Closing the gap: advancing gender equality and pay transparency in Romania

According to the latest data published by the National Trade Register Office (ONRC), women hold more than 36% of management positions in Romania, accounting for over 618,000 female leaders across various sectors. This is a positive indicator of the country’s efforts to build more inclusive and diverse workplaces.

At the same time, the European Union has intensified its commitment to gender equality in corporate governance. A significant legislative milestone in this regard is the adoption of a directive requiring publicly listed companies across the EU to improve gender balance on their boards. By June 2026, these companies must ensure that at least 40% of non-executive director positions or a total representation of 33% of the underrepresented gender on the board, is achieved. This directive represents a major step forward in enhancing gender balance at the highest levels of corporate decision-making, reinforcing the principle that sustainable business performance is closely linked to diversity and inclusion.

Despite advances in leadership representation, Romania - like many other EU member states - continues to face challenges related to pay equity. According to the latest data published by Eurostat, Romania reported a gender pay gap of 2.9%, one of the lowest in the European Union. While this figure may appear encouraging at first glance, it conceals significant disparities when examined in more detail. The overall average is influenced by several structural factors, including relatively high female participation in public sector jobs, where pay scales tend to be more regulated and transparent.

More importantly, the gender pay gap widens in the private sector, where it is consistently higher across EU countries, including Romania, where it registers 9.1%. This disparity is driven by factors such as non-transparent pay structures, unequal access to promotion opportunities, and the underrepresentation of women in higher-paying specialist and executive roles. This reality underscores that achieving genuine workplace equality requires not only better representation but also systemic changes in pay policies and organisational culture.

The recently adopted EU Directive 2023/970 on pay transparency introduces a transformative set of obligations for employers across Europe, aimed at addressing pay inequality more decisively. The directive mandates clear measures to increase pay transparency and reduce unjustified pay gaps. Member states, including Romania, are required to transpose the directive into national legislation by 2026. Among its provisions, companies must ensure pay transparency during recruitment, apply gender-neutral job evaluation methods, and publicly report pay gap data once certain workforce thresholds are met. Companies with more than 150 employees will be required to report remuneration differences from 2026, with reporting due in 2027. Those with 100 to 149 employees will follow, starting in 2030, with reporting due in 2031. Furthermore, if companies identify pay gaps exceeding 5% for comparable roles, they must address and resolve these differences within six months.

Navigating this transition successfully demands both strategic planning and operational expertise. It is not merely a matter of legal compliance but also a critical aspect of corporate responsibility and sustainable business practice. Addressing pay inequality enhances employee engagement, strengthens an organisation’s reputation, and ensures alignment with the expectations of investors, clients, and regulators. In this context, relying on experienced specialists becomes essential.

At Forvis Mazars in Romania, in collaboration with our colleagues in the Czech Republic, we assist companies in obtaining the EQUAL-SALARY certification by offering comprehensive guidance throughout the certification process. This includes supporting businesses in understanding the certification requirements and preparing for the implementation of the EU Pay Transparency Directive within their operations. Through this partnership, we help organisations demonstrate their commitment to fair, transparent, and responsible workplace practices aligned with European legislative developments. Forvis Mazars is proud to have received this certification for all employees in Switzerland, underscoring our dedication to gender equality.

As Romania moves toward a fairer and more transparent employment environment, companies have a unique opportunity to position themselves as leaders in promoting responsibility and fairness. Beyond legal compliance, actively addressing gender pay disparities fosters a healthier organisational culture, improves talent retention, and supports long-term business performance. With the right expertise and strategic approach, Romanian businesses can not only meet the requirements of the new EU directive but also contribute to shaping a fairer, more inclusive economic future.

Ready to lead in pay transparency and fairness? Let’s talk about your journey toward compliance, certification, and building a more equitable workplace.