{"id":554,"date":"2026-11-09T04:00:00","date_gmt":"2026-11-09T04:00:00","guid":{"rendered":"https:\/\/adesman.ro\/?p=554"},"modified":"2026-11-08T15:26:34","modified_gmt":"2026-11-08T15:26:34","slug":"transparenta-salariala-directiva-2023-970-angajatori","status":"publish","type":"post","link":"https:\/\/adesman.ro\/ro\/transparenta-salariala-directiva-2023-970-angajatori\/","title":{"rendered":"Transparen\u021ba salarial\u0103 \u00een Rom\u00e2nia: ce prevede Directiva (UE) 2023\/970 \u0219i ce trebuie s\u0103 preg\u0103teasc\u0103 angajatorii"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Directiva (UE) 2023\/970 privind consolidarea aplic\u0103rii principiului egalit\u0103\u021bii de remunerare \u00eentre b\u0103rba\u021bi \u0219i femei pentru aceea\u0219i munc\u0103 sau o munc\u0103 de aceea\u0219i valoare prin transparen\u021b\u0103 salarial\u0103 \u0219i prin mecanisme de asigurare a respect\u0103rii legii (\u201eDirectiva\u201d) trebuia transpus\u0103 de statele membre p\u00e2n\u0103 la 7 iunie 2026. Rom\u00e2nia nu a adoptat \u00eenc\u0103 legea de transpunere. Propunerea legislativ\u0103 \u00eenregistrat\u0103 la Senat \u00een iunie 2026 a fost respins\u0103 de Senat la 14 octombrie 2026 \u0219i se afl\u0103 acum la Camera Deputa\u021bilor, care este camer\u0103 decizional\u0103.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">P\u00e2n\u0103 la adoptarea legisla\u021biei na\u021bionale de transpunere, Ministerul Muncii a precizat c\u0103 obliga\u021biile instituite exclusiv prin Directiv\u0103 nu produc efecte directe \u00een sarcina angajatorilor, ace\u0219tia neput\u00e2nd fi sanc\u021biona\u021bi contraven\u021bional pentru nerespectarea lor. Cu toate acestea, art. 9 alin. (2)\u2013(4) din Directiv\u0103 stabile\u0219te c\u0103 angajatorii cu cel pu\u021bin 150 de lucr\u0103tori trebuie s\u0103 efectueze primele raport\u0103ri privind diferen\u021bele de remunerare dintre femei \u0219i b\u0103rba\u021bi p\u00e2n\u0103 la data de 7 iunie 2027, pentru anul calendaristic 2026, \u00een timp ce angajatorilor cu 100\u2013149 de lucr\u0103tori le revine aceast\u0103 obliga\u021bie \u00eencep\u00e2nd cu 7 iunie 2031. Av\u00e2nd \u00een vedere complexitatea colect\u0103rii \u0219i analiz\u0103rii datelor salariale, a evalu\u0103rii posturilor \u0219i a stabilirii unor criterii obiective de remunerare, numeroase companii au \u00eenceput deja demersurile de preg\u0103tire pentru conformarea cu viitoarele obliga\u021bii legale.<\/p>\n\n\n\n<aside class=\"tldr\" data-adesman aria-labelledby=\"tldr1\"><div class=\"tldr__head\"><p class=\"tldr__title\" id=\"tldr1\">Pe scurt<\/p><\/div><ul class=\"tldr__list\" role=\"list\"><li style=\"--i:0\"><svg class=\"tldr__tick\" viewBox=\"0 0 20 20\" aria-hidden=\"true\"><path d=\"M4.5 10.5l3.6 3.6L15.5 6\"\/><\/svg><span>Directiva (UE) 2023\/970 trebuia transpus\u0103 p\u00e2n\u0103 la 7 iunie 2026; \u00een Rom\u00e2nia, legea de transpunere este \u00een dezbatere la Camera Deputa\u021bilor.<\/span><\/li><li style=\"--i:1\"><svg class=\"tldr__tick\" viewBox=\"0 0 20 20\" aria-hidden=\"true\"><path d=\"M4.5 10.5l3.6 3.6L15.5 6\"\/><\/svg><span>Candida\u021bii vor primi informa\u021bii despre salariul ini\u021bial sau despre intervalul salarial \u00eenainte de interviu, iar angajatorul nu \u00eei va mai putea \u00eentreba ce salariu au avut anterior.