Employing individuals in Serbia requires a thorough understanding of the country's labor laws, particularly concerning employee leave entitlements. Serbian legislation provides comprehensive frameworks for various types of leave, ensuring employee well-being and compliance for employers. Navigating these regulations is essential for smooth operations and adherence to local standards.
These policies cover everything from mandatory annual vacation time and official public holidays to provisions for illness, parental responsibilities, and other significant life events. Employers must correctly apply these rules regarding eligibility, duration, and compensation to ensure legal compliance and maintain positive employee relations.
Annual Vacation Leave
Employees in Serbia are entitled to a minimum amount of paid annual leave. The specific duration is determined by law, collective agreements, and the employer's internal policies, but it cannot be less than the statutory minimum.
- Minimum Entitlement: The minimum annual leave entitlement is 20 working days per calendar year.
- Accrual: Employees accrue the right to annual leave proportionally based on the time spent working during the calendar year. Full entitlement is typically granted after 6 months of continuous work.
- Increased Entitlement: The minimum 20 days can be increased based on criteria such as length of service, working conditions, employee's qualifications, and other factors defined by the employer's internal acts or collective agreements.
- Usage: Annual leave is generally taken in parts. The first part must be at least two consecutive weeks during the calendar year. The remaining days can be used by June 30th of the following year.
- Payment: During annual leave, employees are entitled to compensation equal to their average salary over the preceding 12 months.
Public Holidays and Observances
Serbia observes several public holidays throughout the year. These days are typically non-working days. If an employee is required to work on a public holiday, specific compensation rules apply.
Here are the public holidays observed in Serbia in 2025:
| Date | Holiday Name |
|---|---|
| January 1-2 | New Year |
| January 7 | Christmas (Orthodox) |
| February 15-16 | Statehood Day |
| April 18 | Good Friday (Orthodox) |
| April 20 | Easter Sunday (Orthodox) |
| April 21 | Easter Monday (Orthodox) |
| May 1-2 | Labour Day |
| November 11 | Armistice Day in World War I |
Note: Religious holidays are observed according to the respective religious calendars. Employees belonging to different religious communities have the right to be absent from work on certain religious holidays.
Sick Leave Policies and Pay
Employees in Serbia are entitled to paid sick leave when they are temporarily unable to work due to illness or injury.
- Notification: Employees must inform their employer of their absence due to illness as soon as possible, typically within 3 days.
- Medical Certificate: A medical certificate issued by a doctor is required to justify the absence.
- Payment:
- For absences up to 30 days, the employer pays compensation equal to at least 65% of the employee's average salary in the preceding 12 months. This percentage can be higher if stipulated by law, collective agreement, or internal policy.
- For absences exceeding 30 days, the compensation is paid by the state (via the health insurance fund), typically at 65% of the average salary, but can be higher in specific cases (e.g., work-related injury). The employer usually pays this amount initially and is then reimbursed by the state.
- Duration: Sick leave can last as long as medically necessary, subject to regular medical reviews and certification.
Parental Leave
Serbia provides comprehensive parental leave provisions, primarily covering maternity, paternity, and leave for childcare.
- Maternity Leave:
- Starts up to 45 days before the expected date of birth, but no later than 28 days before.
- Lasts for 365 days for the first and second child.
- For the third and subsequent child, the total duration of maternity leave and leave for childcare is two years.
- Compensation is paid by the state, calculated based on the average salary over the 18 months preceding the start of leave.
- Paternity Leave:
- Fathers are entitled to 7 days of paid leave upon the birth of a child.
- Fathers can also take leave for childcare after the mother's maternity leave ends, up to the total duration allowed (365 days or 2 years, depending on the child's order).
- Adoption Leave:
- Individuals who adopt a child under five years old are entitled to leave from the date of adoption until the child reaches one year of age (or two years for the third and subsequent adopted child).
Other Types of Leave
In addition to the main categories, Serbian law and common practice recognize several other types of paid and unpaid leave for specific circumstances.
- Paid Leave for Specific Events: Employees are entitled to paid leave for certain personal events, typically ranging from 1 to 5 days per event, depending on the employer's policy or collective agreement. Common events include:
- Marriage (usually 5 days)
- Bereavement (death of a close family member, usually 5 days)
- Moving house (usually 1-2 days)
- Taking professional exams (duration varies)
- Participation in voluntary blood donation (usually 2 days)
- Study Leave: Employees pursuing education may be granted leave for exams or other study-related activities, the terms of which are often regulated by internal company policies or collective agreements.
- Unpaid Leave: Employees may request unpaid leave for personal reasons. Granting unpaid leave is at the employer's discretion, unless otherwise specified by law or collective agreement. The duration and terms are agreed upon between the employer and employee.
- Sabbatical Leave: While not a statutory right, some employers may offer sabbatical leave as part of their benefits package, typically for long-serving employees. The terms are determined by company policy.
