Find, hire and employ in Serbia: with a local, compliant employer.
We find your people and our Serbian company employs them: RSD payroll, tax and HR, handled in-house. Agency employment needs your company registered in Serbia, and a branch or representative office is enough.
Employed by Agencija za privremeno zapošljavanje Humble Hunters d.o.o. Novi Sad, licensed temporary employment agency (Serbian Ministry of Labour Decision No. 002413499 2026 13400 001 002 102 010 of 22 May 2026) · 10,500+ people employed through the Humble Hunters group since 2020.
- RSD payroll
- Employer cost +15.15%
- Min labour price 371 RSD net/h (2026)
- Payroll & benefits in-house
Trusted by employers like
- INA
- Končar
- Spar
- Hilton
- Kraš
- Studenac
- Arriva
Can a foreign company hire in Serbia through an agency?
Yes, if your company is registered in Serbia; a branch or representative office is enough. Our Serbian company, Humble Hunters d.o.o. Novi Sad (a licensed temporary employment agency), employs your hire on a Serbian contract and runs RSD payroll. Employer contributions are 15.15% on gross, and fixed-term agency workers are capped at 10% of your workforce and 24 months.
Your legal employer on paper. Your team in practice.
An Employer of Record lets you employ someone in a country where you have no subsidiary, or where you simply don't want one. "Employer of Record" is a commercial term, not a legal form: in each country we use the route its labour law provides, usually temporary agency work, and we tell you its limits up front. We sign the compliant local contract and carry the employer obligations. You direct the work exactly as you would with your own staff.
YouChoose the person, or let us find them, and direct the work.
- Day-to-day work and goals
- Team, tools and culture
Humble HuntersThe legal employer, carrying the employment obligations.
- Local employment contract
- Monthly payroll and payslips
- Tax and social contributions
- Leave, sick pay and benefits
- Work permit (non-EU)
- Notice and offboarding
No subsidiary to set up. No local payroll, accounting or HR to build. One monthly fee per employee.
Everything an employer is legally on the hook for, handled.
- Locally-compliant employment contract, in language
- Monthly payroll, calculation & payslips
- Tax & social contributions filed and remitted
- All statutory employer costs (Croatia: 16.5% HZZO)
- Mandatory & optional benefits, leave & expenses
- Compliant onboarding and offboarding
- GDPR-compliant data & document handling
- A dedicated local HR contact, not a ticket queue.
From first call to a compliant hire in about 10 working days.
Tell us who & where
We draft & sign (~10 working days if no permit is needed)
We run it monthly (payroll, tax, benefits, compliance)
You manage the work; we handle every employment obligation, incl. offboarding.
From a signed agreement and the candidate's documents to a registered, compliant employment contract. In Croatia and Czechia this covers EU/EEA citizens; in Serbia, Serbian nationals.
The work and residence permit comes first, and its timing depends on the country and the case. In Croatia your company must already operate there. You get a dated plan before you commit.
Built for teams that need people on the ground, fast.
Test a market first
Prove demand in Croatia, Serbia or Czechia before you commit to a permanent legal presence.
An entity isn't worth it
Hiring one or a handful of people doesn't justify the cost and overhead of a local subsidiary.
Stay compliant
Local labour law, payroll and contributions handled by an in-house team, including the limits each country sets on agency work.
Convert a contractor
Move a freelancer onto compliant local employment without misclassification risk.
Hire in days, not months
Skip entity registration: hires who need no permit are typically live and compliant in about 10 working days.
One partner, three markets
Employ across Croatia, Serbia and Czechia with one regional team and a local contract under each country's law.