<\/span><\/li><li style=\"--i:2\"><svg class=\"tldr__tick\" viewBox=\"0 0 20 20\" aria-hidden=\"true\"><path d=\"M4.5 10.5l3.6 3.6L15.5 6\"\/><\/svg><span>Salaria\u021bii vor putea cere \u00een scris nivelul propriei remunera\u021bii \u0219i nivelurile medii, defalcate pe sexe, pentru aceea\u0219i munc\u0103 sau o munc\u0103 de aceea\u0219i valoare.<\/span><\/li><li style=\"--i:3\"><svg class=\"tldr__tick\" viewBox=\"0 0 20 20\" aria-hidden=\"true\"><path d=\"M4.5 10.5l3.6 3.6L15.5 6\"\/><\/svg><span>Angajatorii cu cel pu\u021bin 150 de lucr\u0103tori raporteaz\u0103 diferen\u021ba de remunerare \u00eentre femei \u0219i b\u0103rba\u021bi p\u00e2n\u0103 la 7 iunie 2027; cei cu 100\u2013149 de lucr\u0103tori, p\u00e2n\u0103 la 7 iunie 2031.<\/span><\/li><li style=\"--i:4\"><svg class=\"tldr__tick\" viewBox=\"0 0 20 20\" aria-hidden=\"true\"><path d=\"M4.5 10.5l3.6 3.6L15.5 6\"\/><\/svg><span>O diferen\u021b\u0103 nejustificat\u0103 de cel pu\u021bin 5%, necorectat\u0103 \u00een 6 luni, oblig\u0103 angajatorul la o evaluare comun\u0103 a remunera\u021biei, \u00eempreun\u0103 cu reprezentan\u021bii lucr\u0103torilor.<\/span><\/li><\/ul><\/aside>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"1-ce-este-directiva-privind-transparenta-salariala-si-care-este-stadiul-transpunerii\">1. Ce este Directiva privind transparen\u021ba salarial\u0103 \u0219i care este stadiul transpunerii<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Directiva urm\u0103re\u0219te aplicarea efectiv\u0103 a principiului egalit\u0103\u021bii de remunerare pentru aceea\u0219i munc\u0103 sau pentru o munc\u0103 de aceea\u0219i valoare. Instrumentul ales este transparen\u021ba: candida\u021bii \u0219i salaria\u021bii primesc informa\u021bii despre remunerare, iar angajatorii mai mari raporteaz\u0103 periodic diferen\u021bele dintre femei \u0219i b\u0103rba\u021bi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Remunera\u021bia are un sens larg. Ea include salariul de baz\u0103 \u0219i orice alte drepturi \u00een bani sau \u00een natur\u0103 primite, direct sau indirect, \u00een leg\u0103tur\u0103 cu munca: bonusuri, prime, beneficii, ore suplimentare pl\u0103tite. Prin urmare, regulile privesc \u00eentregul pachet salarial, nu doar salariul de baz\u0103.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cen Rom\u00e2nia, Ministerul Muncii a publicat un proiect de lege \u00een consultare public\u0103 la 30 martie 2026. Proiectul a fost apoi depus ca ini\u021biativ\u0103 parlamentar\u0103 \u0219i \u00eenregistrat la Senat la 17 iunie 2026 (L445\/2026). Senatul a respins propunerea la 14 octombrie 2026, iar aceasta a fost trimis\u0103 Camerei Deputa\u021bilor, unde forma final\u0103 poate fi modificat\u0103.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"2-ce-se-schimba-la-recrutare\">2. Ce se schimb\u0103 la recrutare<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Obliga\u021biile privind recrutarea se aplic\u0103 tuturor angajatorilor, indiferent de num\u0103rul de salaria\u021bi. Potrivit art. 5 din Directiv\u0103:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>candida\u021bii au dreptul s\u0103 primeasc\u0103 informa\u021bii despre salariul ini\u021bial sau despre intervalul salarial al postului, stabilite pe baza unor criterii obiective \u0219i neutre din punctul de vedere al genului, precum \u0219i despre prevederile relevante din contractul colectiv de munc\u0103 