Employment of Foreign Nationals in Romania
- Key changes introduced
- The new WorkinRomania.gov.ro platform
- Key differences between a registered employer and an authorised employer in Romania
- Financial thresholds and conditions imposed by the new regulatory framework
Non-compliance may result not only in administrative penalties but also in the loss of the right to recruit for a period of up to 36 months.
Employment Visa Extension in India: What Expats and Employers Should Know
Foreign nationals employed in India on an employment visa must maintain valid immigration status for the duration of their employment. Where the employment continues beyond the validity of the existing visa, the foreign national may apply for an extension through the Foreigners Regional Registration Office (FRRO) or Foreigners Registration Office (FRO), under the Bureau of Immigration (BoI).
- When can an employment visa be extended?
- Who can apply for an employment visa extension?
- Documents required for an employment visa extension.
Relocate with RE-LOCATE
Looking to relocate to Germany? Our partner RE-LOCATE has you covered.
Check out their latest guide to find out, which relocation option is your best fit.
Romania's Labour Market: New Opportunities for Businesses
CT Executive Search Press Release
- Romania remains Central and Eastern Europe’s strategic nearshoring hub.
- The Romanian market continues to attract international business, as companies adapt to significant changes in recruitment, taxation, and employment law.
- German investment, rising labor costs, digital tax administration, and changing workforce expectations are reshaping the business landscape
These and other valuable insights were shared at the webinar, “Focus on Romania: Economic, Investment, and Recruitment Opportunities”, organised by CT Executive Search and STALFORT.Legal.Tax.Audit, and supported by AHK Romania.
Executive Search in the Middle East
Building the right leadership team for growth in Saudi Arabia & the UAE
The more we work with businesses across Saudi Arabia and the UAE, the more one thing stands out:
Finding a senior leader is not just about matching a CV to a job description.
The region is changing quickly; businesses are expanding, and expectations from leadership are higher than ever. Companies need people who can understand the local market, work across cultures, lead teams, and still bring a strong international perspective.
FAQ: Executive search for Romanian subsidiaries
Christian Tegethoff, Managing Director, CT Executive Search
How does the recruitment of senior executives in Romania differ from that in other Central and Eastern European EU countries?
- Romania has a well-educated pool of senior executives in the manufacturing sec tor, for example, in the automotive and consumer goods industries. A strong pool of candidates can also be seen in the shared service centres and IT.
- Senior executives are particularly concentrated in certain regions. Bucharest, Cluj-Napoca, Timișoara and, to some extent, Brașov attract a disproportionately high number of qualified top managers.
We believe Romania is on the right track
Sebastian Metz, Executive Board Member of the German-Romanian Chamber of Industry and Commerce
How would you assess Romania’s current political climate and its impact on the trust of German investors?
German companies are monitoring current political developments in Romania very closely. Investment decisions depend mainly on stable and competitive framework conditions, reliable and efficient institutions, and predictable fiscal and economic policies.
Employment law in Romania: legislation, practical advice and pitfalls
Christian Weident Lawyer, Managing Partner Legal, STALFORT Legal. Tax. Audit.
What are some of the common mistakes that German head offices make when hiring and letting go of executives in Romania?
German parent companies frequently make mistakes resulting from a lack of knowledge of the fundamentals of Romanian employment law.
This includes, in particular, the use of German model contracts or clauses without adapting them to Romanian law.
Investing in South India: Comparing States, Sectors, and Opportunities for Foreign Firms
Investing in South India gives multinational firms access to one of the country’s most attractive and diverse regional economies.
For foreign investors, the region provides a variety of opportunities. The key issue is which combination of state and industrial cluster best fits the business model.
Investing in South India gives multinational firms access to economic diversity, established infrastructure, and dynamic consumer markets.
RECRUITMENT IN INDIA: PRACTICAL INSIGHTS FOR INTERNATIONAL SMES
Christian Tegethoff, Managing Director, CT Executive Search
Market entry into India typically follows a three-stage process: after initial sales activities via local Indian trading partners, a company establishes its own subsidiary (Private Limited), before some companies move on to setting up their own local production operations.
During each phase of local growth, the question arises regarding suitable executives to manage the business in India on an operational level.
CASE STUDY: RECRUITING A NEW MANAGING DIRECTOR FOR AN INDIAN SUBSIDIARY
Christian Tegethoff, Managing Director, CT Executive Search
Due to the dynamic growth of the Indian steel industry, our client decided to open a production plant in the region, and contacted the CT Executive Search Team to help find a suitable candidate for the Managing Director position in India.
What was now needed was not a traditional sales manager, but a leader who would take overall entrepreneurial responsibility for the entire organisation, including production and the supply chain.
SUCCESSFUL RECRUITMENT IN INDIA: DO’S AND DON’TS FOR GERMAN HEADQUARTERS
Gaurang Prajapati, Assignment Director, CT Executive Search, Ahmedabad
Once a senior Indian candidate signals genuine interest, momentum matters greatly. The best profiles in the Indian market typically run three to four parallel conversations at any given time. Silence from the hiring company is quickly interpreted as disinterest. Top talent in India is frequently lost not because a competitor offered more, but simply because they responded faster.
