{"id":241302,"date":"2025-10-20T11:32:14","date_gmt":"2025-10-20T11:32:14","guid":{"rendered":"https:\/\/bm.dev.synology.me\/?p=241302"},"modified":"2025-10-20T11:32:14","modified_gmt":"2025-10-20T11:32:14","slug":"florina-andra-ilie-senior-manager-hr-esg-advisory-forvis-mazars-in-romania-despre-transpunerea-directivei-ue-privind-transparenta-salariala-romania-are-oportunitatea-de-a-demonstra-ca-egalitate","status":"publish","type":"post","link":"https:\/\/bm.dev.synology.me\/?p=241302","title":{"rendered":"Florina Andra Ilie, Senior Manager, HR &#038; ESG Advisory, Forvis Mazars \u00een Rom\u00e2nia, despre transpunerea Directivei UE privind transparen\u0163a salarial\u0103: Rom\u00e2nia are oportunitatea de a demonstra c\u0103 egalitatea salarial\u0103 reprezint\u0103 un principiu de baz\u0103 al sistemelor de remunerare"},"content":{"rendered":"<p style=\"text-align: justify;\">\nO nou\u0103 analiz\u0103 eviden\u0163iaz\u0103 modul \u00een care Belgia, Finlanda, Suedia \u015fi alte \u0163\u0103ri dau tonul \u00een reducerea diferen\u0163ei salariale \u00eentre femei \u015fi b\u0103rba\u0163i &#8211; \u015fi ce poate \u00eenv\u0103\u0163a Rom\u00e2nia din experien\u0163a lor.<\/p>\n<p style=\"text-align: justify;\">\nSe a\u015fteapt\u0103 ca Rom\u00e2nia s\u0103 publice \u00een perioada urm\u0103toare un proiect de lege pentru transpunerea Directivei UE privind transparen\u0163a salarial\u0103 (Directiva (UE) 2023\/970), termenul limit\u0103 fiind 7 iunie 2026. O analiz\u0103 comparativ\u0103 a \u015fapte state membre UE &#8211; Belgia, Finlanda, Irlanda, Suedia, \u0162\u0103rile de Jos, Lituania \u015fi Polonia &#8211; arat\u0103 cum aceste \u0163\u0103ri au \u00eenceput deja s\u0103 integreze transparen\u0163a salarial\u0103 \u00een legisla\u0163ia na\u0163ional\u0103 \u015fi ofer\u0103 perspective valoroase asupra modului \u00een care Rom\u00e2nia ar putea aborda transpunerea directivei.<\/p>\n<p style=\"text-align: justify;\">\nAdoptat\u0103 \u00een mai 2023, Directiva UE privind transparen\u0163a salarial\u0103 este o ini\u0163iativ\u0103 emblematic\u0103 menit\u0103 s\u0103 reduc\u0103 diferen\u0163ele de remunerare \u00eentre femei \u015fi b\u0103rba\u0163i. Prin promovarea principiului \u201esalariu egal pentru munc\u0103 egal\u0103\u201d, Directiva introduce obliga\u0163ii de raportare, acces sporit la informa\u0163ii salariale pentru angaja\u0163i \u015fi m\u0103suri concrete pentru asigurarea echit\u0103\u0163ii salariale \u00een toate statele membre.<\/p>\n<p style=\"text-align: justify;\">\n\u201eRom\u00e2nia are acum oportunitatea de a demonstra c\u0103 egalitatea salarial\u0103 reprezint\u0103 un principiu de baz\u0103 al sistemelor de remunerare \u015fi c\u0103 transparen\u0163a salarial\u0103 este un pilon firesc, care reflect\u0103 realit\u0103\u0163ile economice \u015fi sociale ale \u0163\u0103rii &#8211; oferind astfel un exemplu puternic \u00een regiune\u201d, a declarat Florina Andra Ilie, Senior Manager, HR &#038; ESG Advisory, Forvis Mazars \u00een Rom\u00e2nia. \u201e\u00cenv\u0103\u0163\u00e2nd din modul \u00een care alte state membre au transpus Directiva, Rom\u00e2nia poate evita capcanele frecvente, poate asigura o transparen\u0163\u0103 autentic\u0103 la toate nivelurile \u015fi poate crea valoare durabil\u0103 at\u00e2t pentru angaja\u0163i, c\u00e2t \u015fi pentru angajatori\u201d.