Babysitting in Romania: Essential Rights and Responsibilities Every Caregiver Should Know

Engaging introduction

Babysitting in Romania has evolved from a casual side gig into a recognized and increasingly professionalized form of childcare. Whether you are a student in Cluj-Napoca looking for evening work, a seasoned nanny in Bucharest supporting a busy expat family, or a caregiver in Timisoara or Iasi seeking a stable role, understanding your rights and responsibilities is essential. It protects you, reassures families, and sets a professional foundation for long-term success.

Romania is aligning domestic work with European standards through initiatives like household activity vouchers and clearer pathways for formal employment. At the same time, demand for qualified babysitters has grown, especially in larger cities where parents juggle long commutes, flexible work, travel, and after-school commitments. Quality caregivers are in demand - and with demand comes responsibility to know the law, set clear boundaries, and deliver safe, child-centered care.

This comprehensive guide breaks down what every babysitter in Romania should know. We cover employment models (including contracts, PFA/freelance options, and vouchers), minimum standards for pay and hours, night and holiday work rules, data protection and confidentiality, child safety expectations, and practical, step-by-step advice you can use today.

Important note: Laws and administrative procedures evolve. The guidance below reflects common practice and general legal principles in Romania as of 2024. Always verify details with the Labor Code (Codul muncii), official government websites (ANOFM, Inspectoratul Teritorial de Munca), or a qualified advisor before finalizing agreements.

The Romanian babysitting landscape: roles, employers, and demand

Where the jobs are

Demand is especially strong in urban centers and university hubs:

• Bucharest: High demand from corporate, diplomatic, and expat families. Expect more bilingual roles, after-hours cover, and travel requests.
• Cluj-Napoca: Tech and university-driven demand with many families seeking flexible after-school care and weekend support.
• Timisoara: Growing industrial and tech hubs drive steady need for part-time and full-time caregivers.
• Iasi: University and healthcare sectors create consistent demand, with many families needing structured after-school supervision.

Typical employers and settings

• Private households (Romanian and international families)
• Expat families requiring bilingual or English-speaking babysitters
• Babysitting and nanny agencies
• Hotels or serviced apartments offering on-demand childcare to guests
• Event planners and wedding venues needing on-site childcare
• After-school clubs, language centers, or tutoring programs
• NGOs and community centers running family programs

Common arrangements

• Occasional evening or weekend babysitting (3-6 hours)
• Part-time regular schedules (for example, 3-5 afternoons per week)
• Full-time nanny roles (8 hours per day, Monday-Friday)
• Overnight or travel sitting (single nights or multi-day trips)
• Live-in arrangements (less common but present in Bucharest)

Legal frameworks and employment models in Romania

Romania offers several ways to formalize babysitting work. The right choice depends on hours, duration, and whether you work with multiple families.

1) Household activity vouchers (tichete de activitati casnice)

• What they are: A state-supported system introduced to formalize domestic services (including babysitting). Families purchase vouchers and use them to pay caregivers for household activities.
• Why use them: They simplify administration and can help cover certain social contributions. They are well-suited for occasional or part-time arrangements.
• Where to get them: Through approved channels such as ANOFM or Posta Romana (check current procedures in your county).
• Practical tip: Confirm the current voucher value, how to redeem them, and what social protections are included. Values and rules are set by law and may be updated.

When to consider: If you work occasional hours for one or more families and want a simple, legal method to get paid without a full employment contract.

2) Individual employment contract with a household

• The family becomes your employer and you become an employee.
• Rights and obligations derive from the Labor Code (Codul muncii) and the contract.
• Suitable when: You work regular hours for a single family (for example, full-time or consistent part-time).

Key features:

• Written agreement is required (contract should specify schedule, salary, job description, overtime rules, and termination conditions).
• Employer is responsible for registering the contract as required by law and handling payroll and contributions.
• As an employee, you benefit from minimum wage protections, paid annual leave, rest periods, and limits on night and overtime work (more detail below).

3) Freelance/PFA (Persoana Fizica Autorizata) or company setup

• You register as a self-employed caregiver (PFA) or set up a micro-company to invoice families or agencies.
• Typically used by experienced caregivers who serve multiple clients, offer specialized services (bilingual care, infant care, special needs), or want more autonomy.
• You handle your own invoicing, taxes, and contributions.

