Living and working conditions: Romania

Jobseekers who are EU or EEA citizens can contact the National Employment Agency (ANOFM), which is Romania’s public employment office, through its local branches. They have free access to the Romanian labour market. Nationals of other Member States of the European Union are employed under the same conditions as Romanian nationals and have to complete all the formalities for starting employment, from obtaining a medical certificate issued by an occupational doctor confirming that the future employee is fit for work, to the notification by the employer to the Labour Inspectorate of the individual employment contract. It is recommended that sufficient time be allowed between signing the individual employment contract and starting work at the Romanian employer, so as to enable the EU national to complete all the required formalities.

Interested persons may contact and register with one of the 41 employment agencies in the counties or in Bucharest, or with one of the 70 local employment agencies spread throughout the country.

County agencies provide information, counselling and mediation services for jobseekers or unemployed persons, as well as information and counselling services for employers. The services offered are free of charge. 

County employment agencies and the ANOFM have a database with all the vacancies offered by Romanian employers. Employers are required by law to declare all their vacancies to the National Employment Agency. Interested persons can view job vacancies under the ‘Persoane fizice/Locuri de muncă’ (Individuals/Jobs) section on the ANOFM website. Details of the vacancies are displayed only in Romanian.

EU/EEA citizens who are unemployed and are receiving unemployment benefits in another EU/EEA state, and who are seeking a job in Romania, may export their unemployment benefits (for a maximum period of 3 to 6 months), provided that they register as jobseekers with the county employment agency covering the area where they have established their residence in Romania.

Jobseekers may also contact one of the EURES advisers available with each county employment agencies. Contact details of these advisers can be found on the ANOFM website under the 'EURES' section, subsection 'EURES Romania'

Providers of specialised services for boosting employment, both Romanian and from other EU/EEA Member States, also operate on the national labour market, in accordance with the law. On the ANOFM website, under the ‘Registre’ (Registers) section, one can consult the National Register of Private Employment Services Providers who are accredited to operate on the national market.

Another way of finding a job in Romania is to check various web portals that are a major source of vacancy notices. Job vacancies published directly by employers can be viewed there and interested persons may upload their CVs to these portals.

The national, regional and local newspapers also contain many classified job advertisements (both job offers and requests for work).

If the vacancies listed in the different publications or on the internet do not meet the jobseekers’ expectations or if jobseekers wish to work for a company that has not advertised the position in which they are interested, jobseekers can still apply by sending an unsolicited application (CV, possibly accompanied by a photograph and a cover letter) to the human resources department of the company concerned.

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Any application should meet the job requirements and provide a first impression of the applicant's profile. The most common way of applying is to send a CV, which may be accompanied by a cover letter (maximum 1 page) describing the reasons for applying for the job concerned. The CV should be drawn up in Romanian. If one of the requirements is knowledge of a foreign language, the CV should also be submitted in an international language.

Regarding the CV format, standard CV templates should be used. The EURES network in Romania recommends the use of the Europass CV model. A CV contains the applicant’s skills, qualifications and experience, presented chronologically (when filling in the ‘Work Experience’ section, it is customary to begin either with the current job or with the most recent one).

The Europass model of CV and the directions for completing it can be found both on the Europass website and on the website of the National Qualifications Authority.

At the interview, the applicant should bring along a CV as well as any other supporting documents confirming their education and qualification, as applicable and depending on the employer's requests (high-school diploma, university degrees, training certificates, certificates or credentials from previous jobs, etc.). Employers may ask applicants to take a psychological test.

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Definition

In accordance with the legal framework of each Member State, trainees are higher education graduates who have a bachelor's degree or its equivalent and, when starting employment, are hired under an individual employment contract to occupy a vacancy depending on their specialisation.

Traineeships are performed in accordance with the conditions set out in Law No 335/2013 on the performance of traineeships for higher education graduates, as subsequently amended and supplemented, in Government Decision No 473/2014 on the methodological norms applied to traineeships, and in the Labour Code.

Overview

Traineeships last 6 months, with certain exceptions for professions regulated by special legal provisions (doctors, lawyers).

The traineeship contract is to be entered into by and between the employer and the trainee, as an annex to the individual employment contract. The traineeship contract has to be concluded in writing, in Romanian, according to a framework model established by law.

The traineeship is based on an activity schedule approved by the employer, at the proposal of the head of the department where the trainee is to work. The employer designates a mentor who will supervise the trainee and will participate in the trainee’s assessment at the end of the traineeship. The trainee undertakes to work for and under the employer’s authority in exchange of a salary, based on the individual employment contract and on the traineeship contract.

The trainee’s performance is assessed 5 days prior to the completion of the traineeship period by taking into consideration the extent to which the objectives pursued and the performance indicators have been achieved, the competences and skills acquired during the traineeship, and the trainee’s report. The traineeship is successfully completed when validated by a certificate to this end signed by the employer. The traineeship is considered a period of service. A negative assessment leads to the issuance of a stage-completion certificate.

Eligibility

Any citizen of a EU/EEA member state or of the Swiss Confederation who fulfils the criteria (higher education graduate without professional experience or practice in the acquired specialisation, domiciled or residing in Romania) may apply for a traineeship. Individuals who benefit from international protection as well as stateless citizens in Romania may also apply.

Implementation

Law No 335/2013 on traineeships sets out the traineeship conditions in order to facilitate young people’s transition from educational establishments to the labour market and strengthen the professional skills and competences necessary for meeting practical requirements at the workplace.

The law focuses on the following aspects: promoting access to the labour market for higher education graduates; improving employment and training conditions; minimum conditions for a qualitative traineeship and the definition of professional objectives; a reasonable work schedule; appropriate social security and payment terms; enforcement of all parties’ rights and obligations; firm contractual agreements both with the undertakings and public services.

Living and Working Conditions

The trainee’s basic monthly salary, as established in the individual employment contract, is negotiated between the parties (trainee and employer) for a schedule of 8 hours/day and 40 hours/week, in accordance with the law and with the applicable collective labour agreement. The gross monthly salary of the trainee cannot be lower than the guaranteed national minimum gross basic salary (in 2022, of RON 2 550, approximately EUR 510).

Where can you find job offers?

Romania does not have an institution responsible for organising traineeships or centralising all the traineeship offers within a single database.

Applicants may contact county employment agencies (local branches of the National Employment Agency). Contact details of the local branches of the ANOFM: http://www.anofm.ro, under the Contact section. The same website publishes vacancies at national level, only in Romanian.

Information about traineeship opportunities may be found on the websites of universities and of public and private entities of Romania.

• Bucharest Academy of Economic Studies: http://centruldecariera.ase.ro/
• University of Bucharest: http://unibuc.ro
• ‘Alexandru Ioan Cuza’ University of Iași: https://cariera.uaic.ro/
• 'Babes Bolyai' University of Cluj: http://ccarma.centre.ubbcluj.ro/
• Politehnica University of Timișoara: http://www.ccoc.upt.ro/
• National School of Political and Administrative Studies of Bucharest: http://snspa.ro/studenti/cariera/consiliere-in-cariera/
• Romanian Government: http://www.gov.ro

Vacancies are also published on company websites.

Funding and support

Based on the individual employment contract, the trainee receives a salary at least equal to the minimum gross monthly salary (RON 2 550 in 2021, approximately EUR 510).

Other sources of funding and support:

EURES Targeted Mobility Scheme: https://ec.europa.eu/eures/public/eures-services/eures-targeted-mobilit…

Where can you publish job offers?

In accordance with the national legislation, employers have to declare all vacancies, including traineeships, with the local branches of the National Employment Agency (ANOFM). Contact details of the county employment agencies are available on the ANOFM website:  http://www.anofm.ro.

Many companies promote traineeship opportunities on their own websites, on the websites of universities and on private online employment portals.

• Bucharest Academy of Economic Studies: http://centruldecariera.ase.ro/
• University of Bucharest: http://unibuc.ro
• ‘Alexandru Ioan Cuza’ University of Iași: http://cariera.uaic.ro/
• 'Babes Bolyai' University of Cluj: http://ccarma.centre.ubbcluj.ro/
• Politehnica University of Timișoara: http://www.ccoc.upt.ro/
• National School of Political and Administrative Studies of Bucharest: http://snspa.ro/studenti/cariera/consiliere-in-cariera/
• Romanian Government: http://www.gov.ro
• Private job search engines: http://www.hipo.ro/, https://www.ejobs.ro.

