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> GOVERNANCE - home > Employment protection legislation database - EPLex > Serbia

Serbia - Types of employment contracts


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Maximum probationary (trial) period (in months): 6 month(s)

Remarks:
  • Article 36
    (1) The employment contract may stipulate a probation work for performing one or more associated or related activities determined by the employment contract.
    (2) The probation work may last for a maximum of six months.

  • Excluded from protection against dismissal: No
    Remarks:
    • Article 36 (3)

      Prior to the expiration of the time for which the probation work was contracted, the employer or the employee may terminate the employment contract with a notice period which may not be shorter than five working days. Employer shall be obliged to give reasons for termination of employment contract.
  • Fixed term contract (FTC):
    • FTC regulated: Yes
      Remarks:
      • Article 37 (1) of Labour Code:

        An employment contract may be concluded for a definite period of time, for establishment of employment whose duration is predetermined by objective reasons that are justified by the time period or execution of a certain chore, or occurrence of a specific event, during existence of those reasons.
    • Valid reasons for FTC use: objective and material reasons
      Remarks:
      • See above article 37 (1)
    • Maximum number of successive FTCs: no limitation
      Remarks:
      • Article 37 only provides limitation of maximum cumulative duration, being silent on the number of successive contracts.
    • Maximum cumulative duration of successive FTCs: 24 month(s)
      Remarks:
      • Article 37

        (2) An employer may conclude one or more employment contracts referred to in paragraph 1 of this Article on the basis of which the employment relationship with the same employees is concluded for the period that with or without interruptions may not be longer than 24 months.

        (3) Interruption shorter than 30 days shall not be considered as an interruption of the period referred to in paragraph 2 of this Article


        (4) Notwithstanding paragraph 2 of this Article, an employment contract for a definite period of time may be concluded:

        1) If it is necessary for replacement of a temporarily absent employee, until his return;
        2) For working on a project whose time is predetermined, no longer than the end of the project;
        3) With a foreign citizen, on the basis of a work permit in accordance with the law, no longer than the expiry of the work permit;
        4) to perform the activities at a newly established employer registered at the competent authority no longer than one year prior to the moment of conclusion of the employment contract, for a time period not longer than 36 months;
        5) with an unemployed person which lacks up to five years to fulfill of one of the preconditions for retirement, no longer than such requirement is fulfilled, in accordance with the regulations on retirement and disability insurance.
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    Maximum probationary (trial) period (in months): 6 month(s)

    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Article 36
      (1) The employment contract may stipulate a probation work for performing one or more associated or related activities determined by the employment contract.
      (2) The probation work may last for a maximum of six months.

  • Excluded from protection against dismissal: No
    NOTE: This information has changed since the previous period covered.
    Remarks:
    • Article 36 (3)

      Prior to the expiration of the time for which the probation work was contracted, the employer or the employee may terminate the employment contract with a notice period which may not be shorter than five working days. Employer shall be obliged to give reasons for termination of employment contract.
  • Fixed term contract (FTC):
    • FTC regulated: Yes
      NOTE: This information has changed since the previous period covered.
      Remarks:
      • Article 37 (1) of Labour Code:

        An employment contract may be concluded for a definite period of time, for establishment of employment whose duration is predetermined by objective reasons that are justified by the time period or execution of a certain chore, or occurrence of a specific event, during existence of those reasons.
    • Valid reasons for FTC use: objective and material reasons
      NOTE: This information has changed since the previous period covered.
      Remarks:
      • See above article 37 (1)
    • Maximum number of successive FTCs: no limitation
      Remarks:
      • Article 37 only provides limitation of maximum cumulative duration, being silent on the number of successive contracts.
    • Maximum cumulative duration of successive FTCs: 24 month(s)
      NOTE: This information has changed since the previous period covered.
      Remarks:
      • Article 37

        (2) An employer may conclude one or more employment contracts referred to in paragraph 1 of this Article on the basis of which the employment relationship with the same employees is concluded for the period that with or without interruptions may not be longer than 24 months.

        (3) Interruption shorter than 30 days shall not be considered as an interruption of the period referred to in paragraph 2 of this Article


        (4) Notwithstanding paragraph 2 of this Article, an employment contract for a definite period of time may be concluded:

        1) If it is necessary for replacement of a temporarily absent employee, until his return;
        2) For working on a project whose time is predetermined, no longer than the end of the project;
        3) With a foreign citizen, on the basis of a work permit in accordance with the law, no longer than the expiry of the work permit;
        4) to perform the activities at a newly established employer registered at the competent authority no longer than one year prior to the moment of conclusion of the employment contract, for a time period not longer than 36 months;
        5) with an unemployed person which lacks up to five years to fulfill of one of the preconditions for retirement, no longer than such requirement is fulfilled, in accordance with the regulations on retirement and disability insurance.
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    Maximum probationary (trial) period (in months): 6 month(s)

    Remarks:
    • Art. 36 LL.

