Romania had not completed clearly identifiable full transposition of Directive (EU) 2023/970 in the official sources reviewed by 3 October 2026. Romanian government and equality-policy documents show that transposition is an explicit legislative objective and anticipate changes including pre-employment pay information, salary-history restrictions, transparent pay-setting criteria and periodic reporting for larger employers. Employers should therefore continue to follow existing Romanian labour and equality law while preparing systems and policies for the broader Directive framework, and should update compliance plans when the final national legislation is published.
Jurisdiction: Romania
Romania Has Officially Planned the Transposition
Romanian official policy documents identify the transposition of Directive (EU) 2023/970 as a specific legislative measure. The national action framework for women's economic and political empowerment describes preparation of amendments to relevant labour legislation or new legislation and points to the Labour Code as a key reference point. That gives employers a clear signal that implementation is expected to modify the national legal framework rather than rely only on the Directive itself.
The Expected Employer Duties Are Already Visible
Romanian official planning material describes several expected features of the future framework: employers should provide candidates with the initial pay or pay range, should not ask candidates about salary history, should make objective gender-neutral pay and progression criteria accessible, and employers with at least 100 workers should report pay data periodically. Those points closely track the Directive baseline, but the Romanian legislation will determine final procedures, enforcement and interaction with existing labour law.
Administrative Data and Social Dialogue Are Part of the Implementation Plan
Romanian government strategy documents also connect implementation with administrative data, social dialogue and monitoring tools. Measures for 2026 to 2030 refer to strengthening information and administrative data relevant to equal pay and to supporting social partners in collective bargaining. That suggests implementation is not only a question of adding rights to the Labour Code; it also involves institutional capacity, reporting architecture and cooperation among labour, equality and statistical authorities.
Existing Romanian Law Still Applies During the Transition
Until the final transposition package is enacted, employers remain subject to Romania's existing Labour Code, anti-discrimination framework and equal-pay principles. The Directive does not erase those rules. Employers should therefore continue applying current law while using the Directive as a readiness benchmark. It would be risky to suspend existing equal-pay controls while waiting for the new legislation, especially where pay decisions already need objective and non-discriminatory justification.
What Romanian Employers Should Prepare
Practical preparation should include reviewing job advertisements and recruiter scripts, removing salary-history questions, documenting pay-setting criteria, mapping worker categories, checking payroll and variable-pay data, and creating a process for future worker information requests. Larger employers should also test whether current systems can produce gender pay gap outputs and whether those calculations can be reproduced consistently. These are low-regret steps even if national implementation changes some details.
The Final National Text Will Control
Employers should avoid treating policy plans or EU-level summaries as substitutes for Romanian implementing law. The final national measure will determine effective dates, competent authorities, procedures, penalties and any national choices or worker-favourable additions. This page should therefore be reviewed promptly when Romania publishes or enacts the final transposition package or when the Ministry of Labour and ANES issue operational guidance.
Frequently Asked Questions
Has Romania fully implemented the EU Pay Transparency Directive?
Full final transposition was not confirmed in the official sources reviewed as of 3 October 2026.
What changes is Romania expected to introduce?
Official planning material points to recruitment pay information, salary-history restrictions, transparent pay-setting criteria and periodic reporting for employers with at least 100 workers.
Should Romanian employers wait for final legislation before preparing?
No. Employers can prepare data, recruitment, pay-setting and information-request processes now while continuing to follow existing Romanian law.
Related Guides
Official Sources
Requirements and practices differ by jurisdiction and organisation. Check current local law, official guidance and professional advice for a specific situation.