What REGES-Online is, what employers must report about employment contracts and when, the deadlines that matter and how to keep records without late submissions.
Translated from Romanian. This article covers Romanian labour and tax law; the Romanian version is canonical and is updated first.
REGES (the General Register of Employee Records) is the system through which employers in Romania report employment contract data to the state. The move to the online version changed how that information is transmitted, and for many smaller companies the question remains the same: what exactly must be reported, by when, and who is responsible if something is late.
REGES-Online replaces the former Revisal application. Instead of a program installed locally and a file uploaded periodically, reporting happens through an online platform, with individual accounts tied to a personal identification number rather than a company login. Access to a company’s register is granted by delegation from the legal representative — the concrete steps are in the guide on delegating REGES access.
The register covers the life cycle of the employment relationship:
Salary elements reported include the gross monthly base salary plus allowances, bonuses and additions — that is, the salary structure, not just a final figure. What can be corrected directly in the register and what strictly requires an addendum is covered in the article on premiums in REGES.
Two are critical:
Other changes have their own deadlines tied to when the addendum takes effect.
Every contract carries a COR occupation code (six digits). The classification is updated regularly by ministerial order, and a code that is wrong or has been withdrawn will block registration in REGES — which in turn can leave a contract unreported past its deadline. How the code is structured and what to do when a new occupation appears is covered in the article on COR codes.
The data in REGES must line up with the employment contract, the personnel file and the monthly payroll declarations. Inspections look precisely at the gaps: a salary increase applied in practice but never formalised in an addendum, a bonus in the register with no contractual basis, or a suspension that was never reported.
The government decision that introduced REGES-Online has been challenged in court, and rulings have annulled it in part or in full. Those decisions are not final and the request to suspend its application was rejected — meaning REGES obligations remain in force while appeals run. Employers who stop reporting on the assumption of an annulment take a real risk. The full timeline is in the article on the court annulment of HG 295/2025.
Workly keeps employee and contract records in one place and prepares the data REGES needs, so the reporting deadline is met rather than discovered late. Contracts are generated with a validated COR code, so a withdrawn code does not cause a rejection at registration. Salary changes produce the corresponding addendum from the same data source, keeping the contract, the personnel file and the register consistent — which is exactly what an inspection checks. Sick leave certificates automatically flag the contract as suspended and surface the three-working-day deadline before it lapses.
Informational article, accurate at the date of publication. Not legal advice. REGES obligations and deadlines may change, and parts of the framework are subject to ongoing litigation — always check the current position at source (Labour Inspectorate, Official Gazette) or consult a specialist.
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