在 塞尔维亚 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Belgrade UTC+1 to UTC+2
Belgrade, Novi Sad, Niš
Serbian Dinar (RSD)
Serbian, English
monthly
15.15%
塞尔维亚人才格局
Serbia has an estimated labor force of about 3.31 million (2025), with talent demand concentrated in software and information technology, manufacturing, automotive, agribusiness and shared services. International employers are most likely to find relevant candidate pools for Software Development, Engineering, and BPO. The market is well suited to focused hiring, while niche roles benefit from targeted sourcing and a clear employer value proposition.
主要经济中心
Belgrade, Novi Sad, Niš
热门技能
Software Development
职场文化
Strong Relationships and Expressive Debate
Serbian business culture often combines personal loyalty with lively, direct conversation. Debate can be intense without ending the relationship.
Senior Authority and Informal Networks
Decision making may be centralised, and trusted informal advisers can be influential. Identify both formal and practical sources of authority.
Flexibility with Clear Confirmation
Schedules can change, so confirm meetings and agreements. Personal follow up is often more effective than relying only on email.
平均薪资
| 职位名称 | 平均月薪（RSD） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 94,000 RSD | S$127,840 |
| Administrative Executive, Mid (3-5 years) | 126,000 RSD | S$171,360 |
| Book Keeper, Junior (1-3 years) | 85,000 RSD | S$115,600 |
| Book Keeper, Mid (3-5 years) | 115,000 RSD | S$156,400 |
| Finance Executive, Junior (1-3 years) | 109,000 RSD | S$148,240 |
| Finance Executive, Mid (3-5 years) | 143,000 RSD | S$194,480 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 109,000 RSD | S$148,240 |
| Graphic Designer, Mid (3-5 years) | 157,000 RSD | S$213,520 |
| UI/UX Designer, Junior (1-3 years) | 115,000 RSD | S$156,400 |
| UI/UX Designer, Mid (3-5 years) | 200,000 RSD | S$272,000 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 157,000 RSD | S$213,520 |
| Data Analyst, Mid (3-5 years) | 206,000 RSD | S$280,160 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 157,000 RSD | S$213,520 |
| Data Engineer, Mid (3-5 years) | 254,000 RSD | S$345,440 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 157,000 RSD | S$213,520 |
| Data Scientist, Mid (3-5 years) | 212,000 RSD | S$288,320 |
| Machine Learning Engineer, Junior (1-3 years) | 133,000 RSD | S$180,880 |
| Machine Learning Engineer, Mid (3-5 years) | 200,000 RSD | S$272,000 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 127,000 RSD | S$172,720 |
| Content Marketing, Mid (3-5 years) | 188,000 RSD | S$255,680 |
| Digital Marketing, Junior (1-3 years) | 127,000 RSD | S$172,720 |
| Digital Marketing, Mid (3-5 years) | 188,000 RSD | S$255,680 |
| Growth Marketing, Junior (1-3 years) | 133,000 RSD | S$180,880 |
| Growth Marketing, Mid (3-5 years) | 200,000 RSD | S$272,000 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 163,000 RSD | S$221,680 |
| Backend Developer, Mid (3-5 years) | 242,000 RSD | S$329,120 |
| 职位名称 | 平均月薪（RSD） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 157,000 RSD | S$213,520 |
| DevOps Engineer, Mid (3-5 years) | 212,000 RSD | S$288,320 |
| Site Reliability Engineer, Junior (1-3 years) | 157,000 RSD | S$213,520 |
| Site Reliability Engineer, Mid (3-5 years) | 224,000 RSD | S$304,640 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 79,000 RSD | S$107,440 |
| Customer Service Officer, Mid (3-5 years) | 103,000 RSD | S$140,080 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 115,000 RSD | S$156,400 |
| Customer Success Manager, Mid (3-5 years) | 163,000 RSD | S$221,680 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 103,000 RSD | S$140,080 |
| HR Executive, Mid (3-5 years) | 139,000 RSD | S$189,040 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 127,000 RSD | S$172,720 |
| Blockchain Developer, Mid (3-5 years) | 188,000 RSD | S$255,680 |
| Payments Engineer, Junior (1-3 years) | 127,000 RSD | S$172,720 |
| Payments Engineer, Mid (3-5 years) | 169,000 RSD | S$229,840 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 145,000 RSD | S$197,200 |
| Cloud Engineer, Mid (3-5 years) | 212,000 RSD | S$288,320 |
塞尔维亚招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
塞尔维亚的薪酬发放
发薪周期
Salary is commonly paid on the first working day of the following month. Semi monthly payroll may also be used.
