Through Order 655/2026, published in Official Gazette no. 484 of June 11, 2026, three model contract templates are introduced, becoming mandatory for employers recruiting staff from outside the EU through placement agencies.
What does it stipulate?
The Order mandates the exclusive use of standardized model templates for the entire process of recruiting foreign workers through intermediaries. The use of other contractual formats or the omission of mandatory elements from these models entails the absolute nullity of the contracts. Three distinct documents are regulated: Service Provision Contract (concluded between the employer and the placement agency), Placement Contract (a tripartite agreement between the agency, the employer, and the foreign worker), and the Foreigner’s Individual Labor Contract.
The model templates introduce a series of new obligations and clarifications for employers. The most important is the obligation to provide foreign workers with Romanian language and cultural integration courses for a minimum period of 6 months, with a frequency of at least 6 hours per week. Furthermore, a maximum ceiling is set for accommodation costs that can be withheld from the salary: rent cannot exceed 25% of the employee’s net remuneration. The retention of the worker’s identity documents or the collection of any placement fees from them is explicitly prohibited.
The structure of the new contracts ensures total transparency for the foreign worker even before their departure from their country of origin. The job offer, which becomes an annex to the service contract, must detail all essential conditions: gross and net salary, working hours, accommodation, food, transport, and repatriation conditions. These elements are then identically transposed into the placement contract and the individual labor contract, eliminating the risk of changes to conditions upon arrival in Romania.
The placement contract and the individual labor contract must be mandatorily drafted in both Romanian and a language that the foreign worker understands (their mother tongue or an international language). From a legal perspective, the Romanian version prevails in case of ambiguities or disputes. Employers also have the obligation to notify the placement agency and the authorities (IGI) regarding certain events, such as the worker’s unjustified absence for more than 3 days or the termination of the labor contract.
To whom does it apply?
The measures apply to all companies in Romania, regardless of their organizational form (LLC, SA, authorized natural person, individual enterprise, etc.), that employ foreign citizens (from non-EU/EEA/Switzerland states) through authorized labor placement agencies. Furthermore, the order directly targets the activity of these placement agencies.
What should you do?
- Exclusively use the new model contract templates (service provision, placement, and individual labor) for any new employment of a foreign worker through an agency.
- Review the job offer to ensure it completely and correctly includes all elements required by law, from net salary to details regarding accommodation and transport.
- Implement a system for providing Romanian language and cultural integration courses, identifying accredited providers and allocating the necessary budget to cover costs (minimum 6 months, 6 hours/week per employee).
- Update internal HR procedures to include the new notification obligations to the placement agency and IGI, as well as to train staff regarding the strict prohibition of retaining foreign employees’ identity documents.
- Ensure the translation of the placement contract and the individual labor contract into a language understood by the worker and manage the signing of both linguistic versions.
Source: Official Gazette, Part I, no. 484 of June 11, 2026.
Note: This material is strictly for informational purposes and does not constitute legal, tax, or business advice. As the interpretation and application of legal provisions can vary significantly depending on the specific circumstances of each entity, we recommend seeking specialized legal assistance before adopting any operational decisions based on these changes.