Employment contracts, termination procedures, workplace regulations and foreign employee registration — full legal support for employers operating in Serbia.
Serbian labor law protects employees strongly — non-compliant employers face fines, lawsuits and criminal liability.
Terminating an employee without following proper legal procedures can result in reinstatement orders and back-pay for the entire dispute period.
Employment contracts missing mandatory elements — job description, salary, working hours — are legally challengeable and expose employers to labor inspectorate fines.
Companies with 10+ employees must have internal workplace regulations (pravilnik o radu). Operating without one is an automatic violation during any inspection.
From hiring to termination — we handle every aspect of employment law compliance in Serbia.
Drafting and reviewing compliant employment contracts — fixed-term, indefinite, part-time, remote work. All mandatory clauses included per Serbian labor law.
Legally sound termination processes — notice periods, severance calculations, documentation requirements and dispute prevention strategies.
Overtime management, annual leave calculations, sick leave procedures, maternity/paternity rights and shift work compliance.
Work permits, residence-employment coordination, quota applications and compliance with foreign worker regulations in Serbia.
We review your current employment practices, contracts and workplace policies to identify compliance gaps.
Our lawyers map every gap against Serbian labor law requirements and prioritize issues by risk level.
We prepare or revise employment contracts, workplace regulations and internal policies to ensure full compliance.
Continuous advisory on new hires, terminations, regulatory changes and labor inspectorate interactions.
The minimum wage in Serbia is set annually by the government. As of 2026, it is approximately 47,000 RSD net per month. The rate is reviewed every year and employers must comply with the latest published amount.
The minimum notice period is 15 days, but the employment contract or collective agreement can extend it up to 30 days. During the notice period, the employee is entitled to full pay and all benefits.
A probation period can last up to 6 months under Serbian labor law. During probation, the employer can terminate with a 5-day notice if the employee does not meet expectations. The probation terms must be specified in the employment contract.
Overtime cannot exceed 8 hours per week. Overtime pay must be at least 26% above the regular hourly rate. The employer must keep detailed records of overtime hours and obtain employee consent for overtime work.
Yes. Serbian labor law recognizes remote work (rad na daljinu) and work from home (rad od kuce). The employment contract must specify remote work conditions including working hours, equipment, compensation for expenses, and health and safety provisions.
General and sector-specific collective agreements may apply automatically to employers in certain industries. Company-level agreements apply only to signatory parties. It is important to check whether your sector has a binding collective agreement that sets minimums above the law.