Working Hours and Overtime in Serbia

What Are the Standard Working Hours In Serbia?

In Serbia, an employee who is 18 years or older is allowed to work up to 40 hours per week, typically distributed over 5 working days with standard 8-hour workdays. A minimum meal interval of 30 minutes must be observed by employees who work more than 6 hours in a day. In typical working hours, Monday through Friday, the hours are 9:00 AM to 5:00 PM, though specific start and end times can vary by employer.

Maximum Working Hours in Serbia

Serbian labor law sets clear limits on how long employees can work. The legal cap on daily working hours is 12 hours total, including overtime. Weekly, employees shouldn't exceed 48 hours (40 regular hours plus up to 8 hours of overtime).

Overtime is allowed in specific circumstances, such as during force majeure events, when there's a sudden increase in work volume, or when unplanned work needs to be completed within a specific deadline. However, employers can't just assign overtime whenever they want – they need to provide written notice at least 48 hours in advance and explain why the overtime is necessary.

Industry Specific Exceptions

Some industries in Serbia have unique working hour regulations that differ from the standard. For example, the healthcare sector has special regulations for on-call duty, with specific compensation rates for standby time (10% of hourly base salary) and on-call duty (26% salary supplement). Healthcare workers also have the option to convert overtime to compensatory time off.

The education sector also operates differently, often involving supplementary work rather than traditional overtime. Teachers and educational staff may have working hours that align with academic schedules rather than traditional 9-to-5 workdays. Special collective agreements in these industries often provide additional guidance on working hours.

Managerial and Exempt Employees

In Serbia, managerial employees and those in positions of authority are generally defined as individuals who have significant decision-making power, supervise other employees, and represent the company in various capacities. While Serbian labor law doesn't completely exempt these employees from working hour regulations, they often have more flexible arrangements.

Managers are still subject to the maximum working hour limits, but the nature of their roles often means they have more autonomy in how they structure their workday. They're typically still entitled to overtime compensation when working beyond standard hours, though specific arrangements may be outlined in their employment contracts.

Statutory Full-Time Working Hours in Serbia

The legal definition of full-time employment in Serbia is 40 hours per week, typically spread across five working days. This standard applies across most industries and roles, creating a consistent baseline for employment throughout the country.

Employers can establish shorter full-time working hours, but not less than 36 hours per week. This flexibility allows companies to adapt to their specific operational needs while still maintaining compliance with labor regulations. Regardless of the industry or role, these statutory hours form the foundation of employment relationships in Serbia.

Overtime Regulations in Serbia

What Counts As Overtime in Serbia?

In Serbia, overtime is defined as any work performed beyond the standard 40-hour workweek. This includes additional hours worked on regular workdays as well as work performed on weekends or holidays that exceed the weekly limit. For overtime to be legitimate, it must be requested by the employer for specific reasons allowed by law and properly documented.

Maximum Overtime In Serbia

Serbian law limits overtime to a maximum of 8 hours per week. This means that even with overtime, an employee shouldn't work more than 48 hours in a seven-day period. Employers who exceed these limits face significant penalties, including fines ranging from 600,000 to 1,500,000 dinars for improper overtime assignment. Additionally, employees can take legal action against employers for unauthorized or unpaid overtime.

Overtime Payout Rates In Serbia

When it comes to compensation, Serbian law requires employers to pay a minimum overtime rate of 26% above the employee's base salary. If multiple increase conditions apply simultaneously (such as working overtime during night hours), the total increase cannot be less than the sum of the individual percentages. For example, combining overtime (26%) with night work (26%) could result in a 52% total increase.

For work on public holidays, employees must receive at least 110% of their base salary. When holiday work is combined with overtime, the compensation must reflect both conditions, ensuring employees are fairly compensated for working during these special periods.

Rest Periods and Breaks In Serbia

Serbian labor law places significant importance on ensuring employees receive adequate rest. During the workday, employees who work at least six hours are entitled to a rest break of at least 30 minutes, which cannot be scheduled at the beginning or end of the workday.

Between two consecutive workdays, employees must have a minimum of 12 consecutive hours of daily rest. Additionally, they're entitled to at least 24 consecutive hours of weekly rest, typically scheduled on Sundays, though this can vary depending on the nature of the work.

For certain vulnerable groups, such as young workers, pregnant women, and parents with young children, additional rest provisions may apply. Employers are responsible for maintaining records that demonstrate compliance with these rest period requirements and can face penalties if they fail to provide the mandated breaks.

Night Shifts and Weekend Regulations

Night work in Serbia is defined as work performed between 10:00 PM and 6:00 AM. Employees who work during these hours are entitled to an additional 26% increase to their base salary if this supplement isn't already factored into their compensation package.

Weekend work, particularly on Sundays (the typical weekly rest day), generally requires additional compensation, though specific rates may be determined by collective agreements or company policies. When weekend work coincides with a public holiday, the higher holiday premium rate (minimum 110% of base salary) applies.

Certain categories of workers, including those under 18 years of age and pregnant women, have additional protections regarding night and weekend work. Employers must ensure these vulnerable groups aren't assigned to shifts that could negatively impact their health or well-being.

How Playroll Simplifies Employer Responsibilities and Compliance

Expanding your workforce across international borders is an exciting step, but it can be challenging to keep up with ever-changing local labor laws and regulations in different countries. That’s the advantage of using an Employer of Record like Playroll:

       
• Scale your global team: Legally hire and swiftly onboard new hires in 180+ regions without the red tape by offloading the HR admin to Playroll, so you can freely explore new markets and focus on growth.
       
• Stay compliant: Our built-in compliance checks and vetted contracts mean your agreements will always meet all legal requirements for working hours, overtime regulations, and more.
       
• Pay your team accurately: Ensure your international employees and global contractors are paid on time, every time, and set up centralized global payroll processes.