Important:

• Make sure your chosen CAEN code covers childcare activities. Consult a fiscal advisor for the correct classification.
• Law 167/2014 governs the nanny profession (bona) and sets standards for professional training and authorization pathways. If you market yourself as a professional nanny, verify whether you need specific authorization or accredited training under this law.

4) Agency placement models

• Some agencies hire you as an employee; others contract with you as a freelancer. Read the agreement carefully.
• Agencies may handle client acquisition, initial screening, and some admin, in exchange for a fee or commission.

5) Students and occasional sitters

• If you are a student or doing irregular gigs, consider vouchers for simplicity and legality.
• If you work regular hours, a part-time employment contract is safer and clearer.

6) Age and work eligibility

• Under 15: You cannot be employed.
• Ages 15-16: Limited employment is possible with parental or legal guardian consent and with strict limits on working hours and night work. Babysitting at night is generally not suitable for minors.
• 16 and over: You can enter an employment contract, with standard protections.

7) Foreign caregivers working in Romania

• EU/EEA/Swiss citizens: Can work in Romania without a work permit but must register their residence according to local rules.
• Non-EU citizens: Typically need an employment offer, work permit, and residence permit. Agencies can sometimes sponsor experienced caregivers. Always verify current immigration requirements.

Core rights of babysitters in Romania

Below are the key rights you should expect when you are legally engaged, especially under the Labor Code. Even in casual or voucher-based setups, these are solid benchmarks for fair treatment.

1) Written agreement and clarity of terms

• Always insist on a written document, even for occasional sits. Options include:
  • An individual employment contract (for ongoing roles)
  • A voucher-based receipt plus a service agreement outlining scope and rules
  • A freelance contract or service order if you are PFA or operate a company
• The agreement should name the parties, define schedule, location, duties, pay and bonuses, cancellation rules, confidentiality, and safety procedures.

2) Fair pay and minimum wage compliance

• If you are an employee, your salary must meet or exceed Romania's legal minimum wage. Hourly equivalents are calculated based on the monthly minimum and standard hours.
• Babysitters with specialized skills (bilingual, newborn care, special needs) should command higher pay than the minimum.
• Payment frequency should be defined (weekly, biweekly, or monthly) with clear timesheet verification.

3) Overtime, night work, and holiday premiums

• Overtime: Hours beyond the standard workweek must be compensated with paid time off or a pay premium according to the Labor Code and the contract. If paid, the premium is typically significant; confirm the exact percentage in your contract.
• Night work: Night hours are generally defined as 22:00 to 06:00. Under the Labor Code, night work attracts specific protections and a pay premium or reduced hours. Agree the exact premium in writing.
• Work on public holidays: Many families need care on holidays. The Labor Code requires either double pay or compensatory time off where applicable. State the rule in the contract.

Practical tip: For occasional sits, set a flat premium for late evenings and holidays to avoid confusion (for example, +25-50% after 22:00, and +100% on major public holidays), unless your contract specifies otherwise.

4) Working time, rest, and breaks

• Daily rest: Employees are generally entitled to a minimum daily rest period between shifts.
• Weekly rest: Typically a 48-hour continuous rest each week for employees.
• Breaks: Plan short breaks, especially during long daytime stints. For overnights, define how many hours are active vs rest and how interruptions are paid.

5) Paid annual leave and sick leave (employees)

• Full-time employees are entitled to paid annual leave (at least the statutory minimum working days per year). Part-time employees receive pro-rated leave.
• Sick leave is subject to medical certification and employer procedures.

6) Non-discrimination, dignity, and a safe workplace

• You have the right to work free from harassment, discrimination, and unsafe conditions.
• The family must provide a safe environment, including safe transportation policies if you are asked to drive or take children outside.
• Live-in roles must ensure suitable accommodation and privacy.

7) Data protection and confidentiality

• As childcare involves sensitive information, you have the right to clear rules about personal data, photos, and communications. GDPR applies in Romania.
• You should not be pressured to share or post a child's photos publicly without explicit, prior, written parental consent.

8) Expenses and tools

• If the family requests you to purchase items for the child (groceries, diapers, tickets), they should reimburse you promptly or provide petty cash.
• If you use your own phone, car, or data for work, agree reimbursement or a flat allowance in advance.

