WorkinRomania.gov.ro is fully operational again: what employers recruiting skilled foreign workers need to know

Updated on 12 November 2026

WorkinRomania.gov.ro is fully operational again, according to the announcement displayed on the official website. Employer registration, employer authorisation and the submission of single applications for D/AM2 long-stay visas are available. For companies recruiting workers from outside the European Union, the restoration of these functions allows essential administrative steps to resume. Source: WorkinRomania.gov.ro

Employers should now review their recruitment projects, including documentation, candidate availability and the expected hiring timeline. Our team recommends aligning these checks with the professional requirements of each role, so that candidate selection and administrative preparation move forward together.

The Labour Minister’s announcement and the restoration of WorkinRomania

On the evening of 11 November 2026, Labour Minister Florin Manole announced that the platform was operational again. According to the report published by Digi24, the minister thanked the institutions involved and the social partners, highlighting the contribution of dialogue to resolving the situation.

The official platform also confirms that the three workflows previously disabled on a temporary basis are available again:

• employer registration;
• employer authorisation;
• submission of single applications for D/AM2 long-stay visas.

In its statement of 15 September 2026, Romania’s General Inspectorate for Immigration explained that these workflows had been disabled following a court ruling suspending the ministerial order on the list of shortage occupations. The institution stated that the measure reflected the effects of the court ruling, while other functions remained available.

For applications already initiated, our recommendation is to check each case individually, including its status and any requests for additional information displayed on the platform.

What this means for recruiting skilled foreign workers

Companies seeking staff for transport, logistics, construction, manufacturing or vehicle repair workshops need to match the professional profile with the applicable employment procedure.

There is an important distinction between skilled workers and the legal category of highly qualified workers. A role requiring experience and practical skills may fall within the D/AM2 category. The official platform gives examples including drivers, carpenters and electricians, and notes that specific qualification requirements may apply.

According to the information published for employers, D/AM2 cases also require a check that the occupation appears on the list of shortage occupations. The D/AM1 category includes highly qualified workers and other categories covered by the applicable framework. The correct category must be assessed for each case. Source: official information for employers

From an operational perspective, employers need a precise job description before selection begins: responsibilities, equipment used, required experience and skills that candidates must demonstrate. These details support both candidate assessment and the preparation of a consistent employment offer.

What we recommend employers check now

For projects being prepared or currently on hold, we recommend a four-step review.

1. Update staffing requirements. Confirm the available positions, the number of people needed and when the company can onboard new employees. Operational needs may have changed during the administrative interruption.

2. Check the occupation and the applicable procedure. Match the actual duties to the intended occupation and assess the relevant conditions for both employer and candidate. For D/AM2, the platform describes recruitment through an authorised placement agency and the possibility of direct recruitment by an authorised employer, subject to the applicable conditions. Official details

3. Review documents and candidate availability. Check document validity, the information in the employment offer and whether candidates remain interested and available. Any changes to the role, salary or working conditions should be clarified before the project proceeds.

4. Revise the recruitment timeline. Identify the remaining steps and who is responsible for each stage. Expected arrival dates should be updated based on the actual progress of the procedures and the approvals obtained.

Selection and practical skills testing remain essential

Access to the platform supports the administrative side of recruitment. Choosing a suitable candidate still requires verification of their experience and assessment of the skills needed for the job.

For a mechanic, assessment may involve identifying a fault and explaining the repair. For a manufacturing worker, the practical test can reflect the operations and equipment used by the employer. Criteria should be agreed before the interview, so that results can be compared and discussed in concrete terms.

At the same stage, we recommend clarifying working conditions and mutual expectations, including schedules, responsibilities, team communication, accommodation and support on arrival, as applicable. These discussions help candidates understand the offer and employers prepare for onboarding.

How our team supports employers

Our team provides integrated foreign worker recruitment services, including selection, skills testing, documentation and integration. The process is tailored to each role and may include interviews, experience checks, practical tests and coordination of immigration procedures.

For clients, we recommend following the restoration of WorkinRomania with a detailed review of each project and agreement on the next steps with the recruitment team.

Do you need skilled workers from outside the EU? Contact our team to discuss the profiles you need, professional requirements and the steps applicable to your company.