Published on and written by Cyril Jarnias
Serbia has established itself in just a few years as one of Europe’s most interesting playgrounds for recruitment, particularly in IT, BPO, and engineering. Competitive wage costs, a skilled workforce, good English proficiency, and a legal framework increasingly aligned with the EU: the country ticks many boxes for companies looking to build nearshore teams or open a subsidiary.
Good to know:
Recruiting in Serbia presents several challenges to anticipate: cultural specificities, complex labor law, shortages for certain profiles, and an increase in the foreign workforce. A preliminary market analysis is essential before starting any process.
Understanding the Serbian Labor Market Before Recruiting
Recruiting effectively in Serbia first requires gauging the demographic, economic, and sectoral context in which you will operate.
Serbia has approximately 6.6 to 7 million inhabitants, with a rapidly declining population. The country lost nearly half a million inhabitants between 2011 and the last census, and projections indicate a potential decrease of 1.5 million inhabitants in 30 years. Each year, about 125,000 people retire, while barely 65,000 young people enter the labor market: a structural deficit of about 60,000 people per year.
This demographic shock is reinforced by massive emigration. About 14% of the population lives abroad, and two-thirds of these expatriates are settled in Western Europe, with 40% in Germany. Remittances from emigrants represent nearly 8% of the country’s disposable income. A survey indicates that 41% of Serbs would like to live and work abroad.
144000
Labor demand is expected to reach nearly 144,000 positions in 2026, up from 2024.
Employment is increasing (just over 2.8 million employed people, employment rate around 51%), but unemployment remains significant (9.1% in 2025, 9.4% in 2023) with strong pockets of long-term unemployment. Over 30% of the unemployed have been jobless for more than a year. Among young people aged 20 to 29, the unemployment rate is around 18%, with a high proportion of NEETs (about 19% are not in employment, education, or training).
Heads up:
Despite a high number of graduates, a quarter of them are unemployed and half of those who work hold a position that does not require their level of education, due to training considered too theoretical and disconnected from the real needs of businesses.
For a foreign employer, this means two very concrete things: on one hand, the talent pool is real, especially for qualified profiles; on the other hand, it will often be necessary to invest in internal training and carefully calibrate selection criteria to not exclude candidates with interesting potential but still limited experience.
Why Serbia Attracts International Recruiters
Several factors explain the growing interest of foreign companies in Serbia as a recruitment base, especially in services and technology.
First, the geographical position: the country is located at the crossroads of Central and Southeast Europe, only one hour ahead of the UK and in the Central European time zone (CET/CEST). For a French company, this allows managing Serbian teams almost in “real time”, without the time zone constraints specific to Asia or America.
70
Wages in Serbia are over 70% lower than in the United States or the United Kingdom.
Serbia also has a solid education system, very focused on scientific and technical disciplines. The country graduates several tens of thousands of higher education graduates each year. Universities like Belgrade and Novi Sad have a strong reputation in engineering, computer science, and mathematics. Over 30,000 software developers are registered, and more than 2,500 development companies already operate in the territory.
3,44
Exports of ICT services and products reached 3.44 billion euros in 2023.
The country also benefits from a high level of English. Serbia ranked 14th worldwide on the EF English Proficiency Index, with a large majority of the population speaking at least one foreign language. Many professionals also master German, French, Italian, Spanish, Russian, or Hungarian, which simplifies recruitment for multilingual service centers.
Finally, the government actively encourages foreign investment and the development of technology and outsourcing sectors. The corporate tax rate is 15%, coupled with favorable tax regimes for income from intellectual property, exemptions from personal income tax and contributions for certain highly qualified profiles, and specific support for innovative startups.
Where the Talent Is: Belgrade, Novi Sad, Niš and Beyond
The geography of recruitment in Serbia is far from homogeneous. Three major hubs concentrate most of the opportunities and talent.
Belgrade, the capital (about 1.7 million inhabitants), is the country’s economic, administrative, and technological heart. Most major local and international companies are based there. Many global giants have opened R&D, support, or software development centers there: Microsoft, Intel, Continental, Ubisoft, NCR, Schneider Electric, among others. Salaries are higher than the national average, but access to experienced profiles is also better.
