Non-contentious advisory
Individual and collective employment contracts, addenda, job descriptions, internal regulations and HR policies, professional performance evaluations.
Employment law for employers | TGZ Legal
Employment law
Employment law for employers: your proactive legal partner
for companies
In Romania, labor relations are an extremely sensitive and strictly regulated field, governed by the Labor Code (Law 53/2003). For a company, poor management of labor relations means not only low employee morale but also direct financial and legal risk: costly labor disputes, fines from the Labor Authorities, and annulment of management decisions.
TGZ Legal acts as a strategic partner for HR departments and management. Not just theoretical opinions — we provide practical support in daily decisions, litigation prevention, and ongoing compliance with employment legislation.
What we offer
Employment law services
Managing termination of employment
Individual and collective dismissals, disciplinary procedures, restructurings and reorganizations.
Collective relations
Collective bargaining, trade union relations, collective labor disputes.
Employment law in transactions
Employment due diligence, transfer of undertaking, post-M&A harmonization.
Benefits and mobility
Salary and non-salary benefits, occupational pensions, immigration and international mobility.
Employment litigation
Challenging dismissals, representation in individual and collective employment litigation.
Why TGZ Legal for employment law
External HR Legal for SMEs
Monthly legal support for employers, rapid response to day-to-day issues, review of existing HR documents, continuous updates on Labor Code amendments, assistance with daily decisions (not just theoretical opinions).
Applied employment law audit
Practical analysis of employment contracts, internal regulations, and disciplinary procedures. Identification of real — not academic — risks, with an easy-to-implement remediation plan.
Dismissals without litigation
Legal analysis and strategy, selection of the correct legal basis, document drafting, support in employee communications, and amicable negotiation where possible.
Labor Inspectorate relations — "inspection-ready employer"
Employer preparation before inspections, review of documents routinely requested by the Labor Inspectorate, assistance during inspections, responses to measures and sanctions.
Legal education for employers and managers
Practical training sessions: "how to lawfully dismiss," "how to avoid disputes," "what never to include in a decision." Clear, actionable guides.
Categories of dismissal under the Labor Code
- 01Art. 61-64
Disciplinary dismissal
Serious or repeated disciplinary misconduct — requires a mandatory prior disciplinary investigation. Failure to conduct one renders the decision absolutely null and void.
- 02Art. 61-64
Incapacity and professional incompetence
The employer must summon the employee in writing, specifying the subject, date, time, and place. Communication must be provable.
- 03Art. 65-67
Reasons not attributable to the employee
Elimination of the position: the cause must be real, serious, and effective. It cannot be used as a pretext.
- 04Art. 68-73
Collective dismissal
Collective dismissal entails additional procedures: informing and consulting trade unions or employee representatives, notifying the Labor Inspectorate, and complying with statutory deadlines.
Frequently asked questions
What do I risk if I don't follow the dismissal procedure? +
If the dismissal decision is annulled, the employer must pay compensation equal to the indexed salaries from the date of dismissal until reinstatement, plus potential moral damages. The employee also has the right to reinstatement in their former position.
How long does an employment law audit take? +
It depends on complexity: a standard audit for an SME typically takes 2-4 weeks. The result includes a report with identified risks and a concrete remediation plan with priorities and deadlines.
What documents does the Labor Inspectorate usually check? +
Individual employment contracts, the general employment register (Revisal), internal regulations, job descriptions, timesheets, proof of salary payments, personnel files, and leave records. We prepare everything in advance.
When should I contact an employment lawyer? +
Ideally, before a problem arises. Employers most frequently contact us when preparing a dismissal, receiving an inspection notice, or when they want to update their contracts and internal regulations.
Can I have an employment lawyer I can call anytime? +
Yes. We operate as External HR Legal — a monthly retainer that includes rapid response to day-to-day questions, document review before signing, and updates on legislative changes. In practice, your company's outsourced legal department.
Build solid employment relationships without legal risk
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