Romania is entering the final stage of the transition to REGES-ONLINE, the new digital system for recording employees. According to Order No. 1107/2025 issued by the Ministry of Labor and published in the Official Gazette No. 430 of May 9, 2025, all employers must complete migration to the platform reges.inspectiamuncii.ro and adapt their internal procedures by September 30, 2025.
The legal deadline is tight: within 6 months of the entry into force of Government Decision No. 295/2025, employers must access REGES-ONLINE and transmit all information regarding active individual employment contracts. Failure to comply entails significant compliance and reporting risks.
What the procedure involves and who is required to migrate
Order No. 1107/2025 sets out employers’ obligations to complete, submit, and query data via REGES-ONLINE. The new platform gradually replaces the former Revisal system and RVS files, standardizing reporting nationwide.
Those required to use the new system include:
- private individuals and legal entities;
- public institutions and authorities;
- diplomatic missions and other entities employing local staff with Romanian citizenship or work rights.
Even non-legal entities, such as branches and secondary offices, must use REGES-ONLINE if authorized to manage employment contracts.
Data entry may be carried out either by employees appointed through a written decision or by external service providers under service contracts, in strict compliance with GDPR rules. If an external provider is contracted, employers must declare its details in REGES-ONLINE within 3 working days.
Access and authorization: no active account, no reporting
REGES-ONLINE can be accessed both by employers and employees through secure authentication methods:
- via RoeID – the digital identity issued by the Romanian Digitalization Authority;
- with a qualified digital certificate;
- or via temporary ITM activation valid for up to 30 days.
Authorization of legal representatives and proxies depends on the entity type. For companies registered with the Trade Register, validation is automatic. In other cases, supporting documents (articles of incorporation, tax certificate, service contract/addendum, proxy documents) must be uploaded and digitally signed.
Labor inspectorates may reject incomplete or non-compliant requests within 3 working days, in which case employers must restart the process.
Employees can also access their own records through REGES-ONLINE, generate extracts from the Register, or use the mobile app. Employers, in turn, can directly manage staff contracts via the platform.
Mandatory steps by September 30, 2025
By this deadline, all employers must:
- obtain access to REGES-ONLINE;
- complete and submit all data for ongoing individual employment contracts;
- stop submitting “RVS” files through Revisal.
After this date, Revisal will be obsolete, with no support for account recovery or database restoration. Employers who never used Revisal must work exclusively with REGES-ONLINE.
Regardless of the migration stage, employees will retain guaranteed access to their Register extracts once enrolled in the system.
Conclusion
In the context of accelerated digital transformation, REGES-ONLINE is no longer an option but a clear legal obligation, with precise deadlines and tangible consequences. Companies that delay migration risk administrative blockages and losing access to an essential tool for managing employment relations.
Beyond technical obligations, the new system also brings a strategic responsibility: compliance will directly impact how employers legally and effectively manage human resources. In this regard, support from specialized consultants is more valuable than ever to avoid errors, delays, or sanctions.