5 Top Payroll Outsourcing Companies in Romania for 2026

Key Payroll Services in Romania

Romanian payroll is time-sensitive by design. Salaries are due at least monthly on the contract-defined date, so late approvals or missing inputs can derail a payroll run – a common risk when teams scale across Bucharest, Cluj-Napoca, or other Romanian hubs.

Below, I’ll tell you more about the essential services to expect from Romanian payroll providers:

Payroll calculation and payslip management

A provider should run gross-to-net calculations and generate compliant payslips (plus clear pay stub breakdowns) for every pay frequency you operate (monthly is common, but templates must handle exceptions and pro-rating).

Several things that must be handled correctly:

• Income Tax (Impozit pe Venit): 10% flat rate on the taxable base. (From 1 January 2026, a 16% rate applies to certain income categories that can matter for founders and investors and some equity-related scenarios, including dividends and gains from securities, derivatives, investment gold when not carried out through Romanian intermediaries).
• Employee social contributions typically include:
  CAS (pension): 25%
  CASS (health): 10%
• The employer contribution you’ll see in payroll costs is CAM (labour insurance): 2.25%.

Changes like minimum wage adjustments, deductions, or allowances can affect multiple lines on the payslip and the employer's payroll contributions model – especially during a busy payroll cycle.

Payroll reconciliation

Payroll reconciliation ensures that HR data, payroll calculations, and banking files match before money moves and that the totals tie back to accounting outputs for month-end close.

A good provider should support:

• pre-payroll checks (headcount, contract changes, period cutoffs, exceptions);
• post-payroll controls (delta checks vs prior period, net pay vs bank file, contribution totals);
• documentation for fiscal validity (who changed what, when, and why).

Statutory contributions and reporting

Romanian key payroll declaration is D112, which bundles reporting for social contributions and income tax; as a rule, it’s submitted monthly, by the 25th of the following month.

Your provider should turn payroll into a repeatable routine: calculate, validate, file, and provide proof of filing, aligned with your financial year calendar and internal approval flow. If you run in-country payroll through your own Romania entity, you’re also responsible for registrations and ongoing compliance with the relevant Romanian authorities (e.g., the tax authority and social security/health institutions), sometimes loosely referred to as “CSS/IPRES” in other markets. The provider should also map payroll outputs to your internal cost centers or project codes, and maintain disciplined tax filing routines with evidence trails, so Finance can trace what was submitted and when.

Also expect clarity on the basics of banking requirements (e.g., payment files, payment date cutoffs) so tax payments and salary payments land correctly.

Mandatory benefits management

In Romania, benefits and leave rules directly affect payroll. For instance:

• Employees are entitled to at least 20 working days of paid annual leave, and 17 days of national holidays each year.
• Overtime is compensated with time off; if not feasible, it’s paid at 175% (regular days) or 200% (bank holidays) of base salary.
• Paid sick leave: first 5 days are paid by the employer at 75% of the average salary; from day 6 to 183, sick leave is paid by health insurance.
• Maternity leave: 126 calendar days total (63 before and 63 after birth).
• Paternity leave: 10 working days (+ 5 more with a childcare course)
• Marriage leave: 5 days
• Blood donation leave: 1 day
• Bereavement leave: 3 days
• Family-related leave paid by the National Health Insurance House: Parental leave (either parent): 2 years (3 years if the child has a disability); Maternal risk leave: up to 120 days (before/after maternity leave, in special cases); Adoption leave: 1 year; Care leave: 45 days to care for a sick child up to 7 years old
• The same applies to termination-related items such as severance pay, where the final payroll run must reflect the correct payout logic and supporting documentation.

A payroll provider in Romania should translate these rules into payroll processing, so payslips reflect absences, overtime rules, and leave allowances correctly, with audit-friendly logic.

REGES-ONLINE reporting support

REGES-ONLINE is Romania’s digital employee register managed by the Labour Inspectorate, which officially replaced the old platform REVISAL in April 2025.

Payroll outsourcing in Romania typically supports the data and process around employment record changes that affect payroll (for example, contract changes that drive salary, working time, start and termination dates), and can help prepare REGES-ready information or workflows.

Add-on Payroll Services in Romania

These add-ons I’ll be talking about help when you’re hiring internationally, building a nearshore or offshore team, or integrating payroll into HR and finance workflows without creating a “spreadsheet side-quest” for a leadership. Below are the most common add-ons payroll providers in Romania offer (or partner on) and what they typically include.

Employer of Record (EOR)

An Employer of Record is often used for global employment setups where the day-to-day team is managed by you, but the employment relationship must sit under a local entity. The Employer of Record in Romania model covers employment contracts, payroll processing, taxes, benefits, and ongoing compliance under the EOR provider’s entity.

Professional Employer Organization (PEO)

A PEO is typically a co-employment arrangement: you keep operational control, while the PEO shares certain employer responsibilities with you and runs HR back-office functions, such as payroll, benefits administration, and compliance support.

In many setups, PEO is more relevant when you already have (or are working through) a legal entity that allows you to get local employment, so it’s often positioned as an HR + payroll “operating system,” not a market-entry shortcut.

