Serbia Leave Laws and Holidays

Bereavement leave typically allows employees a few days off, usually between 1 to 5 days, depending on the employee's relationship to the deceased (immediate family members usually receive longer leave).

Employees must inform their employer about the loss as soon as reasonably possible to arrange for bereavement leave.

Bereavement leave is typically granted upon notification and is generally acknowledged by employers without stringent approval processes, recognizing the need for immediate absence.

Additional days beyond the standard bereavement leave are not commonly granted, but exceptions may be made at the discretion of the employer in extenuating circumstances.

Bereavement leave does not accrue and is granted as needed based on specific instances of family bereavement.

There is no carry over for bereavement leave as it is granted per incident and does not accumulate.

Bereavement leave does not have a payout upon termination as it is intended for use during specific bereavement periods and is not accumulative.

There is no end-of-year payout for bereavement leave as it does not accrue annually but is granted based on specific bereavement events.

The number of days granted for bereavement leave often depends on the employee's relationship to the deceased, with immediate family members typically entitled to more leave days.

Sick leave is granted as needed and must be supported by a medical certificate. The duration depends on the employee's condition and medical recommendations.

Employees must notify their employer about their sick leave as soon as possible, providing a medical certificate to justify their absence.

Sick leave does not require prior approval from the employer, but a valid medical certificate is necessary to process sick leave benefits.

Sick leave does not have a standard quota; it depends entirely on medical needs and is subject to statutory regulations and medical assessments.

Sick leave does not accrue and is instead determined by medical necessity.

Carry over rules do not apply to sick leave as it is granted based on immediate medical needs.

Sick leave is not subject to payout on termination, as it is intended to be used for health recovery during employment.

There is no end-of-year payout for unused sick leave as it does not accrue.

Sick leave payments are often covered by social health insurance, with the employer paying a portion of the salary during the initial period of the sick leave.

Fathers are entitled to 7 days of paternity leave, which can be used during the maternity leave period of the mother.

Fathers should provide reasonable notice to their employers before taking paternity leave, ideally as soon as the childbirth date is confirmed.

While paternity leave is a statutory right, its scheduling may require approval from the employer to ensure proper staffing.

There is no provision for additional paternity leave beyond the stipulated 7 days under Serbian law.

Paternity leave does not accrue annually but is granted per childbirth event.

Carryover of paternity leave is not applicable as it is intended for use shortly after childbirth.

Paternity leave is not subject to payout on termination, as it should be used immediately following the birth of a child.

There is no end-of-year payout for paternity leave.

Paternity leave must be taken in a single continuous period and cannot be split into multiple segments.

Maternity leave in Serbia can be taken for up to 365 days, which includes a mandatory period before and after childbirth.

The employer should be notified about the pregnancy and expected date of childbirth as soon as possible to arrange the maternity leave period.

Maternity leave is a statutory right and does not require employer approval, though notification and proper documentation must be provided.

Maternity leave can be extended beyond 365 days in cases of medical complications or multiple births, as prescribed by medical professionals.

Maternity leave does not accrue but is granted as a single continuous period related to childbirth.

Carryover is not applicable to maternity leave as it is a one-time leave granted per pregnancy.

Maternity leave does not have a payout on termination as it must be used within the context of childbirth.

There is no end-of-year payout for maternity leave as it is not accrued annually but tied to the event of childbirth.

During maternity leave, women are entitled to full healthcare coverage and protection against dismissal related to maternity circumstances.

Employees in Serbia are entitled to a minimum of 20 working days of paid annual leave per year. The actual quota can be higher depending on the collective agreement or employment contract.

The notice period for taking annual leave is not strictly defined by law but should be reasonable and is usually specified in the employment contract or by internal company policy.

The use of annual leave must be approved by the employer. The timing of leave must consider both the needs of the employer and the opportunities for the employee to use their leave rights.

Additional leave days can be granted under specific circumstances such as seniority, specific job conditions, or as part of collective bargaining agreements.

Annual leave accrues monthly from the start of employment at a rate which ensures the employee will accumulate the full statutory minimum by the end of each leave year.

