Blog
Practical guides and clear explanations about labour law, time tracking, payroll and compliance in Romania — no jargon, made for small and medium businesses.
What data an attendance register must contain in 2026, who fills it in, whether it can be electronic, the fines you risk without one and how it differs from the monthly timesheet.
Overtime calculation step by step: the hourly rate, the minimum 75% premium, compensation with time off within 90 days, combining with the night premium and public holidays.
A practical guide to digitalising time tracking: why Excel becomes a risk, which check-in methods exist (rotating QR, NFC, GPS), how to make the transition and what you gain.
Guide to the Romanian individual employment contract: mandatory elements, permitted special clauses, contract types, the REGES registration deadline and common mistakes.
Child-raising leave in 2026: the 85% allowance based on average net income, the minimum and maximum caps, the 10% CASS withholding, the two-year duration and the return-to-work incentive.
How to choose HR software for a Romanian SME: the essential modules, the Romanian compliance criteria, the real costs and the questions to ask any vendor before you sign.
How to calculate annual leave: the 20-day minimum, the pro-rata entitlement for mid-year hires, the indemnity based on the last 3 months and the rules for part-time work.
How to check whether payroll software complies with Romanian law: the 2026 rates, the personal deduction, sick leave, the accounting export, REGES and legislative updates.
A guide to choosing time tracking software in 2026: what it must include, check-in methods (QR, NFC, GPS, kiosk), art. 119 compliance and the link to payroll.
The complete list of documents required for hiring in Romania: what the employee brings, the contract and the job description, the REGES deadline and the personnel file.
The rise to 4,325 lei requires an individual addendum and REGES reporting within 20 working days. Deadlines, fines, the effect on your pay grid and why net rises less than gross.
EU Directive 2022/2041 on adequate minimum wages: scope, the indicative 50-52% of the average wage benchmark, the role of collective bargaining and employers' obligations.