are specialists.
The difference matters when your employee’s payroll is due, a contribution deadline is approaching, or an immigration status change affects their right to work.
Immigration, social security, tax and payroll — one team
Most EOR providers outsource at least one of these. We manage immigration status, A1 certificates, payroll, and tax in a single workflow. When an employee’s situation changes, the entire compliance picture updates — not just one layer.
We operate in Romania — we are not reselling access to it
Nestlers is the local partner. Direct. Accountable. With a Romanian address and Romanian-qualified practitioners.
We understand the Romanian inbound and outbound market in depth
From TCN immigration to Posted Workers Directive compliance, A1 certificates, and the Romanian Labour Code — this is our primary domain, not one service line among many.
We had engineers ready to start in Bucharest. Nestlers had them compliant and on payroll in under a week — employment contracts, social security, everything. No entity, no delays.
HR Director, Northern European Technology Company Entering Romania via EOR, 12 employees onboarded
What companies ask before hiring in Romania.
Do I need a Romanian legal entity to hire employees here?
No. Under an EOR arrangement, Nestlers Group acts as the legal employer in Romania on your behalf. You direct the work; we handle all employment, payroll, and compliance obligations. No SRL incorporation required.
How quickly can you onboard an employee in Romania?
In most cases, 3–7 business days from the point we receive complete employee information. This includes contract drafting, REVISAL registration, and ANAF notification — all required before the first working day.
What are the main employer social security costs in Romania?
The employer contribution is primarily CAM (Work Insurance Contribution) at 2.25% of gross salary. The employee bears CAS (25%) and FNUASS (10%). We provide full gross-to-net modelling before you commit to any offer.
Can you hire third-country nationals (non-EU citizens) in Romania via EOR?
Yes. Nestlers manages the full work permit and residence permit process for TCNs in Romania, including the employment authorisation from the General Inspectorate for Immigration — integrated within our EOR workflow.
What happens to social security if an employee moves between Romania and their home country?
This is governed by EU Regulation 883/2004 (for EU/EEA employees) or bilateral social security agreements. We determine the applicable legislation and manage A1 certificates or equivalent documentation to prevent dual contributions.
How is the EOR different from a staffing agency arrangement?
A staffing agency introduces workers. An EOR becomes the legal employer — responsible for the full employment contract, statutory benefits, tax withholding, and contributions. The distinction is significant under Romanian Labour Code and ANAF regulations.
