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》节选内容下半部分，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 B. 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、集体关系 Collective Relations
员工享有组建工会组织和开展工会活动的自由，无需事先获得批准，但必须在相关登记机构进行强制登记，这样工会才能获得法人实体的地位。在工会存在的情况下，它在集体谈判中代表雇员利益方面发挥着重要作用。由于《劳动法》规定，对雇员更为有利的集体协议条款优先于《劳动法》的条款，所以工会的这一职能尤为重要。塞尔维亚法律也将工会的保护和咨询作用进行了法典化规定，要求雇主在法律规定的特定情形下征求工会的意见。这些情形包括确定最低工资的决策、因违反纪律而解除雇佣关系以及其他相关的劳动事务。
Employees are ensured the freedom of trade union organization and activity without prior approval, but with mandatory registration in the relevant register, thereby granting unions legal entity status.Where a trade union exists, it plays a significant role in representing employee interests in collective bargaining. As the Labor Law stipulates that provisions of collective agreements more favorable to employees prevail over provisions of the Labor Law, this function is particularly important. The protective and advisory role of trade unions is also codified in Serbian law, requiring employers to seek union opinions in specific circumstances prescribed by law. These situations include decisions on setting the minimum wage, termination of employment due to disciplinary breaches, and other relevant labor matters.
根据塞尔维亚《劳动法》，正如雇员被赋予组建工会的权利一样，雇主同样享有自由组建他们自己的代表组织的权利。雇主协会可由那些所雇佣的员工总数至少占某一特定行业、团体或部门，或某一特定地域单位内员工总数5%的雇主们来成立。和工会一样，这些雇主协会也必须进行登记注册。
Under the Serbian Labor Law just as employees are granted the right to organize into trade unions, employers are equally free to form their own representative organizations. Employer associations can be established by employers who collectively employ at least 5% of the total workforce within a given industry, group, or sector, or within a specific territorial unit. Like trade unions, these associations must be registered.
根据《劳动法》，集体协议对雇佣关系中产生的权利、义务和责任进行规范。集体协议在其缔结的相应级别范围内适用。这些协议的有效期为三年，并且可以延期。此外，集体协议中对雇员更为有利的条款优先于法定条款，而对雇员不利的条款则不具有可执行性。所有集体协议都必须在主管部门进行登记。
As per the Labor Law, collective agreements regulate rights, obligations, and responsibilities arising from employment relationships. Collective agreements apply within the scope of the level at which they are concluded. They are valid for a period of three years and may be extended. Also, provisions of collective agreements that are more favorable to employees take precedence over statutory provisions, while less favorable provisions cannot be enforced. All collective agreements must be registered with the competent ministry.
三、雇佣关系的终止 Termination of Employment
（一）终止理由 Grounds for Termination
塞尔维亚劳动立法总体上倾向于保护雇员权益。其结果之一是，雇主仅能基于法律规定的特定理由单方面终止雇佣协议。雇主仅能根据《劳动法》规定的理由单方面终止雇佣关系。这些理由包括：
Serbian Labor legislation generally leans in favor of employees. As one of the results, an employer can unilaterally terminate an employment agreement only based on specific grounds defined by law. The employer may unilaterally terminate employment relationship only for a limited number of grounds specified in the Labor Law. These grounds are:
员工未能完成工作成果，或缺乏履行职责所需的知识和技能（不胜任工作）；The employee's failure to achieve the work results or to have the necessary knowledge and skills to perform his/her duties (incompetence);
员工因与工作相关的犯罪被终审判决有罪；The employee has been sentenced by a final judgment for a work-related crime;
员工在雇佣关系保留期或无薪假期届满后 15 日内未返回工作岗位；The employee's failure to return to work within 15 days of the expiry of the time period of stay of employment or unpaid leave;
故意违反工作职责；Intentional breach of work duty;
违反工作纪律；Breach of work discipline;
裁员；Redundancy;
拒绝签订雇佣协议的某些附件（如调岗或薪资变更）。Refusal to conclude certain annexes to the employment agreement (e.g. transfer to another job position or change of salary).