Funding and support

According to Law No 335/2013, traineeships may benefit from funding from the following sources:

• employers’ own resources;
• European structural and investment funds;
• national public funds approved within the unemployment insurance budget;
• sponsorships from natural and/or legal persons;
• other sources (e.g. donations).

Private employers entering into traineeship contracts/agreements with the employment agencies in the counties or in Bucharest, depending on the location of the company’s registered office, receive, on request, throughout the duration of the traineeship and for each trainee a lump sum of RON 2 250 per month (approximately EUR 450). The funds are assigned from the unemployment insurance budget, within the limits of the funds assigned for this purpose. The employers that benefit from such financial support are bound to maintain the employment relationship with the trainees throughout the period covered by the traineeship contract. This lump sum is not granted to employers that are institutions and public authorities.

Contact details of the local branches of the ANOFM are available on: http://www.anofm.ro.

Other sources of funding and support:

EURES Targeted Mobility Schemes: https://ec.europa.eu/eures/public/eures-services/eures-targeted-mobilit…

Legal framework

Apprenticeships are regulated by Law No 279/2005 on apprenticeship at the workplace, by Government Decision No 855/2013, both of which as subsequently amended and supplemented and by the Labour Code.

An apprenticeship is the vocational training performed at the workplace based on an apprenticeship contract. Apprenticeship contracts may be entered into by individuals who meet cumulatively the following conditions:

• take steps to find a job, either on their own or by registering with the employment agency (to which they belong by their place of residence) or with another employment services provider licensed under the law;
• have reached the age of 16;
• do not have the qualifications for the job subject to the apprenticeship;
• meet the conditions for accessing vocational training by means of apprenticeship, depending on the qualification levels established by law.

The main objectives of the apprenticeship at the workplace are:

• to provide interested persons aged 16 or more with the possibility to obtain a qualification within the vocational training system for adults that enables them to find a job and continue their education;
• to allow employers to benefit from qualified and qualitative employees, meeting their own requirements;
• to facilitate the social integration of the interested persons aged 16 or more in accordance with their professional expectations and the necessities of the labour market.

The apprenticeship contract is a specific type of fixed-term individual employment contract based on which the apprentice undertakes to undergo vocational training and work for and under the employer’s authority, while the latter undertakes to ensure salary payment and all the necessary vocational training conditions. The contract must be concluded in writing, in Romanian, signed by both parties. It must be registered with the regional labour inspectorate within 20 days prior to the commencement of the apprenticeship. The rights granted under an apprenticeship contract are the ones granted under an employment contract.

Description of apprenticeship schemes

The length of the apprenticeship is established depending on the job/qualification for which the apprentice is to train, as well as depending on the competences previously acquired by the apprentice, but it should not be shorter than:

• 6 months, for people who have completed at least their primary education and who are to acquire competences matching the requirements of a level 1 qualification (180 hours);
• 12 months / 24 months / 36 months for the acquisition of competences matching a level 2 (360 hours) / level 3 (720 hours) / level 4 (1 080 hours) qualification.

The apprentice may be subject to a probationary period not exceeding 30 working days. The apprentice who terminates their employment contract after the probationary period for reasons attributable to them can only benefit from another apprenticeship in 2 years after the termination of the apprenticeship contract. Vocational training covers both theoretical and practical training, in accordance with the legal provisions and, as applicable, in accordance with the special laws regulating that job. The length of time required for the theoretical training of the apprentice is included in the normal work schedule.

The providers of vocational training for apprenticeship at the workplace may be educational facilities and establishments, employers, other trainers authorised/accredited for that qualification. Employers interested in organising apprenticeships have to declare the vacancies that may be filled by apprenticeship contracts at the local branches of the National Employment Agency (ANOFM) to which they belong by the place of residence / registered office of their company.

In order to participate in an apprenticeship scheme, jobseekers have to file an application with the local branches of the National Employment Agency, depending on their domicile.

Contact details of the local branches of the ANOFM are available on: http://www.anofm.ro

Eligibility

Nationals of the EU/EEA states and their family members may be hired as apprentices. Foreign nationals and stateless citizens who have obtained a work permit in accordance with the legal provisions may also be hired as apprentices.

People with reduced capacity to work and the disabled can participate in apprenticeship schemes based on a referral issued by a specialised physician.

Living and Working Conditions

The gross basic monthly salary established in the apprenticeship contract is at least equal to the gross minimum monthly salary established each year by the government. For 2022, the gross minimum monthly salary is RON 2 550, approximately EUR 510.

Working hours are limited to 8 hours per day and 40 hours per week; for young people under the age of 18 working hours are limited to 6 hours per day and 30 hours per week.

Where can you find job offers?

Applicants may contact the local branches of the National Employment Agency (ANOFM). Addresses and websites may be accessed on the ANOFM website: http://www.anofm.ro.

On the same website, applicants can view directly vacancies at national level marked as available for apprentices in Romania by visiting the section ‘Persoane fizice / Locuri de muncă vacante’ (Individuals/Vacancies).

Funding and support

The apprentice receives a salary at least equal to the minimum gross monthly salary (RON 2 550 in 2022, approximately EUR 510).

For further information, interested persons may contact the employment agencies in the counties or in Bucharest.

Contact details of the local branches of the ANOFM are available on: http://www.anofm.ro

Other sources of funding and support:

EURES Targeted Mobility Schemes: https://ec.europa.eu/eures/public/eures-services/eures-targeted-mobilit…

Where can you publish job offers?

Employers interested in organising apprenticeships have to declare the vacancies that may be filled by apprenticeship contracts at the local branches of the National Employment Agency (ANOFM) to which they belong by the place of residence / registered office of their company.

Contact details of the county employment agencies are available on the ANOFM website: http://www.anofm.ro.

Funding and support

Apprenticeship at the workplace may be financed by:

• employers’ own resources;
• sponsorships from natural and/or legal persons;
• European structural and investment funds and national public funds approved within the unemployment insurance budget;
• other legal sources (e.g. donations, fees).

The employers that enter into an apprenticeship contract with local unemployment agencies under the provisions of Law No 279/2005 on apprenticeship at the workplace may benefit, on request, throughout the entire period of the apprenticeship contract, from a sum amounting to RON 2 250/month (approximately EUR 450) for each apprentice, granted from the unemployment insurance budget, within the limits of the funds assigned for this purpose.

Contact details of the county employment agencies are available on the ANOFM website:  http://www.anofm.ro.

Other sources of funding and support:

EURES Targeted Mobility Schemes: https://ec.europa.eu/eures/public/eures-services/eures-targeted-mobilit…

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

In order to avoid potential complications, prior to leaving the country it is recommended that jobseekers know where they will live in Romania. There are many possibilities to find accommodation, depending on the budget and individual preferences.

Renting

If you wish to rent an apartment, you are advised to browse the real estate sections of printed or online newspapers. You can also contact a real estate agent (check the 'Pagini Aurii' – Yellow Pages). Rents depend on the size of the property, its location and furnishings (furniture, appliances, etc.). You need to have a valid identity document in order to rent accommodation and to sign an agreement with the owner. The agreement must be official, in writing. As a rule, rent does not include utilities (electricity, gas, water, heating, telephone), which must be paid separately by the tenant. Owners must ensure that tenancy agreements are registered with the tax authority with which they are registered as taxpayers and that the applicable taxes are paid. When you pay the rent by other means than a bank transfer, you are advised to make sure that you get a receipt from the owner proving that you made the payment.

Student accommodation

Students travelling for study or work in Romania can live in student residences or can rent studios or apartments. Information on accommodation availability in student residences can be found on the websites of the universities. 

Finding an apartment on the internet

Along with the traditional ways of finding an apartment (in the written press or through real estate agencies), we also advise you to access estate agents’ websites where offers by both real estate agencies and individuals are advertised. 

Buying a property

In the context of increased demand and rising construction costs, apartment prices are expected to continue the upward trend. The national average amount requested in major cities for an old or a new apartment reached EUR 1 707 per usable square metre at the end of April 2022.

The prices of apartments vary from one city to another. For example, in April 2022, according to the Imobiliare.ro index, the highest prices were recorded in Cluj-Napoca (EUR 2 411 per usable square metre), Bucharest (EUR 1 692 per square metre), Brașov (EUR 1 560 per square metre), Timisoara (EUR 1 450 per square metre) and Iași (EUR 1 274 per square metre).

