Only half of the employees in Romania consider that they are paid enough, while the salary has become the main criterion in choosing a job for two thirds of the candidates. Against the backdrop of high inflation and declining purchasing power, the pressure on employee incomes is higher than the European average, turning wages from a competitive advantage into a major vulnerability for employers.
Only one out of two employees in Romania is well paid. Archive photo
Salary, the most important criterion for accepting a job offer, remains the main vulnerability of employers in Romania: only 51% of Romanian employees believe that they have a sufficiently high salary, according to a market research. Compared to the European average (58%), Romania registers a higher salary pressure, the salary being the main criterion for choosing an employer for 67% of Romanians. This percentage increases with the age of the employees. While salary is a priority for 64% of Gen Z respondents, the percentage rises to 71% among generations with more work experience.
This pressure is also explained by the economic context: the high inflation of recent years and the increase in the cost of living have eroded purchasing power, making salary not just a criterion of preference, but one of necessity. For many employees, changing jobs is no longer motivated by professional ambitions, but by the need to maintain their standard of living.
“This year's data shows a moderate increase in the intention to change jobs, while mobility shows a slight decrease. Salary continues to be a key driver for talent, but it does not work in isolation: organizational culture and employee experience become complementary elements that strengthen the employer's value proposition and support long-term staff retention”said Dagmara Chudzińska-Matysiak, human resources specialist.
The top of the most attractive employers
The top of the most attractive employers in Romania, in 2026 According to the 4,030 respondents of the Randstad Romania Employer Brand Research 2026, the top of the most attractive employers in Romania in 2026 has this year again on the podium, in 1st place, the Microsoft company, which reconfirms its status as a technological leader and remains the preferred destination for professionals looking for innovation and a future-oriented work environment. 2nd place is occupied by ZF Lifetec (TRW), and 3rd place goes to British American Shared Services Europe.
There are companies that already successfully meet the expectations of employees and stand out as top employers in their sectors: Microsoft – IT/technology, British American Shared Services Europe – services, ZF Lifetec – auto parts manufacturer, Ford Otosan – car manufacturer, Makita – production, Gedeon Richter – pharmaceutical production and distribution, JT International – FMCG, Digi – telecom, Banca Transilvania – finance, Delamode Romania – logistics, OMV Petrom – oil and gas, eMAG – retail.
Top employers are known for cutting-edge technology, but what really sets them apart is the combination of solid management, strong leadership, and an excellent reputation that builds trust among employees.
The labor market, in continuous transformation: Why employees resign
Depending on the role filled, employees have different expectations. Those in the digital zone prioritize work-life balance (69%) and a reasonable workload (57%), and 72% of them work fully or partially remotely. In contrast, employees in operational roles emphasize job security (60%) and salary (73%) and work predominantly at the premises, which influences their preferences for leave and work environment. Professionals in specialist roles are mainly looking for career progression (58%), recognition and organizational culture.
These differences do not indicate completely different expectations, but rather the need for employers to adapt how they implement benefits and internal policies for each employee category.
Intention to leave, twice the actual mobility
The study highlights a significant gap between stated intentions and actual behavior: 28% of respondents intend to change jobs in the first half of 2026, more than twice as many as actually took this step in the second half of 2025. This shows that many employees are in a phase of evaluation, not action, which gives employers an important window for retention.
The main reasons why employees want to leave are insufficient compensation (49%), lack of development opportunities (37%), a desire for a better work-life balance (30%), fear of losing their job (26%) and the perception of unfair compensation (26%).
However, there are also areas where employers respond well to expectations: job security and equal opportunities. Approximately 7 out of 10 employees evaluate these aspects positively, and the sense of security is mainly related to the correct and constant payment of salaries (71%), but also to organizational stability, performance recognition and transparent communication.
Gap between ideal and real employer
The research shows a clear gap between what employees want and what employers are offering. While job security is the main asset of today's employers, in the ideal profile the first place is occupied by salary and benefits. Also, elements such as a pleasant working atmosphere and development opportunities are higher in employee expectations than in actual evaluation.
Different expectations between generations
Generational differences are significant. Generation Z emphasizes development, flexibility and equal opportunities and is the most mobile in the labor market, with 35% changing jobs in the last six months. Millennials prioritize security and are most satisfied with their current employer, while Gen Xers emphasize pay and stability and feel the strongest fear of job loss.
