VisaRomania’s employer-change procedure depends on the application date
A current-rule guide to separating older applications, the new employment procedure and the records needed before leaving a job.
Official announcement date: not established (undated guidance)
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Edited and checked by the VisaWand editorial team
Identify the route before resigning
This guide concerns foreign workers already living in Romania who want another employer. Emergency Ordinance 32/2026 makes application history important: Article 50 preserves the previous procedure for employer-change work-authorisation applications submitted by 7 August 2026. Article 51 directs workers with employment residence obtained under earlier legislation to the new residence-extension provisions when changing employer from 8 August. An old checklist alone cannot establish the procedure today.
Under amended Article 56, the agency or employer submits the single application electronically with supporting documents. Once eligibility is established and residence extended, the worker must arrange the immigration appointment for biometrics and the residence document within ten days. Article 40 also requires covered placed workers to change through their placement agency during the first two years, with a separate route if its authorisation ends or is withdrawn. Ask who must submit your application before agreeing a start date.
Check the recorded start date and placement contract
The Interior Ministry worker guide describes a six-month restriction on initiating an employer change, measured from the start of activity recorded in REGES-ONLINE. It describes an exception for properly justified serious breaches by the employer. A preferred job offer does not itself establish that exception. Keep the employment contract, placement contract where relevant, and evidence of the alleged breach if relying on it.
The same guide warns that ending employment can shorten lawful residence: without unemployment benefit, the maximum is 90 days from termination, subject also to the permission already granted. This does not give everyone a fresh 90 days beyond their permit expiry. For placed workers, the agency must try to present at least two alternative offers. Ask immigration to establish the individual last lawful day rather than calculating from the card alone.
Download the employment record before a dispute
The Labour Inspectorate employee application guide explains how workers can obtain their own registry evidence. After signing in, the employer list appears against the personal identification number, with a Request Extract option. An individual extract concerns employment with one company; a centralised extract brings together registered contracts for the selected period. Available individual formats include PDF, XLSX and CSV.
This gives the worker a practical way to compare the registered employer and dates with their contract before discussing a transfer. The application also offers a notification function for requesting corrections from an active employer. Save the extract and the correction request; a request to correct a record is not proof that the underlying immigration application has been accepted.
Separate resignation rights from immigration permission
The Labour Inspectorate frequently asked questions say the employer must register a resignation; refusal allows the employee to prove it through other evidence. Published resignation notice limits are twenty working days for ordinary positions and forty-five for management. The guidance also recognises resignation without notice where the employer fails to meet contractual obligations or waives notice.
Those employment rules do not answer whether a particular foreign worker meets the separate conditions for changing sponsor. For example, an employee alleging unpaid wages should preserve the resignation and payment evidence while separately establishing the immigration procedure. The inspectorate directs unpaid-salary complaints to the territorial labour inspectorate responsible for the employer, with court proceedings available if payment still does not follow.
Check the platform warning before paying for a transfer
The official Work in Romania platform currently displays a court-related warning: employer registration, employer authorisation and single applications for D/AM2 long-stay visas are disabled following suspension of the shortage-occupation order. The notice does not clearly resolve every existing resident employer-change case. Ask which electronic workflow remains available for your category and retain the response; do not assume a signed offer overcomes a disabled filing route.
The platform support form accepts a category, case reference, subject, explanation and document attachments, with status notifications sent to the supplied email address. Use it to describe the actual filing obstacle. The reviewed evidence does not establish a universal transfer fee or a substitute filing deadline during the suspension. Obtain the applicable government charge and current submission instructions before paying an intermediary.
