1. Main Visa and Work Permit Types

The above are the main categories covered in this guide and are not an exhaustive list of all Romanian visa and residence categories.

1. Short-Stay Tourism and Business Visits

Chinese ordinary passport holders traveling to Romania for short-term tourism or business visits generally need an applicable Schengen Type C visa.

Schengen short stays are generally limited to a total of 90 days in any 180-day period, with time spent across multiple Schengen countries counted together. A visa’s validity period and number of entries are not the same as the period of stay actually permitted.

A short-term visit does not automatically grant work rights. Even if an activity may qualify for a work permit exemption, the applicant must still meet the specific conditions prescribed by Romania.

Whether an activity is a business visit should be determined from the actual work involved, not only the name of the trip or where salary is paid. Activities such as equipment installation, maintenance, training, and on-site client services require particular confirmation of whether a work permit or a specific exemption applies.

2. Long-Stay Visa and Single Permit for Regular Employment

This route is for foreign employees hired by a Romanian employer who meet the admission conditions for regular employment.

New regular employment applications generally use D/AM2 and should be handled by a legally authorized employer or an eligible placement agency. The applicant and position generally need to meet the following conditions:

1. The position is on the applicable shortage occupation list;
2. The applicant’s qualifications and work experience meet the role requirements;
3. Any applicable professional qualification recognition has been completed;
4. A registered full-time employment contract is in place;
5. Salary and insurance arrangements comply with requirements;
6. Applicable annual quota and applicant-entity conditions are met.

The new application mechanism effective from August 8, 2026, and the statutory transitional arrangements for older cases should be assessed separately.

The work visa and Single Permit take effect separately. Residence for regular employment is approved according to the contract term, generally for no more than two years.

An extension application should be filed at least 30 days before the existing right of stay expires. Changing employers after a voluntary resignation is generally subject to a six-month employment requirement, although statutory exceptions may apply in cases such as serious breach. Applicants placed through an agency may also be subject to rules involving the original placement agency during the first two years.

People who do not receive unemployment benefits may generally retain residence for up to 90 days after termination of the employment relationship is registered, but not beyond the original permit’s expiry date. This period is not open work authorization and does not allow the holder to work for any new employer.

3. Highly Qualified Employment and the EU Blue Card

This route is for people offered an eligible highly qualified position who meet higher professional qualification and salary conditions.

The highly qualified D/AM1 route generally requires:

1. A full-time employment contract of at least six months;
2. Higher professional competence that meets the requirements;
3. Compliance with applicable professional admission requirements;
4. A salary of at least the current national average gross salary;
5. An employer that meets applicable compliance and recruitment conditions.

D/AM1 also covers other special categories established by law, so not every D/AM1 applicant should be treated as an EU Blue Card holder.

Residence for highly qualified employment is generally approved for the employment contract term plus three months, up to a maximum of three years. An extension application should be submitted at least 30 days before the existing permit expires.

When changing employers, the applicable rules on length of employment, the single application procedure, and the EU Blue Card should be followed. Cross-border mobility and new work arrangements must also meet their respective conditions.

People who do not receive unemployment benefits may generally retain residence for up to 90 days after termination of the employment relationship is registered, but not beyond the original permit’s expiry date. Unemployment benefit recipients and other statutory exceptions should be assessed separately.

2. Entry, Family Members, and Other Arrangements

1. Entry and Stay

Visas, work approvals, and residence documents should match the applicant’s actual activities, and their validity periods should remain aligned.

A pending application, employment contract, or invitation letter cannot by itself serve as proof that entry, residence, or work has already been approved.

2. Family Members of Regular Employees

Family members of holders of a long-stay visa or Single Permit for regular employment must meet the applicable family reunification conditions.

Whether a family member may work in Romania depends on the residence status granted to that family member and the relevant legal provisions. The principal applicant’s work permit cannot be used directly.

3. Family Members of Highly Qualified Workers

Family members of EU Blue Card holders or holders of other highly qualified employment residence statuses may apply for the corresponding status under the family reunification rules for highly qualified workers.

A family member’s work rights still depend on the status granted to that person. Study, transit, and other personal arrangements must separately meet their respective conditions.

3. Extensions, Changes, Termination, and Status Maintenance

When the employer, role, work location, contract, or assignment arrangement changes, both employment and immigration requirements should be reviewed based on the applicant’s specific status. The employment contract should not be amended while visa, work authorization, or residence procedures are overlooked.

4. How sailglobal Can Help

If a company plans to send personnel to Romania for a business visit, local employment, a short-term project, or accompanying-family arrangements, sailglobal can help it understand the applicable route and application requirements based on the applicant’s status, job responsibilities, employer conditions, and travel arrangements.

Visa, work permit, and residence applications are independently decided by the relevant competent authorities. sailglobal does not guarantee an approval result or a fixed issuance date.