Serbia Employment Guide

Essential Elements of a Serbian Employment Contract

When drafting an employment contract in Serbia, it is mandatory to use the Serbian language, though bilingual versions are acceptable. Any bonuses or incentives should be clearly detailed in an appendix. Crucially, the contract must be executed in writing and signed by both parties to be legally binding.

A comprehensive Serbian employment contract must include the following details:

• Full name of the employee
• Residential address as per official identification
• JMBG (Unique Master Citizen Number)
• Highest level of education completed
• Profession based on educational qualifications
• Legal name of the employer
• Employer's PIB (Tax Identification Number) and MB (Company Registration Number)
• Registered address of the employer
• Name of the employer's legal representative
• Official start date of employment
• Duration of the contract, if fixed-term
• Detailed job description and responsibilities
• Job title in Serbian, aligned with the national Classification of Occupations
• Standard working hours and schedule
• Holiday pay entitlements
• Bonus structure (referenced in the appendix)
• Conditions for contract termination
• Required notice period for termination

For instance, a company like SailGlobal ensures all contracts for their Belgrade team include these elements to mitigate legal risks.

Understanding the Probationary Period in Serbia

Implementing a probationary period is optional for employers in Serbia. If utilized, the maximum allowable duration is 180 days. This period allows both the employer and employee to assess suitability before committing to a long-term arrangement. For example, a tech startup might use a 90-day probation to evaluate a new developer's performance, which is a common practice facilitated by HR services like those offered by SailGlobal.