9) Protection for pregnancy and parenthood (employees)

• Romania provides protections for pregnant workers and parents under the Labor Code and related laws. If you become pregnant, inform your employer and discuss risk assessments and adjustments to duties when necessary.

10) The right to say no to unsafe or non-agreed tasks

• If a task is unsafe, illegal, or far outside the agreed scope (for example, heavy housecleaning or transporting children without approved seats), you can refuse and request a review of the agreement.

Key responsibilities of babysitters in Romania

Professional babysitters do more than keep children occupied. They are guardians of safety, development, and family trust.

1) Safeguarding and child safety

• Maintain vigilant supervision adapted to the child's age and abilities.
• Follow safe sleep guidance for infants (back to sleep, clear cot, regular checks).
• Check the home for hazards: windows, balconies, medicines, cleaning supplies, cords, and small objects.
• Respect car seat and booster requirements for transport.
• Never leave a child unattended in the bath, near water, or when cooking.

2) Health, hygiene, and first aid readiness

• Keep a first aid kit accessible; know how to use it.
• Hygiene basics: handwashing, safe food handling, cleaning feeding bottles.
• Allergies and medications: Obtain written instructions, dosages, and emergency steps.
• Call 112 for medical emergencies; know the building access code and exact address.

3) Professional conduct and boundaries

• Arrive on time and prepared.
• Keep communication clear and factual. Focus on the child's behavior, mood, meals, naps, and any incidents.
• Respect house rules on visitors, screen time, snacks, and bedtime routines.
• Avoid scope creep: babysitting does not automatically include deep cleaning, laundry for parents, or errands unless agreed.

4) Confidentiality and GDPR basics

• Do not share the family's address, schedules, or travel plans.
• Only take photos or videos with explicit written parental consent; share securely.
• Secure your phone with a passcode and avoid using public Wi-Fi for sensitive communication.

5) Communication and reporting

• Use a daily log or app to record meals, naps, nappy changes, activities, and mood.
• Send timely updates, but do not overwhelm parents during meetings or travel. Agree frequency in advance.
• Report concerns promptly (injuries, unusual behavior, suspected neglect) and follow safeguarding procedures.

6) Cultural sensitivity and language

• Many families in Bucharest and Cluj-Napoca value bilingual care. Use age-appropriate language and positive reinforcement.
• Respect cultural and religious practices, dietary rules, and parenting styles, as long as they are safe and legal.

7) Continuous learning

• Consider pediatric first aid certification, infant care courses, and special needs training.
• Keep learning play-based activities, sensory games, and early literacy ideas.

Money matters: realistic pay ranges and pricing structures

Market rates vary by city, experience, language skills, and responsibilities. The figures below reflect typical ranges seen in major Romanian cities as of 2024. Exchange rate used for examples: 1 EUR ~ 5 RON.

Typical hourly rates for occasional sitting

• Bucharest: 25-45 RON/hour (5-9 EUR). Bilingual or specialized infant care: 40-70 RON/hour (8-14 EUR).
• Cluj-Napoca: 25-40 RON/hour (5-8 EUR). Bilingual/specialized: 35-60 RON/hour (7-12 EUR).
• Timisoara: 22-35 RON/hour (4.5-7 EUR). Bilingual/specialized: 30-50 RON/hour (6-10 EUR).
• Iasi: 20-32 RON/hour (4-6.5 EUR). Bilingual/specialized: 28-45 RON/hour (5.5-9 EUR).

Add-ons commonly used:

• Additional child: +20-40% per extra child, or a fixed +5-10 RON/hour.
• Late evenings (after 22:00): +25-50% premium or a fixed late-night fee.
• Public holidays: up to double rate (align with your contract and the Labor Code for employee roles).

Typical monthly gross salaries for regular roles

• Bucharest (full-time): 4,000-7,000 RON/month (800-1,400 EUR), with experienced live-in or multilingual nannies sometimes higher.
• Cluj-Napoca: 3,500-6,000 RON/month (700-1,200 EUR).
• Timisoara: 3,200-5,500 RON/month (640-1,100 EUR).
• Iasi: 3,000-5,000 RON/month (600-1,000 EUR).

Notes:

• These are market examples, not legal minimums. If employed, the salary must at least meet the legal minimum wage and respect overtime and night premiums.
• Live-in packages may include accommodation and meals; quantify perks in the contract.

