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 a company org chart is, the legal framework in Romania, the main types (vertical, flat, matrix, functional) and the steps to build one, with good practice.
Guide to the employee personnel file: the mandatory documents (HG 295/2025), the contract and its annexes, physical or digital storage rules, GDPR retention and the link with REGES.
Guide to end-of-contract documents: the termination decision, the length-of-service certificate, the REGES extract, the clearance note and the legal deadlines for each type of termination.
What HR digitalisation means for a Romanian SME, how to spot a half-finished one, and why compliance turns it from an option into a necessity.
Guide to new COR codes: who administers the classification, the structure of the 6-digit code, why it matters for the CIM and REGES, and what to do when a new occupation appears.
Guide to delegating REGES-Online access: login by CNP, the roles (legal representative, designated employee, external provider), the steps in the platform and the documents needed.
Clear symptoms that HR records kept in Excel have become a risk: duplicate data, time tracking errors, late REGES filings, GDPR neglected. When to move to dedicated software.
Guide to sporuri in REGES-Online: which elements are reported (HG 295/2025), what you can correct directly, what needs an addendum, plus how to avoid orphan supplements.
How sick leave is reported in REGES-Online as a suspension of the employment contract: the 3 working day deadline, the data you send and the difference from Revisal.
A practical guide to digital time tracking in networks with many work points: QR/NFC kiosk, central records per location, leave, shift planning and the REGES link.
A guide to working time (Codul Muncii): the 8h/day and 40h/week norm, the 48h maximum, shift work, night work, the meal break and the mandatory rest periods.
Maternity leave: 126 days (63+63), the 85% allowance, the special tax treatment (CAS only), the eligibility conditions and what the employer has to do.