When buying a property, all the documents must be authenticated at a notary’s office. As part of the purchase procedure buyers must sign contracts with suppliers for the following utilities: electricity, gas, water, telephone and heating, etc. and they must contact their building managers. Invoices for utilities have to be paid by the due date, usually on a monthly basis, or the supply of such services may be interrupted.

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EU/EEA citizens who wish to enrol their children in the Romanian educational system have the following options: state educational institutions and private educational institutions.

Before moving to Romania you are advised to do at least some basic research regarding the types of educational institution located close to the new place of residence and to find out whether a school has the administrative capacity to receive new children. When transferring children to a school in Romania, it is very important that parents produce certificates indicating the studies completed by their children in their country of origin.

In general, the catchment principle applies, i.e. the proximity of the residence to the educational institution. This means that educational institutions (up to the level of high school) in a certain location guarantee places for the children living within that area. Any remaining places are then allocated to children from outside the local area. No examination is required for children to be enrolled at nursery school, primary school or lower secondary school. The only requirement is to present a medical certificate indicating the child’s pathological conditions, if any. Admission to high schools and colleges takes place via a computer-based allocation process, following written national evaluation tests, and taking into account the average grades received in lower secondary school. Admission to universities can be based on an examination, on the applicant’s file or on the applicant’s file and a cover letter.

Private education establishments (kindergartens, high schools, universities) charge fees both for enrolment and for tuition. Moreover, public higher education establishments charge fees for enrolment and tuition. Tuition fees apply to students admitted on places that are not funded by the public budget.

Information about the Romanian educational system can be found on the website of the Ministry of National Education, by contacting local authorities, or by accessing specialised portals.

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

EU/EEA/Swiss Confederation citizens and their family members may enter Romania after presenting a national identity document or a valid passport. Family members of the EU/EEA/Swiss Confederation citizen who are not EU citizens may enter Romania using a valid passport bearing an entry visa granted by a Romanian diplomatic mission or consular office, on request, on the basis of a fast-track procedure (48 hours) with the prior approval of the National Visa Centre of the Ministry of Foreign Affairs. A visa is necessary when any family member of a EU/EEA/Swiss Confederation citizen comes from a state to which these conditions apply to enter Romania. Any family member who is not a EU citizen is exempted from the obligation to obtain a visa if they meet two conditions cumulatively: if they are accompanying or joining an EU/EEA/Swiss Confederation citizen exercising their right of residence within the territory of Romania and if they hold a valid document proving their residence in another Member State as a family member of the EU/EEA citizen they are accompanying or joining in Romania.

EU/EEA/Swiss Confederation citizens entering Romania have a right of residence for a period of 3 months following the date of entry, without any additional conditions. By way of exception, EU/EEA/Swiss Confederation citizens entering Romania and seeking a job have a right of residence for a period of up to 6 months following the date of entry, without any additional conditions. Family members of EU/EEA/Swiss Confederation citizens, who accompany or join these citizens later, have the same right of residence in Romania, irrespective of citizenship.

EU/EEA/Swiss Confederation citizens wishing to stay in Romania for more than 3 months must have their residence registered and obtain a registration certificate from the local branches of the Inspectorate-General for Immigration. They have the right to residence for a period longer than 3 months if they are in one of the following situations: they have worker status; they have health insurance and the necessary means of support for themselves and their family members, at least at the level of the guaranteed minimum income applicable in Romania; they are enrolled with an institution in Romania which provides education or ongoing professional training and they have the means required in order to support themselves and their family members; they are members of the family of a European citizen meeting one of the conditions above or of a Romanian citizen residing in Romania.

Family members who are not EU/EEA/Swiss Confederation citizens have the right to reside for more than 3 months if they are accompanying or joining the EU/EEA/Swiss Confederation citizen meeting one of the aforementioned conditions.

EU/EEA citizens or their family members who have uninterrupted legal residence in Romania for a period of at least 5 years may apply for permanent residence and for a permanent residence card. People who do not have EU citizenship but have resided uninterruptedly in Romania for a period of at least 5 years as family members of a EU/EEA/Swiss Confederation citizen who is a resident or a permanent resident enjoy the same right. A residency card is issued by the Inspectorate-General for Immigration on the basis of an application filed within the first 3 months after the date of arrival in Romania.

Links:

Check the website of the Inspectorate-General for Immigration as well as the website of the Border Police for information regarding the entry in Romania, registration of the residence and the residence permit. It is also recommended to contact the diplomatic mission of Romania in your country to obtain further information on the entry conditions.

For general information regarding the working and living conditions in Romania, you can contact a Romanian EURES adviser. Prior to leaving for Romania, make sure you have received an employment contract. Take a copy of the employment contract with you. After starting employment, the employer will enter the employment contract in the General Employee Register, which is an application made available to employers by the Labour Inspectorate.

Check that you have on you the identity documents, a CV, certificates and reference letters confirming your education and professional experience (preferably translated into Romanian), documents confirming your family status, marriage certificate, birth certificate. Check that your driving licence is valid. Do not forget to take with you a valid health insurance document, preferably the European Health Insurance Card (for you and your family, if applicable).

If you receive unemployment benefits in your country of origin and you wish to maintain your entitlement to the payment thereof in Romania, ask the institution paying your employment benefits to issue a U2 European form. In that case, you must register with the county employment agency in the county where you live in Romania, within 7 days of the date you are granted the export of your unemployment benefits.

As a European citizen, after registering your stay at the regional structures of the Inspectorate-General for Immigration, you will obtain the document proving your residence in Romania (a registration certificate for you, a residence card for your family members, where appropriate, a permanent residence card, if applicable) including personal identification number, which is important in your relationship with the banks (setting up an account), with other institutions, for tax payment purposes, access to medical services, etc.

Accommodation/Housing

Try to find accommodation preferably before leaving your country and research renting/housing prices. For more information on accommodation, please see point 2.2.

Family

As a mobile worker, you and your family have the same rights as domestic workers. The members of your family may accompany you and are entitled to work and study in Romania. For families with children, it is very important to start looking for places in kindergartens or schools early, and bring with them all the relevant documents issued by the competent authorities in their country of origin.

The national currency is the 'leu' (RON). Foreign currencies can be exchanged at the airport, at banks or at private exchange offices. In the case of private exchange offices, you should watch out for any transaction fees charged.

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Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

According to the Labour Code, an individual becomes able to work at the age of 16. However, with the consent of their parents or legal guardians an individual may sign an employment contract as a salaried person at the age of 15, with a view to carrying out activities that are appropriate for their stage of physical development, skills and knowledge, provided that this does not jeopardise their health, development or professional training. Difficult, harmful or hazardous jobs may be performed only by persons aged 18 or over; these jobs are determined by Government Decision.

The employment contract may be permanent or fixed-term, with full-time or part-time working hours. For full-time employees, a full-time employment contract involves 8 working hours per day (40 hours / 5 days a week). The distribution of the working time per week is usually even and it includes 2 days of rest. Depending on the profile of the company, one may opt for an uneven distribution of the working time provided that the normal working period of 40 hours/week is complied with. The maximum number of legal working hours may not exceed 48 hours per week, including overtime. There are exceptions allowing an extension of the maximum period, but they are subject to strict legal rules.

The Labour Code also includes provisions on temporary agency work. This work is provided by a temporary employee who has entered into a temporary employment contract; the employee is made available to a user for temporary work under that user's management and supervision. The temporary work mission cannot last longer than 24 months. It may be extended under certain conditions, for successive periods which, added to the initial length of the mission, cannot exceed a period of 36 months.

The probationary period is a common option in employment relationships between employees and employers, between temporary work agencies and temporary employees. In the case of permanent employment contracts, the probationary period shall be a maximum of 90 calendar days for operational positions, a maximum of 120 calendar days for management positions and a maximum of 30 days for the disabled. For graduates of higher education institutions, the first 6 months after starting their job are considered an internship. This does not apply to professions for which the internship period is governed by special laws. Any probationary period counts as length of service. During the probationary period, the individual employment contract shall be terminated by simple notice and the employee shall not be required to remain during the notice period.

EU citizens may occupy any position except that of civil servant, which requires Romanian citizenship.