aplicabil;<\/li>\n\n\n<li>informa\u021biile se comunic\u0103 \u00een anun\u021bul de recrutare sau \u00eenainte de interviu, astfel \u00eenc\u00e2t negocierea s\u0103 fie informat\u0103 \u0219i transparent\u0103, f\u0103r\u0103 ca Directiva s\u0103 impun\u0103 \u00een mod expres publicarea salariului \u00een anun\u021b;<\/li>\n\n\n<li>angajatorul nu poate solicita candidatului informa\u021bii despre remunera\u021bia din raporturile de munc\u0103 actuale sau anterioare;<\/li>\n\n\n<li>anun\u021burile de recrutare \u0219i denumirile posturilor trebuie s\u0103 fie neutre din punctul de vedere al genului, iar procesul de recrutare trebuie s\u0103 se desf\u0103\u0219oare nediscriminatoriu.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cen practic\u0103, angajatorul are nevoie de un interval salarial stabilit pentru fiecare post \u00eenainte de publicarea anun\u021bului. \u0218abloanele de anun\u021buri, scripturile de interviu \u0219i formularele de aplicare trebuie revizuite, inclusiv \u00eentreb\u0103rile despre \u201esalariul actual\u201d sau \u201epreten\u021biile raportate la salariul anterior\u201d.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"3-criteriile-de-stabilire-si-de-evolutie-a-salariului\">3. Criteriile de stabilire \u0219i de evolu\u021bie a salariului<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Angajatorul trebuie s\u0103 pun\u0103 la dispozi\u021bia lucr\u0103torilor, \u00eentr-o form\u0103 u\u0219or accesibil\u0103, criteriile folosite pentru stabilirea remunera\u021biei, a nivelurilor de remunerare \u0219i a evolu\u021biei remunera\u021biei (art. 6 din Directiv\u0103). Criteriile trebuie s\u0103 fie obiective \u0219i neutre din punctul de vedere al genului. Statele membre pot scuti angajatorii cu mai pu\u021bin de 50 de lucr\u0103tori de obliga\u021bia privind criteriile de evolu\u021bie a remunera\u021biei.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pentru a compara posturi diferite, Directiva cere evaluarea muncii pe baza unor criterii obiective: competen\u021be, efort, responsabilitate \u0219i condi\u021bii de munc\u0103. O fi\u0219\u0103 de post vag\u0103 sau o gril\u0103 salarial\u0103 f\u0103r\u0103 reguli clare de \u00eencadrare va fi greu de ap\u0103rat \u00eentr-un control sau \u00eentr-un litigiu.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"4-dreptul-salariatilor-de-a-fi-informati\">4. Dreptul salaria\u021bilor de a fi informa\u021bi<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Potrivit art. 7 din Directiv\u0103, salaria\u021bii au dreptul s\u0103 solicite \u0219i s\u0103 primeasc\u0103 \u00een scris informa\u021bii despre nivelul propriei remunera\u021bii \u0219i despre nivelurile medii de remunerare, defalcate pe sexe, pentru categoriile de lucr\u0103tori care presteaz\u0103 aceea\u0219i munc\u0103 sau o munc\u0103 de aceea\u0219i valoare. Angajatorul r\u0103spunde \u00eentr-un termen rezonabil, de cel mult dou\u0103 luni de la data cererii.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Angajatorul trebuie s\u0103 informeze anual to\u021bi lucr\u0103torii despre acest drept. Clauzele contractuale care interzic salaria\u021bilor s\u0103 \u00ee\u0219i dezv\u0103luie remunera\u021bia, \u00een scopul aplic\u0103rii principiului egalit\u0103\u021bii de remunerare, nu mai sunt permise. Prin urmare, clauzele de confiden\u021bialitate din contractele individuale de munc\u0103 \u0219i prevederile corespunz\u0103toare din regulamentele interne trebuie analizate \u0219i, dup\u0103 caz, revizuite pentru a asigura respectarea acestui drept.