Not a faceless platform. A licensed regional workforce partner.
| Capability | Humble Hunters | Global EOR platforms |
|---|---|---|
| Local team on the ground (HR·RS·CZ) | In-region specialists | Mostly remote support |
| Registered temporary-work agency in Croatia | Ministry of Labour decisions 184/20 & 337/20 | Varies by provider |
| Can also SOURCE the candidate | Recruitment is our core | Usually not included |
| Non-EU hiring: permits, housing, relocation | In-house, end to end | Permits in some countries |
| Local depth in Croatia, Serbia & Czechia | Own team in all three | Broad coverage, less local depth |
| Founder-led, human, fast | Direct senior contact | Tiered support |
Serbia, backed by regional coverage
We employ your people in Serbia on fully compliant local contracts, payroll, tax and benefits handled in-house. We also cover Croatia and Czechia through a single partner.
| Topic | Serbia | CroatiaHome market | Czechia |
|---|---|---|---|
| Currency | RSD | EUR | CZK |
| Employer contributions | +15.15% (PIO 10% + health 5.15%) | +16.5% (HZZO) | +33.8% (social 24.8% + health 9%) |
| Minimum wage (2026) | 371 RSD net/h | €1,050/mo | 22,400 CZK/mo |
| Legal basis | Agency work, for a client registered in Serbia | Temporary agency work, up to 3 years on the same tasks | Agency work, up to 12 months per worker per client |
| Time to a live hire | ~10 working days (Serbian nationals) | ~10 working days (EU/EEA & local hires) | ~10 working days (EU/EEA & local hires) |
| Minimum annual leave | 20 working days | 4 weeks | 4 weeks |
| Probation, at most | 6 months | 6 months | 4 months (8 for managers) |
| Notice period | At least 15 days when the employee resigns; 8–30 days for dismissal over performance | 2 weeks to 3 months, rising with length of service | 2 months for both sides, whatever the length of service |
| Public holidays (2026) | 13 days off, 9 on weekdays | 14, of which 9 on weekdays | 13, of which 11 on weekdays |
| Working week | 40 hours; overtime up to 8 hours a week | 40 hours; overtime up to 180 hours a year | 40 hours; ordered overtime up to 150 hours a year |
| Sick pay paid by the employer | First 30 days, at least 65% of pay | First 42 days, at least 70% of pay | First 14 days, 60% of reduced average earnings |
| Salary due | Monthly, by the end of the following month | Monthly, by the 15th of the following month | Monthly, by the end of the following month |
| Allowances required by law | Meal and annual-leave allowances, commuting, and 0.4% extra pay per year of service | None, but Sunday work is paid at least 50% extra | None, but overtime, night and weekend work carry set premiums |
| Redundancy severance | ⅓ of monthly pay per year of service | After 2 years: ⅓ of monthly pay per year of service, up to 6 months' pay | 1 to 3 months' pay, depending on length of service |
| Country guide | Serbia EOR guide | Croatia EOR guide | Czechia EOR guide |
Rates are 2026 statutory values (Croatia +16.5% HZZO; Serbia +15.15% PIO and health; Czechia +33.8% social and health). Minimum wages change on 1 January 2027: Serbia 405 RSD net/h, Czechia 24,900 CZK/mo, Croatia's 2027 figure is pending. Actual employer cost depends on gross salary and benefits, request a country quote. Employment basics are statutory minimums as of October 2026 under the Croatian Labour Act, the Serbian Labour Law and the Czech Labour Code; collective agreements and contracts can improve on them.
What it costs and takes to employ in Serbia
Serbia pairs a competitive cost base with a flat personal income tax and a deep talent pool. Here's what shapes the real cost, timeline and legal frame of a Serbian hire in 2026.
Pension and disability (PIO) 10% plus health 5.15% on the employer side. The employee carries a further PIO, health and unemployment share withheld from gross.
Serbia sets a minimum net hourly 'price of labour' rather than a fixed monthly figure, so the monthly minimum scales with the hours worked. It rises to 405 RSD on 1 January 2027.
A flat personal income tax applies above a non-taxable monthly threshold. Salaries and our monthly fee are billed in RSD.