If a person wishes to provide occasional services (self-employment), they may choose to enter into a collaboration contract with the employer. This type of contract is governed by the Civil Code. The most common forms of collaboration contract are the service provision contract and the copyright contract.

As regards seasonal work in Romania, the Labour Code regulates the employment of seasonal workers. The worker shall enter into a full-time fixed-term individual employment contract with the employer for the provision of activities that are carried out depending on the succession of the seasons. Non-EU-based foreign workers (with their main residence in a third country) may also work as seasonal workers in Romania under a fixed-term individual employment contract entered into with an employer, but on the basis of the employment notification issued by the Inspectorate-General for Immigration.

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An employment contract is required by law. Several elements are set out in this contract, such as: the identity of the parties, the job, the employer’s registered address, a job description, job-specific risks, the start date of the contract, the amount of annual leave to which an employee is entitled, the basic salary, any other elements included in the remuneration, the frequency of salary payments, the normal working hours (in hours/day and hours/week), the collective labour agreement governing an employee’s working conditions and any other applicable clauses. A person may be employed only on the basis of a medical certificate attesting that they are fit to carry out the work.

The individual employment contract has to be concluded in Romanian, exclusively in writing, on the basis of the parties’ consent, prior to starting work. The obligation to conclude the employment contract in writing lies with the employer.

Individual employment contracts are entered by the employer in the General Employee Register. The employer should hand a copy of the employment contract signed by both parties to the worker, prior to them starting work. Fixed-term individual employment contracts may be drawn up for a period of up to 36 months. Where a fixed-term individual employment contract has been concluded to replace an employee whose employment contract has been suspended, the fixed-term contract expires as soon as the causes determining the suspension of the latter’s individual employment contract cease.

Any amendment to the terms laid down in the employment contract should be made via an addendum to the contract prior to the enforcement of the amendment, except for cases where such an amendment is expressly laid down in the law or in the applicable collective labour agreement.

A part-time individual employment contract is concluded when an employer employs persons on a part-time basis (less than the number of hours corresponding to full-time) under individual employment contracts for definite/indefinite periods. The remuneration rights granted are proportional to the actual working time.

It is also possible to telework. Individual telework contracts have to be concluded in writing and include the mention that the employee teleworks, the work schedule that the employer can use to check the employee's work, the method for performing such checks, etc.

Moreover, the Labour Code also includes provisions on work carried out through a temporary agent. This work is provided by a temporary employee who has concluded a temporary employment contract; the employee is made available to a user for temporary work under that user's management and supervision. The temporary work mission cannot last longer than 24 months. It can be extended only under certain conditions for up to 36 months.

It is also possible to telework in those fields of activity where carrying out such work is possible. Teleworking relies on the parties’ agreement and it is clearly set out in the individual employment contract when this is concluded for new staff or by means of an addendum to the existing individual employment contract. The worker is granted all the rights provided by law, the internal rules and the collective labour agreements applicable to employees who have their workplace at the employer’s registered office or at the employer’s home. If the worker refuses to work from home, the company does not have the right to amend the individual employment contract unilaterally, nor can it sanction the worker.

National legislation also regulates the work of day labourers (natural persons, Romanian or foreign citizens, who occasionally carry out non-qualified activities for a beneficiary for remuneration). The duration of such occasional work shall be at least one day, corresponding to 8 hours of work. Beneficiaries may be administrative and territorial units, legal persons, authorised natural persons, individual enterprises, family businesses. The employment relationship between the day labourer and the beneficiary shall be established by mutual agreement between the parties, without entering into a written individual employment contract.

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Working hours for young people under the age of 18 are limited to 6 hours per day and 30 hours per week. Young people under the age of 18 cannot work overtime or perform night work. In addition, night work may not be imposed on pregnant women, women who have recently given birth or nursing mothers.

Young people under the age of 18 are entitled to a lunch break of at least 30 minutes if their daily working time exceeds 4.5 hours.

Under the Labour Code, employees are entitled to a minimum annual leave of 20 working days. The actual period of the annual leave is established in the individual employment contract, in proportion to the activity carried out within a year. Young people under the age of 18, employees working in harsh, dangerous, harmful conditions, the blind and other disabled people are entitled to additional annual leave of at least 3 working days.

Disabled people may be employed in specially set-up, protected workplaces, providing appropriate facilities and adjustments so as to eliminate any impediments.

Disabled people may also telework, in which case the employer must provide transportation to and from the employee’s home of any raw materials used and of the end products made by the employee. Persons with severe, advanced or average disabilities who are under an individual employment contract enjoy special protection rights.

The institution responsible for the protection of persons with disabilities is the National Authority for the Rights of Persons with Disabilities, which is under the authority of the Ministry of Labour and Social Solidarity.

Refugees, persons who enjoy another type of social protection or who have applied for asylum and who, under the law, are granted access to the labour market, foreign nationals or stateless citizens who have been employed or obtained incomes in Romania or who have the right to work in Romania are beneficiaries of the law on unemployment security and stimulation of employment.

Foreign nationals coming from non-EU countries are granted access to the Romanian labour market insofar as vacant positions cannot be filled by hiring Romanian or EU/EEA and Swiss Confederation citizens. To be employed, they need a work permit issued by the Inspectorate-General for Immigration at the employer’s request.

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Natural persons from EU/EEA Member States may carry out business activities in Romania, as follows: as authorised natural persons, individually and on a self-employed basis; as entrepreneurs owning an individual enterprise; as members of a family business, in accordance with Government Emergency Order No 44/2008 on the pursuit of business activities by authorised natural persons, individual enterprises, family businesses.

Authorised natural persons and individual enterprises or family businesses may be authorised to carry out business activities in any field, trade or profession, with the exception of those governed by special laws, but they must have their residence in Romania. Registration in the Trade Register and an operating permit are mandatory. An authorised natural person is an enterprise without a legal personality, organised by a natural person who mainly uses their own workforce. The natural person carrying our business activities as an authorised natural person (PFA) is insured under the public system of pensions and other social security rights and is entitled to be insured under the health and unemployment insurance system under the terms provided by law.

The authorised natural person may carry out the activities for which they have been authorised on their own or with a maximum of three persons hired by the authorised natural person as an employer under an individual employment contract concluded and registered in accordance with the law. Owners of individual enterprises may employ other persons under an individual employment contract, may collaborate with other authorised natural persons, with other owners of individual enterprises, with representatives of a family businesses or with other legal persons. Family businesses include two or more members of the same family. Members of a family business are insured under the state social insurance system (pensions, unemployment, health).

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When salaries are established and paid, any form of discrimination – whether related to gender, sexual orientation, age, nationality, race, skin colour, ethnicity, religion, political leaning, social origin, disabilities, family status or responsibilities, trade union affiliation or activity – is prohibited.

Salaries include the basic salary, allowances, bonuses and other additional pay. Salaries are to be paid before any other financial obligations an employer might have.

The employer is under an obligation to pay a monthly gross salary at least equal to the guaranteed national minimum gross basic salary.

As of 01 January 2022, the guaranteed national minimum gross basic salary is of RON 2 550 per month (EUR 510), the net minimum monthly earnings being of RON 1 524 (EUR 304) for a full-time schedule of 167.3 hours per month on average. The guaranteed national minimum gross basic salary may be applied to an employee for a maximum of 2 years from the time of entry into the individual employment contract. After those 2 years, during which time the employee will have become qualified or not, they will be paid a basic salary higher than the guaranteed national minimum gross basic salary. Moreover, for the period of 1 January 2018 to 31 December 2028, the Government established a guaranteed minimum national gross basic salary for the construction sector, agriculture and the food industry, of RON 3 000 (EUR 600), the net monthly salary being RON 2 362 (EUR 472).

The remuneration scheme for the staff hired by public authorities and institutions which are financed entirely or mainly from the state budget, the public social insurance budget, the local budget and the special funds budgets, is established in accordance with the legal provisions in force, following consultation with the representative trade unions.

In March 2022, the nominal national average gross salary was RON 6 059 (EUR 1 212), and the nominal average net salary was RON 3 721 (EUR 744).

The employer is obliged to issue a monthly payslip to its employees. The payslip includes the following, in particular: the employee’s basic salary, any bonuses, contributions to the pension fund and health insurance, income tax. The employer is responsible for paying work insurance contributions, which include unemployment insurance contributions, the contributions for sick leave, occupational hazards and pay claims. See the ‘Income and taxation’ section.

