ARTICLE Law on Agency Employment aimed at prevention of labor abuse

ARTICLE Law on Agency Employment aimed at prevention of labor abuse

     The most common way of establishing an employment relationship in the Republic of Serbia is on the basis of an employment contract concluded between the employee and the employer. 
However, an employee can also establish an employment relationship through an employment contract concluded with a temporary staffing agency, which further assigns the employee to the beneficiary employer, for the purpose of temporary work. This way of establishing an employment relationship is foreseen and regulated by the Law on Agency Employment.


SUBJECT OF REGULATION
The Law on Agency Employment regulates the rights and obligations of employees who enter into an employment contract with a temporary staffing agency. The employee is assigned to a beneficiary employer for the purpose of temporary work, and the law regulates the exercise of certain rights based on work relationship, working conditions of temporary staffing agencies, procedures and conditions of assigned employees, the relationship between the agency and the employer, as well as the obligations of the agency and the beneficiary employer towards the assigned employees. 
In consequence, when establishing an employment relationship through a temporary agency there are three actors, namely:


1. Temporary staffing agency – a company or entrepreneur registered with the competent authority. 
2. Assigned employee – natural person who is employed in the agency.
3. Beneficiary employer – legal entity, entrepreneur, subsidiary or branch of a foreign legal entity, state authority, authority of an autonomous province or local self-government unit, where the assigned employee temporarily performs work.


ESTABLISHMENT OF EMPLOYMENT RELATIONSHIP
A precondition for worker to be assigned to a specific beneficiary employer through an agency is a concluded contract between the agency and the employer. This contract is concluded in writing, and the mandatory content is prescribed by the Law on Agency Employment. Furthermore, essential elements of this contract are the obligation of the employing organization to provide the agency with accurate information on its needs, such as the number of assigned employees, the time period, the place of work, the type of work and tasks to be performed, the working conditions, as well as the salary and/or wages and any other rights and obligations.
After the agency and the beneficiary employer conclude a contract defining the mutual relationship, i.e. specifying the requested employee profile and all the working conditions, the agency concludes an employment contract with the assigned employee for an indefinite or fixed period of time.
With a fixed-term contract, the assigned employee is engaged only for the period of time that is contracted with the beneficiary employer. Of course, if the employer assesses that there is a need to rehire the assigned worker, the agency can offer a new fixed-term employment contract. However, the assigned employee cannot be rehired by the same beneficiary employer for more than 24 months in total, regardless of whether it may be through the same or a different agency, unless the applicable Labor Law prescribes otherwise.  
If the same assigned employee is hired by the same beneficiary employer for more than 24 months in total, it is considered that the assigned employee has established an employment relationship for an indefinite period with the beneficiary employer.
In the case of an indefinite-term contract between the agency and the employee, the work status of the assigned worker can have two forms:


1. Active status - represents the time that the assigned employee spends working for the beneficiary employer,
2. Inactive status - represents the employee's inactivity time. During the inactive period, the agency is obliged to provide all the necessary conditions to the employee, even though the employee is not working i.e. is not assigned for the period.


LIMITATIONS AND PROHIBITIONS 
The Law on Agency Employment foresees restrictions regarding the conclusion of contracts on the assignment of employees. It stipulates that the total number of employees assigned for a fixed term to the beneficiary employer cannot exceed 10% of the total number of employer’s workers on the date of the conclusion of the contract on assignment of employees. The same applies in case there is an amendment of the contract with the purpose of increasing the number of assigned employees. 
Also, the law expressly stipulates the number of employees that can be hired by the beneficiary employer who has less than 50 employees on the day of contract signing with the agency. 


-    2-9 employees – 1 assigned employee
-    10-19 employees – 2 assigned employees
-    20-29 employees – 3 assigned employees
-    30-39 employees – 4 assigned employees
-    40-49 employees – 5 assigned employees


However, the aforementioned restrictions do not include assigned employees who have an employment contract with the agency for an indefinite period of time, regardless of the period for which they are assigned to the beneficiary employer.
Furthermore, inter alia, it is prohibited for a staffing agency to:
-    Conclude an Employee Transfer Agreement with another staffing agency.
-    Assign an employee to workplaces of state employees of the Republic of Serbia.
-    Assign an employee to workplaces of officials in local authorities and authorities of autonomous provinces.
-    Assign an employee as the replacement of a beneficiary employer’s employee in case of an organized strike.

