Serbia is an EU candidate country with a growing base of skilled professionals, and more international companies are looking to hire or relocate workers there. The process involves two separate authorisations — a work permit and a residence permit — and the employer plays a central role in initiating the application before the employee sets foot in the country. This guide covers what you need to know to move through the process without delay.
Legal framework for employing foreign nationals
Work authorisation for non-Serbian nationals is governed by the Law on Employment of Foreigners. Two separate government bodies are involved: the National Employment Service handles work permits, and the Ministry of Interior handles residence permits. In most cases, a foreign national needs both before they can legally begin work.
The employer is responsible for initiating the work permit application in Serbia. The employee then uses that approval to apply for their visa abroad. Both stages need to complete before the employee arrives to work.
Work permit types
Serbia has two main categories of work permit for foreign nationals. Understanding which applies to your hire determines how the application works and what flexibility the worker has.
| Permit type | Who it’s for | Tied to employer? | Validity |
|---|---|---|---|
| Work permit (radna dozvola) | Most non-EU/EEA foreign nationals | Yes | Typically 1 year, renewable |
| Personal work permit (lična radna dozvola) | Permanent residents, spouses/children of Serbian citizens, refugees, persons resident for 3+ years, and certain other categories | No | Linked to qualifying status |
Work permit (radna dozvola)
This is the standard route for most foreign hires. The employer applies on behalf of the employee to the National Employment Service before the employee starts work. The permit is tied to the specific employer, so a new application is required if the worker moves to a different company.
The work permit is typically valid for one year and is renewable for the duration of the employment contract. It must be obtained before the employee starts work — there’s no grace period.
Personal work permit (lična radna dozvola)
The personal work permit allows the holder to work without being tied to a specific employer. It’s available to a defined set of individuals: foreign nationals who are permanent residents of Serbia, spouses or children of Serbian citizens, refugees, people who have lived continuously in Serbia for at least three years, and certain other categories.
If your hire qualifies for a personal work permit, the application process is simpler and doesn’t require employer sponsorship in the same way.
Visa d (long-stay visa)
Foreign nationals intending to stay and work in Serbia for more than 90 days need a Visa D. This is applied for at a Serbian embassy or consulate in the employee’s country of residence, after the work permit has been approved.
The Visa D fee is approximately €50–52. Processing typically takes 2–4 weeks. Build this into your hiring timeline — the employee can’t travel to begin work until the visa is issued.
The end-to-end application process
The process moves through several stages, and each step depends on the previous one completing. The employer drives the early stages; the employee completes the later ones.
Step 1: employer submits the work permit application
The employer (or an Employer of Record (EOR) acting on their behalf) submits a work permit application to the National Employment Service. The application must include:
- The signed employment contract
- The employer’s registered business documents
- The employee’s passport
- Proof of qualifications, where relevant to the role
Step 2: work permit issued
The National Employment Service reviews the application and issues the work permit, typically within a few weeks. Don’t count on the fastest end of that range — building in some buffer avoids disruption if processing runs a little longer.
Step 3: employee applies for visa d
With the work permit approval in hand, the employee applies for a Visa D at a Serbian embassy or consulate in their country of residence. The fee is approximately €50–52 and processing takes around 2–4 weeks.
Step 4: employee arrives and registers their address
All foreign nationals must register their address with the local police administration within 72 hours of arriving in Serbia. Hotels handle this automatically for guests; for all other accommodation, the individual or the employer must complete the registration directly. Missing this deadline creates a compliance problem, so make sure the employee knows the obligation before they travel.
Step 5: residence permit application
After arrival, the employee applies for a temporary residence permit (privremeni boravak) at the local police administration. The residence permit is valid for the same period as the work permit. The employer typically assists with this step.
Employer obligations
Your compliance responsibilities extend well beyond the initial application.
Before work starts
You must hold evidence that the conditions for employing the foreign national are met. The work permit must be issued and the employee registered before they start work.
From the first day of employment
Foreign employees must be registered with Serbian social insurance authorities from day one. This includes registration with the PIO Fund (pension and disability insurance) and health insurance. There’s no onboarding period before this obligation kicks in.
During employment
The work permit is tied to the employment contract. If the employee’s role or terms change significantly, the permit status may be affected. Keep records that allow you to track compliance throughout the contract period.
When employment ends
When the employment contract ends, the foreign employee has 30 days to conclude a new employment contract or other qualifying labour arrangement. If they don’t, the work and residence authorisation lapses and immigration rules apply. You’re responsible for ensuring compliance with immigration obligations at the point of termination and for notifying the relevant authorities.
Social insurance for foreign workers
Foreign employees in Serbia are enrolled in the Serbian social insurance system on the same basis as local employees. This covers pension and disability insurance (PIO Fund) and health insurance, both effective from the first day of work.
Serbia has bilateral social security agreements with some countries. Where one of these agreements applies, the employee may be able to remain enrolled in their home-country system rather than the Serbian one. Check whether a relevant agreement exists before assuming the default Serbian enrolment applies.
EU/eea nationals
EU and EEA nationals face simplified procedures in some cases, depending on bilateral agreements and Serbia’s status as an EU candidate country. In practice, many EU nationals still need to register their address and may require work authorisation depending on the specific arrangement. Don’t assume EU nationality eliminates all steps — confirm the current requirements for the specific nationality before proceeding.
Hiring without a serbian entity
If your company doesn’t have a legal entity in Serbia, you can’t directly act as the employing party for immigration purposes. An EOR solves this by acting as the legal employer in Serbia, handling the work permit application, employment contracts, payroll, and ongoing compliance on your behalf. You manage the working relationship; the EOR handles the legal infrastructure.
For companies making a small number of hires, EOR services are often more practical than setting up a local entity. The compliance obligations in Serbia are time-sensitive — particularly the 72-hour address registration and the day-one social insurance enrolment — and the EOR structure keeps those responsibilities covered without requiring in-country HR infrastructure.
Getting started
Serbia’s work permit process is sequential: the work permit must come before the Visa D, and both must be in place before the employee arrives. The full timeline from application to arrival can run six to eight weeks or more, depending on processing times and how quickly documents are assembled. Starting earlier than feels necessary is always the right call.
RemotePass can act as the legal employer for your Serbia hires, handling work permit applications and immigration compliance without requiring you to set up a local entity. Book a demo to find out how.