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Full-time working hours are 8 hours per day and 40 hours per week. Working time may not exceed 48 hours per week, including overtime. Working hours for young people under the age of 18 are limited to 6 hours per day and 30 hours per week.

In the case of shift work, working time may exceed 8 hours per day and 48 hours per week, provided that the total number of working hours, calculated for a period of up to maximum 3 weeks, does not exceed 8 hours per day and 48 hours per week. Working time, including overtime, may exceptionally exceed 48 hours per week, provided that the average number of working hours, calculated for a reference period of 3 calendar months, does not exceed 48 hours per week.

For certain fields of activity, entities or professions, a daily working time shorter or longer than 8 hours may be established following collective or individual bargaining, or by means of specific regulatory acts. A daily working time of 12 hours must be followed by a 24-hour rest period.

Overtime is compensated by paid time off within the following 60 calendar days after it was carried out or by granting additional pay. If compensation by paid time off is not possible within this time limit, an appropriate additional pay has to be added for the work performed. The additional pay is established following bargaining under the terms of the collective labour agreement or the individual employment contract and may not be less than 75 % of the basic salary.

Work performed between 10 p.m. and 6 a.m. is classified as night work. A night worker performs night work for at least 3 hours in the course of the daily working time or performs night work for at least 30 % of the monthly working time. Normal working time for employees who perform night work may not exceed an average of 8 hours per day, calculated for a reference period of up to maximum 3 calendar months, in compliance with the legal provisions on weekly resting time.

Employees who perform night work are entitled to:

• either a 1-hour reduction of the normal daily working time for days in which they perform at least 3 hours of night work, without any reduction in their basic salary;
• or an additional pay of at least 25 % of the basic salary if they perform night work for at least 3 hours in the course of the normal working time. 

Under the Labour Code, the following rest periods are granted to employees: lunch break, daily rest, weekly rest and public holidays.

Where the daily working time exceeds 6 hours, employees are entitled to a lunch break and other breaks in accordance with the terms of the applicable collective labour agreement or with the terms of the employer’s internal rules. Young people under the age of 18 are entitled to a lunch break of at least 30 minutes if their daily working time exceeds 4.5 hours. Unless otherwise established under an applicable collective labour agreement or the employer's internal rules, breaks are not included in the normal daily working time. Weekly rest consists of 2 consecutive days, usually Saturdays and Sundays.

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There are several types of paid leave in Romania:

Annual leave

According to the Labour Code, each employee is entitled to paid annual leave for a minimum period of 20 days per year, this period being established in the individual employment contract in accordance with the regulations in force and with the applicable collective labour agreement. Employees working in harsh, dangerous or harmful conditions, persons with disabilities, blind persons and young people under the age of 18 are entitled to an additional annual leave of at least 3 days.

Public holidays, established by law and the collective labour agreement, are not included in the duration of the paid annual leave.

For the leave period, the employee benefits from an allowance that represents the daily average of the salary rights set out in the individual employment contract for the last 3 months prior to the one of the leave, multiplied by the number of leave days.The annual leave allowance must be paid by the employer at least 5 working days before the commencement of the leave period.

According to the Labour Code, paid time off – not included in the annual leave – is granted for exceptional family events. The nature of exceptional family events and the amount of paid time off are established by law or in the applicable collective labour agreement.

Employees are entitled to paid time off for exceptional family events or other situations, as follows: marriage of employee – 5 days; marriage of an employee’s child – 2 days; birth of a child – 5 days (10 days if the employee attended infant care courses); death of spouse, child, parents, parents-in-law – 3 days; death of grandparents, brothers, sisters – 1 day; blood donors – according to the legal provisions in force; upon change of employment within the same company, when relocating to another town – 5 days.

Public holidays which are non-working days are the following: 1 and 2 January, 24 January, Good Friday, Easter Day and Easter Monday, 1 May, 1 June, Whit Sunday and Whit Monday, 15 August, 30 November, 1 December, Christmas Day and Boxing Day, 2 days for each of the three annual religious holidays declared by the legal religious denominations other than the Christian ones, for persons who belong to such denominations.

Leave for vocational training Employees are entitled, on request, to leave for vocational training. Such leave may be paid or unpaid.

Sick leave and social health insurance allowances to which employees are entitled are as follows: sick leave and allowances for temporary work disability caused by common diseases or accidents which occurred outside work; sick leave and allowances for disease prevention and recovery of the ability to work, only for situations resulting from work-related accidents or occupational diseases; maternity leave and allowances, leave and allowances for caring for a sick child, sick leave and allowances linked to maternal risks.

Employees are entitled to unpaid leave for the purpose of resolving personal matters.

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An individual employment contract may be lawfully terminated following the parties’ consent, by either the employer or the employee.

An individual employment contract is terminated de jure in the following cases:

• on the date the retirement decision is issued according to the legal provisions in force;
• following a sentence imposing a mandatory prison term;
• on the date on which the relevant authorities or bodies withdraw the permits, authorisations or certificates required to perform the work stipulated in the employment agreement;
• following a court sentence which forbids the employee to carry out a certain activity or to hold a certain position, as a safety measure or as a complementary punishment, as from the date the court sentence in question becomes final;
• on the date of expiry of a fixed-term individual employment contract;
• in the case of employees aged 15 to 16, on the date of withdrawal of agreement to work from the parents or legal guardians;
• on the date of the death of the employee or of the employer, where the employer is a natural person, or on the winding up of the employer, where the employer is a legal person.

Dismissal refers to termination of the individual employment contract by the employer. Dismissal may be imposed for reasons pertaining or not to the individual employee concerned.

Individual dismissal is based on: serious breaches of work discipline rules committed by the employee; the worker's provisional detention for more than 30 days; the employee’s physical and/or mental disability which prevents them from performing their duties; if the employee is not professionally fit for the job.

Dismissal for reasons not pertaining to the employee may be individual or collective. Collective dismissal means the dismissal, within 30 calendar days, of a certain number of employees, as provided for by law, in direct proportion to the total number of employees in the company.

A dismissal decision must be communicated in writing to the employee concerned, and must contain the following: the reasons for dismissal; length of notice (20 working days); the criteria for prioritisation (in case of collective redundancies); the list of all the jobs affected.

Resignation is the unilateral voluntary act of an employee who, by means of written notice, informs the employer of the termination of their individual employment contract after expiry of a notice period. Notice periods are stipulated by the parties in individual employment contracts or in the applicable collective labour agreements, as appropriate, and cannot exceed 20 calendar days for employees in operational positions and 45 days for employees in management positions. The notice period starts within 2 days of submitting one's resignation. During the notice period the worker continues to fulfil all their tasks and duties.

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Exercising trade union rights is subject to the existence of an employment relationship or service contract. Trade union rights and freedoms refer to the freedom of association and to the right to join trade unions, the right to carry out trade union activities, the right to go on strike within the limits of the law, and the right to be represented within the collective process of notification/consultation regarding the employment conditions. Trade unions are independent legal persons without patrimonial purpose, set up with a view to defending the members’ rights as set out in the national legislation, in international treaties and conventions to which Romania is party, as well as in individual and collective employment contracts and promoting the professional, economic and social rights of their members. Trade unions are free to form trade union federations and confederations.

In order to defend the rights of employees/members, the trade union:

• notifies the control authorities and can send enactment proposals that may impact the area of labour relationships to the relevant institutions;
• may request and attend amicable procedures for dispute resolution and may represent the individual and collective interests of its members in courts of law;
• is consulted by the employer with regard to the internal rules, the situation of the company, labour organisation, occupational safety and health and ensuring social protection;
• must be consulted in the event of collective redundancy and can propose measures to avoid or reduce their consequences.

Representative trade unions enter into collective labour contracts/and or agreements and can trigger collective labour conflicts and strike action. Trade unions that are representative at national level participate in the decision-making process of tripartite institutional consultation (National Tripartite Council, Economic and Social Council).

On request of the trade union and based on its members’ consent, employers retain and transfer the members’ trade union membership fee to the trade union on a monthly basis.

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All disputes between employees and the institutions employing them, concerning professional, social or economic interests or rights resulting from employment relationships, are called labour disputes.

Labour disputes relating to the establishment of working conditions during the bargaining of collective labour agreement terms are conflicts of interest.

