Hire through an Employer of Record in Serbia INS Global

Employer of Record in Serbia & PEO

Hire Globally, Pay Locally, Expand Effortlessly

With INS Global you can enter new markets faster, easier, and with greater legal security. Expanding into a new foreign country can be challenging, and you may face setbacks if you try to manage the processes on your own. Partnering with INS Global gives you immediate access to a team of specialized experts who are available to offer counsel and solutions at all times.

Having an Employer of Record (EOR) in Serbia allows you to set up quickly and begin operations without a long wait time. With an EOR you can recruit local talent and ensure timely payroll for all your employees while remaining compliant with local labor laws.

An EOR is not unlike a Professional Employer Organization (PEO), which is another kind of organization that handles HR services and other administrative tasks. A PEO partner acts as the legal entity through which you can bring staff over and enter the Serbian market unhindered by obstacles.

Employer of Record in Serbia & PEO - Summary

Employer of Record in Serbia & PEO

The Benefits of Partnering with a PEO in New Markets

Get Guidance on Local Laws

Entering a new market comes a new set of labor and employment laws to adhere to. Instead of worrying about making compliance errors and receiving heavy fines, a PEO can make sure that you and all your employees are legally secure.

Spend Less and Save More

A PEO handles every aspect of recruitment, payroll, and HR services so that you don’t have to outsource those tasks to multiple providers.

Cut Down on Set Up and Wait Periods

Expanding with company incorporation can take up to a year before operations are running smoothly. A PEO can have you set up in just a few days.

More Time to Focus on Market Goals

When you partner with a PEO, you’ll find that you don’t have to waste time managing every aspect of administration. Instead, you can invest your energy towards progressing closer to your target goals.

One Platform for Everything You Need

With a single point of contact you can have all the support you need for smooth global expansion.

Understanding the Difference Between PEO and Company Incorporation

Company incorporation typically involves setting up a separate branch or subsidiary of the company. This involves registration, obtaining licenses, and many other time-consuming steps. A PEO cuts through all that red tape by acting as the legal entity so that you can bring staff over and start operating in the new market speedily and securely.

With a PEO you also have the advantage of: 

  • Reduced set up time
  • Less chances of risk and expensive mistakes
  • Constant advice and guidance available from legal experts
  • Access to local talent pools and business connections
Employer of record Serbia
testimonial from Manuel Ramos


Manuel Ramos


Managing Director

We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately. 


How Does A PEO In Serbia Work?

INS Global has a simple time-tested four step plan to bring your expansion goals to life:

  1. We discuss what you need and create a tailor-made plan for your specific situation.
  2. Our PEO in Serbia is the legal entity through which you can bring in staff to begin operations.
  3. With our legal team you and your employees can be assured of legal compliance in every way.
  4. You can continue operations unhindered while we handle every aspect of payroll and HR services.

PEO or EOR? Choosing the Right Partner for Global Expansion

Even though a PEO and EOR offer similar services, there are some crucial differences that set them apart. Before you decide which one to partner with it’s important to understand how each service works so that you can pick the one that’s best suited for your needs.

  • A PEO and EOR both function as organizations that provide HR services to employees of other companies. These services include recruitment, contract management, payroll and taxes, etc.
  • An EOR differs in that the EOR becomes the official employer of any employees it hires. This also makes the EOR legally responsible for any liabilities with the employees.
  • In a PEO relationship, the contract is made between the company and the employee.
  • In an EOR relationship the contract is directed by the company but officially made between the Employer Of Record and the employee.

Labor Law in Serbia - 2024 Updated

Employment Contracts

  • Written employment contracts are mandatory in Serbia. The contract should be in the local language of Serbian and any compensation amounts in the local currency of the Serbian dinar.
  • Probation periods can last for a maximum of 6 months.
  • Fixed-term contracts are typically only for 24 months. This can be extended to 36 months in certain situations.
  • Notice period during probation is at least 5 days. After probation the notice period ranges from 8-30 days, depending on the length of service.
  • Severance pay is only required in the case of redundancy and is calculated at one-third of the regular monthly salary times the number of years of service.

Working Hours

  • The average work week in Serbia is 40 hours.
  • Certain age groups such as youth and pregnant women should work only 35 hours a week.
  • Overtime is paid at 26% more than the regular rate. Overtime hours cannot exceed 4 hours daily or 8 hours a week.
  • As of January 1, 2023, minimum wage is RSD 49,399 per month.


  • There are 10 public holidays in Serbia in 2023.
  • Employees who work during public holidays receive 50% more than their regular wages.
  • Paid annual leave starts at a minimum of 20 days.

Sick leave

  • Employees are eligible for 30 days of sick leave.
  • For sick leave that lasts longer than 5 days, a medical certificate is required.
  • During the first 30 days of sick leave employees receive 65% of their salary for non-work-related sick leave or 100% for work-related medical leave.
  • After 30 days the state will cover the rest of sick leave.

Maternity/Paternity Leave

  • Expectant mothers can begin their paid maternity leave 28-45 days before birth, then they receive 3 months of leave after birth.
  • After maternity leave ends parental leave begins and the mother is eligible for 9 months of parental leave.
  • Mothers who already have 2 children receive 2 years of parental leave.
  • Paid paternity leave is 5 days.
  • Employees cannot be terminated during maternity or parental leave.

