Romania

Salary transparency has become one of the most significant topics on the national legislative agenda, given the upcoming deadline for the transposition of Directive (EU) 2023/970 - 7 June 2026. The purpose of the new regulation is to ensure the effective application of the principle of equal pay for equal work or work of equal value and to reduce the gender pay gap. In our view, these objectives are already implicitly addressed under the existing national legislation, namely Law No. 202/2002 on equal opportunities and treatment for women and men, and Government Ordinance No. 137/2000 on preventing and sanctioning all forms of discrimination. Nevertheless, European legislation introduces additional provisions which, at least in theory, should facilitate the reduction of gender-based pay disparities. Although the intention of the European legislator is clear, the level of preparedness within the business environment remains limited. Recent studies show that only approximately 16% of companies in Romania consider that they have salary transparency policies applicable to the recruitment process and human resources management. While there is still no draft national legislation in the legislative pipeline, it is essential for employers to understand the upcoming obligations and their practical impact. However, prudence suggests waiting for the draft transposition act. Key obligations introduced by the Directive Salary transparency for job candidates Employers will be required to inform candidates of the initial level of remuneration or the salary range applicable to the position, established based on objective and gender-neutral criteria. This information must be provided before the interview - either through the job advertisement or by another means that enables candidates to negotiate knowingly. Thus, the calculation must consider the average within the company for similar positions, regardless of the employee’s gender. Transparency of Pay Levels Companies will be required to make available to employees the criteria used to determine salaries and pay progression (e.g., skills, responsibility, working conditions). These criteria must be documented, communicated, applied consistently, and must not take gender into account. Additionally, upon request, the employer must provide: (i) the employee’s own remuneration level, and (ii) the average remuneration levels for comparable categories of workers, broken down by gender. Note: The Directive does not require disclosure of individual salaries, but only aggregated, comparable data. Reporting on pay gaps The Directive introduces a proportionate reporting mechanism: larger companies must report more frequently. The Directive clearly establishes thresholds and deadlines, while Member States may choose to introduce additional thresholds or stricter requirements. Mandatory remedial measures If pay reporting reveals a gap of at least 5% that cannot be justified by objective criteria, companies will be required to conduct a pay assessment together with employee representatives and, where applicable, adopt corrective measures. In practice, adjustments will need to be made upward. Practical recommendations for Romanian companies In light of these new obligations, the question arises as to what employers in Romania should concretely do? Although, as mentioned, there is still no draft legislative act entering the legislative process to transpose the Directive, based on the European provisions, here are several measures to consider. The first necessary step is to carry out an internal pay audit, through which employers analyze pay differences between comparable positions, identify any discrepancies that lack an objective justification, and prepare, if needed, a correction plan. It is also essential to review internal documentation. This involves updating job descriptions, clarifying the criteria for remuneration and promotion, as well as documenting the methodology for job evaluation, so that all criteria used are transparent and gender neutral. The recruitment process will also need to be adapted. Employers will be required to include salary ranges in job advertisements and to clearly communicate the remuneration criteria, providing candidates with the information necessary for an informed negotiation. Last but not least, companies should update their internal regulations and HR procedures so that they can respond uniformly and in a documented manner to employees’ requests for salary information. Developing clear policies on pay transparency will facilitate both legal compliance and the strengthening of a climate of trust within the organization. In conclusion, the transposition of the Directive will significantly change the way companies in Romania manage remuneration and recruitment. To ensure compliance and avoid legal risks, employers must begin preparations early: conducting a pay audit, defining objective remuneration criteria, and updating internal policies. The impact on the business environment will be substantial, involving increased transparency obligations, robust salary data systems, and possible corrective measures in the case of unjustified differences. The transposition deadline (June 7, 2026) makes it necessary to initiate these steps in advance. Authored by Andrei Albulescu, Head of Employment, and Alexandra Păduraru, Senior Associate at Stratulat Albulescu Attorneys at Law.  

Stratulat Albulescu Attorneys at Law has advised Primavera Development on the acquisition of an office building in Bucharest from ASIT Services SRL, a subsidiary of Allianz-Tiriac Asigurari. The property ideally located in the city center, at 74 Grigore Alexandrescu Street, near Piata Victoriei, served as the Bucharest branch headquarters of the well-known insurance company Allianz-Tiriac Asigurari. This transaction stands out in the Romanian office real estate market and shows that, despite the challenges affecting the sector, the market remains resilient and continues to attract investor interest. Primavera Development is a real estate development company based in Bucharest, with over a decade of experience in the Romanian market, the company has established a strong track record in developing and managing high-quality real estate projects. Allianz-Tiriac Asigurari is a leading Romanian insurance company and member of the global Allianz Group, one of the world's largest insurance and financial services providers with a 130-year history. Operating in Romania for over 30 years, Allianz-Tiriac has built a reputation for financial stability and customer trust, serving the Romanian market with a comprehensive range of products and services. The SAA team advising on the Romanian law aspects of the transaction was led by Managing Partner Silviu Stratulat and Managing Associate Daiana Assoum, and also included Senior Associate Florin Geana and Associate Alina Ghezuroiu. Partner Ana Kusak, Managing Associate Victor Iacob, Senior Associate Alexandru Lazar and Associate Leia Lupu, provided legal advice on the competition law and FDI aspects of the deal. For any other information on this, please feel free to contact Delia Bijnea (Head of Marketing and Communications) at [email protected] or Anastasia Tache (Marketing Assistant) at [email protected].