Labour disputes relating to the exercise of rights or fulfilment of obligations established by legislation, as well as by employment contracts, are conflicts of entitlement.

If a collective labour dispute cannot be resolved by the Ministry of Labour and Social Protection or by its regional inspectorate, the parties may agree to start a mediation procedure. Mediation or arbitration in a collective labour dispute is compulsory if the parties have so decided before starting a strike or during the strike.

Employees have the right to strike in order to defend their professional, economic and social interests. A strike may start only after all attempts at resolving a conflict have failed and on condition that a warning strike takes place first and that the management of a unit has been given 48 hours’ notice before the start of a strike. Strikes can be classified as warning strikes, solidarity strikes and standard strikes.

Prior to the start of a strike, mediation and arbitration of the conflict of interest are mandatory only if both parties have agreed to go through these steps.

Employees are free to decide on their participation in a strike. No employee may be forced to participate or not to participate in a strike. Limitations or restrictions on the right to strike are only possible in those cases and for those categories of employees which are expressly mentioned by the legislation in force.

Taking part in a strike and organising a strike under the terms of the law are not deemed as breaches of employee duties and they may not result in disciplinary sanctions against employees on strike or against strike organisers.

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Adults are entitled to equal access to vocational training, without any form of discrimination based on age, gender, race, ethnic background, or political or religious affiliation.

Businesses, national companies and public corporations or other entities under the authority of the central or local public authorities, entities and bodies financed from public or non-public resources (employers) have to ensure that their employees have all the conditions needed in order to have access to vocational training.

Under the terms specified by the legislation in force, jobseekers may attend vocational training courses organised by the National Employment Agency or other legally authorised providers. Vocational training for adults includes the initial vocational training and lifelong vocational training organised through other means than the ones covered by the national education system. Continuing vocational training helps adults either to further develop the professional skills they already have or to acquire new skills. Vocational training may be carried out by means of apprenticeship at the workplace.

Vocational training for adults may be carried out with the aid of authorised suppliers that may be natural or legal persons, whether of public or private law, residing in Romania/EU/EEA, regardless of their legal form. Only those vocational training suppliers that aim to issue qualification or graduation certificates recognised at national level are subject to an authorisation procedure. The authorisation of suppliers is performed by authorisation commissions that carry out their activity within the local branches of the National Agency for Payments and Social Inspection.

Jobseekers registered with the ANOFM can freely benefit from vocational training programmes under the following conditions:

• - do not have a job, do not generate incomes or their authorised activities generate incomes lower than the value of the reference social indicator (RSI=RON 525.2);
• - were not able to find a job after graduation from an educational institution;
• - have been granted the status of refugee or another form of international protection;
• - are foreign nationals or stateless citizens who have been employed or obtained incomes in Romania or who have the right to work in Romania;
• - were not able to find a job after repatriation or after release from detention;
• - carry out activities in rural environment and do not achieve monthly incomes or they achieve monthly incomes that are lower than the RSI and are not registered with the county employment agency.

Employers who organise vocational training schemes for their own employees, based on the annual vocational training plan, delivered by training providers licensed according to the law, are granted an amount equal to 50 % of the expenses with vocational training services organised for a maximum number of 20 % of their employees. Employers can benefit from this amount once a year and are obliged to maintain the employment relationship with those attending the training programme for at least 1 year after the date of receipt of the said amount.

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Quality of life – on top of the EU social policy agenda

Favourable living conditions depend on a wide range of factors, such as quality healthcare services, education and training opportunities or good transport facilities, just to name a few aspects affecting citizens’ everyday life and work. The European Union has set for itself the aim to constantly improve the quality of life in all its Member States, and to take into account the new challenges of contemporary Europe, such as socially exclude people or an aging population.

Employment in Europe

Improving employment opportunities in Europe is a key priority for the European Commission. With the prospect of tackling the problem of unemployment and increasing the mobility between jobs and regions, a wide variety of initiatives at EU level are being developed and implemented to support the European Employment strategy. These include the European Employment Services network (EURES) and the EU Skills Panorama.

Health and healthcare in the European Union

Health is a cherished value, influencing people’s daily lives and therefore an important priority for all Europeans. A healthy environment is crucial for our individual and professional development, and EU citizens are ever more demanding about health and safety at work and the provision of high quality healthcare services. They require quick and easy access to medical treatment when travelling across the European Union. EU health policies are aimed at responding to these needs.

The European Commission has developed a coordinated approach to health policy, putting into practice a series of initiatives that complement the actions of national public authorities. The Union’s common actions and objectives are included in EU health programmes and strategies.

The current EU4Health Programme (2021-2027) is the EU’s ambitious response to COVID-19. The pandemic has a major impact on patients, medical and healthcare staff, and health systems in Europe. The new EU4Health programme will go beyond crisis response to address healthcare systems’ resilience. 

EU4Health, established by Regulation (EU) 2021/522, will provide funding to eligible entities, health organisations and NGOs from EU countries, or non-EU countries associated to the programme.

With EU4Health, the EU will invest €5.3 billion in current prices in actions with an EU added value, complementing EU countries’ policies and pursuing one or several of EU4Health´s objectives:

1. To improve and foster health in the Union
   • disease prevention & health promotion
   • international health initiatives & cooperation
2. To tackle cross-border health threats
   • prevention, preparedness & response to cross-border health threats
   • complementing national stockpiling of essential crisis-relevant products
   • establishing a reserve of medical, healthcare & support staff 
3. To improve medicinal products, medical devices and crisis-relevant products
   • making medicinal products, medical devices and crisis-relevant products available and affordable
4. To strengthen health systems, their resilience and resource efficiency
   • strengthening health data, digital tools & services, digital transformation of healthcare
   • improving access to healthcare
   • developing and implementing EU health legislation and evidence-based decision making 
   • integrated work among national health systems

Education in the EU

Education in Europe has both deep roots and great diversity. Already in 1976, education ministers decided to set up an information network to better understand educational policies and systems in the then nine-nation European Community. This reflected the principle that the particular character of an educational system in any one Member State ought to be fully respected, while coordinated interaction between education, training and employment systems should be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.

In 1986, attention turned from information exchanges to student exchanges with the launch of the Erasmus programme, now grown into the Erasmus+programme, often cited as one of the most successful initiatives of the EU.

Transport in the EU

Transport was one of the first common policies of the then European Community. Since 1958, when the Treaty of Rome entered into force, the EU’s transport policy has focused on removing border obstacles between Member States, thereby enabling people and goods to move quickly, efficiently and cheaply.

This principle is closely connected to the EU’s central goal of a dynamic economy and cohesive society. The transport sector generates 10% of EU wealth measured by gross domestic product (GDP), equivalent to about one trillion Euros a year. It also provides more than ten million jobs.

The Schengen area

The Schengen Convention, in effect since March 1995, abolished border controls within the area of the signatory States and created a single external frontier, where checks have to be carried out in accordance with a common set of rules.

Today, the Schengen Area encompasses most EU countries, except for Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are currently in the process of joining the Schengen Area and already applying the Schengen acquis to a large extent. Additionally, also the non-EU States Iceland, Norway, Switzerland and Liechtenstein have joined the Schengen Area.

Air transport

The creation of a single European market in air transport has meant lower fares and a wider choice of carriers and services for passengers. The EU has also created a set of rights to ensure air passengers are treated fairly.

Air passenger rights

As an air passenger, you have certain rights when it comes to information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the case of accident or difficulties with package holidays. These rights apply to scheduled and chartered flights, both domestic and international, from an EU airport or to an EU airport from one outside the EU, when operated by an EU airline.

Rail transport

Over the last 25 years the Commission has been very active in proposing restructuring the European rail transport market and in order to strengthen the position of railways vis-à-vis other transport modes. The Commission's efforts have concentrated on three major areas which are all crucial for developing a strong and competitive rail transport industry:

1. opening the rail transport market to competition,
2. improving the interoperability and safety of national networks and
3. developing rail transport infrastructure.

State organisation

The Constitution of Romania proclaims Romania as a parliamentary republic and establishes the separation of powers: the legislative power, the executive power and the judicial power.

The Parliament, consisting of the Chamber of Deputies and the Senate, is the supreme representative body of the Romanian people and the sole legislature in the country. A parliamentary term lasts for 4 years. After laws are debated and adopted by Parliament, they are sent to the President of Romania for promulgation.

