Hire through an Employer of Record in Serbia INS Global

PEO in Serbia

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.

PEO in Serbia - Summary

PEO in Serbia

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
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

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.
PEO in Serbia


Discover More Solutions in Serbia


No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.