HR Compliance in Serbia: Mandatory Labor Law Documentation for Employers

Mandatory Labor Law Documentation in Serbia

Establishing proper internal documentation is not merely an administrative formality under Serbian law—it is a legal obligation subject to regular labor inspections and significant financial penalties.

Whether employing one person or an entire workforce, every employer in Serbia must maintain specific labor law documentation to ensure compliance.

Below is a structured overview of mandatory HR documentation under Serbian regulations.

Core Labor Documentation for All Employers

Even the smallest employer must establish a foundational compliance framework. Even if you employ only one person, Serbian law requires you to have a core labor documentation.

1. Employment Contracts and Salary Records

• Written Employment Contract must be concluded before the employee begins work.
• Salary Calculation (Payslip) must be delivered with every payment.
• Employers must maintain monthly earnings records and daily overtime records.

Failure to maintain accurate payroll documentation is one of the most common inspection findings.

2. Prevention of Workplace Harassment (Mobbing)

Serbian legislation strongly protects employee dignity.

Employers must:

• Deliver a written notice informing employees about the prohibition of workplace abuse.
• Inform employees about their rights and obligations in harassment prevention procedures.
• Provide information about the authorized person responsible for receiving protection requests.

Proper internal communication is a legal requirement—not optional policy.

3. Whistleblower Protection Obligations

All employers, regardless of size, must comply with whistleblower protection regulations.

This includes:

• Providing written notification about whistleblower rights.
• Designating an authorized person to receive and process reports.

Non-compliance may result in liability under Serbian Whistleblower Protection Law.

4. Occupational Health and Safety (OHS)

Workplace safety obligations apply to all employers.

Mandatory documentation includes:

• A written Risk Assessment Act for all workplaces.
• A written act appointing an Occupational Health and Safety advisor or associate.
• A training program for safe and healthy work, implemented both theoretically and practically.

Special Rule for Employers with up to 10 Employees:
Basic OHS rights and obligations may be regulated directly within the employment contract instead of a separate general act.

Additional HR Compliance Requirements for Employers with 10 or More Employees

Once a company reaches at least 10 employees, additional internal acts become mandatory.

Rulebook on Organization and Systematization of Jobs

This document defines:

• Organizational structure
• Job titles and descriptions
• Required qualifications

This obligation does not apply to employers with 10 or fewer employees.

Internal Whistleblowing Procedure Act

Employers with more than ten employees must adopt a formal internal act regulating whistleblowing procedures.

This act must be:

• Displayed in a visible location
• Published on the employer’s website (if technically feasible)

Rulebook on Work and Occupational Health & Safety

After exceeding 10 employees, employers can no longer regulate labor and OHS rights solely through employment contracts.

They must adopt formal general acts governing employment rights, internal discipline, and safety responsibilities.

The Broader Compliance Landscape

HR documentation represents only the core of regulatory compliance in Serbia. Depending on the nature of the business, additional internal acts may be required in areas such as:

• Data Protection (GDPR and Serbian Data Protection Law)
• Archiving and document retention
• Anti-Money Laundering (AML) procedures

Because labor inspections are frequent and penalties for missing documentation can be substantial, internal acts should reflect actual business practice and not exist merely as formal paperwork.

A legal expert can assess the specific needs of your business and ensure that your internal acts reflect your actual practices. Well-structured compliance documentation serves as a preventive legal safeguard—protecting the company from inspection risks, financial penalties, and employment disputes.