本文作者/The Authors：
武克 · 德拉什科维奇
Vuk Draskovic
米洛什 · 安德烈耶维奇
Milos Andrejevic
内纳德 · 萨德扎科维奇
Nenad Sadžaković
本文译者/The Translator：
蓝银莹 Lan Yinying
一、前言 Foreword
坐落于欧洲东南部的塞尔维亚，既是连接中欧与巴尔干半岛的交通枢纽，也是中国“一带一路”倡议在中东欧地区的重要合作伙伴，两国长期保持着紧密的经贸与投资往来。作为中东欧地区极具发展潜力的经济体，塞尔维亚近年来不断优化营商环境，其劳动法规体系既贴合本国经济特点，也兼顾了国际投资的合规需求。对于有意布局巴尔干市场、拓展海外业务的中国企业来说，深入了解塞尔维亚劳动法核心内容，是保障用工合规、规避投资风险的关键前提。
Located in the southeastern part of Europe, Serbia is not only a transportation hub connecting Central Europe and the Balkan Peninsula, but also an important cooperation partner of China in the Central and Eastern European region under the "Belt and Road" Initiative. The two countries have long maintained close economic, trade and investment exchanges. As a highly potential economy in Central and Eastern Europe, Serbia has been continuously optimizing its business environment in recent years. Its labor law system not only conforms to the characteristics of its national economy, but also takes into account the compliance needs of international investment. For Chinese enterprises intending to expand into the Balkan market and develop overseas business, in-depth understanding of the core content of Serbia's labor law is a key prerequisite for ensuring compliance in employment and avoiding investment risks.
在《塞尔维亚劳动法概览》中，熟悉塞尔维亚法律体系与本土营商实践的资深律师Vuk Draskovic、Milos Andrejevic、Nenad Sadzakovic作为编撰者，不仅系统拆解了塞尔维亚劳动法的核心框架——包括其兼顾欧盟劳工保护理念与本国经济发展需求的特色条款，更全面覆盖了劳动合同订立时的属地化要求、履行中的权益保障、变更及终止的法定流程，以及跨境用工中的特殊规制要点。本指南作为《塞尔维亚劳动法概览》的译介版本，旨在助力中国企业深入理解塞尔维亚的用工环境——尤其是当地对中小企业用工灵活性的支持政策、工会参与劳资协商的常见模式，最终帮助中国企业在这片充满投资机遇的巴尔干核心市场，构建合规、高效且契合本土实际的可持续用工生态。
In Serbia Labor Law Overview, senior lawyers Vuk Draskovic, Milos Andrejevic, and Nenad Sadzakovic—who are well-acquainted with Serbia's legal system and local business practices—serve as the compilers. They not only systematically break down the core framework of Serbia's labor law, including its distinctive provisions that balance EU labor protection concepts with the needs of Serbia's economic development, but also fully cover key aspects such as the localization requirements for concluding labor contracts, the protection of rights and interests during contract performance, the statutory procedures for contract modification and termination, as well as the special regulatory points for cross-border employment. As a translated and introduced version of Serbia Labor Law Overview, this guide aims to help Chinese enterprises gain an in-depth understanding of Serbia's employment environment—in particular, the local supportive policies for the employment flexibility of small and medium-sized enterprises and the common models of trade unions participating in labor-management negotiations. Ultimately, it helps Chinese enterprises build a compliant, efficient, and locally adapted sustainable employment ecosystem in this core Balkan market full of investment opportunities.
（下文为《塞尔维亚劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之塞尔维亚篇）
(The following content is excerpted from the Serbia Labor Law Overview - Part A. For the full version, refer to the Serbia Chapter in the Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、过去一年的主要变化 Main Changes in the Past Year
根据最高法院的最新判决，在解除雇佣关系之前，雇主必须以书面形式通知员工其工作中的不足之处，并为他们提供指导和设定适当的期限以改善工作。这一判决既不同于《劳动法》的规定，也不同于先前的司法实践以及司法部的意见。
According to the latest judgment of the Supreme Court, before the termination, the employer must notify the employee in writing of the deficiencies in their work and provide them with instructions and an appropriate deadline for improving the work. This judgment differs from the provisions of the Labor Law, as well as from the previous court practice and the Ministry of Law's opinion.