Carrying over annual leave to the next year is permitted, usually with restrictions on the maximum number of days and the time frame within which the carried over leave must be used.

Upon termination of employment, any unused annual leave must be compensated financially at the rate of the employee's current salary.

There is typically no payout for unused annual leave at the end of the year unless specified otherwise in an employment contract or collective agreement.

Certain professions and circumstances may warrant deviations from standard annual leave rules, as specified in relevant legislation, collective agreements, or employment contracts.

Unpaid leave quotas are not standardized and depend heavily on the agreement between the employer and the employee, often used for personal reasons beyond other leave types.

The notice period for unpaid leave can vary and typically requires negotiation and agreement with the employer, based on the reasons for the leave and workplace policies.

Unpaid leave requires explicit approval from the employer, and is not automatically granted. The terms, duration, and conditions of unpaid leave are subject to employer discretion.

Additional unpaid leave is entirely at the discretion of the employer and can be negotiated based on individual circumstances and company policy.

Unpaid leave does not accrue as it is not a statutory entitlement but rather a discretionary agreement between the employer and the employee.

There are no carry over rules for unpaid leave as it does not accrue and its grant is based on specific agreements for each instance.

There is no payout for unused unpaid leave upon termination, as it is a discretionary leave type that does not accumulate or carry inherent financial value.

Unpaid leave does not entail an end-of-year payout as it is not an accruable benefit.

Unpaid leave is often used for extended personal matters, further education, or long-term travel, subject to employer approval and depending on the flexibility of workplace policies.

Parental leave in Serbia is granted to the mother or father after the birth of a child. The leave is typically 12 months for the mother, with an option to extend it in certain cases. The father is also entitled to a part of the parental leave, which can be taken after the mother's leave period.

The employee is required to inform the employer about their intention to take parental leave at least 15 days in advance. This notice allows the employer to plan accordingly for the leave period.

The employer must approve the parental leave request, but they cannot refuse the leave if all legal requirements are met. The approval is typically granted as long as the required notice is given.

There are no provisions for additional parental leave beyond the standard quota. However, an extension may be allowed under specific conditions or negotiated agreements, depending on the company's policy.

Parental leave is paid according to the employee’s previous earnings, and the employee continues to accrue social security benefits. The employee does not accrue additional vacation days during the parental leave period.

Unused parental leave cannot be carried over to the next year. The leave must be used within the stipulated time frame, or the entitlement will be lost.

Parental leave is not subject to payout upon termination of employment. If the employee is terminated before taking parental leave, they forfeit the leave. However, accrued entitlements from other types of leave are paid out.

There is no year-end payout for unused parental leave. The leave must be utilized during the specified period or it will be lost.

In cases of adoption or surrogacy, the same parental leave rights apply as for natural birth. The employee must provide necessary documentation to confirm the adoption or surrogacy arrangement.

Employees in Serbia are entitled to a minimum of 20 days of paid annual leave, in addition to public holidays. This is a statutory right under the Serbian Labor Law.

Employees should inform their employer of their intention to take paid leave at least 15 days in advance. This helps employers plan and adjust work schedules accordingly.

Employers have the right to approve or deny paid leave requests, but they cannot deny leave without valid reasons. Employees have a right to request paid leave under the law.

In some cases, employees may be granted additional paid leave beyond the statutory 20 days. This could be specified in the employment contract or collective agreements, especially for senior employees or those with additional entitlements.

Paid leave is accrued throughout the year. If an employee works for a full year, they are entitled to 20 days of paid leave. If the employee joins mid-year, the leave is prorated.

Unused paid leave can be carried over to the next calendar year, but it must be used within 6 months. After that, any unused leave is forfeited unless otherwise agreed upon with the employer.

If an employee leaves the company, any unused paid leave is paid out in cash. The payout is calculated based on the employee's salary at the time of departure.

There is no automatic payout of unused paid leave at the end of the year. Employees are encouraged to use their leave during the year to avoid forfeiture, but unused leave must be paid out upon termination.

For part-time employees, paid leave is calculated proportionally based on their working hours. The leave entitlement is determined by their part-time schedule and the total number of hours worked annually.