Membres
Pay transparency: the preparation window for employers is narrowing
As the legislative process for transposing the EU Pay Transparency Directive into Romanian law advances, the time available for employers to prepare is gradually diminishing. For organisations that have not yet started assessing the impact of the new requirements, now is an important moment to begin the necessary preparations.
In recent months, an increasing number of organisations have begun reviewing their remuneration practices, job architecture and evaluation frameworks, pay gaps, and HR processes in light of the forthcoming requirements.
Based on projects carried out by the Forvis Mazars team, preparation involves more than simply updating policies or procedures. Organisations must be able to demonstrate that remuneration decisions are grounded in a consistent job architecture and job evaluation methodology, as well as in salary structures and remuneration criteria that are objective, transparent, gender-neutral and applied consistently across the organisation.
To help organisations better understand these changes, Forvis Mazars has prepared a practical summary comparing the key requirements of the EU Pay Transparency Directive with the provisions included in the draft legislation currently under discussion in Romania. The document presents the EU requirements alongside the Romanian legislative proposals, making it easier to identify the main obligations and assess their potential implications for employers.
The new framework will significantly strengthen employees' rights to access information on remuneration and introduce a higher level of transparency regarding how pay is determined.
Another particularly important aspect is the evaluation and classification of jobs based on an objective methodology tailored to the organisation's specific characteristics and applied consistently across all positions.
The evaluation should take into account criteria such as skills, effort, responsibility and working conditions, supported by the information and responsibilities set out in job descriptions. This enables organisations to identify positions involving the same work or work of equal value and to demonstrate that any differences in remuneration are based on objective, gender-neutral and non-discriminatory criteria.
Although the legislation in Romania is still being finalised, the deadline established at EU level for transposing the Directive, 7 June 2026, has already passed. As a result, once the national legislation is adopted, a significant number of the new employee rights and employer obligations are expected to become applicable within a relatively short timeframe.
Organisations that have not yet begun preparing should therefore review their remuneration structures, job evaluation frameworks and relevant HR processes in advance, rather than waiting for the final version of the legislation. Early preparation can support not only compliance but also a stronger employer value proposition by increasing transparency and reinforcing perceptions of fairness.
At the same time, a lack of preparation may increase exposure to complaints and litigation related to pay discrimination, obligations to pay remuneration differences and compensation, as well as potential sanctions. Organisations that take proactive steps now will be better positioned to manage these risks and meet the new requirements effectively.
If you would like to learn more about the potential impact of the new requirements on your organisation, the Forvis Mazars team is available to assist you.
