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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.
In Serbia, the following contract types are available:
The standard working hours in Serbia are 8 hours per day and 40 hours per week.
Overtime in Serbia cannot last for more than 8 hours per week, or 4 hours per day per employee. Any employee working overtime shall be entitled to a premium of 26% of the basic salary.
In 2024, Serbia's national monthly minimum wage is RSD 271 per hour and RSD 47,154 per month.
Probation periods are not mandatory in Serbia, and there is no minimum probation. The maximum probation is 6 months.
Taxes for employees in Serbia are broken down as such:
Taxes for employers in Serbia are broken down as such:
Employees in Serbia are entitled to 20 working days of annual leave. Unused days can be carried over to the next year up to 30 June.
Sick leave in Serbia varies, and can last up to 12 months. Up to 30 days, sick leave is paid at 65% of the salary. After 30 days, the pay varies.
In Serbia, expecting mothers are entitled to up a year for the first and second child, and 2 years for the third and fourth child. Only 28 days need to be taken before the birth of the child, and the rest after.
In the first 30 days of leave, employees are paid at 100% of their salary by the employer. After that, Social Security pays the salary as an average of the last 18 months' salary.
The length of paternity leave depends on the employer, but the duration of the leave is typically 5 working days.
Employees can receive paid leave for "slava", which is 1 day per year in celebration of their family saint patron's holiday.
Employees can take 5 days of leave for their wedding, 2 days for donating blood, and 5 days in case of a close family member's serious illness.
The following public holidays are observed in Serbia:
Employees are entitled to social security benefits which include: Retirement pension; Disability and professional illness insurance; Healthcare; and Unemployment benefits.
Employers in Serbia typically offer non-statutory benefits which include:
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 notice period for an employee-initiated contract termination is between 15 and 30 days, and the notice for termination by the employer because of an employee’s sub-performance is between 8 and 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.
There is no statutory requirement to pay a 13th or the 14th month salary in Serbia. Bonuses are given to employees at the employer level, and they vary in form.
★ 10% - Pension Fund
★ 5.15% - Health Insurance
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.
