Find out who manages foreign workers after arrival: accommodation, transport, training, discipline, and integration into the company.
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The recruitment process does not end when workers arrive in Romania. At that point, an important stage begins for the stability of the team: managing foreign workers after arrival.
The company must organize daily activities, communicate the rules, provide training, and respect the conditions presented to candidates before departure. The placement agency fulfils the obligations established by law and by the agreements concluded, without taking over the employer’s role in managing employees’ daily activities.
Who is responsible for foreign workers after they arrive in Romania?
The company that concludes the individual employment agreement is the employer and is responsible for the employment relationship and the organization of daily work. The agency is responsible for the recruitment, placement, information, and support services assigned to it under the applicable legal framework and the agreements signed by the parties.
Below, we explain how responsibilities should be divided regarding reception, accommodation, transport, training, discipline, integration, and unexpected situations.
A candidate may have the necessary experience and be professionally suitable for the position, but their stability also depends on how they are received and integrated into the company.
Problems often arise when there are differences between the conditions communicated during recruitment and the situation encountered after arrival.
Misunderstandings may concern:
Insufficient preparation for integration may increase the risk of poor adaptation, conflict, or early departure.
For this reason, responsibilities must be clarified before the workers arrive and communicated clearly to the agency, the employer, and the recruited workers.
The company that signs the individual employment agreement is the foreign worker’s employer.
It manages the worker’s daily activity and is responsible for respecting the employee’s rights in accordance with the Romanian Labour Code and the special legislation applicable to the employment of foreign nationals.
The employer is mainly responsible for:
The agency does not become the worker’s direct manager and cannot manage the workplace activity on behalf of the company.
For a complete explanation of these responsibilities, consult our article on the role of the agency and the employer’s obligations towards foreign workers.
Integration must be prepared before the recruited workers begin their activity.
The company must clarify:
On the first day, every worker should know where they will work, what responsibilities they have, whom they should contact, and which rules they must follow.
Essential instructions must be communicated in a language or format the worker understands.
General job titles are not sufficient for organizing daily work.
Terms such as “construction worker,” “production operator,” or “warehouse worker” may include different responsibilities from one company to another.
The employer must explain clearly:
Before concluding that a worker is unable to perform the job, the company must verify whether the tasks were explained correctly, whether they correspond to the position originally communicated, and whether the person received the necessary training.
Accommodation responsibilities must be established in the firm job offer, in the agreements concluded by the parties, and in the other documents applicable to the recruitment process.
Accommodation does not automatically fall to either the agency or the employer in every situation. It must be verified who has assumed responsibility for organizing the accommodation and covering the related costs.
It is not sufficient for the offer to state only that “accommodation is provided.”
Before accepting the position, workers must know:
If the employer provides or organizes the accommodation, the company must respect the agreed conditions and manage the day-to-day use of the accommodation.
The agency may facilitate communication and support the resolution of problems within the limits of its legal and contractual obligations.
For more information about the process, consult our foreign worker recruitment services page.
Accommodation rules should be communicated from the beginning, not only after a problem occurs.
They may cover:
The rules must be reasonable, clear, and explained in a language or format the workers understand.
The accommodation costs and conditions communicated to candidates must correspond to the actual situation after arrival.
If misunderstandings arise, the party that organizes or provides the accommodation must examine the situation and discuss it with the people involved.
The employer must intervene when the problem affects employees’ work, safety, workplace discipline, or compliance with the agreed conditions.
The agency may support mediation when there are communication difficulties, cultural differences, or uncertainties regarding the conditions presented before arrival.
Each company should appoint a contact person for administrative and accommodation-related matters.
Initial transport from the point of arrival to the accommodation or workplace must be organized in accordance with the applicable procedure and the obligations assumed under the agreements.
Before arrival, the following must be clarified:
Initial transport should not be confused with daily transport between the accommodation and the workplace.
If daily transport is required, the employer must clearly communicate:
This information must be presented to the candidate before they accept the offer.
Foreign workers must comply with the individual employment agreement, the internal regulations, and the lawful instructions of their managers, just like any other employees.
Workplace discipline is managed by the employer.
The company must clearly communicate:
The agency may facilitate communication, but it does not impose disciplinary sanctions on an employee hired by the client company.
Any disciplinary measure must be managed by the employer in accordance with the procedure established by labour legislation.
When a conflict arises, the company must examine the specific circumstances before making a decision.
An apparently disciplinary problem may be caused by:
The agency may help clarify the situation and identify a reasonable solution without replacing the employer’s responsibility.
The agency’s role should not be reduced to identifying and presenting candidates.
Depending on the applicable legal framework and the services assumed under the agreement, the agency’s activities may include:
The specific obligations must be verified according to the applicable procedure and the agreements signed by the parties.
This support does not transfer the employer’s daily responsibilities to the agency.
For the process to work, each party must fulfil its role, and the conditions presented to candidates must be respected after arrival.
If a worker leaves or does not adapt to the requirements of the position, the situation must be assessed based on the facts and the signed agreements. This subject is explained separately in our article on what happens when a foreign worker leaves or is unable to perform the job.
Professional training and occupational health and safety training are the employer’s responsibility.
The company must ensure that the worker understands:
Signing documents alone is not sufficient if the worker does not understand the information provided.
Where necessary, the employer must use translations, visual materials, practical demonstrations, or language support.
The individual employment agreement must be concluded in the form and languages required by the applicable legal framework. These requirements are explained in our article about the employment agreement for foreign workers in 2026.
The special legal framework governing foreign nationals’ access to the labour market is regulated by Government Emergency Ordinance no. 32/2026.
The legislation establishes rules regarding foreign nationals’ access to the labour market, the roles of the entities involved, and the use of a digital system for managing procedures.
At the date of publication of this article, the official WorkinRomania.gov.ro platform is in the testing and operationalization stage.
The data entered during this stage is used to test the platform’s functions, and the information collected during testing is expected to be deleted when the platform is officially launched.
The information published on the platform is for guidance purposes and does not replace verification of the legislation in force or the procedure applicable to each individual case.
Employers should also consult the information published by the General Inspectorate for Immigration regarding employment permits, residence rights, and the required documents.
Depending on the situation, the company must also comply with:
Not all applications follow the same procedure.
The applicable process may vary depending on:
Before recruitment begins, the updated legislation and the procedure available at that time must be verified.
Before the workers arrive and begin their activity, the company must verify:
These responsibilities must be established in writing and explained before the process begins.
General wording may lead to different interpretations and may unjustifiably transfer responsibility from one party to another.
Managing foreign workers after arrival is mainly the responsibility of the company that concludes the individual employment agreements and manages the employees’ activities.
The employer organizes daily work, pays salaries, communicates the rules, provides training, manages discipline, and respects the conditions presented during recruitment.
Responsibilities regarding reception, transport, and accommodation must be clarified through the firm job offer and the applicable agreements. They should not be assumed and do not automatically fall to the same party in every situation.
The agency is responsible for the recruitment, placement, information, and support services assumed under the agreement and for the obligations established by the legal framework.
To reduce risks, the company must prepare the integration process before arrival, appoint clear points of responsibility, and intervene promptly when problems arise.
A stable process requires:
Recruitment is effective when the correct selection of candidates is followed by a well-organized integration process and respect for the conditions agreed by the parties.
Contact the Muncitorești team to discuss the responsibilities, conditions, and solutions suitable for your recruitment process.
