http://www.teodorescupartners.ro/

Teodorescu Partners, Bucharest (2026)

20/05/2026

⚖️ Regulatory change is accelerating – are you keeping up?

From the new WorkInRomania.gov.ro platform for hiring foreign workers, to updated EU ETS rules that now cover the maritime sector, and the iBon mobile app for checking fiscal receipts, Romanian businesses are facing a denser and more digital compliance landscape than ever before.

For employers, this means very concrete changes:

• Hiring non‑EU workers will increasingly run through WorkInRomania.gov.ro, with clearer distinctions between visas (e.g. D/AM1 for highly‑qualified workers and D/AM2 for permanent, seasonal and cross‑border workers), stricter conditions tied to the “shortage occupations” list, and mandatory coordination with ANOFM before posting firm offers.

• Environmental obligations expand as the maritime sector enters the EU ETS, bringing harmonised deadlines and a standardised penalty of 100 EUR per tonne of CO₂ equivalent emitted without sufficient allowances – costs that ultimately sit with operators and may need to be reflected in contracts and pricing.

• Tax transparency is reinforced via the iBon app, which lets customers scan receipts, manually input data and send complaints to ANAF when no fiscal receipt is issued or card payment is refused, increasing the likelihood of controls where practices are weak.

In practice, employers need to:

• revisit internal hiring workflows and documentation when recruiting foreign workers;
• map environmental and tax‑relevant processes against the new rules;
• train HR, finance and operational teams so that daily decisions do not accidentally trigger sanctions.

At Teodorescu Partners, we help companies anticipate legal risk and turn compliance into a competitive advantage – across employment and immigration, environmental regulation and interactions with tax authorities.

If you would like to understand how these recent changes impact your business and what practical steps you can take to stay compliant, let’s talk.

11/05/2026

New EU rules on technology transfer are now in force, and they matter for your licensing agreements.

We wrote an article on the topic, which you can read in the first comment: 👇

The new Technology Transfer Block Exemption Regulation (TTBER), published by the European Commission on 16 April 2026 and effective as of 1 May 2026, modernises the competition rules applicable to technology licensing, with a clear nod to the digital economy and data-driven business models.

Two things to keep in mind:

💡 Early-stage tech gets a break. Technologies with no sales yet are treated as having 0% market share, making it easier to access the safe harbor from day one. Also, the grace period for exceeding thresholds has been extended from 2 to 3 years.

💡 Data licensing is now on the map. For the first time, the guidelines explicitly address data licensing agreements, and information exchange in database licensing will not normally be treated as a "by object" restriction.

This is an opportunity to reduce legal risk and optimize your licensing strategy, not just a compliance update.

Our team is here to help you navigate what's new.

06/05/2026

🤝 Welcome to the team, Rebeca!

We're excited to welcome Rebeca-Andreea Pestrițu to Teodorescu Partners as our newest Junior Associate, bringing fresh energy to our Technology and Corporate practice areas.

With a strong foundation in European and International law, and an ongoing LLM in New Technologies Law at the University of Bucharest, Rebeca combines sharp legal thinking with a genuine passion for the evolving digital landscape.

Beyond law, she's an advocate for civil rights and a creative force in graphic design. Exactly the kind of people we love having on our team.

Welcome aboard, Rebeca, we're glad you're here! 🎉

23/04/2026

Today we celebrate 1 year since Tudor Maga joined us as Senior Associate, and it already feels like he’s been part of the Teodorescu Partners story from the very beginning. Tudor brings not only strong criminal and corporate law expertise, but also kindness, balance and a genuine team spirit that lifts the people around him.

Thank you, Tudor, for everything you do – here’s to the road ahead!

20/04/2026

Three legislative updates from March and April 2026 that employers and business owners need on their radar.

EU Inc. — A new European legal framework for companies

In March 2026, the European Commission published its proposal for EU Inc. — an optional, fully digital corporate framework that would allow a company to be set up anywhere in the EU in 48 hours, for under €100, with no minimum share capital requirement.