Example:
Novi Sad, Serbia’s second city, has established itself as a regional technology hub. Its technology park has hosted the creation of over a hundred startups and spin-offs, primarily in the digital sector. This dynamism is supported by the local university, which ensures a continuous flow of qualified developers and engineers. The city thus represents an attractive alternative for IT companies, offering a good balance between competitive costs, high skill levels, and quality of life.
Niš, Kragujevac, Subotica and other regional cities form secondary but dynamic hubs, particularly in IT, engineering, industry, and outsourced services. Salaries there are generally 10 to 20% lower than in the capital, while the level of training remains solid.
Example:
To illustrate salary disparities in the IT sector, one can compare the average compensation of professionals in Belgrade, the economic capital, with the Serbian national average. This comparison highlights significant geographical disparities, with salaries in the major city generally well above the country’s average, reflecting the concentration of companies and competition for talent.
| Indicator | All of Serbia (IT Staff) | Belgrade (IT Staff) |
|---|---|---|
| Average Annual Salary | 1,094,000 RSD | 1,259,300 RSD |
| Median Annual Salary | 1,094,000 RSD | 1,235,600 RSD |
| 25th Percentile (25% earn less than…) | 739,500 RSD | 848,200 RSD |
| 75th Percentile (75% earn less than…) | 1,391,600 RSD | 1,560,800 RSD |
| Average Range (low – high) | 548,800 – 1,693,600 RSD | 643,800 – 1,942,700 RSD |
To these sector figures, one must add the overall context: the average gross monthly wage across all sectors is around 85,000 RSD (approx. €725), with a gross legal minimum of about 64,500 RSD (approx. €550). In practice, in large cities, average salaries are often between 85,000 and 100,000 RSD, while in rural areas, they typically range from 65,000 to 75,000 RSD.
This regional difference can be leveraged for support functions, back-offices, or call centers, but the most sought-after IT profiles remain concentrated in major urban areas.
Setting a Competitive Salary Policy in Serbia
A classic mistake of foreign employers is underestimating the remuneration levels necessary to attract the best profiles in Serbia, especially in IT or in-demand professions. It is therefore crucial to know the order of magnitude.
For generic IT positions (“Information Technology Staff”), national statistics provide the following levels according to experience:
| Experience (Serbia, IT Staff) | Approximate Average Annual Salary | Increase vs. Previous Level |
|---|---|---|
| 0 to 2 years | ~658,300 RSD | – |
| 2 to 5 years | ~868,400 RSD | + 32% |
| 5 to 10 years | ~1,162,900 RSD | + 34% |
| 10 to 15 years | ~1,391,600 RSD | + 19% |
| 15 to 20 years | ~1,500,800 RSD | + 8% |
| 20 years and more | ~1,606,100 RSD | + 7% |
In Belgrade, the curve is higher, a sign of increased competition:
| Experience (Belgrade, IT Staff) | Approximate Average Annual Salary | Increase vs. Previous Level |
|---|---|---|
| 0 to 2 years | ~722,100 RSD | – |
| 2 to 5 years | ~945,400 RSD | + 31% |
| 5 to 10 years | ~1,320,500 RSD | + 40% |
| 10 to 15 years | ~1,583,700 RSD | + 20% |
| 15 to 20 years | ~1,728,900 RSD | + 9% |
| 20 years and more | ~1,858,200 RSD | + 8% |
Education level also significantly impacts compensation. Nationwide, a master’s degree holder in IT earns on average nearly 80% more than a profile with only a certificate or short-cycle diploma. In Belgrade, the differential is even more pronounced.
| Education Level (IT Staff) | Serbia – Average Annual Salary | Belgrade – Average Annual Salary |
|---|---|---|
| Certificate / Short-cycle diploma | ~868,400 RSD | ~825,900 RSD |
| Bachelor’s Degree | ~1,191,100 RSD | ~1,249,900 RSD |
| Master’s Degree | ~1,537,500 RSD | ~1,846,200 RSD |
Beyond IT, other key sectors display typical benchmarks useful for “setting” a salary scale.
