Serbia is a landlocked country in central Europe, bordered by Hungary, Romania, Bulgaria, North Macedonia, Croatia, Bosnia and Herzegovina, Kosovo, and Montenegro. The country is situated at the crossroads of the Pannonian Plain and the Balkans. Serbia has an upper-middle income economy, and has been negotiating its EU accession since 2014.
Pregnant employees in their first or second pregnancy are entitled to maternity and childcare leave that starts 28 days before the due date, and lasting for 1 year. The leave is paid at their full salary (up to 5x the minimum wage). The leave can last up to 3 years for the third or more pregnancy, with the same compensation scheme. Employees can take paternity leave for 7 days, and they can also take adoption leave.
Employees can take sick leave which is paid at 65% of their wages for the first month, and after that the employee can draw sickness benefits from the Health Insurance Fund.
There are 12 public holidays in Serbia, and employees are entitled to a minimum of 20 days of paid time off each year (which can be increased based on work experience and conditions). Employees can also qualify for bereavement leave.
The minimum wage is around RSD 47,193 per month, and a standard workweek is 40 hours at 8 hours per day. Overtime work is regulated by the employment contracts and has a maximum of 8 overtime hours per week.
There is no at-will termination in Serbia and dismissals must be done for just cause such as resignation, misconduct, or other work offenses.
The minimum notice period for terminations is 8 days and the maximum is 30 days. The length of notice is usually agreed upon in the employment contract.
Any employees that are terminated due to redundancy can receive severance pay, which is normally calculated as 1/3 of the employee's monthly salary for each year of service.
★ 11.5% - Pension Fund
★ 5.15% - Health Insurance
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You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
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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.