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"5-raportarea-diferentei-de-remunerare-intre-femei-si-barbati\">5. Raportarea diferen\u021bei de remunerare \u00eentre femei \u0219i b\u0103rba\u021bi<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Obliga\u021bia de raportare depinde de num\u0103rul de lucr\u0103tori (art. 9 din Directiv\u0103):<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>250 de lucr\u0103tori sau mai mul\u021bi: primul raport p\u00e2n\u0103 la 7 iunie 2027, pentru anul calendaristic 2026, iar ulterior, anual;<\/li>\n\n\n<li>\u00eentre 150 \u0219i 249 de lucr\u0103tori: primul raport p\u00e2n\u0103 la 7 iunie 2027, iar ulterior o dat\u0103 la trei ani;<\/li>\n\n\n<li>\u00eentre 100 \u0219i 149 de lucr\u0103tori: primul raport p\u00e2n\u0103 la 7 iunie 2031, apoi o dat\u0103 la trei ani;<\/li>\n\n\n<li>sub 100 de lucr\u0103tori: Directiva nu instituie o obliga\u021bie de raportare, aceasta fiind voluntar\u0103, cu excep\u021bia situa\u021biei \u00een care legisla\u021bia na\u021bional\u0103 stabile\u0219te o asemenea obliga\u021bie.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Raportul cuprinde, printre altele, diferen\u021ba de remunerare medie \u0219i median\u0103 \u00eentre femei \u0219i b\u0103rba\u021bi, diferen\u021ba la componentele variabile (bonusuri), propor\u021bia femeilor \u0219i a b\u0103rba\u021bilor care primesc componente variabile, propor\u021bia pe cvartile de remunerare, precum \u0219i diferen\u021bele de remunerare pe categorii de lucr\u0103tori, defalcate \u00een func\u021bie de salariul de baz\u0103 \u0219i de componentele complementare sau variabile.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"6-evaluarea-comuna-a-remuneratiei\">6. Evaluarea comun\u0103 a remunera\u021biei<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Angajatorii supu\u0219i obliga\u021biei de raportare prev\u0103zute de art. 9 trebuie s\u0103 efectueze, \u00eempreun\u0103 cu reprezentan\u021bii lucr\u0103torilor, o evaluare comun\u0103 a remunera\u021biei, dac\u0103 raportarea eviden\u021biaz\u0103, \u00eentr-o categorie de lucr\u0103tori, o diferen\u021b\u0103 \u00eentre nivelurile medii de remunerare ale femeilor \u0219i b\u0103rba\u021bilor de cel pu\u021bin 5%, care nu este justificat\u0103 prin criterii obiective \u0219i neutre din punctul de vedere al genului \u0219i pe care angajatorul nu a remediat-o \u00een termen de \u0219ase luni de la data transmiterii raport\u0103rii (art. 10 din Directiv\u0103).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Evaluarea comun\u0103 urm\u0103re\u0219te identificarea cauzelor diferen\u021belor de remunerare, precum \u0219i stabilirea m\u0103surilor necesare pentru remedierea \u0219i prevenirea acestora, angajatorul av\u00e2nd obliga\u021bia de a corecta diferen\u021bele nejustificate \u00eentr-un termen rezonabil, \u00een str\u00e2ns\u0103 cooperare cu reprezentan\u021bii lucr\u0103torilor.<\/p>\n\n\n\n<p class=\"adesman-cta-lead wp-block-paragraph\">Preg\u0103ti\u021bi grila salarial\u0103, fi\u0219ele de post sau primul raport de transparen\u021b\u0103 salarial\u0103? Analiz\u0103m documentele \u0219i v\u0103 spunem ce trebuie modificat \u00eenainte de intrarea \u00een vigoare a legii.