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Global Expansion Guide

Serbia

Manage and pay your employees easily with BIPO in Serbia and 170+ other markets. Build your international teams today with our global Employer of Record service!

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Currency

Serbian Dinar (RSD)

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Language

Serbian

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Capital

Belgrade

Employer of Record Serbia

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Social Security Contributions

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Serbia

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  • Global Hiring Guide
  • Serbia

Employer of Record Serbia

Embark on your business expansion in Serbia with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Serbian market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

Statutory Contributions

Key Labour Legislation Scope of Application
Labour Law (2005) All Employees
Law on Agency Employment (2019) Agency/ Dispatch Workers
Law on Prevention of Harassment at Work (2010) All Employees
Law on Peaceful Settlement of Labor Disputes (2004) Collective and Individual Labour Disputes
Law on Professional Rehabilitation and Employment of Persons with Disabilities (2009) Employees with Disabilities
Employment and Unemployment Insurance Law (2009) All Employees
Social Enterprise Law (2022) Social Enterprises
Employment of Foreigners Law (2014) Foreign Nationals

Minimum Wage

Effective Date: 1 January 2025

The Government of the Republic of Serbia has adopted a resolution to adjust the national minimum net hourly wage to 308 RSD, representing an increase of approximately 13.65% compared to 271 dinars in 2024. At the same time, the personal tax allowance is adjusted from 25,000 RSD in 2024 to 28,423 RSD.

Monthly Working Hours RSD
160hrs 49,280
168hrs 51,744
176hrs 54,208
184hrs 56,672

Public Holidays

Holiday Name Date
Public Holidays (Statutory Non-Working Days)
New Year’s Day 1 January 2025
2 January 2025
Julian Orthodox Christmas 7 January 2025
Serbian Statehood Day 15 February 2025
16 February 2025
May Day 1 May 2025
2 May 2025
Orthodox Easter 18 April 2025
19 April 2025
20 April 2025
21 April 2025
Armistice Day 11 November 2025
Working Day Commemorative Holidays (Non-Statutory Non-Working Days)
Saint Sava’s Day 27 January 2025
Victory Day 9 May 2025
Saint Vitus’ Day 28 June 2025

Note: Where a public holiday coincides with a Sunday, the following working day is observed as a substitute holiday.

Holiday Work Compensation: Work performed on a public holiday is compensated at not less than 110% of base salary in addition to regular pay.

Exemptions from Overtime Compensation: None.

Working Hours

Normal Working Hours

8 hours per day; 40 hours per week.

Rest Time

Minimum 1 day per week.

Overtime

Limited to 4 hours per day and 8 hours per week.

  • Overtime Compensation: 126% of the employee’s average daily wage. If performed on a weekly rest day, compensatory rest must be granted within the same week.
  • Exemptions from Overtime Compensation: None.

Leave

Annual Leave

  • Applicable Employer Structure: Single Employer
  • Eligibility: After 1 month of continuous service with the same employer
  • Duration: Minimum 20 working days
  • Remuneration: 100% of the employee’s average daily wage
  • Termination: Upon termination of employment, unused leave must be compensated.
  • Compensation for Untaken Annual Leave: If leave cannot be taken due to the employer’s fault, full wage (100% of the employee’s average daily wage) compensation is due.

Sick Leave

  • Eligibility All Employees
  • Duration: Up to 30 days
  • Compensation: 65% of average salary from the preceding 3 months (not below statutory minimum wage). In the event of incapacity for work arising from an occupational disease or work injury, the employee shall be entitled to compensation equal to 100% of the average wage received in the three months immediately preceding the incapacity.

Maternity and Parental Leave

  • Eligibility: Female employees (maternity); male employees under specific conditions.
  • Duration: Female employees are entitled to a combined period of 365 days of maternity, childbirth, and nursing leave. In the case of the birth of a third child or any subsequent child, female employees shall be entitled to maternity and nursing leave of two years.
  • Where the mother abandons the child, dies, or is otherwise unable to care for the child for justified reasons such as imprisonment or serious illness, or where the mother is unemployed, the father shall be entitled to three months of postnatal leave and may also claim the same maternity leave entitlements as the mother.
  • Compensation: 100% of average daily wage.

Other Paid Leaves

  • Family Care Leave: 5 days of paid leave per year to care for a family member suffering from serious health condition.
  • Marriage Leave: 5 days of paid leave in the event of their own marriage.
  • Paternity Leave: Male employees are entitled to 5 days of paid leave upon the birth of their child.
  • Bereavement Leave: 5 days of paid leave upon the death of a family member.
  • Blood Donation Leave: 2 days of paid leave, including the day of donation, for employees volunteering to donate blood.
  • Child Care Leave (Serious Health Condition): Where a child suffers from a serious physical or psychological condition, and beyond the entitlements under health insurance regulations, the employee may extend maternity leave or reduce working hours in order to care for the child, until the child reaches the age of five.
  • Adoption Leave: Employees adopting a child under the age of five are entitled to 8 months of leave to care for the adopted child. Where the adopted child is under 3 months of age, the employee is entitled to leave until the child reaches the age of 11 months.
  • Leave for Serious Childhood Illness: Where a child suffers from cerebral palsy, poliomyelitis, paralysis, muscular dystrophy, or other comparable serious illness, the parent or legal guardians, upon presentation of an appropriate medical certificate, may reduce working hours in order to care for the child, provided that working time may not be reduced to less than one-half of the statutory working time.

Social Security Contributions

Scope of Application: All Employees

Type of Insurance Upper Limit Lower Limit Employer Contribution Employee Contribution
Pension & Disability Insurance 5 times of average monthly wage 35.05% of average monthly wage 12% 14%
Health Insurance 5.15% 5.15%
Unemployment Insurance – 0.75%

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation: The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management: We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Serbian regulations.
  • Contributions and Taxes: Our expertise in managing local social statutory contributions and local income tax ensures your business complies with India’s financial obligations.
  • Compliance with Working Hours: We guarantee that your employment practices adhere to Serbia’s working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management: Implement and manage leave policies that comply with Serbia’s laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance: Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services: Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in India

Unlock your growth potential with BIPO’s Employer of Record service in Serbia. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

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Frequently Asked Questions

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees. 

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from: 

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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