{"id":242556,"date":"2025-03-17T19:48:13","date_gmt":"2025-03-17T17:48:13","guid":{"rendered":"https:\/\/psnews.ro\/?p=242556"},"modified":"2025-03-17T19:48:13","modified_gmt":"2025-03-17T17:48:13","slug":"normele-europene-privind-echitatea-salariala-cand-vor-deveni-publice-salariile-angajatilor-din-sectorul-privat","status":"publish","type":"post","link":"https:\/\/psnews.ro\/normele-europene-privind-echitatea-salariala-cand-vor-deveni-publice-salariile-angajatilor-din-sectorul-privat\/","title":{"rendered":"Normele europene privind echitatea salarial\u0103. C\u00e2nd vor deveni publice salariile angaja\u021bilor din sectorul privat"},"content":{"rendered":"

\u00cencep\u00e2nd cu 2026, Rom\u00e2nia va trebui s\u0103 implementeze Directiva European\u0103 2023\/970 privind transparen\u021ba salarial\u0103, o m\u0103sur\u0103 deja implementat\u0103 \u00een c\u00e2teva alte state europene, menit\u0103 s\u0103 combat\u0103 discrepan\u021bele de remunerare \u0219i s\u0103 creasc\u0103 echitatea pe pia\u021ba muncii. Noile reguli vor introduce obliga\u021bia pentru angajatori<\/a> de a dezv\u0103lui grilele salariale, permi\u021b\u00e2nd angaja\u021bilor s\u0103 aib\u0103 acces la informa\u021bii despre salariile oferite de compania \u00een care lucreaz\u0103.<\/strong><\/p>\n

Legiuitorii europeni clarific\u0103 \u00eens\u0103 faptul c\u0103, de\u0219i directiva, odat\u0103 aplicat\u0103, va oferi angaja\u021bilor dreptul s\u0103 afle mai multe informa\u021bii financiare despre nivelurile salariale din firm\u0103, ace\u0219tia nu vor avea acces la sumele nominale pe care le c\u00e2\u0219tig\u0103 colegii lor. Scopul, \u00een sine, nu este o \u00eenc\u0103lcare a vie\u021bii private sau a dreptului la confiden\u021bialitate, ci o punte pentru reglarea decalajelor de venituri \u0219i un instrument \u00een plus oferit angaja\u021bilor \u00een negocierile salariale. De partea companiilor, acestea au obliga\u021bia s\u0103 se adapteze unei noi realit\u0103\u021bi anul acesta, iar primele semne ale schimb\u0103rii au \u00eenceput deja s\u0103 apar\u0103.<\/p>\n

Ce presupune, concret, Directiva European\u0103 2023\/970<\/h2>\n

Directiva european\u0103 stabile\u0219te c\u00e2teva obliga\u021bii clare pentru angajatori, menite s\u0103 asigure echitate salarial\u0103 \u0219i eliminarea discrimin\u0103rilor de gen. Practic, firmele vor fi obligate s\u0103 publice salariile oferite \u00een anun\u021burile de angajare \u0219i nu vor mai putea s\u0103 ascund\u0103 viitoarele venituri ale angaja\u021bilor pe parcursul procesului de recrutare.<\/p>\n

Totodat\u0103, va deveni obligatorie publicarea salariului sau a unui interval de remunerare pentru toate pozi\u021biile scoase la concurs, iar solicitarea istoricului salarial al candida\u021bilor care aplic\u0103 la un loc de munc\u0103 va fi interzis\u0103 prin lege. Odat\u0103 angaja\u021bi, salaria\u021bii vor avea \u00eens\u0103 dreptul s\u0103 solicite informa\u021bii despre nivelul salarial mediu pentru categorii similare de posturi, defalcat pe gen, iar companiile vor trebui s\u0103 furnizeze aceste date \u00een termen de maximum dou\u0103 luni de la solicitare. Important este s\u0103 clarific\u0103m, \u00een acest context, c\u0103 transparen\u021ba \u00een leg\u0103tur\u0103 cu aceste intervale salariale nu va \u00eensemna c\u0103 angaja\u021bii vor avea acces nominal la salariile colegilor lor.<\/p>\n

Punctual, \u00eens\u0103, firmele cu peste 250 de angaja\u021bi vor trebui s\u0103 publice rapoarte anuale privind diferen\u021bele salariale dintre femei \u0219i b\u0103rba\u021bi, iar companiile mai mici, cu 100-250 de angaja\u021bi, vor face raport\u0103ri o dat\u0103 la trei ani. Directiva european\u0103 stipuleaz\u0103 faptul c\u0103, dac\u0103 diferen\u021bele salariale nejustificate dep\u0103\u0219esc 5%, angajatorul va fi obligat s\u0103 ini\u021bieze o evaluare comun\u0103 cu reprezentan\u021bii angaja\u021bilor pentru a remedia situa\u021bia.<\/p>\n