TERMS OF EMPLOYMENT OF THE ASSIGNED EMPLOYEE

The Law on Agency Employment stipulates that the working conditions applied to beneficiary employers’ own workers are to be fully applied to the assigned employees as well. This means that the beneficiary employer sets the terms of employment that are applicable to both those employees who have signed a contract directly with the employing organization, as to those assigned by the staffing agency. Equal working conditions refer to:
-    duration and schedule of work hours;
-    overtime work;
-    night shift;
-    rest during work; 
-    daily, weekly and annual leave;
-    leave with salary compensation;
-    elements for the calculation and payment of salary, wages and expenses;
-    occupational safety and health;
-    labor law protection of pregnant women and nursing mothers;
-    labor law protection of youth;
-    prohibition of discrimination on all grounds.

The agency is obliged to pay the salary, wages and reimbursements to the assigned employee for the assignment period based on the data provided to it by the beneficiary employer, but also based on the data available to it. This means that the agency has the obligation of payment even in the case the beneficiary employer does not provide the agency with the necessary data. It such case, the agency has to use any data available to it, i.e. the average number of working hours for the month in question.
The agency must not charge the assigned employee for its service of assignment to the beneficiary employer. The agency must not charge the person who worked as an assigned employee but after the termination of the assignment concluded an employment contract with the beneficiary employer.
The Law also stipulates that the assigned employee who has an employment contract with the agency for an indefinite period of time has the right to salary compensation in the period between two assignments to beneficiary employers (inactive status). The amount of such payment cannot be less than the minimum wage, and in the event of termination of the employment relationship initiated by the agency, the assigned employee has the right to severance pay based on the excess of employees, in accordance with the regulating Labor Law.


TERMINATION OF EMPLOYMENT CONTRACT
In accordance with the regulating Labor Law and general acts of the agency, i.e. of the beneficiary employer, the agency may cancel the employment contract of the assigned employee or impose another measure if there is a justified reason for it, related to the employee's ability to work and/or employee’s behavior, as well as for other reasons stipulated by the law. 
The beneficiary employer is obliged to notify the agency without delay, in writing, of the existence of the aforementioned circumstances, and also to provide all the necessary evidence to determine the circumstances that represent grounds for dismissal.

In case of illegal dismissal, the assigned employee has the right to initiate a labor dispute against the agency for compensation of damages in the competent court in the amount of the remaining wages from the moment of termination of the employment relationship until the end of the duration of the agreed assignment (maximum of 18 wages), as well as the right to payment of taxes and contributions for that same period.

OBLIGATIONS OF THE BENEFICIARY EMPLOYER
The beneficiary employing organization is obliged to provide work assignments to the assigned employee, organize, manage and supervise the work of the assigned employee, give instructions, ensure working conditions and ensure occupational safety and health, in the same way that it does for its own employees. In particular, when concluding the assignment agreement, the beneficiary employer is to inform the agency on the work conditions for positions for which assignment is being made, any other working conditions of comparable positions, and to submit an extract from the ruling general act. The beneficiary employer is also to inform the agency on any changes in the stated conditions as quickly as possible.
The Law on Agency Employment expressly stipulates the obligation of the beneficiary employer to ensure occupational safety and health for assigned employees. Beneficiary employer is to inform the assigned employee on potential risks and specific safety measures at the assigned workplace before the beginning of work. In addition, it is the obligation of the beneficiary employer to organize medical examinations for the assigned employee, in accordance with the regulations on occupational safety and health.


STEP TOWARDS IMPROVING THE POSITION OF ASSIGNED WORKERS
Temporary agency employment represents a significant and unavoidable form of work engagement of working age population. It was necessary to pass a law that would guarantee equal treatment of both assigned workers and workers of the beneficiary employer, which was done by passing the Law on Agency Employment in 2019.
Given that this form of employment has existed in practice for a long time, but without any legal framework, the adoption and implementation of the Law on Agency Employment as necessary to bring order to this area, and also to reduce and prevent labor abuse.

 

Authors

Nikola Komnenović, Partner

Branka Dželajlija, Senior Associate

Aleksandra Mrdović, Attorney at Law
 

*The information in this document does not represent legal advice and is provided for general informational purposes only.

**Partner, Senior Associate, Associate and/or Junior Associate refers to Independent Attorney at Law in cooperation with IVVK Lawyers.