| Sector / Profession | Indicative Range (Monthly) |
|---|---|
| Automotive (factory) | 70,000 – 120,000 RSD |
| Physician | 100,000 – 140,000 RSD |
| Nurse | 65,000 – 80,000 RSD |
| School Teacher | 65,000 – 75,000 RSD |
| University Professor | 80,000 – 110,000 RSD |
| Construction (skilled worker) | 65,000 – 75,000 RSD |
| Call Center Agent | ~446 USD / month (approximation) |
| Research Assistant | ~796 USD / month (approximation) |
In some high-demand professions (welding, plumbing, sheet metal work, drivers, experienced chefs), salaries can rise well beyond these levels, up to the equivalent of €3,000 monthly for the best craftsmen.
58700
Developers working remotely from Serbia target an average annual salary of nearly 58,700 USD.
Beyond the fixed salary, it’s important to remember that annual increases in IT are around 4% per year, and bonuses remain modest: only a quarter of IT employees report having received a bonus in the year, typically in a range of 0 to 3% of annual salary. In short, an attractive variable component can become a real competitive advantage for a foreign employer.
The Legal Hiring Framework: What an Employer Must Absolutely Master
Serbian labor law is dense and quite formal. To limit risks, it is essential to structure recruitment in strict compliance with the legal framework.
The employment relationship is primarily governed by the Labor Code (Zakon o radu), supplemented by numerous specific laws: texts on pensions and disability, health insurance, unemployment insurance, mandatory social contributions, income taxation, employment of foreigners, as well as the personal data protection law, largely modeled on the European GDPR. Collective agreements and a Social and Economic Council complement this framework.
The employment contract must be written, drafted in Serbian, and signed by hand by the parties. Electronic signatures are not yet recognized for this use. Three identical originals are usually prepared: one for the employee and two for the employer. The contract must be finalized before the start of work.
Tip:
Several items are mandatory in a Serbian employment contract: the identity and address of the parties, the job title and description of duties, the workplace, the type of contract (fixed-term or indefinite), the start date, working hours, the amount of gross salary in Serbian dinars, the method of calculating remuneration, as well as the frequency and payment deadline. Furthermore, the law requires the establishment of work rules for employers with more than ten employees.
Fixed-term contracts are regulated: in principle, their duration cannot exceed 24 months, except in special cases (seasonal, temporary surge, replacement, time-limited project). For newly established companies (less than one year old), this ceiling is extended to 36 months. If an employee continues to work more than five business days after the expiration date of a fixed-term contract without signing a new contract, the relationship is automatically deemed indefinite.
The minimum legal age for work is 15 years, with reinforced rules for 15–18 year olds (written parental authorization and medical certificate of fitness). As in the EU, employers cannot request information on family situation, pregnancy plans, or impose pregnancy tests as a hiring condition.
Good to know:
The legal working time is 40 hours per week over 5 days. A full-time position can be defined between 36 and 40 hours by internal agreement. Overtime is limited (4h/day and 8h/week) and is paid at a premium of at least 26%. Night work and public holidays also entitle to specific wage premiums (at least 110% for a public holiday).
Annual leave cannot be less than 20 working days per year, accrued after one month of continuous service. Specific paid leave days are provided for family events (marriage, birth, death, serious illness of a close relative) and for blood donation.
Good to know:
The regime is very protective: maternity leave begins between 45 and 28 days before childbirth and lasts 3 months after birth, followed by parental leave. The total duration is one year for the 1st and 2nd child, and two years for the 3rd and 4th. These periods are compensated based on previous salaries, with the allowance paid by the pension fund and not the employer.
It is prohibited to dismiss a pregnant employee, an employee on maternity or parental leave, as well as parents benefiting from leave for the special care of a child.
To terminate a contract, several avenues exist: mutual agreement, employee initiative (with 15 to 30 days’ notice), individual dismissal (for misconduct, professional inadequacy) after a regulated procedure (written warning, minimum 8-day period to respond, written decision delivered in person), redundancy, expiration of a fixed-term contract, retirement, etc. In case of redundancy, a minimum severance payment is due, equivalent to at least one-third of the average gross monthly salary per full year of service with the same employer. Upon retirement, a severance payment at least equal to two national average salaries must be paid.
