Equal pay and equal treatment at work (Article 157 of the Treaty on the Functioning of the European Union (TFEU) and Recast Directive 2006/54)

AuthorIustina Ionescu
Pages25-30
25
4 Equal pay and equal treatment at work (Article 157 of the Treaty on the
Functioning of the European Union (TFEU) and Recast D irective 2006/54)
4.1 General (legal) context
4.1.1 Surveys on the gender pay gap and the difficulties of realising equal pay
No surveys and/or reports have been published in Roman ia over the last five years which
provide insights into specific factors tha t explain the gender pay gap in Romania and/or
difficulties that hamper the realisation of equal pay for women and men .
4.1.2 Surveys on the difficulties of realising equal treatment at work
No surveys and/or reports have been published in Roman ia over the last five years which
provide insights into specific factors that prevent the realisation of equal treatment at
work.
4.1.3 Other issues
The institutions mandated to address equal pay an d the institutions whi ch have the tools
to research the issue do not work on equal pay, which leaves the issue unaddressed in
Romania. There is no legal obligation for employers to report on (equal) pay. How ever,
information about the content of each individual working contract, including the individual
wage, is registered in the General Registry of Employees (Registrul General de Eviden al
Salariailor (REVISAL)). This registry is handled by the Labour Inspectorate which can
generate statistical data about various aspects related to working contracts , including
wages, etc. The Labour Inspectorate informed the author that it does not collect statistical
data on equal pa y between women an d men.103 Moreover, the National Agency for Equal
Opportunities for Women and Men (Agenia Naional pentru Egalitate d e Şanse între
Femei şi B rbai (ANES)) which has the mandate to promote equal opportunities for
women and men inf ormed the author of this report that it does not wo rk with such data,
despite the fact that the National strategy on equal opportunities for women and men
(2014-2017), for which this institution is responsible, has several objectives in the field of
equal pay between women and men.104
4.1.4 Political and societal debate and pending legislative proposals
There has been no polit ical and/or societal debate and there are no pending legislative
proposals on the principles of equal pay and equal treatment at work .
4.2 Equal pay
4.2.1 Implementation in national law
The principl e of equal pay for equal work or for work of equal value is imp lemented in
national legislation. The R omanian Constitution lays down the principle of equal pay but
only in a limited fashion. It does not cover work of equal value, only equal work, and it
only applies to salaries, n ot to other types of remuneration or benefits for work. 105 There
is no case law from the Constitutional Court explaining how these limitations should be
interpreted.
Despite the Constitutional provisions, Article 6(3) of the Labour Cod e fully transposes the
principle o f equal pay. It applies to equal work and wo rk of equal value and to ‘all the
103 Labour Inspectorate (Inspecia Muncii), Response No. 95i/15290/22.09.2016.
104 ANES, Response No. 4221/AMG/SS/30.09.2016.
105 Constitution, Article 41(4).

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