***For any question regarding cooperation and/or business proposal, please contact our BD at marina.tanaskovic@ivvk.rs 

03/10/2022

SHARE the NEWS on :

PREVIOUS

PREVIOUS

ACQUIRING THE ENERGY PERMIT

PREVIOUS

PREVIOUS

EU’S New AML Measures

PREVIOUS

PREVIOUS

Corporate Sustainability Due Diligence Directive: Navigating Trough the Turmoil

PREVIOUS

PREVIOUS

Jurisdiction for Issuing Construction Permits

PREVIOUS

PREVIOUS

EU Minimum Corporate Income Tax Directive: What to Know and What to Expect?

PREVIOUS

PREVIOUS

Marking Data Protection Day: A Reminder of How Important it Is to Protect Privacy

PREVIOUS

PREVIOUS

Drag Along and Tag Along in Domestic Legal System

PREVIOUS

PREVIOUS

AI Act - Challenges of Artificial Intelligence To the Global Market

PREVIOUS

PREVIOUS

Understanding NPLs: Scheme, Serbian Context & Notes of Economists

PREVIOUS

PREVIOUS

Insurance – Luxury or Necessity?

PREVIOUS

PREVIOUS

Claims Secured by a Mortgage and the Statute of Limitations

PREVIOUS

PREVIOUS

Alert: New Regulation Concerning Incentives in the Hotel Industry

PREVIOUS

PREVIOUS

Most Profitable Investments In The Republic Of Serbia

PREVIOUS

PREVIOUS

Annex to the Employment Contract for Transfer to Another Suitable Job (Due to the Needs of the Work Process and Organization)

PREVIOUS

PREVIOUS

Delayed justice is denied justice

PREVIOUS

PREVIOUS

Regulation of the Government of the Republic of Serbia on electricity delivery and supply conditions: Outlining the conditions for connection to the grid