<\/p>\n<p style=\"text-align: justify;\">\nPrincipalele constat\u0103ri din Europa<\/p>\n<ul>\n<li style=\"text-align: justify;\">\nTransparen\u0163a salarial\u0103 \u00een recrutare &#8211; Belgia \u015fi Lituania solicit\u0103 indicarea direct\u0103 a intervalelor salariale \u00een anun\u0163urile de angajare, \u00een timp ce Finlanda, Irlanda, Polonia, Suedia \u015fi \u0162\u0103rile de Jos permit comunicarea acestora \u00eentr-o etap\u0103 ulterioar\u0103 a procesului de recrutare. Polonia a stabilit un termen anticipat pentru implementarea prevederilor referitoare la transparen\u0163a salarial\u0103 \u00een procesul de recrutare &#8211; 24 decembrie 2025, cu \u015fase luni \u00eenainte de termenul general de transpunere la nivelul Uniunii Europene, din iunie 2026.<\/li>\n<li style=\"text-align: justify;\">\nInterdic\u0163ia privind istoricul salarial &#8211; Toate cele \u015fapte \u0163\u0103ri interzic angajatorilor s\u0103 solicite informa\u0163ii despre salariile anterioare ale candida\u0163ilor, pentru a preveni perpetuarea inegalit\u0103\u0163ilor salariale.<\/li>\n<li style=\"text-align: justify;\">\nEvaluarea muncii de valoare egal\u0103 &#8211; Belgia, Finlanda, Lituania, \u0162\u0103rile de Jos \u015fi Suedia impun angajatorilor utilizarea unor criterii clare &#8211; precum competen\u0163ele, efortul, responsabilitatea \u015fi condi\u0163iile de munc\u0103 &#8211; la stabilirea salariilor. Suedia merge mai departe, integr\u00e2nd aceste criterii \u00een audituri anuale de echitate salarial\u0103.<\/li>\n<li style=\"text-align: justify;\">\nTransparen\u0163a salarial\u0103 cu protec\u0163ia datelor &#8211; Angajatorii trebuie s\u0103 partajeze datele salariale \u00een condi\u0163ii de siguran\u0163\u0103, s\u0103 anonimizeze sau s\u0103 agregheze compara\u0163iile \u015fi s\u0103 limiteze divulgarea informa\u0163iilor. Finlanda, Irlanda \u015fi Suedia integreaz\u0103 explicit cerin\u0163ele GDPR \u00een raport\u0103rile \u015fi auditul salarial, \u00een timp ce Lituania \u015fi Belgia asigur\u0103 conformitatea prin aplicarea principiilor generale ale GDPR sau prin mecanisme interne de supraveghere.<\/li>\n<li style=\"text-align: justify;\">\nDreptul la informare &#8211; Belgia, Finlanda, Lituania, \u0162\u0103rile de Jos \u015fi Suedia prev\u0103d acest drept \u00een proiectele de lege, de regul\u0103 \u00eenso\u0163it de obliga\u0163ia de a r\u0103spunde \u00een termen de dou\u0103 luni \u015fi de reamintiri anuale. Finlanda \u015fi Suedia ofer\u0103 garan\u0163ii solide privind protec\u0163ia vie\u0163ii private, Suedia extinz\u00e2nd acest drept \u015fi la fo\u015ftii angaja\u0163i.<\/li>\n<li style=\"text-align: justify;\">\nObliga\u0163ii de raportare &#8211; Finlanda, Suedia \u015fi \u0162\u0103rile de Jos respect\u0103 \u00eendeaproape directiva, cu raportarea diferen\u0163ei salariale \u00eentre sexe \u00een etape, \u00een func\u0163ie de dimensiunea companiei. Lituania impune m\u0103suri corective dac\u0103 diferen\u0163ele nejustificate dep\u0103\u015fesc 5%. Belgia utilizeaz\u0103 un model de raportare centralizat. Lituania a introdus un mecanism corectiv prin care angajatorii sunt obliga\u0163i s\u0103 remedieze, \u00een termen de \u015fase luni, diferen\u0163ele nejustificate de peste 5%; \u00een caz contrar, ace\u015ftia vor fi supu\u015fi unor evalu\u0103ri comune obligatorii ale nivelurilor de remunerare.