November 2025 Popovici Nițu Stoica & Asociații (PNSA) has assisted Hexagon Group, one of Romania’s leading real estate developers, on the acquisition of approximately 23 hectares of land from the former Combinatul de Utilaj Greu (CUG) industrial platform in Cluj-Napoca. The property was purchased from German group Max Aicher in a record transaction exceeding €20 million. Following this acquisition, Hexagon Group plans to transform the site into a modern mixed-use development, continuing its commitment to large-scale urban regeneration projects. PNSA provided legal assistance throughout the entire acquisition process, including preliminary negotiations, due diligence, transaction structuring, drafting and negotiating transaction documents, and assistance through signing and closing. PNSA team advising Hexagon on this transaction was led by Managing Partner Florian Nițu with Ana Maria Popa (Managing Associate) and included Adrian Nica (Counsel), Cristina Anderco (Associate), Mihaela Ion (Partner), Laura Ambrozie (Managing Associate), Vanessa Nistor (Managing Associate) and Camelia Constantin (Managing Associate). Hexagon Group is a long-standing client of Popovici Nițu Stoica & Asociații, having advised them in numerous transactions in the recent past, including on the acquisition of the former Tehnofrig platform in Cluj-Napoca, in a transaction worth approximately €35 million; the development of the mixed-use project Hexagon District; as well as the development of ERA residential complex, a large-scale urban regeneration project financed with more than €18 million.

Voluntary dissolution and liquidation procedure through the Trade Registry Liquidating a company in Romania is a much more complex process than a simple decision made by shareholders. It requires a precise liquidation procedure, in accordance with commercial legislation, as well as assistance from a business lawyer or a company lawyer with relevant experience. Whether it’s about dissolution of an SRL, company dissolution, or company deregistration, the steps must be followed carefully to prevent complications both fiscally and legally. This article helps understand the dissolution process of an SRL, whether it’s a voluntary choice or a situation imposed by insolvency or bankruptcy. The simplest method for company dissolution it is the self-initiated procedure. This process takes place directly through the Trade Registry, without the involvement of the court, if the company has no debts or litigation issues pending. To comply with the liquidation procedure, it is beneficial to collaborate with a business lawyer or a consulting lawyer, who can precisely indicate the necessary documents for this process, including: the shareholders’ decision, the closing balance sheet, and proof of publication in the Official Gazette. A trade registry lawyer or a company lawyer will coordinate the stages of this process, thus helping to avoid significant delays in company deregistration. Corporate lawyer. Dissolution and liquidation with the appointment of a liquidator – Stages and implications If there are disagreements among shareholders and they are unable to collaborate, they can request the appointment of a liquidator through the court. This form of company liquidation involves a complex liquidation procedure, where the presence of a commercial lawyer or a litigation lawyer becomes essential. The liquidator will take over the management of the company until its company deregistration, being responsible for asset liquidation and debt payment. To prevent potential misunderstandings, the support of a business lawyer or a corporate lawyer is recommended to ensure representation in court and effective collaboration with the liquidator. This stage may generate litigation situations, where the involvement of a litigation lawyer or even an insolvency lawyer may be needed, especially if the process leads to insolvency. Commercial lawyer. Company deregistration after the completion of the insolvency procedure If the company can no longer operate due to financial reasons, bankruptcy may occur. In such cases, the insolvency procedure can be initiated by either the creditor or the company, ultimately leading to company deregistration. The Romanian Law Firm Pavel, Mărgărit & Associates provides full legal assistance in the dissolution, liquidation, and deregistration procedures of companies in Romania, whether it involves voluntary closure, bankruptcy, or insolvency procedures. Our team of experienced commercial lawyers, litigation lawyers, and corporate lawyers offers specialized consultancy and effective court representation, ensuring the legal status of the company is clarified and the entrepreneurs’ interests are protected throughout every phase of the business closure process. Don’t navigate these challenges alone. Contact Us today for expert assistance tailored to your needs. Contact Us The expertise of an insolvency lawyer or a bankruptcy lawyer will be necessary to protect interests throughout the process. After the sale of assets and payment of debts, the syndic judge will close the procedure, and the company will undergo the company deregistration process in the trade registry. Insolvency lawyer. Temporary suspension of the company activity – An alternative to closure If permanent closure of the company is not desired, but no economic activities are being conducted, suspending the activity is a viable legal alternative. This operation keeps the legal entity active, but without continuing economic operations, which is extremely useful if there is an intention to resume activities in the future or to avoid certain tax lawyer and administrative obligations. The suspension of activity must be registered with the trade registry, with its duration regulated by the legislation in force, varying depending on the circumstances of each company. “Closing a business in Romania, whether through voluntary dissolution, insolvency, or bankruptcy, should never be approached without a clear and professional legal strategy. Every step, from the shareholders’ decision to company deregistration with the trade registry, carries significant legal and tax risks. The Romanian Law Firm Pavel, Mărgărit & Associates provides expert legal advice and representation through top-tier lawyers specialized in corporate law, commercial litigation, and business law, ensuring a secure and compliant exit from entrepreneurial activity,” said Dr. Radu Pavel, Coordinating Lawyer at Pavel, Mărgărit & Associates. A trade registry lawyer, together with a consulting lawyer, helps draft the necessary applications and declarations. Furthermore, if tax lawyer or compliance lawyer issues arise, the presence of a commercial lawyer or a business attorney is essential. In conclusion, whether it is about SRL dissolution, bankruptcy, the insolvency procedure, or company deregistration, closing a business in Romania must be done with rigor. Each procedure involves specific stages that must be followed, with the correct approach ensuring compliance with the law and protecting the interests of entrepreneurs. Thus, the business closure process must be managed professionally, with collaboration from a business lawyer or an insolvency lawyer making the difference between an efficient closure and one that results in additional problems.