The President of Romania, elected for a term of 5 years, represents the Romanian state and monitors compliance with the Constitution and the smooth operation of public authorities. The president also nominates the candidate for the office of Prime Minister and appoints the Government following the Parliament’s vote of confidence.

The Government implements the country’s domestic and foreign policies and is in charge of managing the public administration.

The local administration is governed by the principle of local autonomy and decentralisation of public services.

Local councils and mayors, elected by direct vote, act as autonomous authorities and address public matters in municipalities and cities. The Government appoints a prefect for each county and one for the city of Bucharest.

The judiciary includes the courts, the Public Prosecution Service ('Ministerul Public') and the Supreme Council of Magistracy. Justice is administered through the Supreme Court of Justice, county tribunals and other courts, and courts martial. Judges are independent. Within the judiciary, the Public Prosecution Service represents the general interests of society and protects the rule of law, as well as citizens’ rights and liberties. The Police are the state body in charge of safeguarding public order and combating criminal offences.

The main authorities on the labour market are the Ministry of Labour and Social Solidarity, the National Employment Agency, the Labour Inspectorate, the National Agency for Payments and Social Inspection, the Inspectorate-General for Immigration, the National Public Pensions Agency. All of these have local branches in each county.

The National Employment Agency is the public institution responsible for organising and coordinating activities relating to employment and the social protection of the unemployed. It implements employment policies and strategies drawn up by the Ministry of Labour and Social Protection. Since 2007, it is also responsible for enabling the free movement of workers in EU/European Economic Area countries or in Switzerland, as well as in non-European countries (by means of bilateral agreements).

The Inspectorate-General for Immigration is responsible for implementing migration, asylum and foreigner-integration policies, as well as other legislation of relevance to these areas.

The National Public Pensions Agency (CNPP) is the public body responsible for managing the public pension system and the insurance system for accidents at work and occupational diseases, and for paying out pensions and other social insurance benefits. It is also responsible for determining the pension rights of migrant workers who have paid insurance in Romania and other EU/EEA countries or Switzerland. It is responsible for applying the provisions regarding the applicable legislation, in accordance with EU regulations on the application of social security schemes to employed persons, to self-employed persons and to members of their families moving within the Community.

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In March 2022, the nominal national average gross salary was RON 6 401 (EUR 1 280) and the nominal average net salary was RON 3 937 (EUR 787).

Incomes are generally higher in regions that are more economically developed (Bucharest-Ilfov, North-West, West). According to the projections of the National Commission for Strategy and Prognosis, the average net monthly salary for the year 2022 is higher in the Bucharest-Ilfov region (RON 4 978), followed by the one in the West (RON 3 615) and North-West regions (RON 3 527), the lowest one being estimated in the South-East region (RON 3 259).

There are only three compulsory social contributions, with the first two being deducted from the worker’s salary and the third being paid by the employer, as follows:

• The social security contribution (pension) – the rates of social security contributions are:
  • 25 % of the gross monthly income for normal employment conditions, payable by the employee, of which 3.75 % is assigned to the private pension fund;
  • 4 % of the gross monthly income for particular employment conditions, payable by the employer in addition to the 25 % rate;
  • 8 % of the gross monthly income for special employment conditions, payable by the employer in addition to the 25 % rate;
• Health insurance contributions – 10 % of the employee’s gross monthly income, payable by the employee;
• Work insurance contributions – 2.25 % of the gross monthly income, payable by the employer, which includes unemployment insurance contributions and the contributions for sick leave, occupational hazards and pay claims.

Social contributions and payroll tax are calculated, retained and paid by the employer. Workers in certain fields of the construction sector, agriculture and the food industry are exempt from income tax and health insurance contributions and benefit from reduced pension contributions (from 25 % to 21.25 %). These concessions shall apply until 31 December 2028. The income tax is 10 %.

Besides the income tax, pensions over a certain threshold are also taxed. Tax is also paid on property, motor vehicles, land, the amount of which is determined by the municipalities, etc. 

Every year the Government sets the compulsory gross minimum wage (RON 2 550 as from 01 January 2022). A minimum gross monthly basic salary is also separately established and applies to the construction sector, agriculture and the food industry in the amount of RON 3 000 (approx. EUR 610). According to the National Institute of Statistics, in March 2022 the highest average net salaries were recorded in the information technology and IT services sector (RON 9 968, approx. EUR 1 995), in the insurance, reinsurance and pension funds sector (RON 9 597, approx. EUR 1 920). The lowest salaries were found in the hotels and restaurants sector (RON 2 079, approx. EUR 416) and in clothes manufacturing (RON 2 169, approx. EUR 434).

The standard VAT rate is 19 %. There are also lower VAT rates (e.g. 9 % for human and veterinary medicines, for water supply and sewage services, accommodation in hotels and food delivery, and 5 % for restaurant and catering services, books, textbooks, magazines and access to school and sports events, access to museums, museum houses, fairs, exhibitions, mountain products, organic and traditional products authorised by the Ministry of Agriculture), and some exemptions apply, in accordance with the Fiscal Code.

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The cost of living varies from region to region and depending on the place where citizens live (urban or rural).

According to the National Institute of Statistics press release on household income and expenditure in Q4 2021, the structure of total consumption expenditure broken down by use indicates that most expenses (32.3 %) relate to the purchase of agri-food products and non-alcoholic drinks. Housing and water, electricity and natural gas accounted for 16.3 % of household consumption. Other household expenses were for leisure and culture (1.5 %), transportation (7.5 %), healthcare (6 %), communications (5.2 %), clothing and footwear (8.4 %), furniture, home furnishings and maintenance (6 %), etc.

The approximate prices for certain basic products are as follows: EUR 2 for a 250 g packet of butter, EUR 1.4 for 1 litre of milk, EUR 2 for 1 kg of rice, EUR 0.8 for 1 kg of potatoes, EUR 1 for a 0.5 kg loaf of white bread, EUR 2 for 1 litre of cooking oil, EUR 1 for a 0.5 l bottle of beer, EUR 1.4 for a cup of espresso coffee, EUR 1.6 for 1 litre of octane-95 petrol.

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Housing may be obtained either by renting or by buying the property. Rented homes may be furnished or not. Rents are higher in Bucharest and large cities (e.g. Timișoara, Iași, Cluj). Tenancy agreements are made in writing, signed by the landlord and the tenant and authenticated by a notary public. In most cases, the rent is paid in cash, on a certain date every month. The utility bills, such as water, electricity and heating bills are not, as a rule, covered by the rent and are paid regularly by the tenant.

When buying a property, a contract of sale is drawn up; other formal documents proving that the property is vacant and is not encumbered by the owner’s debts are also required. The contract is signed before a notary public.

The value of the rent or the price of the home purchased varies depending on location (urban or rural, downtown or in the suburbs, the importance of the city or of the tourist area), access roads, the condition of the property, the surface area, the size of the land, etc.

By way of example, according to the Imobiliare.ro index of April 2022, the average price per usable square metre for newly-built housing was EUR 1 883 in Bucharest, EUR 2 478 in Cluj and EUR 1 483 in Timișoara, while the average price per usable square metre for old apartments was EUR 1 602 in Bucharest, EUR 2 310 in Cluj and EUR 1 428 in Timișoara.

In order to make informed choices when selecting housing, we recommend that you contact real estate agencies, access the relevant websites and read specialised newspapers or magazines.

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Health insurance represents the main funding system that ensures the health protection of the population and grants access to a package of basic services for the insured. Any person covered by insurance in accordance with the law is entitled to healthcare assistance from Romanian healthcare providers. Services are covered by insurance based on set-value contributions. The following persons are insured without any obligation to pay the insurance contribution:

• children under the age of 18, or people under the age of 26, provided that they pursue higher education studies;
• persons politically oppressed in the past, veterans, invalids and war widows;
• persons with disabilities without income;
• pregnant women and women who have recently given birth, without income or if their income is lower than the national gross minimum wage.

As an EU citizen, if you fall ill during a temporary stay in Romania, you are entitled to any treatment that cannot be postponed until your return home. You are entitled to the same medical treatment as Romanian nationals. It is preferable that you have your European health insurance card on you. Participation in a social insurance system for nationals of a Member State of the European Union can be demonstrated using form S (formerly form E).

