What are the conditions of employment for Indians, Nepalese and Sri Lankans?

Romania is facing a significant labour shortage, especially in certain key sectors of the economy. This situation has led many entrepreneurs to look for solutions to cover the shortage of staff, including by hiring workers from abroad.

Labour migration is often more pronounced for people from less economically developed countries, who are attracted by the prospects of a better living and significantly higher wages in more developed countries.

This has led to an increase in the employment of immigrants, particularly from Asia. The benefits that these workers bring, including their diverse skills and flexibility, are often seen to outweigh the costs of bringing them into and integrating them into the Romanian labour market.

Employment conditions for Indians, Nepalese and Sri Lankans

The employment of foreign citizens in Romania involves a structured and regular process according to national legislation, especially for those from outside the European Union, the European Economic Area and the Swiss Confederation. The process takes place in clear stages and requires specific conditions to be met.

The first step in hiring a foreign national is to obtain the work permit from the General Inspectorate for Immigration. This permit allows the employment of the foreigner, but does not confer the right to enter Romania. The next step is to obtain a work visa, which is issued only if there is an employment permit. Afterwards, the employee must obtain a residence permit, which certifies the right to live and work in Romania.

Conditions regarding fair pay and compliance with legislation on working time, safety at work and rest periods must also be respected. Employers must also be mindful of the annual quota approved by the Government for foreign workers, which must not be exceeded.

Employing immigrants in Romania, a complex and rigorous process

Employing an immigrant from outside the European Union in Romania involves a detailed and rigorous process, divided into several essential steps. Each of these stages has specific requirements and requires special attention from both the employer and the immigrant.

Obtaining the work permit

• This is the responsibility of the employer, who must initiate the process for the specific candidate they wish to hire.
• In order to obtain the permit, the employer submits a file to the Immigration Inspectorate, which includes the necessary documentation from both the employer and the immigrant.
• The work permit is issued only if the employer can prove that he/she initially tried to fill the vacant position with a Romanian citizen, a citizen of an EU/EEA member state, a Swiss citizen or a foreigner with a long-term right of residence in Romania.
• The deadline for issuing the permit is approximately 30 days from the registration of the file at the counter.

Obtaining the visa

• This step involves obtaining a visa from the Romanian consulate in the foreign worker’s country of origin.
• The average time to obtain a visa, especially in Asian countries, varies between 2 and 4 months.
• With the visa obtained, the immigrant can travel to Romania to sign the employment contract.

Obtaining the TRC (temporary residence card)

• This is an important step that the foreign worker must take with the support of the employer
• In order to obtain the permit, it is necessary to submit a new file to the Romanian authorities, within the validity of the period of stay granted by the visa.
• The residence permit is valid for the duration of the employment contract.

Employing immigrants is a complex process that can take several months and requires careful attention to detail. It is crucial for employers to approach this procedure with the utmost seriousness, as a refused work permit can negatively affect the company’s reputation and ability to obtain such documents in the future.

The benefits of employing immigrants in the Romanian economy

In recent years, Romania has become a point of attraction for non-EU workers, especially from Asia, offering a viable solution to the shortage of qualified personnel facing many sectors. The experience of Romanian entrepreneurs has shown that integrating Asian workers into the local market brings significant advantages.

Complementarity on the labour market

One of the most obvious benefits is the willingness of foreign workers to do jobs for which there is an unsatisfied demand among Romanian employees. This trend helps to balance the labour market, providing solutions where labour shortages become a problem.

Dedication and stability

It is also noted that foreign workers are often dedicated and serious employees with a long-term commitment. Employment contracts generally for two years, with the possibility of extension, bring a welcome stability to entrepreneurs, ensuring predictability in human resource management.

Workforce diversity

The diversity of professional profiles available in Asia, both skilled and unskilled, offers Romanian entrepreneurs a wide range of options to meet their specific needs. This has become even more relevant in the context of the abolition of the Schools of Arts and Crafts in Romania in 2009, which led to an acute shortage of skilled craftsmen.

Responding to skilled labour migration

The migration of Romanian skilled workers to Western European countries has created a significant shortage on the domestic market. Under these conditions, the employment of foreign nationals becomes a necessity, as offering European competitive salaries to Romanian employees is not always feasible.

Work ethic

Immigrants, especially Asians, are often willing to work long hours, including Saturdays, adapting to the demands and pace of work in Romania. This strong work ethic contributes to increasing productivity and meeting the goals of local companies.

To ensure success and compliance with legislation, it is recommended that the entire process is overseen by a specialist recruitment team. This includes from the selection of candidates to the finalization of the contract with the foreign worker. In this way, employers can avoid costly mistakes and facilitate a smooth and legal transition for their new non-EU employees.