TL;DR
Use this page to estimate take-home pay (net) starting from a gross monthly salary for Romania (FY2025 rules, as implemented on IT Jobs List).
Think of it as a “should I take this offer?” tool:
- great for fast comparisons and negotiation prep
- not a replacement for payroll software or an accountant
If you’re choosing between CIM (employee) and B2B (contractor), don’t stop at “net”. Use the comparison tool and guide:
What this calculator does (and doesn’t)
It does
- Converts a gross number into an estimated net for a standard Romanian employment scenario.
- Helps you compare:
- two job offers
- a raise proposal (current gross vs new gross)
- “salary vs benefits” tradeoffs (as long as you convert benefits to value separately)
It does not
- Produce a legally correct payslip (“fluturaș”) for all situations.
- Model every exemption, deduction, or edge case (e.g., mixed income sources, partial months, special regimes).
- Replace HR/payroll advice.
Who this is for
- Job seekers evaluating Romanian offers where the salary is advertised as gross.
- Employees negotiating compensation and wanting to speak in “net impact”.
- Contractors who want a sanity-check comparison against an employee offer (but see the CIM vs B2B guide for the real decision).
How Romanian “gross → net” works (plain-English)
On a classic employee contract (CIM), net income is generally the gross salary minus mandatory contributions and income tax (applied on a taxable base).
The most important takeaway:
The headline gross number is not “your money”. Net is what you actually receive in your bank account, while gross includes taxes/contributions that may not feel “visible” in negotiations.
Components you’ll see most often
- CAS (pension / social security contribution)
- CASS (health insurance contribution)
- Income tax
Depending on your situation, the taxable base can change (deductions, exemptions, or employer-provided benefits). That’s why this tool is an estimate.
How to use it (step-by-step)
- Enter your gross monthly salary.
- Read the output as a baseline scenario.
- If you have alternatives, run them as separate scenarios and compare:
- monthly net delta
- annual net delta (multiply by 12)
- Keep benefits separate: add a rough “cash value” to compare total compensation properly.
Worked examples (real decision-making)
Example 1: quick offer comparison (the only math that matters)
You have two offers:
- Offer A: 18,000 RON gross
- Offer B: 20,000 RON gross
Run both and focus on:
- net difference per month
- the yearly impact:
monthly net delta × 12
This avoids the trap of negotiating a “+2,000 gross” raise that feels large but produces a smaller net delta than expected.
Example 2: negotiating a raise (frame it correctly)
You want a raise from 16,000 to 18,000 gross.
- Run both numbers.
- Use the net delta as your anchor for the conversation.
Then confirm the “real compensation” items separately:
- bonus rules (fixed vs discretionary)
- salary review schedule
- benefits and any retention clauses
Example 3: “I want €X net” sanity check
If you have a net target (often a “market number” you heard), do this:
- Convert your target to the same unit/currency you’ll be paid.
- Find the approximate gross that makes the estimate close to your target net.
Don’t mix FX and tax math in the same step. Keep FX conversion separate so you can reason about volatility.
Example 4: comparing salary vs benefits (avoid the common trap)
Offer A: 19,000 gross, no extra benefits
Offer B: 18,000 gross + benefits (medical plan, learning budget, equipment budget)
Run the gross-to-net for A and B, then add an estimated monthly value for benefits.
Some benefits are “nice-to-have” but not equal to cash; others (like substantial medical coverage) can be valuable depending on your situation.
Common mistakes (and how to avoid them)
- Gross vs net confusion: “My friend earns 12k” often means net. Ask “gross or net?” every time.
- Monthly vs annual: Some ads mention annual totals; most contracts are monthly. Normalize everything to monthly, then to annual.
- Bonuses counted as guaranteed: Unless a bonus is contractual and defined, treat it as uncertain.
- Ignoring working setup constraints: A hybrid role with commute costs/time can change real take-home. Budget it explicitly.
- Comparing CIM net to B2B invoice value: This is not apples-to-apples. Use PFA/SRL scenario check (2025).
FAQ
Why doesn’t my estimate match my payslip?
Payslips depend on contract details, timing, deductions, and benefits. This is designed for fast comparisons, not payroll compliance.
Should I negotiate in gross or net?
Contracts are usually expressed in gross, but you should always translate it to net impact to make better decisions.
No. Model bonuses separately (ideally as an annual scenario: “0% / typical / best case”).
Does it cover IT tax exemptions or special cases?
Not fully. If an exemption materially affects your offer, validate with payroll/HR and use our explanations:
What to do next (recommended path)
Sources
Next steps (IT Jobs List)
After you get a number, the important part is interpretation: what it means for your offer, monthly budget, and comparing scenarios (employee vs contractor).
Quick recommendation
- Save your assumptions (rates, breaks, thresholds) so you can reproduce the result.
- If you use the output in an invoice/offer, include a short explanation (what’s included and what’s not).
Practical checklist (IT Jobs List)
- Compare gross vs net and write down assumptions (IT exemption, deductions, bonuses).
- Confirm whether the offer is employee (CIM) or contractor (B2B) and use the right scenario.
- Save a copy/paste summary for HR (net, gross, taxes, total cost).
