* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Hiring in Bosnia and Herzegovina demands careful adherence to local regulations and practices. Key considerations for employment contracts include:
In Bosnia and Herzegovina, probationary periods are not mandatory and are established through mutual agreement. However, these periods must not exceed six months in duration in Federation of Bosnia and Herzegovina and 3 months in Republika Srpska.
In Bosnia and Herzegovina, the standard workweek is limited to 40 hours over five days, from Monday to Friday.
In Bosnia and Herzegovina, overtime work exceeding the standard 40-hour workweek is paid and regulated by employment contracts or collective agreements. Maximum hours for overtime and holiday work vary by region. In Federation of Bosnia and Herzegovina, and in limited circumstances, the worker may work up to 8 hours of overtime per week. In Republika Srpska, a worker may work a maximum of 10 hours of overtime a week and a maximum of 4 hours per day.
In Bosnia and Herzegovina, the minimum wage is BAM 596 in the Federation of Bosnia and Herzegovina and BAM 700 in Republika Srpska.
There is no statutory requirement to provide a 13th salary.
Bosnia and Herzegovina comprises two entities: the Federation of Bosnia and Herzegovina (FBiH) and Republika Srpska (RS), along with the Brčko District (BD), administered jointly. Each region applies a flat income tax rate: 10% in the Federation of Bosnia and Herzegovina (FBiH), 8% in Republika Srpska (RS), and 10% in the Brčko District (BD).
Bosnia and Herzegovina comprises of two entities: the Federation of Bosnia and Herzegovina (FBiH) and Republika Srpska (RS), along with the Brčko District (BD), administered jointly. Each region applies a flat income tax rate: 10% in the Federation of Bosnia and Herzegovina (FBiH), 10% in Republika Srpska (RS), and 10% in the Brčko District (BD).
In Bosnia and Herzegovina, employment terminations must be justified and follow a fair process. Termination can occur for reasons such as:
The minimum notice period in Bosnia and Herzegovina is 7 days for employee-initiated contract cancellations and 14 days for employer-initiated cancellations. The maximum notice period is 1 month for employee-initiated cancellations and 3 months for employer-initiated cancellations.
Severance pay in Bosnia and Herzegovina must be at least 1/3rd of the average monthly salary (based on the last 3 months) for each year of employment. The specific amount is determined by the employment agreement. Employees with a minimum of two years of service are typically eligible for severance.
Bosnia and Herzegovina observes 5 mandatory national public holidays annually:
Employers in Bosnia and Herzegovina are required to provide certain mandatory benefits.
At Playroll we're all about empowering employees to work anywhere, making mobility possible for global teams. We sponsor visas and hire the employee for you, so you don’t have to worry about payroll, taxes, and more.
It's important to note, visa support can be complicated and each country has different requirements and legislation. As of August 2024, non-Singapore entities that want to employ an individual in Singapore who is not a Singapore national or permanent resident may no longer use an Employer of Record (EOR) to sponsor that individual for a work permit. Contact our experts for help on how to navigate global employment in Singapore.