新的《职业安全与健康法》于2023年5月生效，而该领域最相关的附属法规——《工作场所及工作条件的风险评估方式和程序规则手册》（《塞尔维亚共和国官方公报》，第76/2024号）于2024年9月生效。考虑到之前的职业安全与健康领域的法规已实施近20年，且在其有效期内没有重大变化，这些新的立法文件的目的之一是与欧盟标准、塞尔维亚批准的国际劳工组织的特别公约保持一致，同时适应实际需求，以便在法规适用方面创造法律确定性和透明度。
The new Law on Occupational Safety and Health entered into force in May 2023, and the most relevant bylaw in this field, the Rulebook on the Manner and Procedure of Risk Assessment at the Workplace and in the Working Conditions ( Pravilnik o načinu i postupku procene rizika na radnom mestu i u radnoj sredini "Official Gazette of RS", no. 76/2024), came into force in September 2024. Having in mind that the previous regulations in the field of Safety and Health at Work were in force for almost 20 years, without significant changes during their validity, the aim of these new pieces of legislation is to inter alia align with the EU standards, special conventions of the International Labor Organization ratified by Serbia, as well as to adapt to real needs in order to create legal certainty and transparency in its application.
2023年期间，《外国人法》和《外国人就业法》进行了修订，其中最重大的变更于2024年初生效，同时还通过了与这些修订内容相符的相应附属法规。在实施这些新规定的同时，成立了一个工作组，代表塞尔维亚政府制定紧缺职业清单，预计将进一步简化获取统一工作许可的程序，这些立法修订简化并规范了外国公民身份以及行使其工作权利相关的行政程序。通过统一工作许可的程序，现在外国人可以在塞尔维亚工作长达三年，此程序能在更短的法定期限内进行，通过电子提交的方式也更加便捷，并且原则上可以在外国雇员抵达塞尔维亚之前启动。
During 2023, amendments were made to the Law on Foreigners and the Law on Employment of Foreigners, with the most significant changes taking effect at the beginning of 2024, alongside the adoption of corresponding bylaws aligned with these amendments. At the same time with the implementation of these new rules, a working group was established, acting on behalf of the Government of Serbia to develop a list of shortage occupations, which is expected to further streamline the process of obtaining work (unified) permit. The legislative amendments have resulted in the simplification and acceleration of administrative procedures related to regulating the status of foreign nationals and exercising their right to work. Through the concept of a unified permit, foreigners are now allowed to work in Serbia for up to three years. The procedure is conducted within shorter statutory deadlines, is facilitated through electronic submission, and can, in principle, be initiated before the foreign employee arrives in Serbia.
三、雇佣条款 Terms of Employment
（一）雇员身份 Status of Employee
塞尔维亚的劳动法规总体上并不区分蓝领和白领工人、男性和女性，以及本国公民和外国人。无论是担任总经理还是生产机器操作员，所有雇员在基本劳动制度方面都一律受塞尔维亚《劳动法》条款的约束，这些制度包括强制性协议、最低工资、最短休息和休假时间、解雇条件、雇员保护等等。然而，《劳动法》也认可那些不建立雇佣关系的用工模式，这意味着给予雇员的强制性最低限度保护并不适用于此类情况。在雇佣关系之外进行的工作可能以临时和偶发性工作、服务合同、作为职业培训与发展以及作为补充性就业的形式开展。
Serbian labor legislation generally does not differentiate between blue-collar and white-collar workers, men and women or domestic citizens and foreigners. Whether employed as general managers or production machine operators, all employees are uniformly subject to the provisions of the Serbian Labor Law regarding fundamental labor institutes, including mandatory agreements, minimum wage, minimum rest and leave periods, termination conditions, employee protection, etc. However, the Labor Law also recognizes engagement models that do not establish an employment relationship, meaning that the mandatory minimum protections afforded to employees do not apply. Work performed outside an employment relationship may take place through temporary and occasional work, service contracts, as professional training and development and as supplementary employment.
（二）雇佣协议 Employment Agreement
基于相关标准，塞尔维亚劳动法规区分出以下几种类型的雇佣协议：（1）无固定期限雇佣协议：一般来说，雇佣协议多为无固定期限的形式，这意味着其期限并非预先确定，通常没有明确规定期限的协议被视为无固定期限协议。（2）固定期限雇佣协议：作为上述一般规则的例外情况，固定期限雇佣协议可以针对特定时期签订，其期限由客观原因决定，比如某个截止日期、特定项目的完成或者特定事件的发生。
Based on the relevant criteria, Serbian labor legislation distinguishes the following types of employment agreements: (i) Indefinite-Term Employment Agreement——As a general rule, employment agreements are concluded for an indefinite term, meaning their duration is not predetermined. The presumption is that an agreement without specified duration is considered concluded for an indefinite term. (ii) Fixed-Term Employment Agreement – As an exception to the rule, a fixed-term employment agreement may be concluded for a specific period, with the duration determined by objective reasons, such as a deadline, completion of a specific project, or occurrence of a particular event.