PREVIOUS

PREVIOUS

Shareholders agreement – General overview and important clauses

PREVIOUS

PREVIOUS

Serbia drafting new Law on Information Security

PREVIOUS

PREVIOUS

IVVK Lawyers becomes part of the LexQuire family

PREVIOUS

PREVIOUS

Serbia looking for strategic partners for solar power plants

PREVIOUS

PREVIOUS

ARTICLE Benefits of employee stock ownership plan in Serbia

PREVIOUS

PREVIOUS

In 5 years 450 new RES power plants in Serbia

PREVIOUS

PREVIOUS

ARTICLE Co-ownership of share in Serbia

PREVIOUS

PREVIOUS

Serbia hosts Specialised Expo 2027

PREVIOUS

PREVIOUS

ARTICLE Uncovering legal challenges of AI

PREVIOUS

PREVIOUS

Energy related Memorandum of Understanding signed with UK

PREVIOUS

PREVIOUS

Serbia established quota for solar power auctions

PREVIOUS

PREVIOUS

ARTICLE The dark side of ESG

PREVIOUS

PREVIOUS

ARTICLE ESG principles and their impact on corporate world

PREVIOUS

PREVIOUS

Serbia focuses on energy, IT and biotech

PREVIOUS

PREVIOUS

Serbian Orthodox Church becomes solar prosumer

PREVIOUS

PREVIOUS

Notary Chamber of Serbia releases E-Notary app

PREVIOUS

PREVIOUS

ARTICLE CFD brokers hiding behind Terms and Conditions

PREVIOUS

PREVIOUS

Process of company founding in Serbia goes electronic

PREVIOUS

PREVIOUS

Upward trend of renewables confirmed in 2022

PREVIOUS

PREVIOUS

ARTICLE Obtaining hemp cultivation permit in Serbia

PREVIOUS

PREVIOUS

ARTICLE Legal aspects of cultivation, trade and use of cannabis in Serbia

PREVIOUS

PREVIOUS

Serbia's 2023 economic growth depends on IT sector

PREVIOUS

PREVIOUS

ARTICLE Legal considerations of seasonal work engagements in Serbia

PREVIOUS

PREVIOUS

IVVK Lawyers hosted lecture for foreign business people

PREVIOUS

PREVIOUS

ICT sector recorded 2 billion EUR surplus

PREVIOUS

PREVIOUS

Growth of creative industries sector in Serbia

PREVIOUS

PREVIOUS

Serbia large biomass energy potential

PREVIOUS

PREVIOUS

Rich gold deposit found in Serbia

PREVIOUS

PREVIOUS

Serbia among top 3 global raspberry producers

PREVIOUS

PREVIOUS

Serbian Chamber of Commerce present in Dubai

PREVIOUS

PREVIOUS

Establishment of Serbia-Qatar Business Council

PREVIOUS

PREVIOUS

Serbia's Securities Commission approved establishment of a new AIF

PREVIOUS

PREVIOUS

Serbia adopted Air Quality Protection Program 2022-2030

PREVIOUS

PREVIOUS

Danube region transnational cooperation program 2021-2027 approved

PREVIOUS

PREVIOUS

Rakija entered UNESCO-s Intangible Cultural Heritage of Humanity List

PREVIOUS

PREVIOUS

Possible electricity import from Azerbaijan

PREVIOUS

PREVIOUS

Serbia's unique solar energy storage solution

PREVIOUS

PREVIOUS

Serbia abundant in rare minerals

PREVIOUS

PREVIOUS

Luxury Real Estate Market in Montenegro

PREVIOUS

PREVIOUS

LexQuire meets IVVK Lawyers

PREVIOUS

PREVIOUS

ARTICLE Law on Agency Employment aimed at prevention of labor abuse

PREVIOUS

PREVIOUS

11 cities and municipalities signed a Memorandum of Understanding

PREVIOUS

PREVIOUS

Price increase of housing units in Montenegro by 40%

PREVIOUS

PREVIOUS

Foreign trade in goods increased by 35.1%

PREVIOUS

PREVIOUS

ARTICLE Tax Incentives to Employers Who Hire Newly Registered Residents of Serbia

PREVIOUS

PREVIOUS

Apartments as the leading segment of the real estate market

PREVIOUS

PREVIOUS

Businessmen optimistic about the third quarter of 2022

PREVIOUS

PREVIOUS

Inflation in Serbia amounted to 12.8% in July

PREVIOUS

PREVIOUS

Bank fees and commissions to remain stable in 2023

PREVIOUS

PREVIOUS

ARTICLE Law on Alternative Investment Funds

PREVIOUS

PREVIOUS

Montenegro introduces auctions for renewable energy sources

PREVIOUS

PREVIOUS

ARTICLE Legal framework for investments in energy facilities in Serbia

PREVIOUS

PREVIOUS

Hydro Power Plants as a possible energy solution for Serbia

PREVIOUS

PREVIOUS

ARTICLE Four-day working week in Serbia

PREVIOUS

PREVIOUS

Crops estimations for 2022 in Serbia

PREVIOUS

PREVIOUS

ARTICLE Innovation clusters as high-potential solution for SMEs

PREVIOUS

PREVIOUS

Customs-free importing quotas for Eurasian Economic Community 2023

PREVIOUS

PREVIOUS

IVVK JOB OPENING We are hiring Junior Associates

PREVIOUS

PREVIOUS

Startups Attract More Than USD 135 Million to Serbia in 2021

PREVIOUS

PREVIOUS

Construction Plan for a Wind Farm in Bor

PREVIOUS

PREVIOUS

IVVK Lawyers participated in Confindustria HR Forum

PREVIOUS

PREVIOUS

IVVK-UpSkill Workshop "Presentation on social and TV media"

PREVIOUS

PREVIOUS

Serbia and Azerbaijan up for cooperation in the energy field

PREVIOUS

PREVIOUS

Energy permits digitized starting November

PREVIOUS

PREVIOUS

Belgrade declared city with greatest economic potential in region

PREVIOUS

PREVIOUS

Digitalization of fiscalization and invoicing in Serbia

PREVIOUS

PREVIOUS

New Register of Investment Locations in Serbia

PREVIOUS

PREVIOUS

Paysend opens new European tech center in Serbia

PREVIOUS

PREVIOUS

Serbia allows free export of flour from 15 May

PREVIOUS

PREVIOUS

Serbia to announce auctions for renewable energy power plants

PREVIOUS

PREVIOUS

Energy most important for economic development

PREVIOUS

PREVIOUS

Action Plan for Implementation of Digitalisation Programme in Health System

PREVIOUS

PREVIOUS

Oracle Corporation opens regional centre in Serbia

NEXT

NEXT

ACQUIRING THE ENERGY PERMIT

NEXT

NEXT

EU’S New AML Measures

NEXT

NEXT

Corporate Sustainability Due Diligence Directive: Navigating Trough the Turmoil

NEXT

NEXT

Jurisdiction for Issuing Construction Permits

NEXT

NEXT

EU Minimum Corporate Income Tax Directive: What to Know and What to Expect?

