Recent legislative developments in Romania, such as the Methodology for Preventing and Combating Harassment Based on Gender and Moral Harassment in the Workplace (October 12, 2023) and the ratification of Convention No. 190/2019 on Violence and Harassment in the World of Work, have created a robust framework to address workplace harassment. These changes reflect an international push for safer, more inclusive work environments, but their implementation raises questions about practical challenges and long-term impact.
The Immediate Impact on Employers and Employees
- For employers: The legislative updates impose significant new responsibilities. Beyond drafting policies and updating internal regulations, companies must provide mandatory trainingto all employees, especially those in leadership roles, to ensure compliance. The cost of non-compliance, including potential fines and reputational harm, can be high, particularly for SMEs.
- For employees: These measures empower workers by providing mechanisms for complaints and clear legal recourse. Employees are likely to feel safer reporting harassment, but challenges remain in addressing fears of retaliation or stigma.
Trends for 2025
In the coming year, we expect:
- Increased Reporting: Awareness campaigns and legal clarity will likely lead to a rise in complaints of harassment. Employers should prepare by strengthening HR teams and legal support structures.
- Cultural Shifts: Businesses that proactively embrace the new rules will set a precedent, shaping an organizational culture that values respect and inclusion.
- Sector-Specific Challenges: Industries with less formalized employment relationships (e.g., hospitality or gig economy) may struggle to implement the necessary measures.
- Enhanced Inspections: Authorities are expected to intensify inspections, focusing on how companies have implemented the methodology and whether the policies are effective.
Strategic Advice for Employers
Companies that embrace these changes as an opportunity to foster better workplace relationships rather than a compliance burden will gain an edge. Training programs, anonymous reporting systems, and regular employee feedback mechanisms can ensure both legal compliance and employee satisfaction.
By Alex Teodorescu, Managing Partner, Teodorescu Partners
