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Guidance notes on the new General Register of Employee Records in Romania
Starting 1 October 2025, the use of the REGES-Online platform will become mandatory for all employers in Romania. This obligation is provided for in Government Decision No. 295/2025, which establishes a transition period until 30 September 2025, during which employers can choose to use either REGES-Online or the old Revisal system. The new digital portal will ensure the electronic management of individual employment contracts by employers and authorised service providers through a digital platform managed by the Labour Inspectorate. As the transition process involves creating accounts, accessing registers, and filling in the necessary data, we recommend that employers implement the new system as soon as possible.
New obligations for employers in Romania: Fair wages and enhanced prevention and management of workplace discrimination and harassment
In recent years, we have seen several new obligations imposed on employers in Romania, and 2025 will be no different. Starting from January 2025, certain amendments to Romanian labour legislation entered into force, impacting employers significantly. In a nutshell, the new amendments aim to: ensure adequate minimum wages; introduce stricter rules for employers on handling workplace harassment cases; introduce new requirements to ensure gender balance in the management of companies traded on a regulated market; and adopt new measures to protect people with disabilities. Details of the new legal obligations of employers are outlined below. I. Ensuring adequate minimum
Navigating workplace challenges and litigation trends: dismissals and workplace harassment
As we move into 2025, we want to highlight some of the key developments in the Romanian employment dispute landscape over the past year. You can read our summaries of these key trends below, along with our thoughts on where we expect to see more employment litigation activity in the year ahead. I. Romanian market insights Two key drivers in Romania this year concerning the increased risk of employment litigation are economic uncertainty, which could lead company restructurings and related dismissals, as well as the many changes in Romanian legislation relating to whistleblowing and the prevention of discrimination and harassment at the workplace. Specifically, there are two types of employee lawsuits we expect
New legislative changes promote flexicurity in employment relations in Romania
The first part of 2023 continued last year's trend of substantial changes to Romanian labour legislation, which is of real interest to both employers and employees. As such, both Law no. 53/2003 on the Labour Code (“Labour Code”) and Law no. 367/2022 on social dialogue (“Law on Social Dialogue”) have undergone several changes, some aimed at clarifying legal issues identified in practice and others at promoting flexibility at work and work-life balance. In this article, we present the latest legislative changes, as well as our recommendations for their implementation. I. Amendments to the Labour Code The latest legislative amendments continue the European and national policies implemented in recent
Top hiring and training incentives for employers in Romania
In order to stimulate employment, the Romanian state offers employers a number of relatively easily accessible job incentive programmes. Job incentive programmes imply accessing state aid, within the limits of budgetary funds, with the aim of creating new jobs and, respectively, of stimulating the employment of categories of people considered vulnerable.As these programmes are not well known or used in practice, this article aims to present the main incentives available to employers for hiring or training new employees. Click on this link or the image below to read an overview prepared by our employment law experts.
The relaunch of social dialogue in Romania and its impact on employers
A new law on social dialogue has recently been adopted in Romania, Law No 367/2022 on social dialogue 1 ("Law No. 367/2022"), repealing the previous regulation, Law No. 62/2011. The new law on social dialogue is a true game changer and brings four significant reforms, respectively: the obligation to perform collective bargaining at both the unit (if it has at least 10 employees) and at the bargaining sector level; the possibility to perform collective bargaining at the national level; new obligations for employers to inform and consult employees' representatives/trade union representatives; extension of the range of cases triggering collective labour disputes. We expect
Legislative updates on employee salary rights in Romania
This year’s first issue of our newsletter, put together by our Bucharest Employment and Labour law team, provides an overview of the new updates on employee salary rights, namely: the new level of the minimum gross basic salary in Romania; various fiscal facilities for employers and employees; the regulation of tips in the hotel and restaurant (“HORECA”) sector; the reflection of salary rights in the new framework model of the individual employment agreement; the EU Directive on adequate minimum wages in the European Union; the Court of Justice of the European Union (“CJEU”) ruling on the rights of workers to receive or to be reimbursed the value of eyeglasses for
New updates in employment and labour law in Romania
The November issue of our newsletter, put together by our Bucharest Employment and Labour law team, provides overview of new related regulations and developments in Romania, namely: new rules regarding the employment of foreign nationals in Romania; reinstating the obligation to draw up internal rules and job descriptions for all employers, regardless of their legal form; ECHR judgment in Moraru vs Romania case a height requirement in the recruitment process is discriminatory; online access for employees or former employees to data from the general register ofemployees; amendment of the amount of the unemployment allowance. Click on the image below to read the whole
Romania towards enhanced work life balance and better working conditions
In the era of digitalisation, the labour market is also experiencing continuous transformation. This causes a rethink of traditional labour relations, as well as the adoption of strategies to increase competitiveness and flexibility at work while maintaining a high level of social protection for employees. In order to align the legislative framework in Europe to the new labour market realities, two important directives have been adopted at EU level and gradually transposed to the specifics of local markets. Below we outline the most important changes incorporated into Romania’s legislative framework, reflecting the transposition of the two above mentioned EU directives. Kinstellar Romanian Labour News
New maritime labour regulations
The October issue of our team’s Employment and Labour law updates tackles a series of new regulations that impact the maritime transport sector. Click on the image below to read.
Recent updates in employment and labour law in Romania
Click on the link below for a summary of the latest employment and labour law developments in Romania. The first issue in our series covers: the tax changes concerning part-time individual employment contracts the increase of the maximum value of meal vouchers the reduction of the retention period for payroll statements the new regulations on domestic providers the extension of the Kurzarbeit mechanism until 31.12.2022 the CJEU ruling on the dismissal of a data protection officer without a serious reason This overview was put together by Partner Remus Codreanu and Senior Associate Lidia Zarnescu, with the support of our local employment and labour law team
Kinstellar significantly expands its dynamic employment and labour law team in Bucharest
Kinstellar is pleased to announce new joiners to its employment and labour law team in Bucharest over the past month. The Firm welcomes senior lawyers Lidia Zarnescu and Catalin Roman, who each boast more than 10 years of employment and labour law experience. Their addition to the firm significantly strengthens our employment and labour law expertise and grows our team in Bucharest to 6 dedicated lawyers, making it one of the largest and most experienced teams in Romania. This enables us to respond to the ever-increasing need for labour-related law advice in Romania. Lidia Zarnescu has significant expertise and an established track record handling a wide spectrum of employment and labour law issues including TUPE, disciplinary