基于上述任何理由终止雇佣关系均需遵循严格的法定程序。若雇主未遵守这些程序，法院可能会判定终止行为不合法。因此，雇主应谨慎妥善地记录和执行终止程序。
Terminating an employee based on any of the above reasons requires following a strict legal procedure. If an employer fails to comply with these procedures, a court may declare the termination unlawful. Employers should be careful to properly document and implement termination procedures.
（二）通知期 Notice Period
对于员工主动提出的辞职，通知期为15至30天，而在试用期内，通知期至少为5天。在雇主单方面终止雇佣关系的情况下，通知期将取决于具体的解雇理由。如果雇主决定以员工未能达到某些工作成果为由终止雇佣关系，员工有权享有一段由工作规章或个人雇佣协议确定的通知期，但该通知期不得短于8天，也不得长于30天。这是唯一一种需要提前通知的解雇理由。对于其他合法的解雇理由，并没有强制性的通知期要求。
For employee-initiated resignations, the notice period ranges from 15 to 30 days, while during probation, it is at least five days. In the case of unilateral termination of employment by the employer, the notice period will depend on the particular ground for termination. Where the employer decides to terminate the employment on the ground that the employee failed to achieve certain work results, the employee is entitled to a notice period which should be determined by the work rules or the individual employment agreement, but which cannot be shorter than eight days or longer than 30 days. This is the only ground for termination of employment that requires a notice period. There are no mandatory notice periods for other legal grounds of termination of employment.
（三）离职补偿金 Severance
并非所有类型的雇佣关系终止都必须支付遣散费。只有在裁员的情况下才需要支付遣散费，遣散费的金额必须至少是员工每满一年工龄（按过去三个月的平均工资计算）对应工资的三分之一。若因其他原因终止雇佣，则无支付遣散费的法律义务。
Severance pay is not mandatory for all types of termination. It is only required in cases of redundancy, where the severance amount must be at least one-third of the employee's average salary (from the previous three months) for each full year of service. If employment is terminated for other reasons, there is no legal obligation for severance pay.
（四）雇佣保护 Employment Protection
存在几种防止被解雇的保护情形。员工在以下期间受到免遭解雇的保护：
There are several types of protection against dismissal. Employees are protected from dismissal during:
此外，雇主不能仅仅基于以下原因解雇员工：
Additionally, an employer cannot dismiss an employee purely on the basis of:
员工的社会地位；The employee's social status;
员工以员工代表身份所开展的活动；The employee performance of activities in their capacity as an employees' representative;
员工的工会会员身份，或者参与工会活动的行为。 The employee's membership of a trade union, or participation in trade union activities.
对于受保护类别的、签订了固定期限劳动合同的员工，其雇佣期限将延长至其休假期满。
The period of employment of the protected category of employee employed for a definite period of time will be extended until the expiry of the right to use the leave of absence.
四、雇佣纠纷 Employment Disputes
如果雇主单方面以法律规定之外的任何理由终止雇佣协议，或者在需要遵循规定程序的情况下未遵循该程序，那么这种终止可能会被视为不合法。如果员工认为自己遭到了非法解雇，可以提起诉讼，要求恢复原职、获得损害赔偿，并要求雇主支付其失业期间相应的强制性社会保险费用。
A termination may be considered unlawful if the employer unilaterally terminates the employment agreement for any reason other than those prescribed by law, or if the prescribed procedure was not followed in cases where such a procedure is required. An employee who believes they have been unlawfully dismissed may initiate court proceedings and request reinstatement, compensation for damages, and payment of the corresponding contributions for compulsory social insurance for the period during which they were not employed.
