As an employer, you now have the responsibility to fully migrate from Revisal to the new REGES Online platform, by Government Decision No. 295/2025. The deadline for registration is September 30, 2025, and failure to meet this deadline will be penalized with fines of up to 20,000 lei.
REGES Online offers a number of important advantages: secure and easy access to individual employment contract (CIM) data for both employers and employees, digital data transmission, and interoperability between institutions. However, this transition also comes with penalties for failing to register data in REGES or for errors in the registered information.
It’s essential to ensure that all data in employee personnel files is complete and accurate before submitting it to the new system. And you have access to efficient solutions, such as personnel file audits, to avoid fines. Learn more about the provisions of Government Decision No. 295/2025 regarding the transition to REGES ONLINE and how the BIA HR team can provide full support throughout this process!
Government Decision No. 295/2025 announces the transition to REGES ONLINE, the application that enables easy and secure access to data from employment contracts (CIMs).
Government Decision no. 295/2025, published in the Official Gazette no. 279 of 31.03.2025, regarding the General Register of Employees – REGES ONLINE, makes the following clarifications :
Comment: This decision reforms the way data related to individual employment contracts is managed in Romania and will allow all parties involved – the Labor Inspectorate, employers, employees, institutions, and public authorities – to access data from CIMs easily and securely.
Employers will have a period of 6 months, from the date of entry into force of this regulatory act, to register in the new Reges-Online application, more precisely, until September 30, 2025.
The employers referred to in art. 1 of the GD shall complete and submit to the Register the following data, without being limited to:
a) the employer’s identification data.
b) the employees’ identification data.
c) for persons with disabilities, the degree, type of disability, and the duration of the certificate of classification in degree and type of disability.
d) the date of conclusion of the individual employment contract, its number, and the date of commencement of the activity.
e) the position/occupation, according to the specification of the Classification of Occupations in Romania or other normative acts.
f) the type of individual employment contract.
g) the duration of the individual employment contract, respectively, indefinite/determined.
h) the workplace, respectively, fixed or mobile.
i) the duration of working time and its distribution.
j) the gross monthly basic salary, allowances, bonuses, as well as other allowances, as provided for in the individual employment contract or, as the case may be, in the collective employment contract.
k) user identification data, in the case of temporary employment contracts.
l) the date of the transfer, as well as the identification data of the employer to whom the transfer is made under the terms of the law.
m) the date on which the posting begins and the date on which it ends, as well as the identification data of the employer to whom the posting is being made.
n) the date on which the transnational posting begins and the date on which it ends, the state in which the transnational posting is to be carried out, the name of the beneficiary/user where the posted employee is to perform the activity, as well as the nature of this activity.
o) the date on which the posting begins and the date on which the posting ends on the territory of a state that is not a member of the European Union or the European Economic Area, the state in which the posting is to be carried out, the name of the beneficiary/user where the posted employee is to perform the activity, as well as the nature of this activity.
p) the period, the causes of suspension, and the date of cessation of the suspension of the individual employment contract.
q) the date and legal basis for the cessation of the individual employment contract.
Penalties for failing to register employment contract data in REGES
Failure to fulfill the obligation to register in the system within the 6 months imposed by the regulatory act will be considered a misdemeanor and sanctioned with fines between 15,000 and 20,000 lei.
At the same time, employers are obliged to complete and transmit to the Register all the elements of the individual employment contracts active on the date of accessing the Register. These elements are not found in the computer system, also within 6 months (respectively, until September 30, 2025). Failure to fulfill these obligations is sanctioned with a fine of 5,000 lei to 10,000 lei.
Employers who have contracted the service of completing and transmitting data to the Register are obliged to complete and transmit to it the following data:
a) identification data of the provider – unique identification code – CUI/tax identification code – CIF, name of the provider, registered office, surname and first name of the legal representative in the case of a legal entity;
b) date of conclusion of the service contract;
c) start date of the service contract;
d) duration of the service contract;
e) date of termination of the service contract.
The Labor Inspectorate will ensure access to public authorities/institutions to information in the Register, based on specific query applications or by making information from the Register available, in compliance with personal data protection measures, only if they have the right to receive this information to perform their duties.
Attention: Employer registration in the new Reges Online portal is irreversible. You will not be able to return to the previous version of the application, and the password for sending .rvs files will be blocked.
At the same time, taking into account a significant number of current malfunctions of the new REGES-Online platform transmitted to the Labor Inspectorate for which a solution is expected, it is recommended not to switch to the new REGES-Online until this switch is confirmed with the review service provider.
HOW TO ENSURE THE ACCURACY OF DATA REGISTERED IN THE NEW ELECTRONIC REPORTING SYSTEM
To avoid reporting errors and any form of sanction from the authorities, begin the transition to the new Reges Online by auditing personnel files, to check the correctness of existing data and to complete missing information.
The BIA team supports employers with personnel file audit services to ensure the accuracy of the data to be transmitted to Reges Online.
THE PERSONNEL FILE AUDIT INCLUDES:
✔️ Verifying mandatory documents in employee files
✔️ Identifying missing or erroneous documents
✔️ Ensuring compliance with labor legislation
✔️ Recommendations for resolving identified issues
It is a useful service for companies that want to be legally and administratively compliant, especially in the context of digitalization and increasingly strict requirements imposed by authorities.
DISCOVER THE FULL RANGE OF HR ADMINISTRATION SERVICES OFFERED BY BIA HR:
✅ Personnel file audit
✅ Drafting labor contracts and additional documents
✅ Drafting termination decisions and clearance notes
✅ Drafting and submitting REGES
✅ Completing certificates
✅ Liaising with competent authorities
✅ Operational assistance and ongoing legislative support
BIA HR specialists, including 10 certified labor law experts, are always up to date with changes in labor and financial legislation to provide you with all the necessary support in the transformations affecting your activity.
Another legislative amendment announces an increase in the nominal value of a meal voucher
Order no. 280/2025, published in the Official Gazette no. 276 of 28.03.2025, for establishing the indexed nominal value of a meal ticket for the first semester of 2025, makes the following clarifications:
Comment: For the first semester of 2025, starting with April 2025, the nominal value of a meal ticket cannot exceed the limit of 40.18 lei.