{"id":3815,"date":"2025-11-17T14:31:36","date_gmt":"2025-11-17T14:31:36","guid":{"rendered":"https:\/\/smartemp.ro\/?p=3815"},"modified":"2026-02-04T07:29:48","modified_gmt":"2026-02-04T07:29:48","slug":"cumulul-de-functii-ce-risti-ca-angajator","status":"publish","type":"post","link":"https:\/\/smartemp.ro\/en\/2025\/11\/17\/cumulul-de-functii-ce-risti-ca-angajator\/","title":{"rendered":"What Risks You Face as an Employer If You Overlook Employees Who Have Two Jobs"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">In a period marked by high inflation, rising costs and an increasingly volatile labor market, more and more employees feel the need to secure an additional income. It has become common for an employee to hold two jobs (multiple job holding) \u2014 either to cover daily expenses or to put different skills or passions into practice.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ca angajator este important sa fii atent daca angajatii tai lucreaza si la alti angajatori, fenomen \u2013 cunoscut sub denumirea de cumul de functii. Si nu e vorba de a-i controla, insa lipsa unei gestionari atente a programului de lucru poate aduce probleme juridice, financiare si de conformitate. Afla ce prevede legislatia din Romania si din Uniunea Europeana, care sunt riscurile pentru angajatori si ce pot face companiile responsabile pentru a se proteja.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2><b>Cumul de functii &#8211; Clarifica ce permite legislatia romaneasca<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The Labor Code guarantees the employee\u2019s right to have as many employment contracts as they wish, with one or several employers. Article 35 is explicit in this regard, and the employer cannot forbid multiple job holding:<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><i><span style=\"font-weight: 400;\">\u201cAny person has the right to hold several individual employment contracts, with different employers or with the same employer, provided that the working schedules do not overlap.\u201d<\/span><\/i><\/p>\n<p class=\"translation-block\">The Law 283\/2022 has changed the rules mentioned in the Labor Code. The law introduces:<\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">a prohibition on overlapping working hours between contracts;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">the employer\u2019s obligation not to apply unfavorable treatment to employees who hold multiple jobs;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">the employee\u2019s right to request a more advantageous position, to which the employer must reply within 30 days;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">each employer\u2019s responsibility to respect the minimum 12-hour rest period and the maximum legal working time.<\/span><\/li>\n<\/ul>\n<h2><b>Integrate EU Rules into HR Practice\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Directive (EU) 2019\/1152 on transparent and predictable working conditions has changed the way employers must communicate, organize and document employment relationships, especially in the context of multiple job holding. Romania implemented these requirements through Law 283\/2022, which has led to clearer rules on working hours, employee rights and employer obligations.<\/span><\/p>\n<h3><b>1. Provide complete and timely information<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">From the very first working day, the employer must give the employee a set of mandatory information, including: <\/span><i><span style=\"font-weight: 400;\">din prima zi de lucru<\/span><\/i><span style=\"font-weight: 400;\">, o serie de informatii obligatorii, precum:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">the duration of the working schedule;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">how shifts or working hours are organized;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">the locations where the activity is carried out;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">the conditions under which the schedule may change;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">the rules regarding overtime and rest periods;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">all elements of the employment contract in a clear, accessible form.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">This level of transparency is essential for employees with two jobs, who need to understand exactly how they can legally organize their schedule.<\/span><\/p>\n<h3><b>2. Establish a predictable schedule, with no surprises for the employee<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The Directive requires that employees have:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">a schedule set in advance;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">reasonable notice if working hours are changed;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">clarity about the days or intervals in which they may be called to work.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For the employer, this means last-minute shift changes or moving an employee from one day to the next must be properly documented and justified. Otherwise, employees with two jobs may end up in illegal overlaps \u2014 and the responsibility falls on the employer.<\/span><\/p>\n<h3><b>3. Avoid discrimination against employees with multiple contracts<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The Directive prohibits unfavorable treatment of employees who:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">work two jobs simultaneously;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">manage their schedules flexibly;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">request information or exercise rights guaranteed by law.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Law 283\/2022 includes this rule and turns it into a direct obligation: the employer cannot sanction, intimidate, or disadvantage an employee simply because they have a second job.