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Sibiu, Romania Attorneys in related practice areas.
Employment and labor law in Sibiu, Romania, is governed by both national legislation and European Union Directives. The Labor Code, amended and updated several times since its inception in 2003, is the primary rulebook governing employment contracts, working hours, minimum wage, dismissal procedures, and other labor relations. Furthermore, the Social Dialogue Law provides instructions for collective bargaining and labor disputes. Navigating this legal landscape often requires professional legal assistance.
In many situations involving employment and labor disputes, legal representation is very useful. This can include situations where an employee believes he or she has been wrongfully terminated, bullied, or discriminated against in the workplace. It may also involve instances where an employer believes there has been a breach of an employment contract, or needs advice on drafting employment contracts and company policies that comply with labor laws.
The Romanian Labor Code particularly emphasizes the protection of employees' rights. The law mandates that employers must provide safe and healthy working conditions, respect the minimum wage and maximum hours of work, and cannot terminate an employment contract without a reasonable cause and proper notice. The legislation also protects against workplace discrimination and requires employers to handle private employee data with the utmost caution. Union rights and collective bargaining are also fully recognized under the Social Dialogue Law.
The minimum wage is set by government decision & varies by profession, but as of 2021, the base level is 2,230 RON per month for a standard working schedule of 167.333 hours per month.
No, the employer is required to provide notice according to the nature of the contract - permanent or temporary – and its length.
The standard working schedule is 8 hours a day & 40 hours a week. Overtime is possible, but rules surrounding maximum working hours and additional pay apply.
Discrimination claims are handled by the National Council for Combating Discrimination. They require substantial proof of any discrimination claims.
There can be flexibility on this matter. Still, as a general rule, if a task is not included in the job description specified in the labor contract and is not agreed upon separately, the employee may deny it.
The National Agency for Employment (ANOFM) is a major resource for those with employment & labor concerns. On the European level, the European Institute for Gender Equality provides extensive information about EU labor laws.
If you believe you need legal assistance, it is recommended that you first document all relevant information and collect any ongoing proof. Then, you could visit the local ANOFM office for initial advice and potentially seek out a lawyer specializing in labor law for professional advice and representation.
