Ending Employment in Romania

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Ending employment in Romania at a glance

An employment relationship in Romania can come to an end in several broad ways — for example by mutual agreement, at the initiative of the employee, at the initiative of the employer on recognised grounds, or at the end of a fixed term. The applicable process depends on the route taken.

Romanian practice generally emphasises following a clear procedure and documenting how and why the relationship ends. The specifics of notice, grounds and any formalities differ depending on the circumstances of each case.

Key general points

• Employment can end by agreement, by resignation, by employer-initiated dismissal on recognised grounds, or at the end of a fixed term.
• A defined procedure usually applies, depending on the route.
• Notice arrangements are part of how an ending is handled.
• Documentation of the reason and process is generally expected.
• Final pay and the return of property are typically settled on departure.
• Some endings involve consultation or specific formal steps.
• Records relating to the ending are normally retained.

What this means for employers

• Identify the correct route before acting and follow the matching procedure.
• Document the grounds and the steps taken throughout.
• Observe applicable notice and any required formalities.
• Settle final pay and recover company property in an orderly way.
• Confirm the current procedure with the authority before proceeding.

What this means for employees

• Understand which route applies to your situation.
• Know what notice and process should apply to you.
• Keep copies of any documents relating to the ending.
• Check that final pay and outstanding items are addressed.
• Seek guidance if you are unsure whether the process was correct.

Confirm the specifics with the authority

The detailed rules for ending employment in Romania — including grounds, notice and procedural steps — can vary by circumstance and may change over time. Confirm the current position with Inspecția Muncii and seek qualified legal advice before acting. This page is general information, not legal advice.

Common misunderstandings

• Assuming all endings follow the same single procedure.
• Treating notice as optional or interchangeable across routes.
• Overlooking documentation of the grounds and steps taken.
• Confusing a fixed-term expiry with an employer dismissal.
• Forgetting to settle final pay and return of property.