Last updated 2025-08-22
Quick overview
Romania currently has equal pay and anti-discrimination laws in place, but it does not impose mandatory gender pay gap reporting for private employers. That will change with the EU Pay Transparency Directive, which Romania must transpose by June 7, 2026. Employers will face new requirements to disclose pay gaps, publish data, and take corrective action if unjustified differences persist.
Reporting requirements
Which companies must report?
At present, there are no mandatory gender pay gap reporting obligations for employers in Romania.
What information needs to be reported?
Not applicable under current law.
When and where to send the data?
Not applicable under current law.
Who can see the results?
Not applicable under current law.
Equal pay laws
General legislation on equal treatment and opportunities between women and men ensures that employees must have non-discriminatory access to equal income for work of equal value.
The Labour Code requires equal pay for men and women performing the same or equivalent work. Salary is currently treated as confidential, although employee representatives and unions can access pay information in the context of defending workers’ rights.
Employee rights
Employees who believe they are victims of pay discrimination can bring claims before Romanian courts or the National Anti-Discrimination Council. Available remedies include:
Payment of unpaid salary rights
Compensation for damages proved in court
Annulment of discriminatory measures
Orders to stop discriminatory practices
Publication of discrimination findings in the mass media
Administrative fines of up to about EUR 2,100 may also apply for breaches of equal treatment rules.
Risks of non-compliance
While Romania does not currently require gender pay gap reporting, risks remain for employers who fail to comply with equal pay laws:
Court claims and financial damages
Orders to stop discriminatory actions
Administrative fines imposed by the National Anti-Discrimination Council
Reputational harm from published findings
What will change by 2026
New EU-wide rules
The EU Pay Transparency Directive introduces binding transparency and reporting requirements across all Member States. Romanian employers will need to comply with the following thresholds:
250 or more employees: Annual gender pay gap reporting starting in 2027 (for 2026 data).
150–249 employees: Reporting every three years starting in 2027.
100–149 employees: Reporting every three years starting in 2031.
Fewer than 100 employees: No mandatory reporting under the Directive.
Employers will need to disclose:
Mean and median gender pay gaps (total and variable pay).
Bonus distribution between male and female employees.
Pay distribution across quartiles.
Gender pay gaps by job category.
If a pay gap of 5% or more is found within a worker category and remains unjustified for six months, employers must conduct a Joint Pay Assessment with worker representatives.
The Directive also introduces new recruitment and transparency rules:
Pay ranges must be disclosed in job postings or communicated before interviews.
Employers cannot request candidates’ salary history.
Gender-neutral job descriptions and titles must be used.
How Romania is likely to apply them
Romania has announced that the Labour Code and Law No. 202/2002 on equal opportunities between women and men will be amended to comply with the Directive. Key expected changes include:
Adjusting salary confidentiality rules to align with new transparency rights
Establishing a national reporting platform, likely under the Ministry of Labor or equality body
Introducing penalties and enforcement mechanisms, with oversight by the Labor Inspectorate and the National Anti-Discrimination Council
The government’s equality strategy (2022–2027) already signals that legislative changes will support fair pay in both public and private sectors.
FAQ
Is gender pay gap reporting mandatory today?
No, Romanian employers are not currently required to report gender pay gaps.
What is the current risk for employers?
Failure to ensure equal pay can lead to employee claims, damages, fines, and reputational damage.
When will reporting become mandatory?
From 2027 for companies with 250 or more employees, and later for smaller thresholds.
What data must be disclosed?
Employers will need to publish pay gaps, bonus distribution, pay quartiles, and job category comparisons.
What happens if a pay gap is found?
If a gap of 5% or more is unjustified and persists, a Joint Pay Assessment with employee representatives will be required.
Helpful resources
Romanian Labour Code
Law No. 202/2002 on equal opportunities and treatment between women and men
National Council for Combating Discrimination (CNCD)
European Commission: EU Pay Transparency Directive overview
Romanian Government’s Equality Strategy 2022–2027
