Serbia's labor laws are designed to protect the rights and well-being of employees, establishing a framework for fair employment practices. These laws cover various aspects of the employment relationship, including contracts, working hours, wages, termination, and workplace safety. Understanding these regulations is crucial for both employers and employees to ensure compliance and foster a positive work environment. The Labor Law of Serbia is the primary legislation governing employment relationships, supplemented by other laws and regulations that address specific areas such as health and safety, anti-discrimination, and social security.
In 2025, Serbia continues to uphold a comprehensive set of worker protections, reflecting its commitment to aligning with international labor standards and European Union directives. These protections aim to ensure fair treatment, safe working conditions, and avenues for resolving workplace disputes. Employers operating in Serbia must be aware of these rights and protections to maintain legal compliance and promote a healthy and productive workforce.
Termination Rights and Procedures
The termination of an employment contract in Serbia is governed by specific rules and procedures outlined in the Labor Law. Employers can terminate an employment contract for various reasons, including:
- Violation of work duties
- Failure to meet performance standards
- Economic, technological, or organizational changes
Employees are also entitled to terminate their employment contract by providing written notice to the employer.
Notice Periods:
The length of the notice period depends on the employee's length of service with the employer, as outlined in the table below:
| Length of Service | Notice Period |
|---|---|
| Less than 1 year | 15 days |
| 1 to 5 years | 30 days |
| 5 to 10 years | 45 days |
| More than 10 years | 60 days |
Severance Pay:
In cases of termination due to redundancy or economic reasons, employees are generally entitled to severance pay. The amount of severance pay is determined by the employee's length of service and is calculated based on their average monthly salary.
Anti-Discrimination Laws and Enforcement
Serbia has strong anti-discrimination laws in place to protect employees from unfair treatment based on various personal characteristics. The Law on Prohibition of Discrimination prohibits discrimination in employment based on:
- Gender
- Race
- Ethnicity
- Religion
- Age
- Disability
- Sexual orientation
- Political affiliation
- Other personal characteristics
Enforcement:
The Commissioner for Protection of Equality is the primary body responsible for overseeing and enforcing anti-discrimination laws in Serbia. Employees who believe they have been discriminated against can file a complaint with the Commissioner, who will investigate the allegations and take appropriate action. Courts can also hear cases of discrimination and order remedies such as compensation and reinstatement.
Working Conditions Standards and Regulations
Serbian labor law sets standards for working conditions to ensure employees' well-being and productivity. These standards cover various aspects of employment, including:
- Working Hours: The standard working week is 40 hours, typically spread over five days. Overtime work is permitted but is subject to limitations and must be compensated at a higher rate.
- Rest Periods: Employees are entitled to a daily rest period of at least 30 minutes and a weekly rest period of at least 24 hours.
- Annual Leave: Employees are entitled to paid annual leave of at least 20 working days, with the specific duration depending on their length of service and other factors.
- Minimum Wage: The government sets a minimum wage, which is reviewed and adjusted periodically to ensure a basic standard of living for workers.
Workplace Health and Safety Requirements
Employers in Serbia have a legal obligation to provide a safe and healthy working environment for their employees. The Law on Safety and Health at Work outlines the requirements for workplace safety, including:
- Conducting risk assessments to identify potential hazards
- Implementing preventive measures to minimize risks
- Providing employees with appropriate training and equipment
- Establishing procedures for handling emergencies and accidents
Specific Safety Standards:
| Area | Standard
