Employment, Technology & Data Protection
We advise employers and investors on Romanian employment law, technology contracts and data protection. The work is usually connected to a transaction, a regulated business or a sensitive internal matter.
Updated 28 October 2026 · General information, not legal advice
What we advise on
Employees in transactions
Transfers of undertakings under Law 67/2006, information and consultation, and employee diligence.
Executive arrangements
Director mandates, executive employment contracts and incentive plans.
Restructuring
Collective dismissals and reorganizations under the Labor Code.
Technology contracts
Software licensing, SaaS, outsourcing and IT services agreements.
Data protection
GDPR compliance programs, data transfers, DPIAs and breach response.
- Director or employee. Romanian law treats directors under a mandate differently from employees. The choice affects tax, liability and termination.
- Transfers outside the EU. Personal data sent to group companies or vendors outside the EEA needs a valid transfer mechanism.
- Monitoring. Employee monitoring must be proportionate and disclosed, under Law 190/2018 and GDPR.
Do employees transfer automatically when a business is sold in Romania?
In an asset or business transfer, yes. Law 67/2006 moves employment contracts to the buyer with their existing terms, and both parties must inform and consult employee representatives. In a share deal, the employer does not change.
Does a Romanian company need a data protection officer?
Only where GDPR requires one, for example when core activities involve large-scale monitoring or sensitive data. Gambling operators and financial institutions often fall into this category.
Tell us the decision you need to make
Describe the transaction or regulatory issue, the Romanian assets involved and your timetable.
Consultation