Key features of the proposed regime:
• end-to-end digital processes, from registration to dissolution
• tax ID and VAT number issued automatically, without re-submitting documents
• freedom to choose the Member State of incorporation
• optional — it does not replace national company law

The proposal is now in the hands of the European Parliament and the Council, with a target agreement by end of 2026.
~

Nursery vouchers increase to RON 740/month — Order no. 368/179/2026

Starting April 2026, the monthly value of nursery vouchers for employed parents has been raised from RON 710 to RON 740, following indexation against inflation under Law no. 165/2018.

The official calculated figure was RON 739.76, rounded to RON 740.

The updated value also applies to August and September 2026.
~

Cultural vouchers — updated limits for H1 2026 — Order no. 369/2.624/2026

Order no. 369/2.624/2026 (Official Gazette no. 258/01.04.2026) sets the indexed values of cultural vouchers for the first half of 2026:
• RON 250/month (monthly grant)
• RON 490/event (occasional grant)

These limits also remain in force for August and September 2026.

If you want to understand how these changes apply to your organisation's payroll and benefits structure, reach out for a short conversation.

12/04/2026

🌸 Happy Easter from Teodorescu Partners! 🐣

Wishing all of our clients, partners, and friends a joyful and peaceful Easter celebration. May this season bring renewal, warmth, and plenty of time with the people who matter most.

Hristos a Înviat! ✨

01/04/2026

Pay transparency in Romania just stopped being a distant EU topic – it’s now a published draft law with real operational consequences for employers.

The Ministry of Labour has released the draft law transposing Directive (EU) 2023/970 on pay transparency. While it is still a draft and the final text may change, one thing is clear: salary structures, decisions and communications will need to withstand a much higher level of transparency and scrutiny.

For employers, the real impact will be operational:
• documented job evaluation and salary structures
• objective, consistent pay criteria across the organisation
• clear information for candidates and employees on pay levels or ranges
• periodic reporting on gender pay gaps for larger employers, based on data starting with 2026.

The draft also introduces a stricter sanctions regime, with fines that may go up to RON 30,000 and a reversed burden of proof in equal pay disputes – meaning employers will have to demonstrate that they complied with the rules.

At Teodorescu Partners, we are already working with clients who prefer to prepare before the law is adopted – from pay structure audits and job evaluation systems to internal policies and response procedures for employee requests.

If you want to understand what this draft law may mean for your organisation and where to start in 2026, reach out for a short exploratory discussion.

04/03/2026

Pay transparency is no longer just a principle – it is becoming an enforceable obligation - read the full article prepared by our colleague, Tudor, here: https://teodorescupartners.ro/directive-eu-2023-970-pay-transparency/

Directive EU 2023/970 reframes the long‑standing "equal pay for equal work" standard into concrete mechanisms that employers will need to operate from 7 June 2026. And because the first reporting obligations will cover 2026 itself, preparation cannot wait for transposition.

Here is what changes for companies:

• Recruitment: candidates must be informed of the pay level or salary range before the interview; asking for salary history is prohibited.

• Pay confidentiality clauses: employees cannot be prevented from discussing their salary when relevant to equal remuneration. Non‑compliant clauses must be revised or removed.

• Access to pay data: employees may request information on their own pay and the average pay for comparable roles, broken down by gender – anonymised, but powerful in litigation.

• Full reward package covered: salary, bonuses, allowances, benefits and non‑cash perks must all be governed by objective, non‑discriminatory criteria.

• Burden of proof shifts: if an employee signals discrimination or the employer fails on transparency, the employer must prove no discrimination occurred. Opacity itself becomes a legal risk.

At Teodorescu Partners, we help companies get ahead of this: from auditing pay policies and reviewing employment contracts, to redesigning recruitment procedures and building objective performance evaluation frameworks.

If you want to assess your current exposure and prepare a clear action plan before June 2026, let's schedule a working session – online or at our Bucharest office.

