Managing employee leave and vacation entitlements in Bosnia and Herzegovina requires careful attention to the country's labor laws, which are primarily regulated at the entity level – the Federation of Bosnia and Herzegovina (FBiH) and the Republika Srpska (RS). While there are common principles, specific details regarding duration, compensation, and conditions can vary slightly between the entities. Understanding these regulations is crucial for ensuring compliance and maintaining positive employee relations.
Employers operating in Bosnia and Herzegovina must navigate these legal frameworks to correctly administer annual leave, public holidays, sick leave, parental leave, and other statutory or contractual leave types. Adhering to these requirements ensures that businesses meet their legal obligations and support their workforce effectively.
Annual Vacation Leave
Employees in Bosnia and Herzegovina are entitled to paid annual vacation. The minimum duration is set by law, with potential increases based on factors such as length of service, working conditions, and employee age or disability status.
- Minimum Entitlement: The minimum annual leave entitlement is typically 20 working days per calendar year.
- Maximum Entitlement: The maximum duration of annual leave is generally 30 working days, although collective agreements or internal company rules may allow for longer periods.
- Accrual: The right to the full annual leave entitlement is usually acquired after a certain period of continuous employment with the same employer (e.g., six months). Employees who do not meet this requirement or whose employment terminates before using their leave may be entitled to a pro-rata portion.
- Usage: Annual leave is generally taken in one continuous period, but it can be split into parts by agreement. A portion of the leave must typically be taken within the calendar year, with the remainder potentially carried over to the following year, subject to legal limits and internal policies.
- Compensation: Employees are entitled to their regular salary during annual leave.
| Leave Type | Minimum Entitlement | Maximum Entitlement | Compensation |
|---|---|---|---|
| Annual Vacation | 20 working days | 30 working days | Regular salary |
Public Holidays
Bosnia and Herzegovina observes several public holidays throughout the year. Some holidays are state-level, while others are observed only within one of the entities (Federation of BiH or Republika Srpska) or even at the municipal level. Employees are generally entitled to paid time off on public holidays. If required to work on a public holiday, employees are typically entitled to increased compensation.
Below is a list of common public holidays observed in Bosnia and Herzegovina in 2025. Note that observance can vary by entity.
| Date | Holiday | Entity (if applicable) |
|---|---|---|
| January 1-2 | New Year's Day | State |
| January 6 | Orthodox Christmas Eve | Republika Srpska |
| January 7 | Orthodox Christmas | Republika Srpska |
| March 1 | Independence Day | Federation of BiH |
| April (varies) | Eid al-Fitr | State (Religious) |
| May 1-2 | International Workers' Day | State |
| May 9 | Victory Day | Republika Srpska |
| June (varies) | Eid al-Adha | State (Religious) |
| November 21 | Dayton Agreement Day | Republika Srpska |
| November 25 | Statehood Day | Federation of BiH |
| December 25 | Christmas Day | Federation of BiH |
Note: Religious holidays like Eid al-Fitr, Eid al-Adha, Orthodox Christmas, and Catholic Christmas are often observed by adherents across entities, and specific entity laws or collective agreements may provide for paid leave on these days regardless of official entity-level recognition.
Sick Leave
Employees in Bosnia and Herzegovina are entitled to paid sick leave when they are temporarily unable to work due to illness or injury, provided they obtain a medical certificate.
- Entitlement: Employees are entitled to sick leave for the duration of their temporary incapacity for work, as certified by a medical professional.
- Notification: Employees are required to notify their employer of their absence due to sickness promptly and provide a medical certificate.
- Compensation: Sick leave compensation is typically a percentage of the employee's average salary. The responsibility for payment is usually split:
- The employer pays for the initial period of sick leave (e.g., the first 42 calendar days in the Federation of BiH). The compensation rate during this period is often lower than the full salary (e.g., 80%).
- After the initial period, the health insurance fund or relevant entity institution takes over the payment for prolonged sick leave. The compensation rate and duration covered by the fund are determined by health insurance regulations.
| Leave Type | Entitlement Duration | Initial Payer | Subsequent Payer | Typical Compensation Rate |
|---|---|---|---|---|
| Sick Leave | Duration of incapacity (with medical certificate) | Employer | Health Insurance Fund | Varies (e.g., 80% initially, then per fund rules) |
Parental Leave
Parental leave provisions in Bosnia and Herzegovina primarily focus on maternity leave, with some provisions for paternity and adoption leave.
- Maternity Leave: Female employees are entitled to maternity leave. The duration varies slightly between entities but is generally around one year (e.g., 12 months in FBiH, potentially longer for multiple births or complications). Maternity leave can typically begin a certain period before the expected due date.
- Maternity Leave Compensation: Compensation during maternity leave is usually paid by the relevant entity's health insurance fund or social fund, not directly by the employer. The amount is typically a percentage of the employee's average salary, determined by entity regulations.
- Paternity Leave: There is generally no statutory standalone paternity leave entitlement immediately following childbirth comparable to maternity leave. However, fathers may be entitled to a short period of paid leave (e.g., a few days) upon the birth of a child under "other types of leave" provisions (see below) or may be able to take parental leave after the mother's maternity leave ends, subject to specific conditions and entity laws.
- Parental Leave (after Maternity): After the mandatory period of maternity leave, one of the parents (usually the mother, but can be transferred to the father) may be entitled to additional parental leave until the child reaches a certain age (e.g., one or two years old), often unpaid or compensated at a lower rate by social funds.
- Adoption Leave: Employees who adopt a child may be entitled to adoption leave, with duration and conditions similar to or based on parental leave provisions, depending on the child's age and entity regulations.
| Leave Type | Typical Duration | Compensation Payer | Typical Compensation Rate |
|---|---|---|---|
| Maternity Leave | Approx. 1 year | Health/Social Fund | Percentage of salary |
| Paternity Leave | Short (if any, under 'other leave') or Parental | Employer (short) / Fund (Parental) | Varies |
| Parental Leave | Until child reaches certain age (e.g., 1 or 2) | Social Fund (often) | Varies (often lower/unpaid) |
| Adoption Leave | Varies (often linked to Parental Leave rules) | Fund (often) | Varies |
Other Types of Leave
In addition to the main categories, employees in Bosnia and Herzegovina may be entitled to other types of paid or unpaid leave for specific personal circumstances. These are often regulated by labor laws, collective agreements, or company policies.
- Bereavement Leave: Employees are typically entitled to a few days of paid leave (e.g., 3 to 7 working days) in the event of the death of a close family member (spouse, parent, child, sibling, etc.).
- Leave for Education/Study: Employees pursuing education or professional development may be granted paid or unpaid leave for exams, attending classes, or preparing theses, depending on the relevance to their work and employer policy or collective agreements.
- Leave for Public/Civic Duties: Employees required to perform civic duties (e.g., jury duty, military service obligations, serving on election committees) are typically entitled to paid leave for the necessary duration.
- Unpaid Leave: Employees may request unpaid leave for personal reasons, subject to employer approval and potentially limited by law or collective agreements.
- Marriage Leave: Employees are often entitled to a few days of paid leave (e.g., 3 to 5 working days) for their own marriage.
The specific conditions, duration, and whether these leaves are paid or unpaid can depend on the applicable entity labor law, collective bargaining agreements, and the employer's internal regulations.