This formalism is not anecdotal: the labor inspectorate is active, unions are vigilant, and disputes can prove costly. Alternative dispute resolution procedures (national mediation agency) have also developed, with specific rules.
Social Security Contributions and Taxation: What Does an Employee Really Cost in Serbia?
For a foreign recruiter, understanding the structure of labor cost is a mandatory step. In Serbia, the salary must always be stated in gross terms in the contract and paid at least once a month, no later than the end of the month following the one to which it relates.
The Gross Salary 1 includes the net paid to the employee, the employee’s social security contributions, and the personal income tax. The total employer cost, sometimes designated “Gross 2”, additionally includes employer contributions.
Social security contributions are owed by both parties to fund pensions, disability, health, and unemployment insurance. Minimum and maximum contribution bases are set each year, corresponding to a minimum and maximum percentage of the national average salary. For 2024, the monthly basic contribution ceiling was 656,425 RSD; below that, a minimum base was set at approximately 45,950 RSD.
The usual rates are as follows (with some variations depending on sources):
Employee and Employer Social Security Contributions in Serbia
Indicative breakdown of the main social contribution rates, expressed as a percentage of gross salary, borne by the employee and the employer.
Pension and Disability Insurance
Approximately 14% borne by the employee and 10% borne by the employer, totaling about 24%.
Health Insurance
Approximately 5.15% for the employee and 5.15% for the employer, totaling about 10.3%.
Unemployment Insurance
Approximately 0.75% for the employee. The rate for the employer varies: sometimes zero, sometimes symmetrical (0.75%) depending on reference texts.
The employer is obligated to calculate, withhold, and remit all these contributions, as well as the personal income tax, via the electronic platform of the tax administration. Declarations and payments are monthly, due no later than the 15th of the following month.
Personal income tax on labor is simple in appearance: a proportional rate of 10% applies above a monthly non-taxable threshold. This threshold, revised each year, was 25,000 RSD in 2023 and 28,423 RSD (approx. €240) in early 2025. Above nine times the average annual salary, a rate of 15% applies to the excess portion. Deductions exist (40% of the average annual salary for the personal allowance, 15% per dependent, up to 50% of taxable income).
70
Maximum percentage of taxable income that can be exempted for five years for newly settled experts in Serbia.
Added to this are other mandatory but often overlooked costs: reimbursement of home-to-work transport expenses (equivalent to a public transport pass, although in Belgrade, this became free in early 2025), professional travel allowances, paid leave bonus, meal cost participation, allowance in case of work from home (covering part of housing and equipment costs), reimbursement of funeral expenses in case of death of a close relative or the employee, etc.
Supplementary benefits (private health insurance, supplementary pension, group life insurance, sports, etc.) are highly appreciated by employees, but their tax treatment varies: some are assimilated to salary (taxed at 10%), others to miscellaneous income (20%), and some are partially or fully exempt.
Employing Foreigners in Serbia: Rules, Permits, and Recent Simplifications
The growing labor shortage, combined with the departure of many Serbs abroad, has led companies to increasingly turn to foreign workers. It is estimated that over 50,000 to 100,000 workers from Russia, China, Turkey, Nepal, Bangladesh, India, or even Cuba are now employed in Serbia, mainly in construction, hospitality, transport, commerce, and industry.
To recruit a foreigner locally, one must deal with two main texts: the Law on Foreigners and the Law on Employment of Foreigners. Since early 2024, these laws have been profoundly amended to simplify procedures. The major change is the introduction of the single permit (“single permit”), a biometric card combining residence and work authorization, valid for up to three years and renewable.
In most cases, an employer must go through several steps.
Tip:
To recruit a foreigner in Serbia, the employer must generally conduct a ‘labor market test’ with the National Employment Service (NES/NSZ). This test aims to prove that no Serbian candidate or foreigner with free access to the labor market (like a permanent resident or family member of a Serbian citizen) is available for the position. The procedure involves publishing the job offer via the public service for at least ten days. The NES then produces a report on the existence of potential candidates. If the employer still wishes to hire a foreigner, they must provide a justification. Certain shortage occupations, notably in IT, engineering, or healthcare sectors, may be exempt from this test if they are on an official list established by the government.
