Serbian Labor Law

Either you are an employer or an employee, we can help you make sure your employment contract is compliant to Serbian law as well as fair to all parties.

Laws governing employment in Serbia

Some countries have little to no state laws regulating employment, so that the terms of a work contract are strictly between the employer and the employee. As is typical in Europe, employment in Serbia is not like that. There are several laws that apply to work contracts in Serbia: the Constitution, the Labor Act and the Anti-Discrimination Act. Whether you are employed by a Serbian company or you are looking for employees yourself, you should know your rights and responsibilities to avoid fines or lawsuits. We are happy to review a work contract for you before you sign it, and we can also advise on specific issues related to labor law.

Basic conditions of employment

Every work contract in Serbia has to be in writing before the employee starts working. Thus, it is not allowed to employ someone based on a spoken agreement alone. Employees must get at least 20 days of paid holiday a year. The number of maximum working hours and minimum hourly wage is also limited, although this can vary from sector to sector.

Anti-discrimination and special group protections

It is forbidden to discriminate employees or potential employees in Serbia based on their gender, race, language, state of health, political or religious convictions, marital status or sexual orientation. Employers who are proven to discriminate can face repercussions including paying damages and being publicly denounced by court.

Termination of employment

A Serbian employment contract can be terminated by the employer for reasons related to the employee’s performance or business-related reasons. Some groups of workers, however, are under termination protection. Employees can appeal against termination, and, if successful, receive up to 18 months’ worth of severance pay.

Employers can also enforce non-compete clauses for employees leaving the company, preventing them from working in a similar field for up to two years. However, this is only legal if the employee receives financial compensation.