<\/span><\/p>\n<h3><b>4. Respect working time limits and rest periods<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Even if the employer doesn't control the employee\u2019s second job, he is responsible for workplace health and safety within their own organization.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This means ensuring \u2014 through declarations and internal scheduling \u2014 that:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\" class=\"translation-block\">the employee has at least 12 hours of rest between two working days;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\" class=\"translation-block\">the maximum of 48 hours per week (including overtime and all jobs combined) is respected;<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">there are no exceedances that could lead to exhaustion or accidents.<\/span><\/li>\n<\/ul>\n<h3><b>5. Create internal procedures for managing multiple job holding<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">To comply with the Directive and the law, HR must implement clear procedures, such as:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">a standard declaration regarding other existing employment contracts;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">an internal policy explaining the responsibilities of both employee and employer;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">procedures for analyzing conflicts of interest;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">a correct system for recording working hours;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">rules for flexible scheduling without violating rest periods.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These procedures are not explicitly mandatory by law, but they are essential for demonstrating compliance during an ITM inspection or a potential lawsuit. <\/span><b>conformitatea<\/b><span style=\"font-weight: 400;\"> in cazul unui control ITM sau al unui litigiu.<\/span><\/p>\n<h3><b>6. Respond to employee requests for improved working conditions<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">If the employee requests:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">a more predictable schedule,<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">a more stable form of employment, or<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\" class=\"translation-block\">the employer is obligated to respond within 30 calendar days. The Directive requires real transparency and predictability, not just formal compliance.<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Romanian authorities have therefore introduced regulations in recent years that directly target the management of multiple job holding. Law 283\/2022 represents a major shift, as it requires employers to pay closer attention to employee schedules, ensures transparency and strengthens workers\u2019 rights.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At the same time, ITM has intensified inspections regarding the recording of working time, which means companies must be more vigilant than ever.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Evaluate the Risks You Face as an Employer<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">These risks are not theoretical \u2014 they are real and frequently encountered in companies that do not monitor multiple job holding.<\/span><\/p>\n<h3><b>You violate legislation on working time<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">If an employee\u2019s schedule overlaps between two contracts, even accidentally, the employer can be sanctioned for failing to comply with rules on working time and rest.<\/span><\/p>\n<h3><b>You endanger the employee\u2019s health and safety<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">A tired employee is a vulnerable employee. Accidents and errors increase, and liability may fall on the employer.<\/span><\/p>\n<h3><b>You generate conflicts of interest and lose control over information<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">If the other job negatively impacts performance, confidentiality, or customer relations, the company may suffer consequences.<\/span><\/p>\n<h3><b>You assume fiscal and administrative risks<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Incorrect reporting of contributions, unclear primary position information or lack of accurate timekeeping can lead to sanctions.<\/span><\/p>\n<h3><b>You risk accusations of discrimination<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Unfavorable treatment applied to an employee merely because they have a second job can result in costly litigation and investigations.<\/span><\/p>\n<h2><b><br \/>\n<\/b><b>Apply Simple Measures to Prevent Issues with Multiple Job Holding<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">To avoid complicated situations, adopt several healthy, easy-to-implement practices:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\" class=\"translation-block\">Include in the internal regulations a policy on multiple job holding, so employees know what they must declare and how potential conflicts of interest are handled.<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\" class=\"translation-block\">Request a declaration from employees regarding other employment contracts, so you can evaluate risks related to overlapping schedules or exceeding maximum working hours.<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\" class=\"translation-block\">Monitor working time accurately, without breaching confidentiality. This is where time-tracking becomes crucial: a clear record of hours worked allows the employer to verify whether the employee respects the minimum legal rest, whether overlaps occur and whether workload stays within legal limits. Proper timekeeping becomes not only an administrative tool but also proof of compliance during an ITM inspection.<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\" class=\"translation-block\">Check potential conflicts of interest, especially if the second job is in the same field or may affect confidentiality.