Electronic Registry of the Employee: Understanding the Timeframes

Decision No. 905, issued on December 14, 2017, is a foundational regulation in Romanian employment law. Its purpose is to establish the guidelines and timeframes for submitting individual labor contracts and subsequent modifications to the Electronic Registry of Employees, known as Revisal. Understanding and following its provisions helps organizations stay compliant and manage worker documentation accurately within the system.

Why the timelines matter

Decision No. 905 sets specific timeframes that employers must follow when submitting data to the General Register of Employee Records through the Revisal platform. Meeting these deadlines is essential to keeping employment records accurate and current. Missing them can result in outdated or inaccurate information being registered, which is why timely submission should be a priority for HR and compliance teams.

New contracts and contract modifications

Employers must register new employment contracts in Revisal by the day before each employee's start date. Any subsequent modification to an existing contract concerning the job position, the type of contract, its duration, or working hours and their distribution for part-time arrangements must be recorded by the same deadline. An exception applies to contract modifications stemming from court rulings, which must be registered within a maximum of 20 days from when the employer becomes aware of the decision's details.

Suspensions and resumptions of employment

All instances of employment suspension, including the reason and the anticipated resumption date, must be reported to Revisal no later than the day before the suspension begins. Medical certificate-based suspensions are exempt from this particular obligation.

Worker secondments

For workers on secondment, employers must transmit the following details to Revisal at the latest on the day before the secondment starts:

• The commencement and end dates of the secondment
• Identifying information about the host employer
• For transnational secondments, the destination country, the host beneficiary or user, and the nature of the activities
• For secondments to countries outside the EU or European Economic Area, similar identifying details

Termination of contracts

When a contract is terminated, or when an employer becomes aware of the circumstances leading to termination, the relevant information should be registered promptly, in line with the termination date and its legal basis.

Changes in salary and allowances

Employers must communicate updates to an employee's gross monthly base salary, allowances, bonuses, and any additional earnings within a maximum of 20 working days from the date of the change.

Updates to employer and employee information

Changes to identifying information for employers and employees, including names, personal identification numbers, addresses, and other relevant details, must be reported within three working days of the change. Any errors found in the register should also be corrected promptly once identified.

Staying compliant

Decision No. 905 sets clear deadlines and guidelines for maintaining precise employee records in Revisal. Employers and HR teams that build these timelines into their internal processes are better positioned to avoid the legal and administrative issues that come with late or inaccurate registration.

Sources: Decision No. 905 of December 14, 2017, Romanian Labor Inspectorate