Pricing examples you can adapt

1. Occasional evening, 1 child in Cluj-Napoca:

   • Base: 30 RON/hour for 4 hours = 120 RON
   • Late-night premium after 22:00: +30% on last 2 hours = +18 RON
   • Total: 138 RON; round to 140 RON for simplicity

2. Saturday wedding in Bucharest, 2 children, 6 hours on a public holiday:

   • Base: 40 RON/hour = 240 RON
   • Extra child: +8 RON/hour = +48 RON
   • Public holiday premium: +100% = +288 RON
   • Total: 576 RON; quote 550-600 RON depending on scope and travel

3. Overnight in Timisoara, 1 child, 10 hours (22:00-08:00) with expected sleep:

   • Active hours (22:00-24:00 and 06:00-08:00): 4 hours at 30 RON = 120 RON
   • Resting hours with on-call interruptions: 6 hours flat 80 RON
   • Total: 200 RON; add taxi reimbursement if late-night transport is needed

Travel, transport, and expenses

• Urban transport: Clarify if the family reimburses rideshare or public transport after late finishes.
• Intercity travel: For trips to Sinaia, Brasov, the seaside, or grandparents, agree daily rates, per diems, accommodations, and rest time.
• Errands and outings: Use a petty cash envelope or expense app; submit receipts within 48 hours.

Getting paid and keeping records

• Always issue a receipt:
  • Employees: Pay slip from the employer each month.
  • Voucher users: Voucher redemption plus a receipt for any top-ups.
  • Freelancers/PFA: Fiscal invoice with date, hours, and service description.
• Keep a timesheet: date, start/finish, breaks, tasks, overtime, and client signature.
• Reconcile at the end of each week and request confirmation by message or email.

A quick word on taxes and contributions

• Employees: The employer typically withholds and pays required contributions and taxes. You receive net pay.
• Vouchers: Social protections may be included in the voucher mechanism; check current rules and keep redemption records.
• Freelancers/PFA: You handle your own quarterly or annual filings, contributions, and income tax. A fiscal advisor can optimize your setup.

Disclaimer: Contribution rates, thresholds, and reporting obligations change. Confirm the latest requirements with ANAF or a qualified accountant.

Contracts and paperwork: what to include and why it matters

A clear, written agreement prevents 90% of disputes. Use this as a checklist whether you are an employee, voucher-based, or freelance.

Essential clauses for a babysitting agreement

1. Parties and contact details

   • Full names, CNP or company identifiers (where applicable), addresses, phone, and email.

2. Scope of services

   • Age(s) of children; routines (naps, school pickups, activities);
   • What is included: meal prep for children, bathing, bedtime, homework help, light tidying after play/meal times;
   • What is excluded: heavy cleaning, personal laundry for adults, pet care (unless agreed), errands beyond child-related needs.

3. Schedule and location

   • Days and hours; buffer time for delays;
   • On-call expectations; maximum weekly hours; location(s) and any travel.

4. Pay and bonuses

   • Hourly or monthly rates; overtime, night, weekend, and holiday premiums;
   • Additional child fee;
   • Payment frequency and method; late payment penalties;
   • Reimbursable expenses and how to claim them.

5. Leave and cancellations

   • Notice for cancellations by either party (for example, 24-48 hours);
   • Paid annual leave (employees) or black-out dates;
   • Sick leave rules and doctor notes.

6. Safety and health

   • Emergency contacts; allergies and medications; first aid kit location;
   • Safe sleep and supervision rules; approved transport methods;
   • Authority to seek emergency medical care if parents are unreachable.

7. Confidentiality and data

   • No sharing of photos or personal information without permission;
   • Rules for using messaging apps and storing data.

8. Tools and supplies

   • Who provides car seats, strollers, baby monitors;
   • Use of family car versus public transport; fuel reimbursement or passes.

9. Live-in specifics (if relevant)

   • Private room and bathroom access; quiet hours; guest policy;
   • Off-duty boundaries.

10. Dispute resolution and termination

• Notice periods; reasons for immediate termination (for example, serious misconduct or child safety violations);
• Return of keys and property; final payment timeline.

1. Governing law and jurisdiction

• State that Romanian law applies; specify the local jurisdiction if needed.

