Labour Law

Serbia’s Labour Law governs employment relationships, working time and rest, pay, leave, termination, protection of rights and collective relations. It gives employees and employers a basic framework, although special laws may regulate particular categories differently. Employment must be distinguished from other forms of engagement. The agreement, actual relationship and legal basis matter, and everyone performing work does not automatically have the same status.

Contracts and employers’ general acts help establish the job, working conditions and pay. Employers cannot arbitrarily disregard statutory conditions for working time, rest or dismissal. Employees also have obligations relating to work and lawful rules. Fixed-term employment, changes to conditions and termination require examination of their particular legal basis; none gives an employer unlimited discretion. Separate legislation concerning discrimination, occupational safety and workplace harassment may also apply.

Keep contracts and amendments, wage statements, schedules, work records and employer decisions. For unpaid wages, refused leave or disputed dismissal, prepare a chronology and identify the precise remedy sought. Labour inspection supervises legality within its powers; courts determine employment disputes and relevant monetary claims. Contacting inspection does not automatically replace a lawsuit or preserve every court deadline. Union or professional assistance can help assess documents and available procedures.

The current publication series begins with 24/2005 and includes change through another law 109/2025. The new “e-Sick Leave – Employer” regime changes specified obligations for covered persons from its application, including cessation of the application of Article 103 and Article 179 paragraph 3 point 2. General application begins 1 January 2026, certain functions 1 April 2026, with a special deadline of 1 January 2027 for registration and access by entrepreneurs employing one or more people. An older obligation to deliver a paper certificate should therefore not be repeated without checking coverage. This is not a universal removal of rules for every form of work.

The specific official Legal Information System source contains the current series and the e-Sick Leave note. For an earlier event, check temporal and transitional provisions. Collective agreements and sector-specific legislation may also matter, but their benefits and conditions cannot be assumed without examining the relevant acts.

This is Avangarda’s editorial information overview, rather than the statutory text or advice for an individual case. This translation is editorial and is not an official translation of Serbian legislation. Check the current official text, special legislation and your documents for a specific situation, and obtain qualified legal assistance where needed.

Helps check contracts, pay, rest, changed conditions and protection when employment ends.

Employees and employers in employment relationships, unions, representatives and lawyers; other engagements require checking their legal basis.

For hiring, unpaid wages, denied leave, contract changes, dismissal or checking the sick-leave regime.