O alt\u0103 schimbare major\u0103 care va fi pus\u0103 \u00een practic\u0103 la noi \u00een \u021bar\u0103 \u00eencep\u00e2nd de anul viitor, prin acest nou set de reguli, este c\u0103 angaja\u021bii vor avea dreptul legal de a discuta despre salariile lor, f\u0103r\u0103 ca angajatorii s\u0103 poat\u0103 impune clauze de confiden\u021bialitate \u00een contracte. Noul cadru legal ar trebui, \u00een teorie, s\u0103 aduc\u0103 mai mult\u0103 transparen\u021b\u0103 \u0219i echitate \u00een grilele salariale, dar \u00een prezent perspectiva unei schimb\u0103ri at\u00e2t de radicale fa\u021b\u0103 de cum s-au desf\u0103\u0219urat lucrurile p\u00e2n\u0103 \u00een prezent pe pia\u021ba muncii din Rom\u00e2nia ridic\u0103 probleme de aplicabilitate \u00een mediul privat din Rom\u00e2nia.<\/p>\n

Cum va fi aplicat\u0103 directiva \u00een Rom\u00e2nia. Regulile au fost deja adoptate de mai multe state europene<\/h2>\n

Rom\u00e2nia are termen p\u00e2n\u0103 \u00een iunie 2026 pentru a transpune directiva \u00een legisla\u021bia na\u021bional\u0103. Conform Ministerului Muncii, procesul de adaptare este \u00een desf\u0103\u0219urare, iar un proiect de lege ar urma s\u0103 fie adoptat \u00een Parlament p\u00e2n\u0103 la \u00eenceputul anului 2026.<\/p>\n

\u00cen prezent, unele companii au \u00eenceput s\u0103 afi\u0219eze salariile \u00een anun\u021burile de angajare, \u00eens\u0103 procentul acestora este \u00eenc\u0103 sc\u0103zut. Conform unui raport eJobs, doar 40% dintre posturile disponibile \u00een Rom\u00e2nia aveau salariul afi\u0219at \u00een 2025, \u00een cre\u0219tere fa\u021b\u0103 de 35% \u00een 2024, dar departe de nivelul necesar pentru conformarea complet\u0103 la directiv\u0103.<\/p>\n

Trebuie men\u021bionat \u0219i faptul c\u0103 Rom\u00e2nia nu este singura \u021bar\u0103 care trebuie s\u0103 implementeze aceste reguli. Mai multe state din Uniunea European\u0103 au deja legi privind transparentizarea salarial\u0103, iar rezultatele sunt mixte. De exemplu, \u00een Germania angaja\u021bii pot solicita informa\u021bii despre salariile colegilor lor, dar doar \u00een intervale medii, f\u0103r\u0103 a vedea date individuale, \u00een Fran\u021ba companiile sunt obligate s\u0103 publice un index al egalit\u0103\u021bii salariale, iar firmele care nu reduc diferen\u021bele salariale pot primi sanc\u021biuni financiare. Angajatorii totodat\u0103, au obliga\u021bia s\u0103 \u021bin\u0103 eviden\u021ba salariilor defalcate pe gen \u0219i s\u0103 justifice diferen\u021bele prin criterii obiective.<\/p>\n

P\u00e2n\u0103 acum, de\u0219i subiectul salariilor \u00eenc\u0103 este unul sensibil \u00een foarte multe medii profesionale din str\u0103in\u0103tate, studiile f\u0103cute dup\u0103 implementarea transparen\u021bei salariale arat\u0103 c\u0103 mai bine de jum\u0103tate din angaja\u021bii francezi, de pild\u0103, nu au rezerve \u00een a discuta despre salariile lor la locul de munc\u0103. Mai exact, potrivit unui sondaj realizat de platforma de recrutare Monster \u00een 2022<\/a>, cea mai mare parte a angaja\u021bilor \u00eentre 18 \u0219i 34 de ani vorbesc liber despre c\u00e2t c\u00e2\u0219tig\u0103, \u00een timp ce doar 43% dintre cei trecu\u021bi de 50 de ani pot spune acela\u0219i lucru. Diferen\u021bele de atitudine de la o grup\u0103 de v\u00e2rst\u0103 la alta se poate explica, potrivit speciali\u0219tilor europeni \u00een HR<\/a>, \u0219i prin faptul c\u0103, de cele mai multe ori, angaja\u021bii mai \u00een v\u00e2rst\u0103 ocup\u0103 \u0219i func\u021bii de conducere \u0219i sunt pl\u0103ti\u021bi mai bine, ace\u0219tia av\u00e2nd astfel rezerve mai mari c\u00e2nd vine vorba de divulgarea sumelor pe care le c\u00e2\u0219tig\u0103.<\/p>\n

