Have you considered how prepared your team is for the new Reges Online reporting system? Do you know what information needs to be ready and how to avoid the kinds of errors that could complicate the transition? With the September 30 deadline approaching fast, moving to Reges Online requires accurate and well-managed personnel data.
The personnel audit offered by BIA HR involves verifying and updating employee information ahead of the transition to Reges Online. A thorough audit helps you quickly identify discrepancies and implement efficient solutions to ensure compliance with the new requirements.
So how can you prepare for this important shift? Andreea Tudorie, ITM Director, shares the key things you should know about Reges Online—and why the personnel audit provided by BIA HR gives you a real advantage.
1. Reges Online Is Fully Digital—No Installation Needed
Reges Online represents a major shift from the old Revisal system. While Revisal required local installation, frequent updates, and could only be accessed from one computer, Reges Online runs directly in a web browser (Chrome, Firefox, Safari, etc.) and is also available as a mobile app for Android and iOS. This means you can access employee records from anywhere—your office, home, or on the go. There’s no longer a risk of data loss due to device failure, and all updates happen automatically without IT involvement.
2. Login Takes Just Seconds Using ROeID or a Digital Signature
Access to Reges Online is done via ROeID—the national high-security authentication system—or through a qualified electronic signature. Once logged in, the company’s legal representative is automatically recognized using the national business registry, eliminating the need for manual data entry. They can then add other users (HR staff, service providers, etc.) and assign roles and permissions, maintaining tight control over data security.
3. All Documents Can Be Signed Electronically
A qualified electronic signature has the same legal value as a handwritten one. In Reges Online, you can electronically sign employment contracts, addenda, termination decisions, certificates, information notices, and any other internal document. Digital signatures also enable digital archiving, significantly reducing the need for printing, physical folders, and storage space. Employees can sign documents remotely—ideal for companies with multiple locations or remote/hybrid teams.
4. The System Is Smart and Alerts You to Errors
Reges Online features built-in validation and notification tools to prevent mistakes. Users receive confirmation prompts before making changes and get alerts about missed deadlines or inconsistencies. For example:
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“Attention! The following employment contracts will expire in the next 30 days!”
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“Attention! You have employees on minimum wage with no updates for 2 years!”
Employees can report issues with their data, and employers have 30 days to make corrections. There’s a structured list of reasons an employee or former employee can select when submitting a notification. For example, an employee who sees their salary listed incorrectly can select “Incorrect salary” from the list, and the employer receives a correction request marked as “in progress.”
If you’ve just submitted salary changes, employees cannot immediately notify you about missing updates. Reges Online will display: “Notification not allowed. Employer is within the 20 working days update window.” Only after that deadline passes can they check for changes.
Employers can also review non-compliance issues flagged during data entry. Each update made by a designated user is tracked and linked to their ROeID login or electronic signature, so employers can manage user access with a single click.
5. Bulk Updates Are Quick and Simple
Managing 1,000+ employees? You don’t have to update everything at once. You have until September 30 to gradually input employee information. Updates can be done in phases without the pressure of a single massive upload.
Once your data is in the system, Reges Online makes it easy to apply changes in bulk. For example, after a collective bargaining agreement that increases salaries by 10%, you don’t need to update each record manually. Just select the relevant employees, apply the new percentage, and choose the effective date. One click, and it’s done.
This functionality also applies to mass layoffs or personnel transfers. Reges Online gives employers powerful tools to manage large-scale changes efficiently, saving time and minimizing errors.
6. You Can Generate Advanced HR Reports
Reges Online includes a variety of reports and statistics useful to management and HR departments. You can generate insights such as:
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Average employee age
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Employee tenure
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Types of active contracts (fixed vs. permanent)
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Employee distribution by role and salary
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Number of sick days or unexcused absences
These insights support strategic decisions like hiring, restructuring, training programs, and salary budgeting.
7. The Digital Personnel File Becomes Mandatory
According to Government Decision 295/2025, digital personnel files are now legally equivalent to paper files. All employee documents can be archived digitally, signed electronically, and accessed via Reges Online. This streamlines administrative work and eliminates the risk of lost or damaged physical documents.
At an employee’s request, employers can issue digitally signed statements proving tenure, salary, and positions held—no need for paper certificates or archive queues.
8. Reges Online Integrates With Over 50 Government Agencies
Thanks to automated data flows, Reges Online is connected with key institutions like ANAF (the tax authority), the National Pension House, the Labor Inspectorate, the Civil Records Office, the Immigration Office, and ANOFM (employment agency). This ensures synchronized reporting to state authorities—no errors, no delays, no duplicate submissions.
For example, when hiring a foreign national, their data is automatically verified through the Immigration Office’s database. If you enter an incorrect national ID number (CNP), the system flags it immediately.
9. Manage Sick Leave and Track Working Hours in Reges Online
According to HG 295/2025, sick leave must be reported in Reges Online within 3 working days of receiving the certificate from the employee. If your company switches to Reges Online after the leave begins, you’re still required to record it retroactively with all relevant details.
You must also record each employee’s working hours accurately—day, night, rest time—according to their individual contract. The declared schedule must match the contractual terms, even if actual hours are tracked separately through attendance logs and payroll. Reges Online is a declarative system that complements, but does not replace, your internal records.
10. Personnel File Audits Are Now Critical
One of the most significant impacts of Reges Online is the requirement for employers to maintain clear, up-to-date personnel files. Every employee must have all the documents required by the Labor Code: employment contract, addenda, job description, diplomas, medical certificates, reference letters, disciplinary records (if applicable), etc.
Reges Online introduces new mandatory fields (e.g., education level, contract type, work schedule structure). Missing or incorrect information—especially if not aligned with paper files—can result in penalties. A personnel audit helps identify and correct such issues before the platform or a Labor Inspectorate control flags them.
How to Ensure Data Accuracy in Reges Online
To avoid reporting errors and potential fines, start your Reges Online transition with a personnel file audit. This ensures your current data is correct and complete.
BIA HR supports employers with professional personnel auditing services to verify compliance with labor laws and ensure the accuracy of the information submitted to Reges Online.
The personnel file audit includes:
✔️ Checking all required documents in employee files
✔️ Identifying missing or incorrect documentation
✔️ Ensuring compliance with labor legislation
✔️ Offering solutions and recommendations for resolving issues
This service is particularly valuable for companies seeking legal and administrative compliance—especially in the context of digitalization and increasingly strict regulatory demands.
Explore BIA HR’s full range of personnel administration services:
✅ Personnel file audits
✅ Drafting employment contracts and addenda
✅ Preparing termination decisions and clearance documents
✅ Completing and submitting REGES data
✅ Issuing employee certificates
✅ Liaising with relevant authorities
✅ Ongoing operational and legal support
BIA HR’s team includes 10 certified labor law experts who stay up-to-date with changes in labor and financial legislation—so you can get the support you need to confidently navigate changes in your business operations.
Request Your Personalized Offer Today
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How to Adapt to the New Reges Online and Why a Personnel File Audit Is Useful