Employer of Record in Romania
Employ in Romania without an entity — REVISAL-registered contracts, compliant payroll and the EU’s lowest employer contribution burden.
Why hire in Romania through an EOR
Romania’s employer costs are the lightest in the EU — the weight sits in procedure instead: registration deadlines measured in days, Romanian-language documentation, and dismissals that live or die on process. Through an EOR, all of it is already running.
Hire in Romania without setting up an entity
Romania has quietly become one of Europe’s best hiring markets: a large, technically strong, English-proficient workforce — and the lowest mandatory employer contribution in the EU at just 2.25% of gross salary. The catch is procedural rather than financial. Employment contracts must be written in Romanian and registered in the government’s REVISAL register before the employee’s first day, dismissals are formal and courts lean toward employees, and the minimum wage moves mid-year, forcing payroll recalculations.
An Employer of Record takes on all of it: TopSource employs your Romanian hires with compliant Romanian-language contracts registered on time, payroll that absorbs the July rate changes, and terminations run by people who know the procedure — while your new hires focus on the job you hired them for.
Calculate Your Employee Costs in Romania
Enter a gross salary to see the full monthly cost of a hire in Romania — the 2.25% employer contribution and the employee’s gross-to-net breakdown in one view.
Employment Cost Calculator
*Indicative figures only and not definitive legal advice. Local regulations change frequently. Consult an expertRomania
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How EOR in Romania works: the process through TopSource
Employer Costs in Romania at a Glance
Employer Costs in Romania Explained
Romania inverts the usual European cost structure: the employer’s only standard contribution is a 2.25% labour insurance charge (CAM), while employees carry 25% pension and 10% health contributions plus a 10% flat income tax withheld from gross salary. The gross minimum wage is RON 4,050 in the first half of 2026, rising to RON 4,325 from 1 July 2026. Here’s the breakdown.
EOR or entity setup: which one fits your Romania plan?
Incorporating an SRL in Romania is inexpensive, but the ongoing weight — REVISAL administration, Romanian-language documentation, fiscal registrations, mid-year rate changes and formal dismissal procedure — lands on whoever employs the staff. An EOR makes sense while you’re testing the market or building a first team; your own entity usually wins once Romanian headcount and permanence justify running that machinery yourself.
Consider an EOR if you’re:
- Hiring your first one to five people in Romania
- Hiring developers or specialists fast, without waiting on registrations
- Still validating the market before committing capital to an entity
- Working to a hiring deadline measured in weeks, not months
Why TopSource for Employing in Romania
TopSource for Employer of Record, global payroll or any other of our services represent a simpler, more reliable and transparent option.
We don’t hide fees or sneak price increases. We don’t lock you in for employees you don’t use. But we do give you a dedicated point of contact, available on the phone so you get answers fast — including on the questions Romania raises, from REVISAL deadlines to what July’s wage step means for your budget. We blend HR advisory with in-market expertise, and we stay flexible around the needs of your business.
“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”
“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”
“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”
More than an Employer of Record.
Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.
Market Selection Advisory
Compare available talent, compensation, additional costs and regulations across different countries
Read more
Salary Benchmarking
Identify and prioritize markets for growth based on talent, cost & regulations
Read more
Global Skills Analysis
Map skill availability by region to align talent strategies with business goals..
Read more
Talent Acquisition
Find, hire & onboard the highly skilled team members you need in each locality.
Read more
Talent Strategy Optimization
Optimize your talent strategy to enable your organization to achieve it’s global ambitions.
Read more
Frequently asked questions
A 2018 reform shifted social contributions from employer to employee, with gross salaries adjusted upward at the time to compensate. The employer now pays only the 2.25% labour insurance contribution for standard working conditions — the lowest mandatory employer burden in the EU — while the employee’s 35% contributions and 10% tax are withheld from gross.
REVISAL — renamed REGES-ONLINE by the government in 2025 — is Romania’s electronic register of employment contracts. Every contract, and every later amendment, must be registered within strict deadlines, the initial registration before the employee’s first day. Failures are fined per employee and surface quickly in labour inspections, which is why registration discipline is one of the first things we take over as EOR.
Think in gross terms: the employee’s net is roughly 55–60% of gross after the 35% contributions and 10% tax (personal deductions help at lower salaries), while your total cost is gross plus 2.25%. Meal vouchers are a widespread, tax-efficient supplement that Romanian candidates broadly expect — we can include them in the package.
Only on legally defined grounds, with documented procedure. For an employer-initiated dismissal the statutory notice is a minimum of 20 working days for all employees; the 20-day (execution) / 45-day (management) split applies instead to employee resignation. Probation — up to 90 calendar days for execution roles, 120 for management — is the flexible window. Because Romanian courts scrutinise procedure closely, we run every termination through the formal steps rather than relying on negotiated exits alone.
The long-standing income tax exemption for IT employees was eliminated from 2025 — they now pay the standard 10% income tax like everyone else — so it can no longer be the basis of a compensation strategy. Fiscal rules still change year to year, so we confirm the current position at the point of hire rather than assuming last year’s treatment still applies.
EOR wins on speed and procedural safety: employees working in days, REVISAL and documentation handled, exits run by the book. Your own SRL wins on scale, once a Romanian team is large and permanent — entity overhead is genuinely low here, so the crossover comes earlier than in most countries. We transfer the team across when the time comes.
Hire Anywhere with Our EOR Services
We help you legally employ and pay talent across 180+ countries—so you can scale faster.
