No. Under the Romanian Labor Code, termination requires a specific legal ground — such as disciplinary misconduct, professional unfitness, or redundancy (position elimination). Each ground has strict procedural requirements. Unlawful termination exposes the employer to reinstatement orders and damages.
Employment law Romania
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Romanian employment law — FAQ
The employment-law questions we're asked most
Straight answers on terminations, contracts, probation and internal regulations under Romanian law.
Romanian employment contracts must be in writing and include: identification of parties, duration, workplace, role, duties, salary, working time, leave entitlement, notice period, and collective agreements applicable. The contract must be registered with the Revisal before the employee's first working day.
Yes. Under the Romanian Labor Code, any employer with at least one employee must adopt internal regulations covering disciplinary procedures, workplace conduct, health and safety, and non-discrimination. The regulations must be communicated to all employees and updated when legislation changes.
Probation in Romania is capped at 90 calendar days for operational roles and 120 for management. During probation, either party can terminate with written notice and no grounds. Probation periods must be expressly stated in the employment contract to be enforceable.
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