根据《劳动法》规定，每份雇佣协议应包含以下要素：雇主的企业名称和注册地址；雇员的全名和居住地址（或临时居住地址）；该职位所需的教育类型和水平或职业资格；职位头衔和工作描述；工作地点；雇佣类型（无固定期限或固定期限）；固定期限雇佣协议的期限以及签订该协议的法律依据；开始工作的日期；工作时间（全职、兼职或缩短工时）；协议签订之日的基本工资数额；确定基本工资、绩效薪酬、薪资补贴、加薪以及其他雇员应享权益的要素；工资支付期限；每日和每周的工作时长。
Pursuant to the Labor Law, each employment agreement shall contain the following elements：Business name and registered seat of the employer；Full name and place of residence (or temporary residence) of the employee；Type and level of education or professional qualification required for the position；Job title and job description；Place of work；Type of employment (indefinite or fixed-term)；Duration of a fixed-term employment agreement and the legal basis for its conclusion；Date of commencement of work；Working hours (full-time, part-time, or reduced working hours)；Amount of base salary as of the date of agreement conclusion；Elements for determining base salary, performance-based compensation, salary compensation, increased salary, and other employee entitlements；Deadlines for salary payments；Duration of daily and weekly working hours.
（三）工作时间 Working Hours
全职工作每周工作时长为40小时。雇主制定的工作规章可以规定更短的时长，但每周不得少于36小时。由于标准工作周为五个工作日，所以全职工作每天为八小时。
Full-time work, which as a general rule consists of 40 hours per week. A Work Rules of employer may prescribe a shorter duration, but not less than 36 hours per week. Given that the standard workweek lasts five working days, full-time work amounts to eight hours per day.
允许加班，但每周加班时间不得超过8小时，并且员工的总工作时长（包括加班时间）每天不得超过12小时。任何超出标准全职工作时长的工作都被视为加班，并且必须得到相应的补偿。根据《劳动法》，员工有权因加班工作获得更高的工资，加班工资至少应比其每小时基本工资高出26%。员工不能放弃或选择不遵守法定的加班规定。
Overtime work is permitted but may not exceed eight hours per week, and an employee's total working hours (including overtime) cannot exceed 12 hours per day. Any work exceeding the standard full-time working hours is considered overtime and must be compensated accordingly. Under the Labor Law, employees are entitled to an increased salary for overtime work, with a minimum increase of 26% of their base hourly salary. Employees cannot waive or opt out of the statutory overtime regulations.
（四）工资 Wages
依据《劳动法》，塞尔维亚的工资由以下几个部分组成：因所完成的工作以及在工作上所花费的时间而获得的工资；基于员工对雇主业务成功的贡献所获得的一部分工资（例如奖励、奖金等）；员工的其他收入，但不包括根据《劳动法》不被视为工资组成部分的收入。
Pursuant to the Labor Law wages in Serbia consist of the following elements: Wage for the work performed and time spent at work；A portion of the wage based on the employee's contribution to the employer's business success (e.g., awards, bonuses, etc.); and Other earnings of the employee, except for income that is not considered part of the wage under the Labor Law.
其中，因所完成的工作以及在工作上所花费的时间而获得的工资由以下几部分构成：基本工资；基于绩效的工资部分；加薪（额外工资）。
Further, the salary for the performed work and time spent at work is composed of the：Basic wage；Performance-based portion of the wage; and Increased wage.
在以下情况下工资必须按相应数额增加：若在公共假日（即休息日）工作，工资增加额为基本工资的110%；若从事夜班工作，且夜班工作未计算在基本工资内，工资增加额为基本工资的26%；若进行加班工作，工资增加额为基本工资的26%；基于在雇主处每满一整年有效雇佣年限的工作时长，工资增加额为基本工资的0.4%。
The Labor Law provides that wages are mandatorily increased in the following cases and amounts: For work on public holiday, that is an idle day in amount of 110% of the base; For work at night, if such work is not calculated in the basic wage in the amount of 26% of the base; For overtime work – to amount of 26% of the base; On the ground of time spent at work for each full effective employment year at Employer –0.4% of the base.
