Romanian authorities have introduced significant reforms to the immigration framework for non-EU workers. Published in the Official Gazette on April 27, 2026, Emergency Regulation No. 32/2026 outlines a new digital system aimed at streamlining the existing work permit and visa processes.
This regulation will come into effect upon its promulgation, but the full operational rollout is contingent on the launch of the new WorkinRomania.gov.ro digital platform, which is slated to go live on August 8, 2026. Until the new system is implemented, applications will continue to be processed under the current immigration regulations.
Revised Visa Categories
The updated framework will introduce two new types of long-stay visas:
- D/AM1 for highly qualified workers and special categories, which will not be subject to quotas or shortage occupation lists.
- D/AM2 for general labor, which will be subject to annual quotas and the newly established shortage occupation list.
Centralized Digital Platform
The implementation of the new centralized platform marks a significant shift from the previous multi-step process. This platform will serve as a single submission point for all employer registrations and visa applications. Currently undergoing testing, it is expected to be operational by August 8, 2026.
Employers should be prepared for potential procedural complexities in the initial phases as the new workflow stabilizes.
Classification of Employers
The new regulation will categorize employers into two distinct groups: registered and licensed. The licensed category will face stricter eligibility conditions to ensure compliance with the new framework.
Clarifications on Expatriate Status
This law also clarifies the definition of “expatriates” (detařat) for non-EU/EEA/Swiss nationals. This designation will now exclusively apply to non-EU nationals who are seconded to work in Romania by an employer from an EU/EEA member state or Switzerland. The status of EU/EEA and Swiss nationals working in Romania will remain unchanged.
Employer Responsibilities
Along with new categories and regulations, the law introduces additional responsibilities for employers, including the requirement for bilingual employment contracts, minimum language training for workers, and more rigorous reporting obligations.
Improved Traceability
The newly established D/AM1 and D/AM2 visas will feature the worker’s Romanian Personal Identification Number (CNP) on the visa sticker. Furthermore, residence permits will include the employer’s unique registration code (CUI) to enhance tracking and oversight.
Implications for Employers
The reforms in Romania signify a move towards a more transparent and digitally managed immigration system. However, businesses should anticipate an increased compliance burden with these changes. The interplay of new employer classifications, mandatory bilingual contracts, enhanced reporting obligations, and quota limits necessitates careful internal planning, particularly during the transitional phase when procedural uncertainties are most likely to arise.
As companies prepare for the implementation of the new rules, it is advisable to consider the following actions:
- Evaluate current and projected employment for non-EU nationals in Romania and identify applicable visa categories.
- Audit current non-EU employment arrangements and consider reclassifying as Intra-Company Transfers (ICT) or local direct employment if necessary.
- Monitor the release of the Shortage Occupations List, which will be published within 45 days of implementation, to verify D/AM2 eligibility.
- Prepare for the registration process ahead of the platform launch in August.
- Collaborate with local legal counsel to ensure compliance with new contract terms, reporting standards, and language training requirements.
This immigration update is intended solely for informational purposes and should not replace legal or scenario-specific advice. Additionally, readers should be aware that immigration regulations may change unexpectedly. For specialized evaluations related to specific incidents or company circumstances, consulting with Newland Chase is recommended.