<\/p>\n\n\n<p class=\"cta-line\"><a class=\"btn\" href=\"https:\/\/adesman.ro\/ro\/contact\/\"><span class=\"btn__label\">Programa\u021bi o discu\u021bie<\/span><span class=\"btn__icon\" aria-hidden=\"true\"><svg viewBox=\"0 0 24 24\"><path d=\"M5 12h13M13 6l6 6-6 6\"\/><\/svg><\/span><\/a><\/p>\n\n\n<h2 class=\"wp-block-heading\" id=\"7-litigii-despagubiri-si-sanctiuni\">7. Litigii, desp\u0103gubiri \u0219i sanc\u021biuni<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Directiva schimb\u0103 \u0219i regulile din litigiile privind discriminarea salarial\u0103:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>sarcina probei: dac\u0103 salariatul prezint\u0103 fapte din care se poate prezuma o discriminare, angajatorul trebuie s\u0103 dovedeasc\u0103 faptul c\u0103 nu a existat discriminare (art. 18 din Directiv\u0103); dac\u0103 angajatorul nu \u0219i-a respectat obliga\u021biile de transparen\u021b\u0103, el suport\u0103 sarcina probei \u00een orice litigiu privind discriminarea salarial\u0103, cu excep\u021bia situa\u021biei \u00een care acesta demonstreaz\u0103 c\u0103 \u00eenc\u0103lcarea a fost v\u0103dit neinten\u021bionat\u0103 \u0219i de o gravitate minor\u0103;<\/li>\n\n\n<li>desp\u0103gubirile: lucr\u0103torii care au suferit un prejudiciu ca urmare a discrimin\u0103rii salariale au dreptul la repararea integral\u0103 a acestuia, inclusiv prin recuperarea remunera\u021biei restante, a bonusurilor \u0219i a pl\u0103\u021bilor \u00een natur\u0103 aferente, precum \u0219i prin acordarea, dup\u0103 caz, de desp\u0103gubiri pentru prejudiciul moral \u0219i de dob\u00e2nzi de \u00eent\u00e2rziere (art. 16 din Directiv\u0103);<\/li>\n\n\n<li>termenul de prescrip\u021bie: termenul pentru introducerea ac\u021biunilor nu poate fi mai scurt de trei ani (art. 21 din Directiv\u0103);<\/li>\n\n\n<li>sanc\u021biunile: statele membre stabilesc sanc\u021biuni efective, propor\u021bionale \u0219i disuasive, inclusiv amenzi (art. 23 din Directiv\u0103).<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cen forma ini\u021bial\u0103 a propunerii legislative L445\/2026, s-au prev\u0103zut amenzi de la 3 la 5 salarii minime brute pe \u021bar\u0103, respectiv de la 5 la 10 salarii minime \u00een caz de repetare. Cuantumul final va fi stabilit de Camera Deputa\u021bilor.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"8-ce-pot-face-angajatorii-acum\">8. Ce pot face angajatorii acum<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Verifica\u021bi dac\u0103 fiecare post are o fi\u0219\u0103 de post actualizat\u0103 \u0219i dac\u0103 \u00eencadrarea salarial\u0103 se bazeaz\u0103 pe criterii clare, obiective \u0219i neutre din punctul de vedere al genului.<\/li>\n\n\n<li>Grupa\u021bi posturile care reprezint\u0103 aceea\u0219i munc\u0103 sau o munc\u0103 de aceea\u0219i valoare, pe baza criteriilor din Directiv\u0103.<\/li>\n\n\n<li>Calcula\u021bi diferen\u021ba de remunerare aferent\u0103 anului 2026, dac\u0103 ave\u021bi cel pu\u021bin 150 de lucr\u0103tori, inclusiv \u00een ceea ce prive\u0219te bonusurile \u0219i celelalte componente variabile, \u0219i identifica\u021bi diferen\u021bele care nu pot fi justificate obiectiv.<\/li>\n\n\n<li>Revizui\u021bi anun\u021burile de recrutare, \u00eentreb\u0103rile utilizate la interviuri \u0219i formularele de candidatur\u0103, astfel \u00eenc\u00e2t candida\u021bii s\u0103 primeasc\u0103 informa\u021bii privind salariul ini\u021bial sau intervalul salarial aferent postului \u0219i s\u0103 nu li se solicite informa\u021bii despre salariile actuale sau anterioare.