Next comes the application for the single permit, which is now done online, via the “Welcome to Serbia” portal. The application is usually filed by the employer (for a permit linked to an employment contract) and must include many supporting documents: company documents (extract from the register, tax certificates), employment contract or draft contract, proof of the candidate’s qualifications (diplomas, experience certificates, often apostilled and translated into Serbian by a sworn translator), criminal record extract, proof of health insurance, proof of accommodation, etc.
Heads up:
Depending on nationality, a long-stay visa (visa D) may be required prior to arrival. Even citizens exempt from visas for short stays (EU, UK, USA, Schengen area) must obtain a temporary residence permit and a work permit to perform salaried work in Serbia.
Processing times have shortened: the NES has ten days for the labor market test, and fifteen days to decide on a complete single permit application. Visa D applications are processed within about 30 days. In practice, including time for document collection, translations, consular appointments, and potential administrative back-and-forth, it takes several weeks, even a few months, to fully secure the status of a foreign employee.
Good to know:
Foreign employees enjoy the same rights and obligations as Serbian citizens regarding working hours, leave, minimum wage, safety, and dismissal. The single permit is tied to a specific employer and position, but a recent reform allows changing it during its validity, with the agreement of the National Employment Agency (NES).
Once in Serbia, the employee must register their address within 24 hours with the police, or via the e-government portal. This is often done by the hotel, landlord, or employer. The company must also register them with the social security fund (CROSO) using the foreigner identification number assigned by the Ministry of Interior.
For certain sectors, a simplified seasonal work regime exists (agriculture, forestry, fishing), allowing the recruitment of workers for up to 180 days per year, with lighter formalities, provided the minimum hourly wage and insurance obligations are respected.
For a French company, two practical models are available: create a local entity (LLC type d.o.o., with a symbolic minimum capital of €1) and hire directly, or go through an “Employer of Record” (EOR/PEO) provider already established in Serbia. In the first case, you retain direct control but must manage the entire legal, tax, and HR framework. In the second, the provider becomes the legal employer, handles payroll, declarations, and compliance, while you operationally manage the team.
Where and How to Source Candidates in Serbia
The landscape of Serbian job platforms is particularly developed. Several sites dominate the market and represent essential channels for any recruiter.
Poslovi.infostud is the leading generalist job portal. It concentrates several thousand job postings, updated in real-time, and attracts several million monthly visits. The platform also offers additional services to candidates (CV writing help, interview preparation) and covers the entire territory, with a strong presence in major cities like Belgrade, Novi Sad, and Niš.
Good to know:
Jooble (Serbian version) aggregates job postings from many sites and companies. For administrative procedures related to hiring foreigners, the National Employment Service website (nsz.gov.rs) is a key official source, often used for labor market tests.
Specialized portals complement this landscape. HelloWorld.rs has become essential for IT and tech jobs, with targeted offers, employer reviews, and a community of digital professionals. Other sites, like Poslovi.rs or lakodoposla.com, target more generalist sectors.
Professional social networks like LinkedIn are widely used, especially for managers, salespeople, and IT experts. Global platforms like Indeed or Glassdoor also have a significant audience in Serbia, although they are often seen as complementary to the major local portals.
This sourcing landscape can be structured as follows:
| Platform Type | Main Examples | Specifics for the Recruiter |
|---|---|---|
| Generalist Job Boards | Poslovi.infostud, Poslovi.rs, lakodoposla | High traffic, good for mass postings |
| IT / Tech Niche | HelloWorld.rs, specialized sites | Precise targeting of developer / engineer profiles |
| Aggregators / Search Engines | Jooble (Serbia) | Expanded visibility, automatic reposting of ads |
| Public Portal | nsz.gov.rs (National Employment Service) | Mandatory for certain labor market tests |
| Professional Networks | Direct search, employer branding | |
| Free Global Job Boards | FreePostJobs, BalkanJobFinder, Jobserbia | Interesting for small structures / low budgets |
In addition to direct recruitment, many specialized agencies and firms operate in Serbia: Adecco, Manpower, Gi Group, Dekra, Workforce, but also smaller local players. Some focus on skilled professions, others on temporary staffing, complete outsourcing of functions (call centers, back-office, IT support, etc.). For rare profiles or large-scale recruitment, relying on these intermediaries saves time and limits errors due to market unfamiliarity.