最低工资
A statutory national minimum wage applies, generally calculated using an hourly net rate and the monthly working hours.
加班费
- Generally 8 hours per day and 40 hours per week. - Overtime is generally limited to 8 hours per week and total work to 12 hours per day.
- Ordinary overtime: Hourly Rate × 1.26 × Overtime Hours. - Add separate statutory premiums for night, Sunday or public holiday work.
奖金
第 13 个月薪资
Serbia does not impose a general statutory 13th month salary on private sector employers. Private sector employees therefore have no automatic entitlement to an additional annual salary unless a binding employment contract, collective agreement, wage order, employer rule, or special sector law provides one.
No statutory private sector calculation applies. Where a binding instrument grants an annual bonus or 13th salary, the amount must be calculated under that instrument; there is no legal default that it equals 1 month of salary.
No private sector employee in Serbia qualifies automatically under the general labour law. Eligibility is limited to employees expressly covered by the applicable contract, collective agreement, wage order, employer rule, or special sector provision. The general law does not prescribe a universal minimum service period, prorating method, payment deadline, or entitlement after resignation or dismissal for a 13th salary. Those points must be determined from the specific binding instrument. Statutory leave pay, severance, end of service benefits, profit sharing, and public sector payments are separate benefits and should not be recorded as private sector 13th month salary unless the local rule expressly treats them that way.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Pension and disability, health and unemployment insurance contributions | The core employer obligation in Serbia is registration and payroll remittance under Pension and disability, health and unemployment insurance contributions. This is not a general allowance: it is the named statutory arrangement for the pension, retirement, unemployment, medical or related branches stated in the programme title. Coverage must be checked against establishment size, employee status, nationality and earnings limits, and contributions must be paid to the relevant authority by its filing deadline. |
| Work injury protection under Pension and disability, health and unemployment insurance contributions | In Serbia, occupational injury protection is tied to Pension and disability, health and unemployment insurance contributions. The employer must complete the applicable registration or insurance arrangement before exposure begins, report workplace accidents within the legal deadline, and fund the employer portion. Benefits generally cover treatment, temporary incapacity, permanent disability and survivor payments, but the responsible institution and assessable wage follow the local scheme. |
| Statutory termination or end of service entitlement in Serbia | Termination payments in Serbia depend on the Labour Code, the dismissal ground and the employee’s service. Employers must settle notice or pay in lieu, earned salary, unused leave and any statutory severance, gratuity or indemnity that the local rules attach to redundancy, employer initiated dismissal or contract expiry. A resignation does not automatically produce the same entitlement. |
| Public healthcare or mandatory medical coverage in Serbia | Health protection in Serbia is delivered through the medical or sickness branch of Pension and disability, health and unemployment insurance contributions. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules. |
| 可选 | |
| Supplementary private medical insurance in Serbia | Private medical insurance in Serbia should be designed around the gaps left by Pension and disability, health and unemployment insurance contributions. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Housing, relocation and remote work support in Serbia | Housing, relocation and remote work support in Serbia is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
| Meal, commuting and business travel support in Serbia | Meal, commuting and business travel support in Serbia should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Performance or profit sharing bonus in Serbia | A performance or profit sharing bonus in Serbia is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
税务
国家税收
塞尔维亚的国家税收名为 Value-Added Tax (VAT) 20%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | 10% to 20%, depending on income type | Serbia applies 10% to 20%, depending on income type to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Non-Resident Employment Income | See local nonresident rules | Nonresident individuals are generally taxed only on local source employment income. The applicable rate can differ from resident rates and depends on source, presence, payroll withholding, and treaty relief. Confirm the cited country summary before payroll implementation. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | See details | A standard deduction of 20% may be claimed with respect to such income. |
| Taxable & Exempt Components | ||
| Benefits in Kind | Taxable value at marginal rate where applicable | In Serbia, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Serbia, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
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