Bosnia and Herzegovina is a country located in southeastern Europe on the Balkan Peninsula. The country borders Serbia, Croatia, Montenegro, and the Adriatic Sea. Bosnia and Herzegovina’s prime location makes it a very attractive place for companies that are looking to expand their business to southeastern Europe.
Pregnant employees are entitled to 12 months of maternity leave, and can work part-time post-leave until the child turns 2 years old. Pregnant employees are obligated to take at least 42 days of leave after the birth in FBiH and 60 days in Republika Srpska. Fathers in FBIH are entitled to 7 days of paid paternity leave after the birth, and in the Republic of Srpska/District of Brsko they are entitled to 3 days of leave.
Employees in Bosnia and Herzegovina are entitled to 5 days of paid sick leave each year.
There are 22 public holidays in Bosnia and Herzegovina. Employees in the entire country are entitled to 20 days of paid time off each year, while employees in FBiH can take another 10 days for a total of 30 days off per year.
The minimum wage is BAM 590 per month, and a standard work week is 40 hours Monday to Friday. Any work past 40 hours is entitled to overtime pay with a maximum number of hours per week depending on the region, and in some districts pregnant employees or those who have recently given birth are not allowed to work overtime.
Employers are able to terminate employee contracts for reasons that are business-related, personal, or due to misconduct. If the termination is due to misconduct, the employer needs to provide verbal warnings and give the employee a chance to explain their actions. If the employee makes another violation within 12 months of their third warning, the employer can terminate the contract without notice or severance pay.
Employers are required to give a minimum notice of 14 days (with a maximum of 3 months).
Unless an employee is terminated for misconduct, employees are usually entitled to a severance payment determined either by collective bargaining or a stipulation in the employment contract. The severance payment can be no less than 1/3 of the employee’s monthly wage for each year employed at the company.
★ 6% - Social Security
★ 4% - Health Insurance
★ 0.5% - Unemployment Insurance
★ 0.5% - Natural Disaster Protection
★ 0.5% - Water Protection
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You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.