Tip:
In the IT sector, an effective solution for quickly setting up an operational team is to partner with local service companies or staffing providers. This approach allows benefiting from immediate skills, with the possibility of later internalizing the best-performing collaborators, while ensuring compliance with the clauses of current contracts.
Conducting a Recruitment Process Adapted to the Serbian Context
In substance, good interviewing practices in Serbia resemble those in force in large Western companies: rigorous preparation, structured question grid, assessment of technical and behavioral competencies, attention to bias, feedback to the candidate.
In practice, several elements must be adapted to the Serbian cultural context.
Tip:
Managerial culture in Serbia remains marked by a relatively strong hierarchy, with decisions often made at the top and employees who expect clear instructions. Even if young tech companies adopt more horizontal models, during interviews, candidates may show great respect and be less inclined to challenge directives. It is therefore crucial for recruiters to actively encourage candidates to express their point of view, detail their experiences, and ask questions to better assess them.
Communication is direct, but tinged with emotion. Serbs do not hesitate to show their emotions, to speak loudly during disagreements, without considering this a relational breakdown. They place great importance on the personal dimension of the working relationship: building trust, often beyond the strict professional framework, is a powerful retention lever. Integrating more informal moments (coffee, lunch, less codified exchanges) into the process can therefore make a difference.
Tip:
For more efficiency and fairness, prefer structured interviews based on concrete scenarios (e.g., ‘Tell me about a situation where…’). Use ‘interview scorecards’ to objectively score each candidate on predefined criteria (skills, motivation, cultural fit), which limits bias. For qualified positions, complement with practical tests or case studies to assess skills in context, thus mitigating potential limitations of certain academic backgrounds.
Finally, it is important to consider the local pace: punctuality expected in formal settings, but flexibility on schedule overruns in case of extended discussions. It is better to clearly announce the next steps of the process and stick to them, as the feeling of being “left without news” can damage the employer’s reputation on a relatively small market where information travels fast.
Attracting and Retaining: What Serbian Employees Are Looking For
On a market where brain drain is a real risk, recruiting is not enough; you must also retain. Several major trends are emerging.
A significant proportion of young graduates say they are disappointed with the quality of their training and with local prospects, which fuels the desire to emigrate. Many believe that university programs abroad are better suited to the labor market, and that salaries in Serbia do not reflect their education level. For a foreign company, offering structured professional development paths, serious continuous training, and regular contact with international teams can become a key argument for retaining these talents.
36
This is the percentage of young workers aged 20 to 29 on fixed-term contracts.
Working conditions, and notably flexibility, are gaining importance. Serbian law now recognizes telework and work from home, with obligations for the employer regarding safety and expense compensation. Culturally, work-life balance is highly valued, and a model allowing the reconciliation of family commitments and professional ambitions is particularly appreciated, especially among new generations.
Good to know:
Extra-salary benefits, such as private health, dental, or optical insurance, life insurance, contributions to sports activities, wellness programs, and share ownership plans, are increasingly decisive. A modern package, inspired by Western standards, can compensate for a base salary slightly lower than that of international competitors.
The issue of career progression is central. Many young Serbian professionals see their time in a company as a step in a potentially international career path. Showing how experience in Serbia can enable mobility to other countries within the group, regional responsibilities, or global projects is an effective way to channel this desire for elsewhere to the benefit of the company rather than a permanent departure.
Finally, a more subtle but equally important element: the perception of justice and dignity at work. Recent mobilizations around working conditions, temporary contracts, and corruption show that new generations are sensitive to transparency, fair treatment, and management quality. A respectful, consistent, dialogue-open management style will have a direct impact on the ability to retain the best.