For Serbian nationals, from a signed agreement to a compliant contract, run in-house by our local team. Foreign nationals need a single permit first.
In detailHiring in Serbia
Agency employment is regulated by the Agency Employment Act: the client must be registered in Serbia (a branch or representative office of your company is enough), fixed-term agency workers are capped at 10% of the client's workforce and 24 months per client, and the client shares liability for wages. We confirm the right model for your case in writing before you sign.
Every foreign national, EU citizens included, needs a single residence and work permit, issued for up to three years since February 2024. We handle the application, registration and relocation logistics, so foreign hires are compliant from day one.
Your people are employed on fully compliant local contracts under Serbian labour law, payroll, tax, contributions, benefits and HR all carried by our in-house team, never an anonymous ticket queue.
Estimate your statutory employer cost
Pick a market and enter a gross monthly salary to see the indicative monthly cost per employee: gross salary plus 2026 statutory employer contributions. Our service fee comes on top and is confirmed in your quote.
The agreed gross salary, before employer contributions.
How many people you plan to hire, we multiply the per-employee cost.
- Gross salary
- €1,500
- Health insurance (HZZO) (16.5%)
- + €248
Employer contributions
€1,748
per employee / month
Indicative estimate using 2026 statutory employer-side rates (Croatia +16.5% HZZO; Serbia +15.15% PIO and health; Czechia +33.8% social and health). It excludes our service fee and any mandatory allowances or benefits. We confirm the full cost in a written quote.
Frequently asked questions
Agency employment is regulated by the Serbian Agency Employment Act (Zakon o agencijskom zapošljavanju). It requires the client to be registered in Serbia, and it caps fixed-term agency workers at 10% of the client's workforce and 24 months per client. We employ through our Serbian company, Agencija za privremeno zapošljavanje Humble Hunters d.o.o. Novi Sad (company reg. no. 22134558), licensed as a temporary employment agency by the Serbian Ministry of Labour, Employment, Veteran and Social Affairs (Decision No. 002413499 2026 13400 001 002 102 010 of 22 May 2026, valid until 22 May 2031), and confirm in writing which model fits your situation before you sign.
Not a subsidiary: a registered branch or representative office of your company in Serbia is enough for agency employment. If you have no Serbian registration yet, we tell you which legally available model fits your case before you sign anything.
Serbian candidates are typically live and compliant in about 10 working days after the signed agreement and their documents. Foreign nationals, including EU citizens, need a single residence and work permit first, which adds weeks to the timeline.
Every foreign national working in Serbia needs a single residence and work permit, issued for up to three years since February 2024. We prepare the application with you and handle relocation and housing.
Yes. Recruitment is our core business, we've employed 10,500+ people since 2020. We can source, vet and hire the right person for you, or simply onboard someone you've already chosen.
You do. You direct the work, goals and team exactly as you would with your own staff. We carry the employer obligations in the background: contract, payroll, tax, benefits, HR and compliance.
Your monthly invoice covers the employee's gross salary and the statutory employer contributions, plus one service fee per employee. The fee covers the compliant employment contract, payroll and payslips, filing and paying taxes and contributions, benefits and leave administration, onboarding and offboarding, and a dedicated local HR contact. Recruitment and work-permit support are optional add-ons.
No provider can promise that. Whether your company creates a permanent establishment depends on what your employee does, for example concluding contracts in your name, and on the tax treaty between the countries. We flag the common triggers when we plan the hire; confirm your setup with your tax adviser.
All employee and candidate data is handled in line with GDPR. Contracts, payroll records and personal documents are processed and stored securely by our in-house team, never in an anonymous ticket queue.
Hire your first person in the region, without a subsidiary.
Tell us who you want to hire and we'll come back within one business day with a compliant, in-region plan.
Tell us who you want to hire
Share a few details and we'll map out a compliant, in-region plan, no subsidiary, no guesswork. We reply within one business day.