Recent changes in the Labour Code included the elimination of criminal charges against employers that use the work of more than 5 employees without legal forms. A new legislative project contains provisions on the criminal charges the employer that uses undeclared employment might face.
Beginning the 1st of August, new rules on social security contributions for part-time employees will apply.
New legal provisions were introduced in the Romanian Labour Code in order to limit the occurrence of undeclared employment. Stricter rules on punishing employers that use undeclared employees apply, starting this August.
A new project to modify the Labor Code has been published by the Labor Ministry. The project is subject to public debate and aims at reducing undeclared employment.
The Supreme Court has issued a generally mandatory decision, stating that the individual employment agreement is terminated de jure when the employee begins to serve the prison sentence, making it impossible for the employee to be present at the workplace.
The Labor Minister has announced that it is the intention of the Government to make important changes in the Social Dialogue Law. Law No. 62/2011 is currently under tripartite discussions and the intent of the Government has announced that significant changes are to be made. The Labour Minister has called for the Employers’ Associations and Union Federations to meet in order to discuss the new legal provision on the social dialogue.
As of February 1, 2017, no income tax will be paid for seasonal workers that are kept active in the workforce market for the entire year.
According to a project made public by the Labour Ministry, new occupations are to be introduced in the National Classification of Occupations in order to ensure that employers can assign the correct code for their employees.
In a recent ruling, the practice of a football team that systematically excluded a football player from the usual practice/training regime, due to the existence of judicial claims regarding the player’s employment, was qualified as direct discrimination and harassment.
In recent cases, the local court ruled that the Employer can establish a special working hours schedule for his off-shore Employees. National law is more restrictive than European regulations on working hours, however the Court found that in the case of off-shore Employees national law does not cover the specific situation, meaning that the Employer can apply European regulations on working hours.