Romania: Digital Nomad Visa Introduced

The new digital nomad visa includes the following key points:

• Activities abroad. Foreign nationals must be employed abroad or must own a company registered abroad for at least three years before submitting their application, and must seek to continue their economic activity abroad through information technology channels.
• Sufficient funds. Applicants must be able to demonstrate sufficient monthly financial means, at least three times the national average gross salary, during the six months before the visa application and for the entire visa duration.
• Document requirements. Applicants submit an employment contract, identification documents, company incorporation certificate, company contact details and industry, information on their role, and a letter of intent detailing their purpose of stay and activities; as well as travel tickets, health insurance, proof of sufficient financial means and a criminal record certificate. Documents may need to be legalized or apostilled and translated. The immigration authority can request additional documents at its discretion.
• Additional requirements for company owners. Company owners additionally submit company registration documents confirming the company has been registered abroad for at least three years; proof of remote administration; and proof of lack of tax debts in their home country.
• Validity. The visa will be granted for six months and will be renewable if the applicant continues to meet eligibility criteria. It is not yet clear whether there is a maximum on renewals.

Foreign nationals now have an option to reside and work in Romania without local sponsorship, which was not previously available.

• Economic recovery. Romania’s economy is growing and has considerable labor shortage, a common challenge across Europe. By offering a digital nomad visa, Romania seeks to diversify migrant flows and bolster economic growth.
• Remote work visa warning. In countries where remote work is unregulated, workers and employers may unknowingly put themselves at risk of noncompliance with many aspects of the law, exposing them to possible fines or other penalties, depending on the country. Importantly, noncompliance with regulations could result in employers losing their rights to hire foreign labor. Additionally, this type of work arrangement may have employment or tax law impacts. It will become increasingly important as such policies are developed (and in many countries where remote work is unregulated) for employers to analyze strategies and assess risks associated with implementing and/or continuing remote work policies with a trusted immigration partner.

• Transition period. Typically, when a new permit type is introduced, there is a slight delay in authorities’ information technology systems being updated to allow application processing and permit issuance.
• Global outlook. As the non-traditional workforce grows and countries focus on post-COVID-19 economic remobilization, more governments will likely start to slowly adapt and update remote work policies. Fragomen will report on related developments.