Note: Directive EU 2023/970 has not yet been transposed into Romanian law. We will update you once a national transposition law is adopted.

20/02/2026

OUG 91/2025 – the “first sick‑leave day unpaid” rule – has just entered a new chapter. The Romanian Ombudsperson has brought the ordinance before the Constitutional Court, targeting precisely the mechanisms we analysed in our February update.

The challenge focuses mainly on:

• the elimination of the indemnity for the first day of sick leave, seen as affecting the substance of the constitutional right to health and social protection

• the fact that all insured persons pay contributions, while one day of risk is now left without coverage (“tax on illness”)

• the use of an emergency ordinance to restrict social‑security guarantees, in tension with the constitutional limits on such instruments.

What does this mean in practice? For the moment, nothing changes in companies’ day‑to‑day operations: OUG 91/2025 remains in force and employers must continue to apply the current rules (first day unpaid, days 2–6 borne by the employer, from day 7 by FNUASS) until the Constitutional Court rules otherwise.

The Court’s docket suggests a decision can typically be expected in a few months from the registration of the complaint, though no exact hearing date has been announced yet. Depending on the outcome, companies may be looking at: (i) confirmation of the current framework, (ii) partial adjustments, or (iii) a full reset of the “first day unpaid” mechanism.

At Teodorescu Partners, we continue to monitor both the constitutional challenge and the secondary legislation around OUG 91/2025. Our Employment team is ready to help you:

• map the financial impact of different scenarios on sick‑leave budget
• adjust internal policies and communication plans with employees
• prepare agile fallback options in case the Court reshapes the current regime.

If you want to stress‑test your sick‑leave strategy while the ordinance is under constitutional review, let’s schedule a focused working session – online or at our Bucharest office.

18/02/2026

Romanian employers are about to get a clearer message on workplace harassment – and on the cost of looking the other way.

A new legislative package will amend the Labour Code, the H&S Law and the Labour Inspectorate Law to expressly ban violence and harassment at work, in line with ILO Convention 190. The rules will cover behaviours that undermine dignity or create a hostile or humiliating environment, whether they occur once or repeatedly, on‑site or in work‑related contexts such as business trips, events or digital communication.

Employers will need to designate at least one person responsible for preventing harassment, integrate clear rules and confidential reporting channels into internal regulations and H&S documentation, assess psychosocial risks and act quickly where there is a serious and imminent risk to employees’ safety. Non‑compliance can bring fines of tens of thousands of RON for failing to protect victims or to grant paid days off where relocation is not possible.

For now, these are still draft rules: they will only start to apply once they clear the Chamber of Deputies, receive presidential sign‑off and are published in the Official Gazette.

At Teodorescu Partners, we help companies move from paper policies to practical frameworks – mapping the impact of the new rules, rewriting internal procedures, training your designated contact point and getting you ready for inspections.

📩 If you want to future‑proof your workplace against the upcoming anti‑harassment rules, let’s schedule a focused working session – online or at our Bucharest office.

16/02/2026

Ne bucurăm de concretizarea acestei tranzacții și de faptul că am putut fi alături de Equilobe Software pe tot parcursul procesului.

Am fost aproape de echipa Equilobe încă din pașii incipienți ai discuțiilor.

Bucuria este cu atât mai mare cu cât Equilobe au avut încredere în proiectul Teodorescu Partners încă din primele zile.

Ceea ce vedem acum este una dintre cele mai puternice echipe de .NET din România.

Felicitări echipei Equilobe și, în mod special, lui Dan și Catalin, pentru acest pas important.

Avocatură de business, cu gândire antreprenorială și soluții adaptate realității.

Mai multe detalii aici: https://teodorescupartners.ro/ro/teodorescu-partners-a-asistat-equilobe-in-unirea-fortelor-cu-zitec-pentru-crearea-unui-pol-regional-de-excelenta-in-tehnologie/

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