Labour Law [LL], dated 2005 as last amended in 2014 by Law No. 75/2014
Consolidated version available in Serbian
Fecha:19 Apr 2024;
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Act on Peaceful Settlement of Labour Disputes, 2004 as last amended with Law No 104/2009
Fecha:19 Apr 2024;
(ver en NATLEX »)
Tamaño de las empresas excluidas (≤): 20
Exclusion only applicable to collective dismissals: see definition of collective dismissal: art. 153 LL.
However, those enterprises are not excluded from the regulation on individual dismissal.
Categorías de trabajadores excluidas: ninguna
Art. 2: "provisions of this law shall apply to employees of public bodies, territorial autonomy bodies and local self-government and public services, unless the law stipulates otherwise".
Act on Public servants (2005) refers to the application of the general labour law unless it is stipulated otherwise.
Ongoing discussions on the modernization of the Labour Law in order to reflect EU Law.
CDD regulados: Si
Razones de utilización legítima de CDD: razones materiales y objetivas
Art. 37 LL: labour relations shall be entered into for a period that is set in advance in the following cases: seasonal jobs, project-based work, increase volume of work that will last for a definite term, etc.
Número máximo de CDD consecutivos: sin restricción
Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 24 months.
Duración máxima acumulativa de CDD consecutivos: 24mes(es)
Art. 37 LL. The interruption between two FTCs should be longer than 30 days
Duración maxima del periodo de prueba (en meses): 6 mes(es)
Art. 36 LL.
Obligación de motivar el despido:
Si
Art. 180 LL.
Art. 179 refers to "a just cause relating to his/her working ability, behavior and employer's need" and provides an exhaustive list of 9 instances when termination of employment by the employer is authorized.
Art. 18 LL: general provision on non discrimination.
Art. 183 LL: list of prohibited grounds for dismissal.
* Workers' representatives: art. 188 LL: no dismissal during the term of office.
* No dismissal during pregnancy, maternity leave, absence for childcare or special care of the child: art. 187 LL.
Forma de la notificación del despido al trabajador: escrita
Art. 185 LL.
Plazo de preaviso:
Art. 189 LL foresees a notice period only for those employees dismissed for lack of performance, i.e. qualifications and skills.
Notice period is minimum 1 month and maximum 3 months depending on the "duration of the insurance period" (period for which the employee has paid contributions for the retirement insurance), as follows:
- 1 month for up to 10 years of insurance period;
- 2 months for 10-20 years of insurance period;
- 3 months over 20 years of insurance period.
duración de servicio ≥ 6 meses:
duración de servicio ≥ 9 meses:
duración de servicio ≥ 2 años:
duración de servicio ≥ 4 años:
duración de servicio ≥ 5 años:
duración de servicio ≥ 10 años:
duración de servicio ≥ 20 años:
Indemnización sustitutiva de preaviso: Si
Art. 189 LL
Only applicable for dismissal for lack of performance, i.e. qualifications and skills.
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Exception: Trade union must be notified in case of dismissal of trade union member: art. 181 LL.
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados):
At least:
1) 10 employees out of a total of 20 to 99 staff employed for an indefinite term, over a period of 30 days;
2) 10% of employees, out of a total of 100 to 299 staff employed for an indefinite term, over a period of 30 days;
3) 30 employees out of at least 300 staff employed for an indefinite term, over a period of 30 days;
4) 20 employees notwithstanding of the number of employees, over a period of 90 days.
Art. 153 LL.
Consultación previa con los sindicatos (representantes de los trabajadores): Si
Art. 154 and 156 LL.
Notificación a la administración: Si
Art. 155 and 156 LL.
Notificación a los representantes de los trabajadores: Si
Art. 156 LL.
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): No
No criteria listed.
Art. 155 LL only refers to criteria as one of the elements to be communicated to the workers' representatives for consultation.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): Si
Art. 155 and 156 LL.
Reglas de prioridad para la re-contratación: Si
Art. 182 LL: preferential right to re-employment for 6 months.
Indemnización por despido:
The provision on severance pay (art. 190) has been deleted from the 2005 Labour Law.
duración de servicio ≥ 6 meses: 0 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 0 mes(es)
duración de servicio ≥ 4 años: 0 mes(es)
duración de servicio ≥ 5 años: 0 mes(es)
duración de servicio ≥ 10 años: 0 mes(es)
duración de servicio ≥ 20 años: 0 mes(es)
Indemnización por despido por razones económicas:
Art. 158 LL established a minimum statutory payment to be paid prior to terminating an employment contract on the grounds that "due to technological, economic or organizational changes a particular job becomes redundant or volume of work be reduced".
The amount of redundancy payment is to be set out in the contract but shall not be less than the sum of 1/3 of the monthly salary for each full year of service for the first ten years and 1/4 of the salary for each full year of service after 10 years of employment.
duración de servicio ≥ 6 meses: 0 mes(es)
duración de servicio ≥ 9 meses: 0 mes(es)
duración de servicio ≥ 1 año: 0.33 mes(es)
duración de servicio ≥ 2 años: 0.66 mes(es)
duración de servicio ≥ 4 años: 1.33 mes(es)
duración de servicio ≥ 5 años: 1.66 mes(es)
duración de servicio ≥ 10 años: 3.3 mes(es)
duración de servicio ≥ 20 años: 5.83 mes(es)
1) Dismissal based on the worker's conduct or capacity: no statutory severance pay.
(The provision on severance pay for capacity-based dismissal (art. 190) has been deleted from the 2005 Labour Law.)
2) Economic dismissal (individual and collective): redundancy payment.
Compensación por despido injustificado - libre determinación de la Corte: No
Art. 191 LL.
Compensación por despido injustificado - límites legales (techo calculado en meses o método de calculo):
Damages in lieu of reinstatement:
- max. 18 months' salary when the employee does not wish to be reinstated or
- max. 36 months upon request or the employer or when case the existing circumstances suggest that the continuation of labor relations is not possible.
Art. 191, ParagraphParagraph 4-5 LL.
Posibilidad de readmisión: Si
Art. 191 ParagraphParagraph 1-2 LL.
Note that, when reinstatement is ordered, the employer shall also pay compensation for the lost salary and other emoluments which the employee is legally entitled to.
Corte o Tribunal competente: jurisdicción ordinaria
Art. 21 of the Law on Organization of Courts (2002): the municipal court has jurisdiction to hear termination of employment disputes at first instance.
Arbitraje: Si
Termination of employment disputes can be settled through arbitration: Art. 194 LL and art. 30 Act on Peaceful settlement of Labour Disputes.
Duración del procedimiento: 6mes(es) (statutory)
Art. 195 LL.
* The legal proceedings may be initiated 30 days after the decision has been served to the employee.
* The dispute before the court shall be terminated 6 months after initiation of the proceedings at the latest.
* In case of amicable settlement through arbitration, the decision shall be passed within 10 days :art. 194 LL.