五、争议解决 Dispute Resolution
根据塞尔维亚的劳动立法，塞尔维亚的劳动争议遵循特定的司法途径，这些途径主要由作为一般法的《民事诉讼法》以及作为特别法的《劳动法》来界定。劳动争议分为个别争议和集体争议两类，各自都有不同的解决机制。塞尔维亚的劳动争议主要通过常规法院系统处理，一审案件由基层法院负责。与某些司法管辖区不同，塞尔维亚没有专门的劳动法院。雇佣纠纷由基层法院的民事审判庭审理，审理案件的法官可能专门处理劳动事务，但他们并非独立的劳动法院系统的一部分。这种将劳动争议纳入常规法院系统的做法意味着，劳动争议遵循民事诉讼程序规则，但针对劳动案件会有某些特定的修改。
According to Serbian labor legislation, labor disputes in Serbia follow specific judicial pathways defined primarily by the Civil Procedural Law as lex generali and Labor Law, as lex specialis concerning the relevant aspects prescribed by this law. Labor disputes are categorized as either individual or collective disputes, with different resolution mechanisms for each type. Labor disputes in Serbia are primarily handled through the regular court system, specifically the Basic Courts in the first instance. Unlike some jurisdictions, Serbia does not have specialized labor courts. Employment disputes are heard by civil chambers of the Basic Courts, with judges who may specialize in labor matters but are not part of a separate labor court system. This integration into the regular court system means labor disputes follow civil procedure rules with certain modifications specific to labor cases.
《劳动争议和平解决法》建立了一个自愿性的替代性争议解决框架。雇主和雇员在启动正式的法院诉讼程序之前，可以尝试通过调解来解决他们之间的争议。劳动争议的调解可以通过以下方式进行：
The Law on Peaceful Settlement of Labor Disputes establishes a framework for voluntary alternative dispute resolution. Employers and employees can attempt to resolve their disputes through mediation before initiating formal court proceedings. Mediation in labor disputes can be conducted through:
共和国劳动争议和平解决机构；The Republic Agency for Peaceful Settlement of Labor Disputes;
在司法部注册的私人调解员；Private mediators registered with the Ministry of Justice;
公司内部依据集体协议设立的内部调解程序。Internal mediation procedures established within companies through collective agreements.
一般性法案和雇佣协议可以规定雇主与雇员之间友好解决争议的程序。有争议的问题由一名仲裁员来解决，该仲裁员从争议所涉领域的专家中挑选，并由争议双方当事人协商确定。向仲裁员提起争议的期限是自向雇员送达决定之日起3天内，仲裁员有义务在收到友好解决争议问题的请求之日起10天内作出裁决。《劳动争议和平解决法》规定的程序期限非常短。在大多数情况下，程序的各个阶段都规定了3天的期限，确立了该程序高效且紧急的原则。
A general act and employment agreement may provide for a procedure for amicable resolution of disputes between the employer and employee. Disputed issues are resolved by an arbitrator determined by agreement of the parties to the dispute from among experts in the field that is the subject of the dispute. The deadline for initiating a dispute before an arbitrator is 3 days from the day of delivering the decision to the employee. The arbitrator is obliged to make a decision within 10 days from the day of submitting the request for amicable resolution of disputed issues. The procedural deadlines from the Law on Peaceful Settlement of Labor Disputes are very short. In most cases, a deadline of 3 days is prescribed for individual phases of the procedure, establishing the principle of efficiency and urgency of the procedure.
六、社会保险 Social Insurance
社会保障涵盖保险的所有分支，在塞尔维亚的法律规定中，其包括：健康保险、养老和残疾保险以及失业保险。
Social security encompasses all branches of insurance, and within Serbia's legal regulations covers: health insurance, pension and disability insurance, and unemployment insurance.
（一）健康保险 Health Insurance
塞尔维亚的强制性健康保险由《健康保险法》进行规范，其涵盖了在工作场所外和工作期间发生的疾病与伤害的保障。这种健康保险要求雇员按月直接或通过雇主向共和国健康保险基金缴纳保险费。
Mandatory health insurance in Serbia is regulated by the Health Insurance Law and includes coverage for illness and injury both outside of and at work. Such health insurance involves contributions that you pay, either directly or through your employer, to the Republic Health Insurance Fund on a monthly basis.