<\/li>\n<li style=\"text-align: justify;\">\nSanc\u0163iuni &#8211; Aplicarea legii variaz\u0103: Finlanda poate aplica amenzi de p\u00e2n\u0103 la 80.000 \u20ac, \u0162\u0103rile de Jos pot impune penalit\u0103\u0163i de peste 10.000 \u20ac, iar Polonia sanc\u0163ioneaz\u0103 angajatorii care nu includ informa\u0163ii salariale \u00een anun\u0163urile de job.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">\nCe \u00eenseamn\u0103 acest lucru pentru Rom\u00e2nia<\/p>\n<p style=\"text-align: justify;\">\nDe\u015fi Rom\u00e2nia nu \u015fi-a publicat \u00eenc\u0103 proiectul de lege, se a\u015fteapt\u0103 ca guvernul s\u0103 se bazeze pe un mix \u00eentre obliga\u0163iile UE \u015fi priorit\u0103\u0163ile interne. Observarea modelelor altor \u0163\u0103ri ofer\u0103 Rom\u00e2niei perspective practice de a concepe un cadru echilibrat &#8211; unul care s\u0103 consolideze \u00eencrederea angaja\u0163ilor, s\u0103 ofere mediului de afaceri \u00eendrum\u0103ri clare privind conformarea \u015fi s\u0103 \u00eembun\u0103t\u0103\u0163easc\u0103 reputa\u0163ia \u0163\u0103rii \u00een privin\u0163a practicilor de munc\u0103 corecte \u015fi transparente.<\/p>\n<p style=\"text-align: justify;\">\n\u201eTransparen\u0163a salarial\u0103 nu ar trebui perceput\u0103 ca o povar\u0103 legislativ\u0103, ci ca o oportunitate pentru companiile rom\u00e2ne\u015fti de a da exemplu\u201d, a ad\u0103ugat Florina Andra Ilie. \u201eSalariile stabilite prin practici corecte \u015fi transparente sporesc reten\u0163ia angaja\u0163ilor, construiesc \u00eencredere \u015fi ofer\u0103 un avantaj competitiv at\u00e2t \u00een fa\u0163a angaja\u0163ilor, c\u00e2t \u015fi a investitorilor\u201d.<\/p>\n<p style=\"text-align: justify;\">\nPa\u015fii urm\u0103tori<\/p>\n<p style=\"text-align: justify;\">\nAngajatorii din Rom\u00e2nia sunt \u00eencuraja\u0163i s\u0103 \u00eenceap\u0103 preg\u0103tirile \u00eenc\u0103 de pe acum, prin revizuirea structurilor salariale, auditarea practicilor de recrutare \u015fi alinierea tuturor proceselor conexe, pentru a fi preg\u0103ti\u0163i s\u0103 respecte cerin\u0163ele de conformare imediat ce legea na\u0163ional\u0103 va fi publicat\u0103.<\/p>\n<p>\n&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>O nou\u0103 analiz\u0103 eviden\u0163iaz\u0103 modul \u00een care Belgia, Finlanda, Suedia \u015fi alte \u0163\u0103ri dau tonul \u00een reducerea diferen\u0163ei salariale \u00eentre femei \u015fi b\u0103rba\u0163i &#8211; \u015fi ce poate \u00eenv\u0103\u0163a Rom\u00e2nia din experien\u0163a lor. Se a\u015fteapt\u0103 ca Rom\u00e2nia s\u0103 publice \u00een perioada urm\u0103toare un proiect de lege pentru transpunerea Directivei UE privind transparen\u0163a salarial\u0103 (Directiva (UE) 2023\/970), [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[510],"tags":[25905,98],"class_list":["post-241302","post","type-post","status-publish","format-standard","hentry","category-actualitate","tag-andra","tag-romania"],"_links":{"self":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/241302","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=241302"}],"version-history":[{"count":0,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/241302\/revisions"}],"wp:attachment":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=241302"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=241302"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=241302"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}