四、竞业限制条款 Non-Competition Clauses
根据塞尔维亚劳动法，雇佣协议可以明确规定，在雇佣期间，未经雇主明确同意，员工不得（以自己的名义，或代表其他法人实体或自然人并为其利益）从事某些工作。此类条款在实践中很常见，但只有当员工在为雇主工作的过程中获得以下任何一种资源时，才能约定竞业禁止义务：（1）新的、特别重要的技术知识；（2）广泛的商业伙伴网络；（3）重要商业信息和商业秘密方面的知识。
In accordance with Serbian labor law, the employment agreement can specify the jobs that an employee cannot perform (either on their own behalf, or on behalf of and for the account of another legal entity or natural person) without the employer's express consent during the course of employment. Such clauses are common in practice. However, a non-compete obligation can only be agreed upon where an employee, through their work with the employer, acquires any of the following: (i) new, particularly significant technological knowledge, (ii) a broad network of business partners, or (iii) knowledge of important business information and trade secrets.
五、数据隐私法 Data Privacy Law
在塞尔维亚，员工个人数据的处理主要受《个人数据保护法》的约束，该法与欧盟的《通用数据保护条例》保持一致。此外，塞尔维亚《劳动法》对员工数据的收集和处理提供了一般性保护。雇主作为数据控制者，必须确保个人数据的处理符合合法、公平和透明的原则。该法律要求数据收集应仅限于实现既定目的所必需的范围，并且必须告知数据主体（员工）他们的数据将如何被处理。
The processing of employees'personal data in Serbia is governed primarily by the Law on Personal Data Protection, which is aligned with the European Union's General Data Protection Regulation. Additionally, the Serbian Labor Law provides general protection related to the collection and processing of employees'data. Employers, as data controllers, must ensure that the processing of personal data complies with the principles of legality, fairness, and transparency. This law requires that data collection be limited to what is necessary for the stated purpose and that data subjects (employees) be informed about how their data is processed.
六、外国公司的雇佣规定 Employment Rules for Foreign Companies
《劳动法》将雇主定义为雇佣或聘用一名或多名个人的本国或外国法人或自然人。基于这一定义，外国法人在塞尔维亚可以具备雇主资格。因此，从理论上讲，外国公司可以在塞尔维亚雇佣员工，而且如果个人在塞尔维亚工作，《劳动法》的条款可能适用于他们。
Additionally, the Labor Law defines an employer as a domestic or foreign legal or natural person that employs or hires one or more individuals. Based on this definition, a foreign legal entity could qualify as an employer in Serbia. Therefore, in theory, the foreign company may engage employees in Serbia, and if an individual is performing work in Serbia, the provisions of the Labor Law could apply to them.
虽然从法律层面来看，外国实体在塞尔维亚雇佣人员是可行的，但实际存在的障碍使其难以付诸实践。在实际操作中，外国公司必须在塞尔维亚建立合法实体，例如有限责任公司、分公司或代表处，以便完全按照塞尔维亚的劳动法规雇佣当地员工。
While it may be legally possible for a foreign entity to employ someone in Serbia, the practical obstacles make it difficult to implement. In practice, a foreign company must establish a legal presence in Serbia, such as a limited liability company, branch, or representative office, in order to engage local employees in full compliance with Serbian labor regulations.
七、外国劳工 Foreign Workers
根据《外国人就业法》，外国人只有在持有基于就业的长期签证、在特定条件下的临时居留许可，或者拥有永久居留权以及居留和工作统一许可的情况下，才能够在塞尔维亚受雇。如果外国人在未满足这些要求的情况下受雇，雇主和雇员双方都可能会受到制裁。一般来说，满足这些条件的外国人有权享有与本国雇员相同的待遇，享有塞尔维亚劳动法所规定的所有权利并承担相应义务。
According to the Law on Employment of Foreigners, foreign nationals can be employed in Serbia under the condition that they hold a long-term visa based on employment, a temporary residence permit under certain conditions, or permanent residence and a unified permit for residence and work. Employment of foreigners without meeting these requirements may result in sanctions for both the employer and the employee. In general, foreigners who meet these conditions are entitled to the same treatment as domestic employees, enjoying all the rights and obligations provided under Serbian labor law.
