Revisal va fi înlocuit de noul sistem informatic REGES-ONLINE

Due to the fact that the current Reges/Revisal IT system is technologically outdated, on March 31, 2025, Government Decision (GD) no. 295/2025 was published in the Official Gazette. This decision establishes the operating rules for the new REGES-ONLINE registry, which will replace the Revisal application by September 30, 2025. During this transition period, employers must migrate to the new platform. REGES-ONLINE is the cloud-based digital version of the Revisal registry and is designed as an interactive, online-accessible system that gradually replaces the traditional, local platform.

The new system allows employees to verify whether all the conditions negotiated with their employer—such as salary or work schedule—are accurately reflected in their individual employment contract. Employees can also opt to receive online notifications when their employer submits new records to the system concerning the employment relationship.

What are the benefits of REGES-ONLINE?

REGES-ONLINE offers several benefits for employers, employees, and authorities:

Complete digitization, with no need for other software to be installed on a computer. The new system allows employee data to be managed directly through a secure web portal;

Real-time online access for employers, employees, and authorities;

Interoperability with other national databases;

Mandatory real-time recording by employers of all elements of individual employment contracts;

Direct employee access to their own data, including the ability to verify correct real-time recording of contract elements (and download a registry extract to prove work history);

In-app or email notifications to employees for any updates submitted by the employer regarding the employment relationship;

Elimination of bureaucracy and trips to the Territorial Labour Inspectorate for various inquiries;

Enhanced cybersecurity and advanced data protection.

What data must be entered in REGES-ONLINE?

Employers must complete and submit the following data in REGES-ONLINE, including but not limited to:

a) Employer identification data: name, Unique Registration Code (CUI), Fiscal Identification Code (CIF), registered office, legal representative’s name;

b) Employee identification data: name, personal identification number (CNP), tax ID, nationality, and country of origin;

c) For persons with disabilities: degree, type of disability, and certificate duration;

d) Date of signing the employment contract, contract number, and job start date;

e) Position/occupation, according to the COR classification;

f) Type of individual employment contract;

g) Duration of the contract: fixed-term or indefinite;

h) Workplace location: fixed or mobile;

i) Working hours and work schedule;

j) Gross monthly base salary, allowances, bonuses, and other additions;

k) User identification data in case of temporary work contracts;

l) Transfer date and identification data of the receiving employer;

m) Start and end dates of secondment, along with the host employer’s identification data;

n) Start and end dates of transnational secondment, the host country, the name of the beneficiary/user, and the nature of the activity performed;

o) Start and end dates of secondment to a non-EU country, the host country, the name of the beneficiary/user, and the nature of the activity performed;

p) Suspension period, reason, and suspension end date of the employment contract;

q) Date and legal basis for termination of the employment contract.

What are the deadlines for submitting data to REGES-ONLINE?

According to this decision, the data must be submitted within the following deadlines:

Data from items a) to k) must be submitted no later than the day before the start date of work for each person entering into an employment relationship;

Data from item l) must be submitted within 5 business days of the transfer date or the date of transfer acceptance;

Data from item m) must be submitted no later than the day before the start/end date of the secondment;

Data from items n) and o) must also be submitted no later than the day before the start/end date of the secondment abroad;

Data from item p) must be submitted no later than the day before the start/end date of the suspension, except for suspensions based on medical certificates, in which case submission must occur within 3 business days from the employer’s registration of the medical leave, unjustified absences, or suspensions due to force majeure;

Data from item q) must be submitted no later than the termination date of the employment contract or the date of becoming aware of the event leading to the contract’s termination.

What is the migration procedure and what sanctions apply?

Employers have six months from the publication date of the decision in the Official Gazette to register in REGES-ONLINE. Therefore, the deadline is September 30, 2025. Failing to meet this obligation is a misdemeanor punishable by a fine between 15,000 and 20,000 lei.

Within the same six-month period, employers must complete and submit in REGES-ONLINE all elements of active employment contracts as of their first access to the registry. The deadline here is also September 30, 2025. Failing to meet this obligation is punishable with a fine between 5,000 and 10,000 lei.

The access procedure for completing, submitting, and querying data in/from REGES-ONLINE will be established by order of the Minister of Labour, Family, Youth, and Social Solidarity within 30 days from the entry into force of the Government Decision. After the transition period, Government Decision no. 905/2017 on the general register of employees will be repealed.

Additional employer obligations

Migrating to REGES-ONLINE is not just about using a new digital format but also adopting a new reporting procedure. One of the major changes is the requirement to report suspensions of employment contracts due to medical leave, regardless of the cause (e.g., illness, non-work-related accidents). In the previous Revisal system, employers were not required to report medical leaves separately. Failure to comply will result in fines of 3,000 to 5,000 lei per each unreported suspension. To ensure compliance, employers are recommended to explicitly include in their internal regulations the obligation for employees to submit medical certificates within the legal timeframe.

Another obligation relates to submitting workplace location, working time, and schedule distribution to REGES-ONLINE. The current decision also requires employers to maintain a personal file for each employee, either in physical or electronic format (if parties use qualified or advanced electronic signatures, the file may be electronic).

Additionally, upon termination of the employment contract, employers must issue, along with the work and salary certificate, an extract from REGES-ONLINE. Upon written request from a current or former employee, the employer must issue, within 15 business days, a certificate regarding the employee’s activity, duration, salary, and seniority, along with the REGES-ONLINE extract.

Can employers still outsource the data entry and submission service?

The right and obligation to complete and submit data in REGES-ONLINE belongs exclusively to the employer. Data entry and submission, as well as processing, may be carried out by one or more employees designated by written decision. Employers can still contract service providers for data entry and submission by signing service agreements. In this case, employers no longer need to notify the Territorial Labour Inspectorate, but must record the service provider’s information (CUI/CIF, name, address, legal representative) directly in the platform within 3 business days of the contract’s conclusion or termination. However, outsourcing does not exempt the employer from the obligations set out in this decision.

The new REGES-ONLINE IT system will allow the Territorial Labour Inspectorate to verify, in real time, all data entered by employers, which means employers must pay increased attention to this process to avoid penalties.