Sample add-on clauses you can copy and adapt

• Media consent: "The Babysitter may take photos or short videos of the Child only for parental updates and only with prior written consent. No public posting is allowed."
• Transport: "The Babysitter will not transport the Child in any vehicle unless an age-appropriate car seat is provided and the route is pre-approved."
• Medications: "Medications will be administered only with written instructions, dosage, and timing signed by a parent or guardian."
• Overnight boundaries: "From 23:00 to 06:00, time is considered rest on-call. Any wake-up longer than 10 minutes will be logged and paid as active time."
• Cancellation: "Cancellations with less than 24 hours notice will be charged at 50% of the booked hours, unless due to illness or force majeure."

Templates you can use immediately

• Pre-shift briefing checklist:

  • Child's full name, age, and nickname
  • Address, building access code, parking details
  • Emergency contacts (both parents, neighbor, pediatrician)
  • Allergies, medications, and restrictions
  • Bedtime routine and comfort items
  • Meals and snack guidelines
  • House rules (screen time, visitors, noise, pets)
  • Wi-Fi details for baby monitor apps if needed
  • Expected return time and backup plan if delayed

• Emergency info sheet (print and keep on the fridge):

  • Address and floor number
  • 112 emergency number
  • Child's date of birth, weight, known conditions
  • Allergies and medication list
  • Pediatrician name and number
  • Nearest hospital/urgent care
  • Parent contacts and alternative guardians

• Timesheet example:

  • Date | Start | Finish | Breaks | Location | Notes (meals, naps, incidents) | Client signature

Safety and risk management: protect children, protect yourself

Vet families and agree boundaries

• Ask for a short video call or in-person meeting before the first shift.
• Request a tour of the home to identify hazards.
• Obtain a clear job description and test the waters with a 2-3 hour trial.

Home safety checks

• Windows and balconies: locks and guards present
• Kitchen: knives and cleaners stored safely
• Bathroom: anti-slip mats, medicines locked
• Nursery: crib or cot safety, monitor working, cords secured
• First aid: stocked kit and thermometer available
• Heating and electrical: secure radiators, covered outlets

Health protocols

• Keep up-to-date on basic vaccines per national guidance if your role includes infants (consult your physician).
• For contagious illnesses in the household, agree rescheduling rules.
• If the child has a temperature, follow the medication and monitoring plan.

Outings and transport

• Written permission for playgrounds, playdates, or classes.
• Car travel only with age-appropriate seats and consent.
• For public transport, keep the child within arm's reach; plan routes in advance.

Social media and privacy

• No tagging or location sharing while on duty.
• Store photos in a private, shared folder if consented.
• Delete media upon request and at the end of the engagement unless otherwise agreed.

Incident reporting

• Document any injuries or near-misses with date, time, description, and actions taken.
• Inform parents immediately for head injuries, allergic reactions, fever spikes, or if emergency services are contacted.

Professional credibility: stand out in Bucharest, Cluj-Napoca, Timisoara, and Iasi

• Certification: Pediatric First Aid, CPR, choking response, and infant care courses boost trust.
• Background checks: Obtain a criminal record certificate (cazier judiciar) and be ready to share references.
• Medical clearance: A recent medical certificate (adeverinta medicala) can reassure families for infant care roles.
• Language skills: English, French, or German skills increase opportunities in Bucharest and Cluj-Napoca especially.
• Portfolio: Create a one-page profile with photo, experience, rates, and verified references.
• Trial policy: Offer a short paid trial to align expectations on routines, communication style, and house rules.

10 practical, actionable steps to protect your rights and delight your clients

1. Choose your legal model: vouchers for occasional work; employment contract for regular roles; PFA for multi-client, professional services.
2. Put agreements in writing: hours, duties, pay, expenses, cancellations, and safety rules.
3. Price transparently: publish base rate plus premiums for late nights, holidays, and extra children.
4. Keep a weekly timesheet and ask for sign-off; save messages confirming hours and rates.
5. Prepare a go-bag: ID, phone charger, first aid basics, snacks approved by parents, small activities.
6. Master the bedtime routine: agree lights-out, bottle or cup steps, and comfort items; debrief parents on what worked.
7. Document expenses with receipts; reimburse within 48 hours or use petty cash provided by the family.
8. Set communication expectations: number of updates, format (WhatsApp text vs photos), and emergency thresholds.
9. Upskill quarterly: take a mini-course or workshop and advertise your new skills in your profile.
10. Build a network: join local caregiver groups in Bucharest, Cluj-Napoca, Timisoara, and Iasi; collaborate with agencies for steady placements.