    Fixed term contract (FTC):
    • FTC regulated: Yes
    • Valid reasons for FTC use: objective and material reasons
      Remarks:
      • 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.
    • Maximum number of successive FTCs: no limitation
      Remarks:
      • Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 24 months.
    • Maximum cumulative duration of successive FTCs: 24 month(s)
      Remarks:
      • Art. 37 LL. The interruption between two FTCs should be longer than 30 days
    + show references

    Maximum probationary (trial) period (in months): 6 month(s)

    Remarks:
    • Art. 36 LL.

    Fixed term contract (FTC):
    • FTC regulated: Yes
    • Valid reasons for FTC use: objective and material reasons
      Remarks:
      • 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.
    • Maximum number of successive FTCs: no limitation
      Remarks:
      • Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 24 months.
    • Maximum cumulative duration of successive FTCs: 24 month(s)
      Remarks:
      • Art. 37 LL. The interruption between two FTCs should be longer than 30 days
    + show references

    Maximum probationary (trial) period (in months): 6 month(s)

    Remarks:
    • Art. 36 LL.

    Fixed term contract (FTC):
    • FTC regulated: Yes
    • Valid reasons for FTC use: objective and material reasons
      Remarks:
      • 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.
    • Maximum number of successive FTCs: no limitation
      Remarks:
      • Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 24 months.
    • Maximum cumulative duration of successive FTCs: 24 month(s)
      Remarks:
      • Art. 37 LL. The interruption between two FTCs should be longer than 30 days
    + show references

    Maximum probationary (trial) period (in months): 6 month(s)

    Remarks:
    • Art. 36 LL.

    Fixed term contract (FTC):
    • FTC regulated: Yes
    • Valid reasons for FTC use: objective and material reasons
      Remarks:
      • 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.
    • Maximum number of successive FTCs: no limitation
      NOTE: This information has changed since the previous period covered.
      Remarks:
      • Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 24 months.
    • Maximum cumulative duration of successive FTCs: 24 month(s)
      NOTE: This information has changed since the previous period covered.
      Remarks:
      • Art. 37 LL. The interruption between two FTCs should be longer than 30 days
    + show references

    Maximum probationary (trial) period (in months): 6 month(s)

    Remarks:
    • Art. 36 LL.

    Fixed term contract (FTC):
    • FTC regulated: Yes
    • Valid reasons for FTC use: objective and material reasons
      Remarks:
      • 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.
    • Maximum number of successive FTCs: no limitation
      Remarks:
      • Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 12 months with or without interruptions.
    • Maximum cumulative duration of successive FTCs: 12 month(s)
      Remarks:
      • Art. 37 LL.
    + show references

    Maximum probationary (trial) period (in months): 6 month(s)

    Remarks:
    • Art. 36 LL.

    Fixed term contract (FTC):
    • FTC regulated: Yes
    • Valid reasons for FTC use: objective and material reasons
      Remarks:
      • 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.
    • Maximum number of successive FTCs: no limitation
      Remarks:
      • Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 12 months with or without interruptions.
    • Maximum cumulative duration of successive FTCs: 12 month(s)
      Remarks:
      • Art. 37 LL.
    + show references

    Maximum probationary (trial) period (in months): 6 month(s)

    Remarks:
    • Art. 36 LL.

    Fixed term contract (FTC):
    • FTC regulated: Yes
    • Valid reasons for FTC use: objective and material reasons
      Remarks:
      • 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.
    • Maximum number of successive FTCs: no limitation
      Remarks:
      • Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 12 months with or without interruptions.
    • Maximum cumulative duration of successive FTCs: 12 month(s)
      Remarks:
      • Art. 37 LL.
    + show references

    Maximum probationary (trial) period (in months): 6 month(s)

    Remarks:
    • Art. 36 LL.

    Fixed term contract (FTC):
    • FTC regulated: Yes
    • Valid reasons for FTC use: objective and material reasons
      Remarks:
      • 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.
    • Maximum number of successive FTCs: no limitation
      Remarks:
      • Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 12 months with or without interruptions.
    • Maximum cumulative duration of successive FTCs: 12 month(s)
      Remarks:
      • Art. 37 LL.
    + show references

    Maximum probationary (trial) period (in months): 6 month(s)

    Remarks:
    • Art. 36 LL.

    Fixed term contract (FTC):
    • FTC regulated: Yes
    • Valid reasons for FTC use: objective and material reasons
      Remarks:
      • 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.
    • Maximum number of successive FTCs: no limitation
      Remarks:
      • Art. 37 LL: no maximum number of successive FTC, but maximum duration of labour relations for a definite term of 12 months with or without interruptions.
    • Maximum cumulative duration of successive FTCs: 12 month(s)
      Remarks:
      • Art. 37 LL.