<\/li>\n\n\n<li>Revizui\u021bi clauzele de confiden\u021bialitate privind salariul din contractele individuale de munc\u0103 \u0219i din regulamentele interne.<\/li>\n\n\n<li>Stabili\u021bi, \u00eentr-o form\u0103 scris\u0103, criterii obiective, transparente \u0219i neutre din punctul de vedere al genului pentru acordarea bonusurilor \u0219i a major\u0103rilor salariale, precum \u0219i pentru evolu\u021bia remunera\u021biei, inclusiv \u00een cazul promov\u0103rii.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"concluzii\">Concluzii<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">De\u0219i Rom\u00e2nia nu a adoptat \u00eenc\u0103 legea de transpunere, principalele obliga\u021bii sunt deja stabilite prin Directiv\u0103, iar primele raport\u0103ri privind diferen\u021bele de remunerare sunt prev\u0103zute pentru anul 2027, \u00een cazul angajatorilor cu cel pu\u021bin 150 de lucr\u0103tori. Preg\u0103tirea din timp a grilelor salariale, a criteriilor de remunerare \u0219i a eviden\u021belor privind drepturile salariale poate facilita conformarea cu viitoarele cerin\u021be legale \u0219i poate contribui la reducerea riscului unor litigii privind discriminarea salarial\u0103.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"intrebari-frecvente\">\u00centreb\u0103ri frecvente<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"se-aplica-deja-directiva-privind-transparenta-salariala-in-romania\">Se aplic\u0103 deja Directiva privind transparen\u021ba salarial\u0103 \u00een Rom\u00e2nia?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Nu \u00een sarcina angajatorilor priva\u021bi. O directiv\u0103 netranspus\u0103 nu creeaz\u0103, prin ea \u00eens\u0103\u0219i, obliga\u021bii pentru companiile private, iar Ministerul Muncii a precizat c\u0103 angajatorii nu pot fi sanc\u021biona\u021bi \u00eenainte de adoptarea legii na\u021bionale. Obliga\u021biile vor deveni aplicabile la data prev\u0103zut\u0103 de legea de transpunere.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"trebuie-sa-public-salariul-in-anuntul-de-angajare\">Trebuie s\u0103 public salariul \u00een anun\u021bul de angajare?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Directiva cere ca salariul ini\u021bial sau intervalul salarial s\u0103 fie comunicat candidatului \u00een anun\u021b sau \u00eenainte de interviu. Publicarea \u00een anun\u021b este una dintre variante, nu singura.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pot-intreba-un-candidat-cat-castiga-la-actualul-loc-de-munca\">Pot \u00eentreba un candidat c\u00e2t c\u00e2\u0219tig\u0103 la actualul loc de munc\u0103?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Dup\u0103 transpunere, nu. Directiva interzice angajatorului s\u0103 solicite informa\u021bii despre remunera\u021bia din raporturile de munc\u0103 actuale sau anterioare ale candidatului.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"de-cand-trebuie-sa-raportez-diferenta-de-remunerare\">De c\u00e2nd trebuie s\u0103 raportez diferen\u021ba de remunerare?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Angajatorii cu cel pu\u021bin 150 de lucr\u0103tori raporteaz\u0103 p\u00e2n\u0103 la 7 iunie 2027, iar cei cu 100\u2013149 de lucr\u0103tori, p\u00e2n\u0103 la 7 iunie 2031. Angajatorii cu cel pu\u021bin 250 de lucr\u0103tori raporteaz\u0103 apoi anual, ceilal\u021bi o dat\u0103 la trei ani.