Comply with Serbia’s Labor Laws & Timekeeping Requirements
Introduction to Serbia Labor Compliance
Key Provisions Under Serbia’s Employment Law
Working Hours and Rest Periods
Standard Workweek: Full-time work is typically 40 hours per week. Employers can define shorter hours down to 36 hours per week.
Rest Breaks:
- Employees working 6+ hours/day: entitled to 30-minute break
- Employees working 10+ hours/day: entitled to 45-minute break
Breaks are not counted as working hours. For example, an 8-hour shift includes only 7.5 hours of effective work
Overtime Regulations & Compensation
When Overtime is Allowed: Applicable in cases of force majeure, unexpected workload surges, or urgent unplanned tasks.
Legal Limits:
- Maximum 8 overtime hours per week
- No more than 12 total hours per day, including regular work
Compensation: Overtime must be paid at 126% of the regular hourly wage — time off is not a substitute.
Bonuses & Allowable Reimbursements
No Mandatory Bonuses: Serbia does not legally require a 13th-month salary or Christmas bonus.
Reimbursable Benefits Include:
- Commuting & travel expenses
- Per diem for business travel
- Meal reimbursements during work hours
- Vacation pay during annual leave
Sick Leave & Sick Pay
Employer Obligation (First 30 Days):
- 65% salary for non-work-related illness/injury
- 100% salary for work-related illness/injury
Medical Certificate Requirement: Must be submitted within 3 days of absence.
Paid Vacation Entitlements
- Employees are entitled to a minimum of 20 working days of paid vacation annually.
- Employers may add extra days based on:
- Seniority
- Education level
- Work environment conditions
Fixed-Term Contracts & Probation
Fixed-Term Contract Duration: Allowed up to 24 months, extendable in special cases such as:
- Temporary staff replacement
- Project-based hiring
- Employment tied to a specific permit
- New companies (<1 year): contracts up to 36 months
Probation Period (Optional): Must be pre-agreed and can last up to 6 months.
Severance Pay Obligations
- Only Required for layoffs due to organizational or business changes.
- Must be paid before contract termination, as per Serbian law.
Reports & Audit Logs: Designed for Serbian Labor Inspections
Real-Time Reports for Legal & Payroll Oversight
Stay compliant and inspection-ready with exportable data that aligns with Serbian legal audits:
- Time & Attendance Reports
- Overtime Calculations (with 126% premium validations)
- Break Compliance Audits
- Leave & Sick Day Logs
- Field Punch Reports with Geo Data
Benefit: Maintain accurate records for each employee and generate audit-ready reports instantly.
Comprehensive Audit Logs
Under Serbia’s labor legislation, particularly provisions related to working time records, overtime, and employment disputes, employers are legally responsible for maintaining accurate and accessible documentation. NextGen Workforce’s Audit Logs ensure that every timesheet change is tracked in a way that meets the expectations of Serbian labor inspections.
Why Audit Logs Matter in Serbia
- The Serbian Labor Law (Zakon o radu) mandates that employers must accurately record working hours, breaks, and overtime.
- Employers must present records during labor inspections or legal disputes — often within short response windows.
- In cases of wrongful termination, unpaid overtime, or unauthorized changes, audit logs provide evidence of due diligence and employer compliance.
Benefit: Provides verifiable transparency into every record modification.
