A major shift for employers and recruiters with draft Emergency Ordinance on Non-EU Workers

There has been extensive public debate around the new Emergency Ordinance regarding the employment of non-EU workers, to the extent that International Work Finder felt the need to organize a dedicated event. Where did this initiative come from? What is so significant about this draft law that it is receiving so much attention?

First of all, because we are not talking about a minor procedural adjustment, but about a paradigm shift. In the version submitted for public consultation, the draft Emergency Ordinance fundamentally changes how non-EU personnel are recruited and brought to Romania. The system moves from being centered on obtaining a one-off work permit to a model based on continuous compliance, digitalization, and permanent monitoring.

Secondly, this shift has generated a great deal of uncertainty. Over the past months, we have received a very high volume of questions from employers: What happens to ongoing files? How will timelines change? Will there be additional costs? Can companies still recruit directly? Around this draft law, a climate of uncertainty has emerged, and in some cases even concern.

We believe it is our role, as a mature player in a strategic industry, to bring clarity and structure to the conversation. With nine years of expertise and over 25,000 non-EU employees successfully placed in Romania, we see ourselves as a partner that must help companies correctly understand the legal framework in which they operate. The event was born precisely out of this need for clarity and responsibility.

Specifically, what are the major changes you see in the new legislative framework?

There are several structural modifications.

The first is the introduction of financial guarantees for placement agencies, through a significant deposit that secures their obligations, including repatriation costs or potential penalties.

The second major change is the shift from the work permit as the final document to a single unified application managed through the digital platform WorkinRomania.gov.ro. The process becomes fully traceable and auditable, and registration on the platform involves fiscal, legal, and eligibility checks.

The third relates to the increased accountability of recruitment agencies. We are no longer discussing simple intermediation, but continuous monitoring, reporting obligations, on-site access, quarterly checks, and extended responsibility throughout the entire contractual relationship.

At the same time, non-EU recruitment is explicitly linked to the List of Shortage Occupations, updated by the Government. This means that bringing in foreign workers will no longer depend solely on a company’s declared need, but on alignment with officially recognized labor shortages.

Some might argue that these changes mainly affect recruitment agencies. Why should employers be concerned?

Because the impact is direct.

Under the new framework, employers can no longer simply recruit in-house for the relevant flows unless they become authorized themselves in accordance with the legal requirements. This would mean creating a separate business line, with dedicated budgets, different administrative processes, blocked capital, and additional compliance responsibilities. For most companies, this is not a revenue-generating activity, but a support function.

Secondly, it becomes essential for employers to understand that selecting the right HR partner is now critical. Non-EU recruitment processes are already time-consuming and cost-intensive. If the agency they work with loses its authorization, is suspended, or penalized during the process, the consequences directly affect the employer: delays, restarted procedures, operational bottlenecks.

Our message to employers is very clear: this is the moment to introduce much more objective and rigorous filters when selecting HR partners. Compliance becomes a competitive differentiator.

What does this paradigm shift mean for International Work Finder?

For us, it is more of a validation of our business model.

From the beginning, we have not positioned ourselves as a company that delivers permits, but as a partner that manages a complete process: selection, integration, retention, and on-site coordination. We have 70 regional coordinators who manage the employee–employer relationship, we operate internal monitoring procedures, and we focus on stability and performance, not just volume.

The new legislative framework emphasizes exactly these elements: traceability, accountability, and real integration. From this perspective, it represents a natural continuation of how we have built our business.

What should participants expect from the event organized by International Work Finder?

First and foremost, clarity. We will address concrete questions, discuss real market situations, and explain in practical terms what the new provisions mean for companies.

We will cover both non-EU recruitment and the recruitment of Romanian candidates. My colleague, Georgiana Brudaru, Head of Recruitment & Permanent Placement, will address the changes in this area as well, including the EU Pay Transparency Directive and the discussions surrounding the burnout law, both of which influence HR strategies.

The labor market is changing on multiple fronts simultaneously. That is why we believe open dialogue, supported by accurate and applied information, is essential in transforming uncertainty into informed and sustainable decisions.