Working Conditions in Serbia

1. Minimum Working Conditions

The mandatory legislation sets the minimum terms and conditions of employment. More favorable working conditions may be provided by collective agreement, work rules and employment agreements.

2. Salary

The employer is obliged to pay salary at least once a month. Salary structures are complicated and consist of the following mandatory elements: basic salary, increased salary in certain circumstances (e.g. nighttime work), the performance-based element of salary, payable if a performance norm prescribed by an applicable collective agreement/work rules/employment agreement is exceeded.

3. Maximum Working Time

Full-time working hours are 40 hours per week. As a rule, the working week lasts five days, but the maximum of 40 hours per week, may also be stretched through a longer period, depending on the employer’s business needs.

4. Overtime

Work in excess of full-time hours is deemed overtime work – it may be ordered in exceptional cases only, and triggers a salary increase. Senior employees and management are not exempt from the overtime regime. Overtime work may not exceed eight hours per week. An employee cannot work more than 12 hours a day including overtime.

5. Holidays

In each calendar year, the employee is entitled to annual leave of a minimum duration of 20 working days. The employer has to provide an increase of the statutory minimum of 20 working days based on a number of factors such as, for instance, work experience. The employee is entitled to use annual leave after one month of continuous work with the employer.

6. Maternity Leave

Maternity leave comprises pregnancy leave and childcare leave. Pregnancy leave starts no earlier than 45 days and no later than 28 days prior to the due date and lasts for three months from the childbirth. Pregnancy leave is fully paid by the state. Childcare leave begins upon expiry of the pregnancy leave. Pregnancy leave and childcare leave combined may last for up to 365 days. Childcare leave has the same treatment as pregnancy leave and is fully paid (the employer pays the compensation and then obtains a refund from the state). An employee cannot be validly terminated while pregnant and while on maternity (pregnancy/childcare or special childcare) leave.

For more information, please contact L&E Global.
This entry was posted in Working Conditions on .