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Pay transparency in Romania

Published draft Last verified 7 August 2026 High confidence

  • Pay information requests Pending

    Employees can ask for their own pay level and the averages for colleagues doing equal or equal-value work, broken down by sex.

Romania has not yet passed a pay transparency law. What exists today is a legislative proposal, registered as L445/2026, working its way through Senate committees. It is meant to transpose the EU Pay Transparency Directive, but it is still a draft, not a binding rule.

The path has not been smooth. The Legislative Council issued a negative opinion on the proposal on 29 June 2026, which adds uncertainty about its final shape and timing. Nothing about employer obligations, start dates or reporting deadlines is settled yet.

If enacted, the proposal is intended to apply nationwide, across both public and private employment. For now, the most useful thing an HR or compensation lead can do is track the process and build readiness in the background.

The measure

Law or measure
Legislative proposal on pay transparency and equal remuneration
Core obligations start
Pending
Who is covered
The proposal is intended to cover public and private employment

What the law requires

We are still verifying the detailed requirements against official sources. The confirmed facts appear in the summary above and under Sources.

How Romania differs from the Directive

Romania's L445/2026 is in the Senate legislative process and expressly targets transposition of Directive 2023/970.

What this means for employers

Because Romania’s proposal is still pending and carries a negative Legislative Council opinion, nothing described here is a current legal obligation. Treat it as a strong signal of direction, not a compliance deadline. The proposed 5.0% pay gap figure gives you an early sense of the scale of gap you may eventually need to explain, even though the trigger is not yet in force.

  • Watch the legislative process: follow Senate committee reports, amendments and whether the negative opinion changes the proposal’s scope or survival.
  • Start building baseline controls: get your pay structures, job levels and gender pay gap data organized against the general Directive framework, so you are not starting from zero if Romania’s law lands.
  • Hold off on hard commitments: details like the employee pay information right, salary range rules, salary history rules and reporting deadlines for different company sizes have not been defined yet, so avoid locking in specific process dates.
  • Know who to watch: the Ministry of Labour, Family, Youth and Social Solidarity and Territorial Labour Inspectorates would be the enforcing authorities, with the National Council for Combating Discrimination and ANES as the equality body.

The proposed reporting model would put the calculation work on employers rather than the state, so it is worth mapping now where your pay data lives and how easily you could pull it together.

Enforcement and open questions

Competent authority
Ministry of Labour, Family, Youth and Social Solidarity; Territorial Labour Inspectorates
Equality body
National Council for Combating Discrimination and ANES
What could still change
L445/2026 is a private-member, cross-party legislative proposal pending in Senate committees. The Legislative Council issued negative opinion no. 631 on 29 June 2026. No enacted measure has been validated.

Common questions

Is Romania's pay transparency law already in force?

No. It exists only as a legislative proposal, L445/2026, currently pending in Senate committees. The Legislative Council issued a negative opinion on it on 29 June 2026, and no measure has been enacted.

What pay gap percentage would trigger reporting obligations in Romania?

The proposal includes a 5.0% pay gap figure as the trigger point for joint pay assessments. This is a proposed figure tied to a draft law, so it does not currently create any legal obligation.

Which employers would be covered by Romania's pay transparency proposal?

The proposal is intended to cover both public and private employers nationwide. Specific size thresholds and reporting start dates for different company sizes have not yet been researched or defined.

When would Romanian employers need to start reporting on pay gaps?

There is no confirmed start date. The core obligations start date is listed as pending, so the practical next step is to monitor Senate committee reports and amendments for signs of progress.

Author

Julius Aho

Co-founder, CTO

Julius Aho is the co-founder and CTO of Evenpay. At Evenpay he is responsible for product, engineering and AI, building the tools that make fair pay the default.