<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\" class=\"translation-block\">Encourage open dialogue when the employee changes their schedule or takes a new job. Good communication prevents surprises and reduces the risk of unintentional violations.<\/li>\n<li>Train managers and HR teams on the new legal obligations introduced by Law 283\/2022 and the EU Directive. Managers are the first to notice signs of fatigue, overload or irregularities, so their training is essential.<\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\"><strong>Enroll in Reges Online to Ensure All Employee Data Is Correctly Recorded<\/strong><br \/>\n<\/span><\/h2>\n<p data-start=\"0\" data-end=\"326\" class=\"translation-block\">Did you know that in Reges Online you must separately tick daytime hours, nighttime hours and hours within the weekly rest period? It sounds simple, but if you choose incorrectly, you risk:<\/p>\n<p data-start=\"0\" data-end=\"326\">\u274c errors in data submission,<br data-start=\"210\" data-end=\"214\" \/>\u274c sanctions from the Labor Inspectorate,<br data-start=\"255\" data-end=\"259\" \/>\u274c compromised working time records and incorrect payroll calculations.<\/p>\n<p data-start=\"330\" data-end=\"499\">\ud83d\udc49 How do you select correctly?<br data-start=\"351\" data-end=\"355\" \/>Depinde de: \u2705 programul de lucru al angajatilor, \u2705 contractul individual si clauzele aditionale, \u2705 evidenta exacta a timpului lucrat.<\/p>\n<p data-start=\"866\" data-end=\"990\">Echipa Smartemp te ajuta sa completezi corect programul de lucru al angajatilor in Reges Online si iti ofera suport in inregistrarea tuturor datelor in Reges Online.<\/p>\n<p>Incepem cu un audit profesionist al dosarelor de personal.<\/p>\n<p data-start=\"994\" data-end=\"1186\"><strong>What do you get?<\/strong><br data-start=\"1003\" data-end=\"1007\" \/>\u2705 identificarea tuturor lipsurilor si neconformitatilor,<\/p>\n<p data-start=\"994\" data-end=\"1186\">\u2705 recomandari clare si rapide de actualizare,<\/p>\n<p data-start=\"994\" data-end=\"1186\">\u2705 asistenta in completarea corecta a noilor campuri din Reges Online<\/p>\n<p data-start=\"1190\" data-end=\"1333\">\ud83c\udfaf Our goal: to help you avoid issues, fines and operational blockages, and turn this obligation into an opportunity for efficiency.<\/p>\n<p data-start=\"1398\" data-end=\"1508\" data-is-last-node=\"\" data-is-only-node=\"\"><strong>\ud83d\udce9 Write to us at office@smartemp.ro\n or call 0738 662 370 and request a personalized offer for personnel file audits and assistance with Reges Online.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p class=\"translation-block\">Multiple job holding is already the norm in the labor market, not the exception.\n\nEmployees are adapting to rising costs and the economic context, and employers must adapt to the law. Managed correctly, this phenomenon is not a threat, but a reality that can be easily handled. Managed superficially, it can create conflicts, sanctions and unexpected costs. The solution is simple: proactivity, transparency and strong knowledge of the legislation.<\/p>\n<p>&nbsp;<\/p>\n<h2><b>Sources for the article on multiple job holding:<\/b><\/h2>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Labor Code \u2014 Law no. 53\/2003<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Law no. 283\/2022 amending and supplementing the Labor Code<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Directive (EU) 2019\/1152 on transparent and predictable working conditions<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Analyses published by the European Institute of Romania, Manager.ro, Juridice.ro<\/span><\/li>\n<\/ul>\n<p><strong>Read also:\u00a0<\/strong><\/p>\n<blockquote class=\"wp-embedded-content\" data-secret=\"Y0XINaCJ8i\"><p><a href=\"https:\/\/smartemp.ro\/en\/2025\/10\/13\/business-partnership\/\">Why is it important to build partnerships in business to overcome challenging times?<\/a><\/p><\/blockquote>\n<p><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"&#8220;De ce e important sa creezi parteneriate in business pentru a depasi perioadele dificile&#8221; &#8212; Smartemp\" src=\"https:\/\/smartemp.ro\/2025\/10\/13\/parteneriat-in-business\/embed\/#?secret=TYXlHLzag8#?secret=Y0XINaCJ8i\" data-secret=\"Y0XINaCJ8i\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe><\/p>\n<blockquote class=\"wp-embedded-content\" data-secret=\"a6KJqY11oG\"><p><a href=\"https:\/\/smartemp.ro\/en\/2025\/10\/09\/worker-recruitment-strategies\/\">How to Recruit Skilled Workers in 2025: Strategies That Really Work<\/a><\/p><\/blockquote>\n<p><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"&#8220;Cum sa recrutezi muncitori calificati in 2025: strategii care functioneaza cu adevarat&#8221; &#8212; Smartemp\" src=\"https:\/\/smartemp.ro\/2025\/10\/09\/recrutare-muncitori\/embed\/#?secret=NHAGvDCEzH#?secret=a6KJqY11oG\" data-secret=\"a6KJqY11oG\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe><\/p>\n<p>&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>Intr-o perioada marcata de inflatie ridicata, costuri crescute si o piata a muncii tot mai volatila, tot mai multi angajati simt nevoia sa isi asigure un venit suplimentar. Nu este neobisnuit ca un salariat sa aiba doua locuri de munca (cumul de functii) \u2013 fie pentru a-si acoperi cheltuielile cotidiene, fie pentru a-si pune in [&hellip;]<\/p>","protected":false},"author":1,"featured_media":3824,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[38,5],"tags":[],"class_list":["post-3815","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-angajatori","category-leasing-de-personal"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Cumul de functii. Ce risti ca angajator daca ai angajati cu 2 joburi<\/title>\n<meta name=\"description\" content=\"Afla ce prevede legislatia din Romania si din Uniunea Europeana, care sunt riscurile pentru angajatori daca au cumul de functii in echipa.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/smartemp.ro\/en\/2025\/11\/17\/cumulul-de-functii-ce-risti-ca-angajator\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Cumul de functii. 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