作者简介/About the Authors
武克 · 德拉什科维奇 Vuk Draskovic
武克·德拉什科维奇（Vuk Draskovic）是德拉什科维奇·波波维奇律师事务所（D2P）的高级合伙人，负责就业事务、并购以及商业与公司业务板块。他在塞尔维亚和黑山从事法律工作超20年，拥有深厚的法律专业知识。在塞尔维亚的一些重大并购交易中，他曾担任团队负责人。武克获得了市场的高度认可，是塞尔维亚唯一一位入选《法律500强》欧洲、中东和非洲地区（EMEA）报告就业领域“名人堂”的律师。他还入选了《法律500强》EMEA报告公司商业及并购领域的“名人堂”，并且在《国际金融法律评论1000强》（IFLR 1000）中，是公司并购与重组领域备受推崇的律师。在《钱伯斯欧洲和全球指南》中，武克在公司与商业以及就业领域也榜上有名。
武克毕业于贝尔格莱德大学法学院，以班级顶尖成绩获得法学学士学位。之后，他在著名的英国法律大学（University of Law）攻读法学硕士学位，并以最高等级成绩（优秀）毕业。他的法学硕士学位论文聚焦于涉外国际并购交易中作为准据法的英国法与其他相关法律之间的关系。武克是区域法律网络东南欧法律联盟（SELA）的领导者之一，2016年该网络组建时，他积极参与其中。
Vuk Draskovic, senior partner at Draskovic Popovic & Partners (D2P), is head of Employment practice, M&A, and Commercial & Corporate practice. He has in-depth legal expertise for more than 20 years in practicing law in Serbia and in Montenegro. He acted as a team leader in some of the biggest M&A transactions in Serbia. Vuk received the highest recognition on the market being the only lawyer in Serbia within the "Hall of Fame" in Employment in The Legal 500 EMEA report. He is also within the "Hall of Fame" in Corporate Commercial and M&A in The Legal 500 EMEA report, and he is a Highly Regarded lawyer for Corporate and M&A and Restructuring in the IFLR 1000. Vuk is also ranked within Corporate & Commercial and Employment in Chambers Europe and Global Guides.
Vuk earned his LL.B. from the University of Belgrade, from the Faculty of Law, where he graduated among the best in his class. Further, Vuk earned his LL.M. from the prestigious British university "University of Law", where he graduated with the highest mark (Distinction). His final LL.M. dissertation was dedicated to the relationship between English law as the governing law in foreign international M&A transactions and other relevant laws. Vuk is one of the leaders of the regional legal network SELA (South East Legal Alliance), and he actively participated in forming this network back in 2016.
米洛什 · 安德烈耶维奇 Milos Andrejevic
米洛什·安德烈耶维奇（Milos Andrejevic）是D2P律师事务所的合伙人，担任数据保护业务主管，同时也是就业事务部门团队的核心成员，为跨国企业领导人和全球律师事务所提供专业建议。他在并购领域也经验丰富。米洛什在《法律500强》欧洲、中东和非洲地区（EMEA）报告中被评为就业领域的“下一代合伙人”，并且在2020年至2022年期间担任塞尔维亚国际商会（FIC Serbia）人力资源委员会副主席。在汤森路透全球指南之一的《2022/2023年塞尔维亚就业与员工福利综述》以及最新的《钱伯斯2023年全球就业业务指南》中，都能体现出他的专业水平之高。
Milos Andrejevic, partner at D2P, is head of Data Protection and a key member of the team in Employment department, advising multinational leaders and global law firms. He also has a vast experience in M&A. Milos is ranked as a "Next Generation Partner" in Employment within The Legal 500 EMEA report, and he was a vice president of the HR Committee within the FIC Serbia for two years (2020-2022). A high level of his expertise can be seen in one of the Thomson Reuters Global Guides: Employment and Employee benefits in Serbia: overview 2022/2023, and the latest Chambers Employment Global Practice Guide 2023.
内纳德 · 萨德扎科维奇 Nenad Sadžaković
内纳德· 萨德扎科维奇（Nenad Sadžaković）是德拉什科维奇·波波维奇律师事务所（D2P）的律师助理，主要专注于就业事务、公司与商业事务以及移民事务。他是D2P就业业务团队的重要成员，主要负责为所有客户办理工作和居留许可。内纳德毕业于贝尔格莱德大学法学院，获得法学学士学位。
Nenad Sadžaković, associate at D2P, has a primary focus on employment matters, corporate & commercial, and immigration matters. Nenad is a valuable member of D2P’s Employment practice, mainly dealing with work and residency permits for all our clients. Nenad obtained his LL.B. degree at the University of Belgrade, Faculty of Law.
蓝银莹 Lan Yinying
蓝银莹毕业于中央民族大学法学院，取得法律硕士学位。精研劳动法与社会保障法相关问题，擅长劳动争议处理。
Ms. Lan Yinying graduated from Minzu University of China with a Master of Laws (LL.M.). She specializes in labor law and social security law issues, particularly adept at labor dispute resolution.