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"ce-se-intampla-daca-diferenta-de-remunerare-depaseste-5\">Ce se \u00eent\u00e2mpl\u0103 dac\u0103 diferen\u021ba de remunerare dep\u0103\u0219e\u0219te 5%?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Dac\u0103 diferen\u021ba nu poate fi justificat\u0103 prin criterii obiective \u0219i nu este corectat\u0103 \u00een 6 luni de la raportare, angajatorul trebuie s\u0103 efectueze o evaluare comun\u0103 a remunera\u021biei cu reprezentan\u021bii lucr\u0103torilor.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Adesman &amp; Asocia\u021bii asist\u0103 angajatori \u00een auditul structurilor salariale, revizuirea documentelor de resurse umane \u0219i reprezentarea \u00een litigiile de munc\u0103. Afla\u021bi mai multe despre practica noastr\u0103 de <a href=\"https:\/\/adesman.ro\/ro\/dreptul-muncii\/\">dreptul muncii<\/a>.<\/p>\n\n\n\n<p class=\"adesman-cta-lead wp-block-paragraph\">Vre\u021bi s\u0103 \u0219ti\u021bi cum v\u0103 afecteaz\u0103 noile reguli? Discuta\u021bi cu echipa noastr\u0103 de dreptul muncii.<\/p>\n\n\n<p class=\"cta-line\"><a class=\"btn\" href=\"https:\/\/adesman.ro\/ro\/contact\/\"><span class=\"btn__label\">Contacta\u021bi-ne<\/span><span class=\"btn__icon\" aria-hidden=\"true\"><svg viewBox=\"0 0 24 24\"><path d=\"M5 12h13M13 6l6 6-6 6\"\/><\/svg><\/span><\/a><\/p>\n\n\n<p class=\"wp-block-paragraph\"><em>Materialul are caracter exclusiv informativ \u0219i general \u0219i nu reprezint\u0103 consultan\u021b\u0103 juridic\u0103. Regimul aplicabil trebuie analizat \u00een func\u021bie de situa\u021bia concret\u0103 a fiec\u0103rui angajator \u0219i de legisla\u021bia \u00een vigoare la data analizei.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Directiva (UE) 2023\/970 privind transparen\u021ba salarial\u0103: stadiul legii \u00een Rom\u00e2nia, salariul \u00een anun\u021buri, raportarea din 2027 \u0219i riscurile pentru angajatori.<\/p>\n","protected":false},"author":5,"featured_media":555,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[70],"tags":[],"class_list":["post-554","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-dreptul-muncii"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Transparen\u021ba salarial\u0103 2026: obliga\u021biile angajatorilor<\/title>\n<meta name=\"description\" content=\"Directiva (UE) 2023\/970 privind transparen\u021ba salarial\u0103: stadiul legii \u00een Rom\u00e2nia, salariul \u00een anun\u021buri, raportarea din 2027 \u0219i riscurile pentru angajatori.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/adesman.ro\/ro\/transparenta-salariala-directiva-2023-970-angajatori\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Transparen\u021ba salarial\u0103 2026: obliga\u021biile angajatorilor\" \/>\n<meta property=\"og:description\" content=\"Directiva (UE) 2023\/970 privind transparen\u021ba salarial\u0103: stadiul legii \u00een Rom\u00e2nia, salariul \u00een anun\u021buri, raportarea din 2027 \u0219i riscurile pentru angajatori.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/adesman.ro\/ro\/transparenta-salariala-directiva-2023-970-angajatori\/\" \/>\n<meta property=\"og:site_name\" content=\"Adesman &amp; 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