In today’s world, business operations are continuously evolving. Those who are ready to adapt and embrace change have the greatest potential for success. In this modern era, individuals with a clear vision thrive. We envision Serbia as a country of boundless opportunities for all its citizens. Together, we not only work to create these opportunities but also ensure that we are equipped to fully capitalise on them.
The Labour Law defines the rights and obligations of both employees and employers. Employers are required to inform employees about working conditions, organisational structure and their rights and duties in the field of occupational health and safety. An employment contract, which must be concluded before an employee starts work, sets out the terms of employment. These terms cannot be less favourable than those prescribed by law. If a contract includes provisions that violate legal standards, those provisions are null and void. Additionally, there is no statute of limitations for initiating court proceedings to declare such provisions invalid.
Some of the rights prescribed by the Labour Law are the right to limited working hours, rest periods during daily work, daily, weekly and annual leave and the right to a salary, salary compensation and other payments.
An employer may terminate an employee’s contract only in circumstances explicitly provided by law.
Awareness of the fundamental rights and obligations under the Labour Law is essential for employees, as it ensures they understand their entitlements when entering into an employment relationship. This knowledge also helps employees identify and report employers who disregard the law and fail to uphold workers’ rights. Employees can report violations to the competent labour inspection, seek legal protection through the courts, or attempt to resolve disputes amicably through the Republic Agency for Amicable Settlement of Labour Disputes.
To protect the rights of individuals engaged in employment, it is important to note that, under specific conditions, agreements other than standard employment contracts may be concluded. These include:
CONTRACT ON TEMPORARY AND OCCASIONAL WORK (PP JOBS):
- Applicable only to temporary and occasional jobs that are not systematised by the employer’s regulations and do not exceed 120 working days within a calendar year;
- Unemployed individuals, old-age pensioners and part-time employees may be hired for up to half of full-time working hours;
- Members of a youth or student cooperative up to 30 years of age may be engaged.
SERVICE CONTRACT
- For carrying out activities that are not part of the employer’s core business, including both the main registered activity (as per the Business Registers Agency) and any other activities performed by the employer.
SUPPLEMENTARY WORK CONTRACT
- Engagement of a full-time employee:
a. For no more than one-third of full-time working hours;
b. With a different employer.
VOCATIONAL TRAINING CONTRACT
- Engagement of a trainee:
a. To complete an internship and/or take a trainee/professional exam.
- Requirements:
a. The position must be systematised within the employer’s regulations, and the internship must be provided for.
b. The individual must have no work experience or insufficient work experience.
- Duration of the contract:
a. Up to one year, unless a longer period is prescribed by law.
PROFESSIONAL DEVELOPMENT CONTRACT
- For the purpose of professional development and acquiring specific knowledge and skills;
- In accordance with the employer’s training programme;
- Based on special regulations that provide for such engagement.
SEASONAL WORK IN AGRICULTURE
- Seasonal jobs in agriculture are regulated by the Law on Simplified Work Engagement on Seasonal Jobs in Certain Activities, which has been in effect since 7 January 2019.
- Seasonal workers can only be engaged in specific jobs classified as seasonal in agriculture.
- A seasonal worker is entitled to:
- Be informed about working conditions before starting the engagement and to receive a certificate of work engagement;
- Basic working conditions, including:
a. Limited working hours, a break during daily work and daily and weekly rest;
b. Safety and health at work;
c. Remuneration per working hour, which cannot be lower than the minimum wage;
d. Pension and disability insurance, as well as health insurance in case of work-related injuries or occupational diseases.
VOLUNTEERING
- Volunteering can be short-term or long-term:
- Long-term volunteering lasts at least three months without interruption and more than 10 hours per week. In this case, a volunteering contract is obligatory.
- Short-term volunteering does not require a contract, but a volunteering certificate may be issued at the volunteer’s request.
- The volunteering organiser is obliged to insure volunteers against work-related injuries and occupational diseases in the case of long-term volunteering or when insurance is otherwise contracted.
- Volunteering may not replace the work of employees or other forms of work engagement (e.g., vocational training, professional development, or internships).
- Volunteering does not include activities performed as a member of an association, trade union, or political party.
- In the case of long-term volunteering, volunteers may receive pocket money – up to 30% of the net minimum monthly salary in Serbia.
- Companies and public enterprises may organise volunteering only with prior approval from the Ministry of Labour, Employment, Veteran and Social Affairs.