Saudi Arabia Hiring Guide: Employment Contracts, Saudization, Probation, and Probation Rules
Foreign employers hiring in Saudi Arabia must comply with Labor Law requirements, Saudization quotas, Qiwa employment contracts, probation rules, and restrictions on foreign workers and independent contractors.
AI-Powered HR in China: Who’s Liable When Algorithms Decide?
AI is changing how HR functions operate in China, but it does not change who is accountable.
Topics covered include:
- How AI is reshaping China’s HR functions
- What AI does well in recruitment and where it falls short
- Why “human‑in‑the‑loop” matters in China
- Implications for employers
An Employer’s Guide to Wage, Payroll, and HR Compliance in India in 2026
India’s employment and payroll compliance environment is changing rapidly in 2026. With the implementation of India’s four labor codes, revised wage definitions, state-level minimum wage updates, greater scrutiny of contractor and third-party staffing arrangements, and the transition to the Income-tax Act, 2025, employers must reassess how they hire, compensate, manage, and terminate employees in India.
This issue of India Briefing Magazine provides a practical guide for foreign investors, HR leaders, finance teams, payroll managers, and corporate decision-makers operating in India.
An Introduction to Doing Business in Hong Kong 2026-27
Hong Kong is the premier hub and gateway for businesses to trade with, invest in, and access the wider China and Asia regions. Compiled by the professionals at Dezan Shira & Associates, the Doing Business in Hong Kong 2026-27 guide introduces the fundamentals of investing in this special administrative region, along with the latest relevant changes this year. This comprehensive guide is ideal for investors entering the Hong Kong market and for existing businesses to stay informed.
Building HR Compliance Readiness Under India’s Labor Codes
India’s labor compliance framework is at a critical juncture with the four labor codes now in effect. Coupled with regulatory changes come expanding digital enforcement mechanisms and increasing stakeholder scrutiny, reshaping how employers approach workforce governance in the country.
When Should Foreign Companies Hire a Virtual CFO in Singapore?
Many foreign companies establish Singapore entities without appointing a Chief Financial Officer or engaging a Virtual CFO (vCFO). During the early stages, accounting, tax compliance, payroll administration, and statutory reporting are often sufficient. The decision point emerges when the Singapore company evolves into a regional headquarters, investment holding vehicle, or treasury center. Management is no longer focused solely on compliance but on allocating capital, funding expansion, managing liquidity, and evaluating opportunities across multiple ASEAN markets.
Optimizing Your China Manufacturing Operations: Setup, Acquisition, and Restructuring Pathways
In a year where global supply chains are being reshaped by geopolitical pressures, cost considerations, and regulatory shifts, China’s manufacturing landscape presents a more complex operating environment than ever. This publication equips foreign investors with practical insights into market dynamics, policy developments, and strategic pathways across setup, acquisition, and restructuring, enabling informed, resilient, and forward-looking decisions in 2026. It is particularly valuable for business leaders, operations executives, and legal or compliance teams seeking clarity, efficiency, and long-term competitiveness across their China manufacturing operations.
Czech Republic: What the new standardized monthly employer report entails
KEY FACTS
- A unified monthly employer report (JMHZ) will be introduced effective April 1, 2026 in the Czech Republic
- It replaces several existing reporting obligations
- It must be submitted electronically by the 20th day of the following month
- The report for the first quarter of 2026 must be submitted retroactively
- Employee records and new identifiers (OIČ, IZ) will be introduced
- Failure to comply may result in fines or the work being deemed illegal
How Much Should You Pay Your Employees in China?
This China salary guide covers everything businesses need to know about employee compensation, from regional and industry benchmarks to negotiation norms, helping foreign companies make informed and cost-effective hiring decisions.
Working in India as an Expat: Visa, Tax, Payroll, and Relocation Guide for Foreign Employees
Foreign employees relocating to India need more than a valid visa and a tax briefing. A successful India assignment requires coordinated planning across immigration, tax residency, payroll, social security, banking, housing, healthcare, schooling, foreign exchange, employment law, and departure compliance.
This guide explains what foreign employees and employers should consider before, during, and after an India assignment.
Hiring in Hong Kong: Compliance Tips for Foreign Companies
Hong Kong offers foreign companies access to a highly skilled, multilingual workforce and a business-friendly regulatory environment, making it a key gateway for regional expansion in Asia. However, employers must ensure compliance with local labor laws, MPF contributions, payroll reporting obligations, and immigration requirements when hiring employees in the territory.
2026 HR Guide to Salary Structuring in India: The 50% Basic Pay Rule and PF Compliance
With the operationalization of the new labor codes in 2026, employers in India must ensure that salary structuring aligns with statutory requirements, with basic pay and dearness allowance together constituting at least 50 percent of total remuneration.
Poland 2026: Record Trade Relations, Key Executive Search Trends and Legal Reforms Highlighted
CT Executive Search Press Release
Business leaders attended the webinar “Update Poland: Economy, Law, and the Labour Market” to discuss the country’s evolving role as a central European economic powerhouse.
The event provided a comprehensive overview of the record-breaking bilateral relations with Germany, shifting recruitment dynamics, and significant legislative changes set to redefine the Polish business landscape in 2026.