\u00cen ceea ce prive\u0219te modul \u00een care angajatorii vor trebui s\u0103 se adapteze \u0219i efectul pe care aceast\u0103 schimbare de paradigm\u0103 \u00eel va avea asupra politicilor de HR, speciali\u0219tii estimeaz\u0103 c\u0103 va cre\u0219te presiunea asupra companiilor pentru a uniformiza grilele salariale \u0219i pentru a justifica diferen\u021bele de remunerare. Angajatorii vor trebui s\u0103 reconfigureze structurile salariale, mai ales \u00een firmele unde discrepan\u021bele salariale sunt mari, iar companiile mici \u0219i mijlocii vor resim\u021bi cel mai mult impactul administrativ al noilor obliga\u021bii de raportare.<\/p>\n

Angaja\u021bii, \u00een schimb, vor avea oportunitatea s\u0103 capete mai mult\u0103 \u00eencredere \u00een procesele de recrutare \u0219i salarizare, vor avea un grad mai ridicat de claritate privind standardele salariale din industriile \u00een care opereaz\u0103 \u0219i vor avea chiar \u0219i posibilitatea s\u0103 conteste discrepan\u021bele salariale considerate nejustificate. Riscul firesc care se ridic\u0103 \u00eens\u0103 \u00een acest nou context este ca angaja\u021bii s\u0103 se simt\u0103 nemul\u021bumi\u021bi dac\u0103 descoper\u0103 diferen\u021be salariale \u00eentre colegii cu pozi\u021bii similare, chiar \u0219i acolo unde acestea sunt justificate prin vechime sau performan\u021b\u0103.<\/p>\n

C\u00e2t de preg\u0103ti\u021bi sunt rom\u00e2nii pentru transparentizarea salarial\u0103 impus\u0103 de Bruxelles. Echitatea salarial\u0103 \u00een Rom\u00e2nia<\/h2>\n
\n

\u00cen Rom\u00e2nia ultimelor decenii salariile sunt, \u00een multe cazuri, un subiect tabu, iar \u00een acest context implementarea transparentiz\u0103rii poate aduce at\u00e2t beneficii, c\u00e2t \u0219i provoc\u0103ri masive pentru pia\u021ba muncii. Pe de o parte, angaja\u021bii vor avea mai mult\u0103 claritate \u0219i protec\u021bie \u00eempotriva discrimin\u0103rii salariale. Pe de alt\u0103 parte, multe companii se tem c\u0103 m\u0103sura va genera tensiuni interne \u0219i c\u0103 va fi dificil de aplicat \u00een industrii unde negocierea individual\u0103 este norma. \u201eM\u0103sura are ca scop principal reducerea discrepan\u021belor salariale dintre femei \u0219i b\u0103rba\u021bi, dar \u00een Rom\u00e2nia nu aceasta este problema principal\u0103, ci mai degrab\u0103 lipsa de \u00eencredere a candida\u021bilor \u00een transparen\u021ba companiilor atunci c\u00e2nd deschid un proces de recrutare”, a explicat Ana C\u0103lug\u0103ru, Head of Communications a platformei de recrutare eJobs, potrivit Startupcafe.ro<\/a>.<\/p>\n<\/blockquote>\n

Aceasta a precizat, potrivit sursei citate, c\u0103 anun\u021burile cu salariul afi\u0219at genereaz\u0103 cu 40% mai multe aplic\u0103ri dec\u00e2t celelalte, asta pentru c\u0103 reu\u0219esc s\u0103 c\u00e2\u0219tige \u00eencrederea candida\u021bilor, care \u00ee\u0219i doresc s\u0103 lucreze pentru o companie pe care o asociaz\u0103 cu ideea de transparen\u021b\u0103. \u201eEste, spre exemplu, o practic\u0103 tot mai des \u00eent\u00e2lnit\u0103 \u00een r\u00e2ndul angajatorilor din str\u0103in\u0103tate care, astfel, pot atrage mai u\u0219or candida\u021bii rom\u00e2ni, \u00een condi\u021biile \u00een care, \u00een ultimii ani, a sc\u0103zut disponibilitatea acestora pentru relocare \u00een afara \u021b\u0103rii\u201d, mai spune Ana C\u0103lug\u0103ru.<\/p>\n