Dealing with Shortages: Strategies for Hard-to-Fill Positions
Some professions are particularly difficult to recruit for in Serbia. This is the case for many technical profiles in industrial production (welders, boilermakers, turners, skilled masons), certain construction trades, truck drivers, hospitality professionals, but also cutting-edge IT specialists (cybersecurity, cloud, AI, DevOps, data science).
Surveys by the public employment service show that nearly 70% of surveyed companies report difficulties finding qualified candidates across all professions. The first cited cause is not salary level, but lack of skills, experience or simply candidates available in the targeted specialty.
Tip:
Faced with labor market tensions, several strategic approaches are available to recruiters to attract and retain talent. These methods can include revising salary offers, improving the candidate experience, broadening selection criteria, or developing internal training programs.
On one hand, broaden the criteria and invest in training. Rather than requiring long experience in a very precise job title, it may be more realistic to target profiles with a solid foundation (good technical training, strong motivation, openness to learning) and plan a structured skills development plan over the first six to twelve months. In a market where less than half of companies offer internal training, this approach can be a strong argument.
Tip:
To counter the concentration of talent in major urban centers and the lack of prospects in rural areas, it is advisable to implement measures facilitating internal mobility. This can include housing assistance, shuttle services, or the possibility of partial telework. These measures help attract candidates from less dynamic regions to the hubs where the company is located.
Finally, open recruitment to foreigners. As seen, Serbia has itself become a country of immigration for certain manual labor and service professions. For a company already established in several countries, it can be relevant to build multicultural teams by combining Serbian employees and workers from Asia or other Balkan countries. Administrative procedures remain heavy, but recent reforms clearly aim for simplification.
Conclusion: Succeeding in Your HR Setup in Serbia
Recruiting staff in Serbia, whether it’s a few remote developers, a shared service center, or a full factory, requires a structured approach.
The country offers a rare combination in Europe: a pool of well-trained talent, still relatively low wage costs, very good foreign language proficiency, geographical and cultural proximity to the EU, an incentivizing tax framework for technological activities, modern digital infrastructure, and reasonable macroeconomic stability.
Tip:
To mitigate demographic difficulties, brain drain, training mismatch, legislative complexity, and shortages in certain professions, successful companies adopt several key strategies. They immerse themselves in the local context, surround themselves with specialized legal and HR advice, build genuine partnerships with universities and training actors, and invest as much in the employee experience as in salaries.
With this preparation, Serbia can become much more than a simple “cheap labor reservoir”: a true pillar of your European organization, capable of carrying innovation, growth, and the long-term resilience of your company.
Why it’s better to contact me? Here’s a concrete example:
A future retiree aged 62, with a financial estate of over one million euros well structured in Europe, wishes to expatriate to Serbia to reduce his taxation, diversify his investments, and maintain a strong link with France. Budget: €10,000 for comprehensive support (international tax advice, formalities, relocation, and estate structuring), without forced asset sales.
After studying several options (Greece, Cyprus, Mauritius, Serbia), the strategy consisted of targeting Belgrade for its proportional income tax (approx. 10–15%), absence of wealth tax, a cost of living significantly lower than Paris, and facilitated access to the European market via cooperation agreements and geographical proximity. The mission covered: pre-expatriation audit (exit tax, tax deferrals), obtaining a long-term residence permit with purchase of a primary residence, CNAS/CPAM detachment, transfer of banking residency, plan to sever French tax ties (183 days outside France, center of economic interests), connection with a local Francophone/Anglophone network (lawyer, immigration, notary) and overall estate integration.
Cyril Jarnias is an independent expert in international wealth management with over 20 years of experience. As an expatriate himself, he is dedicated to helping individuals and business leaders build, protect, and pass on their wealth with complete peace of mind.
On his website, cyriljarnias.com, he shares his expertise on international real estate, offshore company formation, and expatriation.
Thanks to his expertise, he offers sound advice to optimize his clients' wealth management. Cyril Jarnias is also recognized for his appearances in many prestigious media outlets such as BFM Business, les Français de l’étranger, Le Figaro, Les Echos, and Mieux vivre votre argent, where he shares his knowledge and know-how in wealth management.