（二）生育保险 Maternity Insurance
与其他一些国家不同，其生育保险可能是一个独立的基金，而在塞尔维亚，它被纳入更广泛的社会保险框架中，其资金主要来源于国家预算，而非单独的缴费。在塞尔维亚的体系中，雇主首先支付生育津贴，之后由国家进行报销。
Unlike some other countries where maternity insurance might be a separate fund, in Serbia, it is integrated into the broader social insurance framework, with funding primarily sourced from the state budget rather than through separate contributions. In the Serbian system, employers initially pay maternity benefits, which are later reimbursed by the state.
（三）工伤 Work-Related Injury
塞尔维亚的相关体系为遭受工伤的雇员提供了多种形式的补偿和福利：
The Serbian system provides several forms of compensation and benefits for employees who suffer work-related injuries:
医疗治疗费用覆盖：因工伤所产生的所有必要医疗治疗费用，都由健康保险体系全额承担，雇员无需支付任何费用。Medical Treatment Coverage - All necessary medical treatments resulting from a work-related injury are fully covered under the health insurance system without any participation costs to the employee.
临时伤残补偿：当雇员因工伤暂时无法工作时，他们有权获得工资补偿，补偿金额按其过去12个月平均工资的100%计算。在前30天内，临时伤残福利由雇主支付，30天之后，由共和国健康保险基金承担支付义务，最终费用由雇主偿还给基金。Temporary Disability Compensation - When an employee is temporarily unable to work due to a work-related injury, they are entitled to wage compensation calculated at 100% of their average salary during the previous 12 months. The temporary disability benefit is paid by the employer for the first 30 days, after which the Republic Health Insurance Fund (RFZO) assumes the payment obligation with eventual reimbursement from the employer.
永久性伤残福利：如果工伤导致工作能力永久性降低或丧失，雇员可能有权通过共和国养老和残疾保险基金领取残疾抚恤金。Permanent Disability Benefits - If a work injury results in permanent reduction or loss of working ability, the employee may be entitled to disability pension benefits through the Republic Fund for Pension and Disability Insurance.
（四）养老保险和残疾保险 Pension and Disability Insurance
根据《养老和残疾保险法》，所有雇员、个体经营者以及农业劳动者都必须参加这一保险体系。保险费由雇主和雇员共同缴纳。目前，养老和残疾保险的缴费率为工资总额的24%，其中14%由雇员直接从工资中扣除缴纳，10%由雇主在工资基础之上另行支付。对于个体经营者而言，他们需按照其申报的收入基数全额缴纳24%的保险费。
According to the Law on Pension and Disability Insurance, participation in this system is mandatory for all employees, self-employed individuals, and agricultural workers. Contribution payments are shared between employers and employees. The current contribution rate for pension and disability insurance stands at 24% of the gross salary, with 14% paid by the employee directly from their salary and 10% paid by the employer on top of the salary. For self-employed individuals, they bear the full 24% contribution rate calculated on their declared income base.
（五）失业保险 Unemployment Insurance
《就业和失业保险法》规定，当雇佣关系因以下情况而终止时，失业人员有权获得经济补偿：因技术、经济或组织变革导致某项工作不再需要或工作量减少，从而被雇主解雇；雇员未能达成工作成果或缺乏必要的知识技能；按照特定规定，因配偶的工作调动而失业；对于当选、被任命或被指定的人员，若其雇佣关系终止且未行使暂停雇佣关系或获得工资补偿的权利等。此外，被保险人行使这一权利还必须满足在过去18个月内，连续或间断地参加强制性保险至少12个月这一条件。
The Law on Employment and Unemployment Insurance prescribes that an unemployed person is entitled to financial compensation in the event of termination of employment, when the employment relationship ends due to dismissal by the employer if the termination results from technological, economic, or organizational changes which eliminate the need for a certain job or reduce the volume of work, or if the employee fails to achieve work results or lacks the necessary knowledge; relocation of a spouse, in accordance with specific regulations; termination of the function of elected, appointed, or designated persons, if the right to suspension of the employment relationship or salary compensation has not been exercised, etc. The exercise of this right further depends on fulfilling the requirement that the insured person must have been covered by mandatory insurance for at least 12 months, either continuously or with interruptions, during the last 18 months.
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.
