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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Serbia is home to diverse multilingual professionals, fluent in languages such as English. This linguistic diversity facilitates effective communication and collaboration with international clients and partners, adding a valuable dimension to the country's workforce.
Serbia has a high unemployment rate, emphasising the competitive nature of the job market. While job seekers may face challenges in finding employment opportunities (especially in industries such as automotive, energy, machinery, agriculture, and mining), there is an abundance of available talent for employers.
Serbia's Information and Communication Technology (ICT) sector has experienced significant growth, positioning the country as an emerging IT hub. For tech companies, Serbia offers an environment conducive to IT development, supported by the government.
Serbia boasts a strong work ethic, with employees known for their loyalty, dedication, and hard work. The cultural similarity to Western Europe, coupled with the country's proximity, makes Serbia an appealing location for companies seeking a workforce with shared values and attitudes.
Serbia's employment legislation is designed to safeguard the rights of the workforce. As part of the hiring process, employers must provide employees with a written employment contract outlining wages, hours worked, guaranteed time off and other employment terms.
Probation periods in Serbia depend on the employment contract, but they cannot exceed six months. Within this period, either the employer or employee can terminate the contract with five days' notice.
Serbia's labour law sets the standard workweek at 40 hours, spread across five days. Employers have the authority to establish daily schedules within specified limits.
Overtime pay is determined by the employment contract or collective agreements. There are limits for working beyond regular hours or on holidays - up to eight hours per week and four hours per day. Overtime beyond 40 hours per week is compensated at 126.00% of the average salary rate, while overtime on public holidays is compensated at 110.00% of the standard rate.
The minimum wage in Serbia per hour is 230 RSD and the minimum salary is 40,020 RSD per month.
Serbia doesn't mandate 13-month payments. Employers can give bonuses as they see fit.
Personal income is taxed at 10%, with no influence from factors like marital status or dependents. There's a tax relief of 21,712 RSD applicable to all employees and salaries.
To be eligible for an old-age pension in Serbia, individuals must meet age and insurance requirements defined by the law. Men aged 65 and above with at least 15 years of pensionable service or those with 45 years of pensionable service regardless of age qualify. For women, eligibility starts at 63 years and two months with a minimum of 15 years of pensionable service or with 45 years of pensionable service, regardless of age. In Serbia, contributions for old-age and disability pensions are combined, with employers contributing 11% to both retirement and disability insurance.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Serbia tailored to your needs.
Termination processes in Serbia are determined by employment and collective agreements. Employers must provide a written explanation for dismissal at least eight days before taking action. Employees have the right to respond to the notice, and not granting this opportunity may result in the court invalidating the dismissal. Valid reasons for dismissal in Serbia include:
Employers need to give eight days' notice before dismissal (five days during probation). If an employee terminates the contract, a 15-day notice is required. In cases of layoffs, a 30-day notice period is necessary.
Severance payments are mandatory only for employees laid off due to redundancy. The calculation involves multiplying one-third of the annual salary by the number of years worked with the employer.
Employees get paid for public holidays, and if a holiday falls on a weekend, it shifts to the next workday.
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
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