Discover the top 3 strategic advantages of hiring workforce from Asia and how OG 25/2014 protects Romanian employers in the context of labor shortages.
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The Romanian labor market is undergoing a period of accelerated transformation, forcing companies to adapt their strategies to remain competitive. In the context of a severe personnel shortage, primarily caused by the migration of local workers to Western Europe, recruiting labor from Asia has become one of the most efficient solutions for local employers.
According to official data from the National Agency for Employment (ANOFM) as of October 1, 2025, there were over 31,700 vacant jobs.This reality highlights the genuine difficulty the business environment faces in attracting and retaining personnel, particularly in the technical, industrial, and construction sectors.
Against the backdrop of this shortage, integrating foreign workers — especially Asian workers — has become not just an option, but a sustainable development strategy for many companies. Access to an exact number of employees, who are recruitable and available within a predictable timeframe, allows employers to implement coherent long-term business plans, reducing operational risks and ensuring business continuity.
Here are the most important three advantages that make international recruitment a strategic solution for sustainable growth:
One of the primary benefits of hiring Asian workers is their professional rigor.
They are recognized for:
Dedication and commitment to long-term agreements, ensuring a constant presence at the workplace.
Rapid adaptability to job requirements, bringing stability to the organization of activities.
Specialization by field:
India: specialists who excel in technical fields due to solid training.
Bangladesh: valued for their meticulousness in courier and cleaning roles.
Philippines: ideal for reception and HoReCa due to advanced English language skills.
This cultural diversity strengthens essential values such as punctuality and responsibility, aspects that often represent a challenge among local personnel
From an economic perspective, the advantage does not lie in lowering salaries below the legal threshold, but in a balanced ratio between remuneration and the quality of work.
Although Romanian employers must fully comply with local legislation (minimum wage, contributions, working conditions), the stability offered by foreign workers generates major savings by eliminating "hidden costs":
Reducing expenses related to frequent recruitment processes.
Minimizing training periods for new personnel.
Preventing a drop in productivity during personnel rotations.
Because salaries in Romania are attractive compared to Asian countries, employees are motivated to remain with the company for long periods.
For a legal department or a human resources manager, contractual predictability is essential. Romania offers a legislative framework that protects the investment in international recruitment.
For the year 2025, the Government set a quota of 100,000 foreign workers from outside the EU. A crucial legal aspect is provided by art. 17 para. (5) of O.G. no. 25/2014, which limits the foreign worker's ability to change employers during their first year of activity.
This legal clause brings direct benefits to the company:
Operational stability: prevents activity blocks and maintains production rhythm.
Investment certainty: assures the employer that resources allocated for training and integration will materialize into a durable collaboration.
Long-term planning: allows for the avoidance of financial losses generated by premature replacements.
Opening up to the workforce from Asia represents more than just a method to cover vacant positions; it is an opportunity to introduce new work standards and professional attitudes within the organization. By adopting this strategy, companies benefit from a stable and results-oriented human resource, essential for maintaining growth momentum in a challenging economic environment.
Do you need legal support in recruiting foreign personnel?
Our team of lawyers can guide you through all the bureaucratic stages, ensuring that the recruitment process strictly respects the annual quota and current legal norms.