\n

Practic, pia\u021ba muncii din Rom\u00e2nia are nevoie de un suflu proasp\u0103t \u00een ceea ce prive\u0219te stabilirea \u00eencrederii \u00eentre angajat \u0219i angajator. Un studiu publicat pe 17 martie de consultan\u021b\u0103 HR Aon Rom\u00e2nia \u2013 Employee Sentiment Study 2025 \u2013 arat\u0103 c\u0103 doar 18% dintre angaja\u021bii rom\u00e2ni au \u00eencredere c\u0103 organiza\u021bia lor ofer\u0103 un sistem de remunerare echitabil. Pe l\u00e2ng\u0103 cre\u0219terea transparen\u021bei, angaja\u021bii \u00ee\u0219i doresc o mai mare claritate \u00een ceea ce prive\u0219te criteriile de salarizare \u0219i o aliniere mai bun\u0103 \u00eentre remunera\u021bie \u0219i performan\u021b\u0103. \u201eModul \u00een care angaja\u021bii sunt remunera\u021bi \u0219i recompensa\u021bi a devenit mai important ca niciodat\u0103. Oamenii nu se mai uit\u0103 doar la salariu, ci la \u00eentregul pachet de avantaje pe care \u00eel ofer\u0103 o companie\u201d, explic\u0103 Eugen Anicescu, CEO Aon Rom\u00e2nia.<\/p>\n

Un detaliu important este \u0219i faptul c\u0103 60% dintre responden\u021bi consider\u0103 c\u0103 munca lor nu este apreciat\u0103 suficient, ceea ce \u00eenseamn\u0103 \u0219i c\u0103, odat\u0103 cu noile reglement\u0103ri impuse de Uniunea European\u0103, companiile vor trebui s\u0103 \u00ee\u0219i reconfigureze strategiile de reten\u021bie a angaja\u021bilor, nu doar prin cre\u0219terea vizibilit\u0103\u021bii salariilor, ci \u0219i printr-o mai mare investi\u021bie \u00een pachetele de beneficii \u0219i \u00een programele de dezvoltare profesional\u0103. \u201eFaptul c\u0103 transparentizarea devine o cerin\u021b\u0103 obligatorie va aduce un plus de claritate \u00een rela\u021bia dintre angaja\u021bi \u0219i angajatori. Companiile care se adapteaz\u0103 rapid \u0219i adopt\u0103 politici deschise vor reu\u0219i s\u0103 c\u00e2\u0219tige \u00eencrederea echipelor \u0219i s\u0103 creeze un mediu de lucru mai echitabil\u201d, a mai ad\u0103ugat, \u00een comunicatul oficial, Anthony Poole, partener la Aon Human Capital.<\/p>\n<\/blockquote>\n

Transparentizarea salarial\u0103 este, f\u0103r\u0103 \u00eendoial\u0103, o schimbare major\u0103 pe pia\u021ba muncii din Rom\u00e2nia. Dac\u0103 este implementat\u0103 corect, poate contribui la un climat de munc\u0103 mai corect \u0219i mai predictibil. Cu toate acestea \u00eens\u0103 regulile europene vor trebui s\u0103 fie \u00eenso\u021bite, m\u0103car gradual, pe parcursul urm\u0103torilor ani, de o adaptare mai ridicat\u0103 a pie\u021bei muncii rom\u00e2ne\u0219ti la cultura negocierii salariale, deja o realitate cotidian\u0103 \u00een companiile vest-europene.<\/p>\n

Citeste mai mult AICI<\/p>\n","protected":false},"excerpt":{"rendered":"

\u00cencep\u00e2nd cu 2026, Rom\u00e2nia va trebui s\u0103 implementeze Directiva European\u0103 2023\/970 privind transparen\u021ba salarial\u0103, o m\u0103sur\u0103 deja implementat\u0103 \u00een c\u00e2teva alte state europene, menit\u0103 s\u0103 combat\u0103 discrepan\u021bele de remunerare \u0219i s\u0103 creasc\u0103 echitatea pe pia\u021ba muncii. Noile reguli vor introduce obliga\u021bia pentru angajatori de a dezv\u0103lui grilele salariale, permi\u021b\u00e2nd angaja\u021bilor s\u0103 aib\u0103 acces la informa\u021bii […]<\/p>\n","protected":false},"author":35,"featured_media":242557,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_eb_attr":"","_themeisle_gutenberg_block_has_review":false,"footnotes":""},"categories":[1],"tags":[66218,205,7100,66219],"ppma_author":[33702],"class_list":["post-242556","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualitate","tag-directiva-europeana-2023-970","tag-romania","tag-state-europene","tag-transparenta-salariala"],"acf":[],"yoast_head":"\nNormele europene privind echitatea salarial\u0103. 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