Payroll audits

Payroll audits are about proving your payroll is accurate, repeatable, and defensible, especially when finance needs confidence in accounting outputs and controls. A practical “audit-grade” indicator is whether a provider can support service-organization assurance, such as SOC 1, which evaluates controls relevant to a customer’s internal control over financial reporting.

Typical audit add-ons include:

• control checks for each payroll cycle (inputs, approvals, changes, exceptions);
• documented payroll reconciliation routines;
• evidence packs for internal/external audits.

Local taxation & labor law guidance

This is the add-on that prevents expensive “we didn’t know that changed” moments. Romanian rules can shift quickly, especially around tax incentives for tech and sector-specific facilities. For example, starting with income from January 2025, income tax exemptions previously available to certain sectors (including IT) were abolished.

Good providers (or their legal/tax partners) help translate these changes into clear payroll actions: what changes in deductions, how to treat the tax year impacts, what documentation is needed for fiscal validity, and what to communicate to employees.

HR admin services

HR admin services are the glue between employment paperwork and payroll execution, so payroll doesn’t get blocked by missing documents or inconsistent data. Common scope includes onboarding and offboarding administration, contract document workflows, absence and time tracking coordination, and maintaining required employment records.

Two Romania-specific examples that make this challenging:

• A person can only be employed based on a medical certificate confirming fitness for work; otherwise, the Individual Employment Contract (Contract Individual de Muncă) can be considered invalid.
• Employment contract data is managed through the Labour Inspectorate’s employee register portal, and employers can submit or register data via the portal or connected IT applications.

Alcor

Alcor is a tech-focused provider that supports US tech product companies building and operating software teams in Eastern Europe and Latin America. The company was founded in 2017 in Ukraine. It offers payroll outsourcing services in Romania as part of a broader tech R&D center delivery model that can help companies expand their team from 10 to 100 in a year. Recently, the company has moved to a new domain, alcor.com.

TMF Group

TMF Group is a multinational provider of payroll, HR administration, and broader compliance services (including accounting, tax, and entity management). The company was founded in 1988, and operates as a single global organization with 13k+ colleagues, 125+ offices, and coverage across 87 jurisdictions.

For Romania, TMF operates locally with offices in Bucharest and Craiova, and positions its delivery around standardized global payroll operations with local-language support.

Mercans

Mercans is a global payroll technology and services provider offering managed payroll, global payroll SaaS, EOR, and PEO solutions across 160+ countries. The company is commonly referenced as founded in 2003 and headquartered in London (UK).

For Romania, Mercans positions itself as an in-country payroll provider with local specialists and optional EOR or PEO coverage through a Mercans-owned legal entity.

Accace

Accace is a Central & Eastern Europe-rooted outsourcing and advisory provider delivering payroll, HR administration, accounting, tax, and legal support. Accace was founded in 2006, and its Romanian office was established in Bucharest in 2007.

Remote

Remote is a global HR and payroll platform founded in 2019, providing multi-country payroll, EOR, PEO, contractor management, and related compliance tooling through one system.

Remote also partners with Gusto: “Gusto Employer of Record services, powered by Remote lets Gusto customers hire and manage non-US full-time employees with Remote operating the EOR layer behind the scenes”.

Top Payroll Providers in Romania for IT & Software Development

Romanian engineering teams tend to stress-test payroll faster than most functions: frequent compensation changes, equity events, cross-border stakeholders, and tight cutoffs for approvals and payouts. I can outline two payroll companies in Romania from the list that are the most suitable for engineering teams:

• Alcor. Suitable for software development teams that need payroll run by specialists used to engineering compensation patterns. Alcor explicitly covers stock options and equity payouts as payroll items (treated as taxed, compliant line items on payslips rather than a manual side process) and references handling option-related payouts for tech clients such as Sift and ThredUP. Alcor also supports Romanian employment via EOR when required, which is a common path for product companies scaling teams before setting up an entity.
• Remote. An option for startups and product teams that want standardized payroll operations plus adjacent global HR tooling. Remote runs a dedicated Startups program that provides a 15% discount for 12 months across key modules that often matter to tech companies as they scale.

Romanian Payroll Companies with Advanced Integrations & Automation (HRIS/ERP/APIs, reporting)

For Romanian firms that want payroll to behave like software – with repeatable workflows, clean data pipes, audit trails – platform depth and integration options matter as much as local execution. I think it’s worth mentioning the following Romanian payroll companies:

• TMF Group. TMF Optix global payroll platform is designed to integrate with existing IT and HR systems and supports configurable dashboards, exports, and data views for reporting. In addition, TMF provides a client platform (TMF KRAIOS) used to raise service requests, exchange documents securely, track work status (including compliance-related items), and provide approvals. For Workday-centric orgs, TMF also offers a Workday Marketplace connector to integrate Workday with TMF payroll using a pre-configured integration system.
• Mercans. Mercans markets an API-first global payroll platform and positions itself as AI-powered payroll, with capabilities such as predictive validation, real-time anomaly detection, and automated exception handling to reduce manual checking. On the integration side, Mercans describes an “integration-first approach” with fully API-enabled modules and plug-and-play connectivity between payroll and systems like HRIS, finance, treasury, and time & attendance, including pre-built integration flows.