Montenegro is a small Balkan country in southeast Europe, bordered by Serbia, Bosnia and Herzegovina, Kosovo, Albania, and Croatia. The country has an upper-middle-income economy and is currently in the process of joining the European Union. The mountains of Montenegro are some of the most rugged terrains in Europe, and the country is considered a hot spot for biological diversity.
Pregnant employees in Montenegro are entitled to 98 days of paid maternity leave, with 28 days taken before the due date and 70 days after the birth. Employees can use parental leave after the maternity leave for a total of 365 days, with each parent entitled to part of the leave. Paternity leave is taken from this parental leave.
Employees can receive sick leave, paid at 70% of the salary by the employer for the first 60 days, and then by social security after that.
There are 13 public holidays in Montenegro, and employees can receive 20 days of paid time off each year (24 days if they work 6-day weeks). Employees can also receive paid leave for marriage, bereavement, or professional examinations.
The minimum wage in Montenegro is EUR 532.50 per month, with a standard workweek of 40 hours per week at 8 hours per day. Overtime work has a maximum of 10 hours per week, paid out at a minimum of 140% of the regular salary.
Employers can terminate contracts with just cause, and written notice and explanation for the termination. If the reason for the termination is misconduct, a warning needs to be given so the employee has a chance to explain their actions.
A written notice is required at least 30 days before the termination, unless the contract or a collective agreement states otherwise.
Severance pay requirements are usually outlined in the employment contract or collective agreement, and should be at least 3x the monthly salary.
★ 5.5% - Pension and Disability
★ 2.3% - Health Insurance
★ 0.5% - Unemployment Insurance
We've made the process really simple
with only 3 steps.
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.