Tax Law in Serbia

  • Corporate tax in Serbia is one of the lowest in Europe. It is 15%.
  • VAT is 20%.
  • Income tax is 10-20%.
  • Employers are expected to pay 10% for pension and disability benefits and 5.15% for health insurance.
  • Non-residents are only taxed on income generated in Serbia. Residents are taxed on their worldwide income.
  • Capital gains tax is 15% for residents and 20% for non-residents.
Employer of Record in Serbia & PEO


Discover More Solutions in Serbia


Serbian EOR services are priced as a proportion of the co-employed workers wage. This fee is charged at source as part of the payroll procedure and provides all HR functions.  

Yes, using a local EOR, you can securely and legally employ people in Serbia. EOR services offer a solution to securely hire or transfer employees to Serbia without needing a local company structure 

In Serbia, employers are required to provide for their employees’ complete safety. EOR services give employers everything they need to efficiently handle their obligations in Serbia while having a guarantee of compliant employment contracts and management.  

With an EOR, you can enter a new market without requiring a local organization of your own. Doing this gives your employees all the local rights and benefits they need for a single low monthly charge.  

Through an EOR contract, an independent contractor in Serbia has the option to access employee benefits while still having complete control over their work and work processes. You can interact with local contractors this way, and the EOR will be in charge of contractor classification and proper payment.  

Our recruiting agency in Serbia can provide expert hiring services with strict adherence to hiring best practices thanks to various local resources and extensive recruitment networks. Our recruiting specialists can find the best local or foreign talent because they are deeply familiar with all local benchmarks and regulations.  

You can find the best worldwide recruiters in Serbia and beyond with INS Globals recruitment agency solution. EOR services in the nation are simple to incorporate, with a custom hiring procedure considering any and all regional or local variations in employment standards.  

INS Global gives you the scalability you need to hire staff and expand in 100+ countries without having to meet any minimum or maximum service requirements. 

Your global expansion might demand the flexibility to respond swiftly to rapidly changing markets worldwide. Because of this, the amount of employees you can hire through INS Global’s local structures is not capped, unlike with other EOR or PEO suppliers.

Payroll taxes, recruiting fees, and signing bonuses are only a few of the direct and indirect costs of employment in Serbia. However, an EOR or PEO service can handle all of this for a single cost.   

Working in Serbia could also include less obvious expenses like incentive schemes, handling the relocation expenses of foreign workers, and any costs associated with establishing local institutions. With these costs, an in-depth idea of local benchmarks helps to reduce unnecessary expenditures.

You can eliminate the necessity for a local physical location, which could be required as part of the company incorporation procedure, by using global EOR services.  

You can then choose whether or not to give your employees a physical space in Serbia to carry out their tasks in a way that’s convenient and efficient.  

Certain employee benefits or requirements may be different for Serbian and foreign citizens under national labor laws. In these situations, INS Global can offer both groups of workers complete compliance assurance and can react swiftly to any changes in local or international standards.  

Firms of all sizes, from small firms to massive multinationals, can leverage EOR and PEO solutions to hasten their success in a new market. Thanks to innovative options for employment outsourcing, it is now possible to employ local or foreign workers effectively and securely.  

Our services can even replace more complex internal HR obligations while offering simple ways to scale up to handle the demand for new workers.  

Businesses in various industries that either don’t have their own structures in a target country (or wish to minimize cost-scaling concerns) may benefit most from the legal expertise offered by PEO and EOR services. 

You can hire contractors through a certified local organization, an umbrella business, or staffing agency services in addition to using local Serbian PEO services or an EOR in Serbia. Using contractors securely and effectively without worrying about misclassification is another benefit of outsourcing the need to hire and pay contractors in Serbia.   

Although you are not required to provide employee benefits or protections, you must ensure that contractors in Serbia are paid correctly. By using an EOR, you can be sure of the caliber of the contractors you hire, and they will be able to work more productively because of the incentives provided by a local EOR organization.  

Employers usually organize payroll in Serbia on a monthly basis, with the expectation that they withhold income tax and social security contributions at source. This includes all taxes at both a local and worldwide level, if applicable.  

In 2023, the minimum wage in Serbia was increased to RSD 40,020 per month for full-time workers.  

There is an extensive list of countries that do not require a visa for stays in Serbia of less than 3 months in 180 days. 

Those intending to live and work in Serbia require a long-stay (type D) visa, which can be used to apply for a temporary residence permit valid for up to a year at a time.  

Employers in Serbia contribute the equivalent of 15.5% of an employee’s wage to their social security fund, which covers pension, disability, and health insurance.  

Additionally, an employer is responsible for maintaining a safe working environment and providing all employees with the training and equipment needed to do their job.

Employees in Serbia must be guaranteed, at a minimum, a wage in line with national minimums, paid vacations each year, reasonable working hours, severance pay and notice periods in case of termination, social security contributions, paid sick leave, and parental benefits.  

Other typical employee benefits include supplementary health insurance and additional paid time off.  

All modifications to an employment contract in Serbia must be made with an employees approval. If an employee does not agree to a justifiable change, the employer can terminate their employment depending on the circumstances.  

Serbias healthcare system is largely public, with the system being funded by payroll taxes. When using healthcare services, some of the cost is paid out of pocket, depending on the services or medication required. In addition, there are private healthcare options available.

Notice periods in Serbia depend on the circumstances of the employment termination. Notice periods range from 5 days (for employees in their probation period) to 1 month (for full-time workers).  

Employees are eligible for severance pay in the event of layoffs. This severance pay must be equal to at least 1/3 of a month’s wage per year of employment.   

In the event of disputes, the Republic Agency for the Peaceful Settlement of Labor Disputes oversees and considers the situation.  

In addition to paid annual leave, Serbia typically has 12 days of public holiday per year. Employers are expected to provide paid time off if it falls on a typical working day.