City spotlights: nuances across Romania's major hubs

Bucharest

• Expect higher rates and more bilingual roles.
• Many families request school pickups in busy traffic; agree transport and buffer time.
• Some roles include travel to the seaside or mountains; clarify travel pay and rest days.

Cluj-Napoca

• Tech worker schedules can be irregular; flexibility and clear cancellation rules help.
• University-calendar fluctuations: surge in September and exam seasons for evening sits.
• Cultural events and festivals create demand for event babysitting.

Timisoara

• Growing demand in industrial and services sectors; steady need for after-school coverage.
• Neighborhoods are spread out - clarify transport reimbursements for cross-city trips.

Iasi

• Many roles are academically focused: homework help, music practice supervision.
• Families value consistent routines and long-term relationships.

Compliance corner: a quick guide to staying on the right side of the law

• Keep copies of all agreements and payments for 5 years.
• If employed, ensure your contract is properly registered and you receive payslips.
• If using vouchers, track vouchers issued and redeemed; understand what protections they include.
• If PFA, issue fiscal invoices, keep expense records, and meet filing deadlines.
• If you escort a child across borders (for example, to a camp or family visit), Romania has strict rules for minors traveling without both parents. Obtain notarized parental consent and carry required documents as per border police guidance.
• Avoid cash-only, undocumented work. It puts you at risk and limits your protections.

Conclusion and call-to-action

Babysitting in Romania can be rewarding, stable, and professional when you combine clear agreements with robust childcare standards. Know your rights under Romanian law, set transparent expectations about duties and pay, document your hours, and keep communication open with families. In competitive markets like Bucharest, Cluj-Napoca, Timisoara, and Iasi, the caregivers who thrive are those who pair exceptional child care with professional discipline and legal compliance.

If you are ready to formalize your babysitting career, find vetted families, or explore full-time nanny roles, ELEC can help. Our team matches caregivers with reputable employers across Romania and the wider region, and we guide you on contracts, rates, and compliance. Contact ELEC today to discuss opportunities that fit your skills, schedule, and career goals.

FAQ: Babysitting in Romania - your top questions answered

1) Do I really need a written contract for occasional babysitting?

Yes. Even a short service agreement protects both sides. At minimum, specify the date, hours, location, child information, duties, pay rate, late-night or holiday premiums, expense rules, and cancellation policy. For regular roles, use a full employment contract or a structured freelance agreement.

2) Should I be an employee, use vouchers, or register as a PFA?

• Employee: Best for regular schedules with one family and when you want full Labor Code protections.
• Vouchers: Good for occasional or part-time gigs with minimal admin.
• PFA: Best if you serve multiple clients, want to set your own packages, and can manage your own taxes and invoicing. Speak with an accountant to confirm the right CAEN code and fiscal obligations.

3) What premium should I charge for night or holiday work?

For transparency, many caregivers set a late-night premium of +25-50% after 22:00 and up to +100% on major public holidays, unless a different premium is stipulated in a Labor Code-based employment contract. Spell it out in writing to avoid disputes.

4) What documentation helps me land better-paying jobs in Bucharest and Cluj-Napoca?

• Pediatric First Aid/CPR certificates
• Criminal record certificate (cazier judiciar)
• Two or three recent references with contact details
• Language certificates (English, French, German) if relevant
• Short profile and rate card These materials build trust with both families and agencies.

5) Can foreign babysitters work legally in Romania?

EU/EEA/Swiss citizens can work without a work permit but should register their residence. Non-EU citizens usually need an employment offer, work permit, and residence permit. If you are a foreign caregiver already in Romania, consult an immigration specialist or work with an agency like ELEC that understands the process.

6) Are photos and videos of the children allowed?

Only with explicit, prior, written parental consent stating what can be captured, how it will be used, where it will be stored, and for how long. Never post publicly without consent, and delete media on request.

7) What should I do if I arrive and find unsafe conditions?

Politely explain your safety concerns, suggest fixes (for example, moving cleaners out of reach, securing windows, providing a car seat), and pause activities that are risky. If the situation remains unsafe or the family refuses reasonable measures, you have the right to decline the job and request payment for the time already invested if agreed.