All people covered by the public health insurance fund must be registered with a family doctor and benefit from medical services such as: emergency services, medical examinations, prescriptions and hospital stays. Some categories of persons (e.g. pensioners, persons suffering from cancer) are entitled to subsidised or free prescriptions, or reduced consultation prices.

Primary medical assistance is provided by general practitioners. Family doctor practices provide medical services to insured patients registered with their practice and against payment to non-insured patients. These practitioners can provide essential medical care (e.g. essential interventions in the case of medical and surgical emergencies, assistance for acute cases, monitoring chronic illnesses, preventive medical care), extended medical care (e.g. family planning, certain minor surgical procedures) and additional medical care (e.g. procedures and techniques of medical practitioners requiring special facilities).

Medicine not requiring a medical prescription may be purchased from any pharmacy.

The private healthcare system also offers wide access to medical specialists and high-quality medical equipment. In general, private clinics offer subscriptions and private health insurance as payment options.

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The national pre-university system is structured on four levels:

1. pre-school, which includes a first year, a second year and a third year, in preparation for school;
2. primary, which includes the preparatory year and grades 1 to 4;
3. secondary, which includes:
   • lower secondary school, which includes grades 5 to 8 and the lower grades of high school or arts and crafts school (grades 9 and 10);
   • upper secondary school, which includes the upper high-school grades (10 to 12/13);
4. post high school education; which is organised based on the professional qualifications established by the Ministry of National Education, in accordance with the National Qualifications Register. High school graduates, with or without the baccalaureate diploma, may enrol in post high school education, admissions being carried out in accordance with the general criteria established by the Ministry of National Education. Post high school education is provided in post high school colleges and in skilled trade schools. Both types of schools represent specialised training paths, with a duration of 1-3 years depending on the complexity of the qualification.

On completion of secondary school, the highest level of qualification is the baccalaureate examination. The baccalaureate examination is a prerequisite for access to higher education.

Higher education is structured on three levels:

• Bachelor’s degree courses;
• Master’s degree courses;
• PhD studies.

Compulsory general education consists of 11 grades and includes primary school, lower secondary school and the first two grades of upper secondary school. The state education system is free of charge. Fees are charged, however, for some activities, as provided for by law. The Romanian language is used at all levels. Education may also take place in minority or international languages. State education institutions predominate compared to private schools.

The education system is organised on a full-time and part-time basis. Attendance-based education is mandatory. Home-based learning may be arranged for children with special educational needs or who cannot be moved.

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Social and cultural life in Romania is rich and diverse. Natural, historical and artistic beauty makes the country unique and getting to know it is a perfect occasion to get in touch with a special culture and society.

If you visit the historic city centres, you will be able to attend various cultural events, such as book launches, fine art exhibitions or craft fairs, and concerts. Large events such as opera festivals, medieval art shows, traditions and folklore festivals, jazz festivals and city days are also organised. In large cities, you can go to the opera or the theatre, visit museums and botanical gardens, or you can watch sports competitions.

If you travel out of town, you can go on trips or ski in the Carpathian Mountains, sunbathe in the Black Sea resorts or visit the medieval castles and fortresses in Transylvania and the churches in northern Moldavia, which are UNESCO world heritage sites. The Danube Delta is also an ideal destination for a stay amidst fauna and flora that are unique in Europe or if you want to experience rural tourism.

Traditional Romanian cuisine and wines are famous all over the world. Traditional meals are related to the history and geography of the Balkan Mountains. Do not forget to visit Bran Castle, where Dracula’s legend was born, the caves, which are genuine speleological jewels, and the 'Merry Cemetery' in Săpânța.

For professional advice on how to spend your leisure time and holidays in Romania, you can contact local travel agents.

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Birth

Birth certificates are issued by the local public records office within the mayor’s office, on the basis of the parents’ identity documents, the medical certificate recording the birth (issued by the hospital where the birth took place or by the local medical centre if the birth took place at home) and the parents’ marriage certificate. The birth certificate contains the personal identification number issued for the child. The child becomes a Romanian citizen if at least one of the parents has Romanian citizenship.

Marriage

Only civil marriages are recognised for legal purposes. A marriage may take place if the future spouses are 18 and older. By exception, a person may marry at the age of 16, on justified grounds, based on a medical certificate, with the agreement of that person’s parents or guardian and with the approval of the family court with jurisdiction where the minor resides. Persons who wish to marry have to submit an application to the mayor’s office, no later than 10 days before the planned date of marriage. Documents required include identity documents, medical certificates, birth certificates, a statement by the future spouses that there is no legal impediment to their marriage, and the receipt for the fee paid. The marriage ceremony is performed at the local public records office of the place of residence of one of the spouses. The ceremony must be attended by two witnesses. The Registrar issues marriage certificates on the spot.

In the case of a marriage between foreign nationals or between a foreign national and a Romanian citizen, if one of the spouses does not speak Romanian or one or both spouses are deaf and/or mute, an authorised interpreter has to be present and a report is drawn up.

Death 

Death certificates are issued by the local public records office with jurisdiction over the area where the death occurred, on the basis of a verbal statement made by one of the deceased person’s family members, the neighbours or a doctor, as the case may be. Other documents required: the medical certificate confirming the death, the identity document of the person making the declaration, the deceased person’s identity document and the deceased person’s birth certificate. The close relatives of the deceased person may benefit from financial support to cover funeral-related expenses. In 2021, this financial support amounted to RON 5 380 (for the death of an insured or retired person) and RON 2 690 (for the death of a family member of the insured or retired person).

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Romania has a wide network of railways and international, national and county roads, as well as airports.

Of the total national roads, there are 970 kilometres of motorway. The most important are: Bucharest – Piteşti, Sibiu – Deva, Bucharest – Ploieşti, Bucharest – Constanţa, Arad – Timişoara – Lugoj - Deva, Orăştie – Sibiu, Sebeş – Turda. Other motorways are currently being built. There are no tolls on motorways.

To drive on national roads or motorways, car owners must pay a road tax called a 'rovignette'. You can buy one for 7 days, 30 days, 90 days or 12 months. For one car, the cost of a rovignette for 7 days is EUR 3, for 30 days EUR 7, for 90 days EUR 13 and for 12 months EUR 28.

The Traffic Code sets the speed limit at 130 km/h on motorways, 100 km/h on express roads or European national roads (outside municipalities), 90 km/h on other categories of roads, and 50 km/h in municipalities.

There are a number of discounted fares for passengers travelling by train, local buses or inter-county buses. In Bucharest, for instance, children under the age of 7, war veterans, persons with disabilities, all the categories of pensioners as well as pupils under the age of 18 attending primary, secondary, high school and vocational schools are exempted from the payment of travel tickets, while full-time Romanian and foreign students under the age of 26 benefit from 50 % discounts on their monthly passes. Romanian and foreign students enrolled in Romania, in accredited higher education institutions, under full-time forms of education, under the age of 26, benefit from a 50 % discount on the tariffs of local public transport, domestic car transport, subway transport, as well as domestic rail transport for all train categories, in 2nd class, throughout the calendar year. Students that are orphans or come from orphanages benefit from free transportation for these categories. Regarding rail transport, pensioners benefit from six one-way journeys per year with a 50 % tariff discount on regional or interregional trains in 2nd class.

Transport on the Danube or the Black Sea is based on port cities such as Constanța, Agigea, Brăila, Galați, Tulcea, etc.

Moreover, Romania has several international and national airports (Bucharest, Timişoara, Sibiu, Oradea, Cluj, Iaşi, Constanţa, Suceava, Baia Mare, Arad, Satu-Mare, Bacău, Craiova, Tulcea, Tg. Mureș). Buses are the most popular means of transport for local urban transportation while tramways and trolleys prevail in large cities. The price of a local bus ticket is affordable and differs from city to city (in Bucharest a ticket for one trip costs RON 3). The Bucharest metro system has five main lines and 63 stations connecting the six sectors of the city (the price of one trip is RON 3, the price of a ticket for two trips is RON 6, the price of a day pass is RON 8 and the price of a monthly pass with an unlimited number of trips is RON 80). Integrated tickets (surface transport and metro) are also available in Bucharest. A metropolitan and metro trip, valid for 120 minutes, costs RON 5; two metropolitan and metro trips valid for 120 minutes cost RON 10; a 24-hour metropolitan and metro pass costs RON 14.

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