NEXT

NEXT

Marking Data Protection Day: A Reminder of How Important it Is to Protect Privacy

NEXT

NEXT

Drag Along and Tag Along in Domestic Legal System

NEXT

NEXT

AI Act - Challenges of Artificial Intelligence To the Global Market

NEXT

NEXT

Understanding NPLs: Scheme, Serbian Context & Notes of Economists

NEXT

NEXT

Insurance – Luxury or Necessity?

NEXT

NEXT

Claims Secured by a Mortgage and the Statute of Limitations

NEXT

NEXT

Alert: New Regulation Concerning Incentives in the Hotel Industry

NEXT

NEXT

Most Profitable Investments In The Republic Of Serbia

NEXT

NEXT

Annex to the Employment Contract for Transfer to Another Suitable Job (Due to the Needs of the Work Process and Organization)

NEXT

NEXT

Delayed justice is denied justice

NEXT

NEXT

Regulation of the Government of the Republic of Serbia on electricity delivery and supply conditions: Outlining the conditions for connection to the grid

NEXT

NEXT

Shareholders agreement – General overview and important clauses

NEXT

NEXT

Serbia drafting new Law on Information Security

NEXT

NEXT

IVVK Lawyers becomes part of the LexQuire family

NEXT

NEXT

Serbia looking for strategic partners for solar power plants

NEXT

NEXT

ARTICLE Benefits of employee stock ownership plan in Serbia

NEXT

NEXT

In 5 years 450 new RES power plants in Serbia

NEXT

NEXT

ARTICLE Co-ownership of share in Serbia

NEXT

NEXT

Serbia hosts Specialised Expo 2027

NEXT

NEXT

ARTICLE Uncovering legal challenges of AI

NEXT

NEXT

Energy related Memorandum of Understanding signed with UK

NEXT

NEXT

Serbia established quota for solar power auctions

NEXT

NEXT

ARTICLE The dark side of ESG

NEXT

NEXT

ARTICLE ESG principles and their impact on corporate world

NEXT

NEXT

Serbia focuses on energy, IT and biotech

NEXT

NEXT

Serbian Orthodox Church becomes solar prosumer

NEXT

NEXT

Notary Chamber of Serbia releases E-Notary app

NEXT

NEXT

ARTICLE CFD brokers hiding behind Terms and Conditions

NEXT

NEXT

Process of company founding in Serbia goes electronic

NEXT

NEXT

Upward trend of renewables confirmed in 2022

NEXT

NEXT

ARTICLE Obtaining hemp cultivation permit in Serbia

NEXT

NEXT

ARTICLE Legal aspects of cultivation, trade and use of cannabis in Serbia

NEXT

NEXT

Serbia's 2023 economic growth depends on IT sector

NEXT

NEXT

ARTICLE Legal considerations of seasonal work engagements in Serbia

NEXT

NEXT

IVVK Lawyers hosted lecture for foreign business people

NEXT

NEXT

ICT sector recorded 2 billion EUR surplus

NEXT

NEXT

Growth of creative industries sector in Serbia

NEXT

NEXT

Serbia large biomass energy potential

NEXT

NEXT

Rich gold deposit found in Serbia

NEXT

NEXT

Serbia among top 3 global raspberry producers

NEXT

NEXT

Serbian Chamber of Commerce present in Dubai

NEXT

NEXT

Establishment of Serbia-Qatar Business Council

NEXT

NEXT

Serbia's Securities Commission approved establishment of a new AIF

NEXT

NEXT

Serbia adopted Air Quality Protection Program 2022-2030

NEXT

NEXT

Danube region transnational cooperation program 2021-2027 approved

NEXT

NEXT

Rakija entered UNESCO-s Intangible Cultural Heritage of Humanity List

NEXT

NEXT

Possible electricity import from Azerbaijan

NEXT

NEXT

Serbia's unique solar energy storage solution

NEXT

NEXT

Serbia abundant in rare minerals

NEXT

NEXT

Luxury Real Estate Market in Montenegro

NEXT

NEXT

LexQuire meets IVVK Lawyers

NEXT

NEXT

ARTICLE Law on Agency Employment aimed at prevention of labor abuse

NEXT

NEXT

11 cities and municipalities signed a Memorandum of Understanding

NEXT

NEXT

Price increase of housing units in Montenegro by 40%

NEXT

NEXT

Foreign trade in goods increased by 35.1%

NEXT

NEXT

ARTICLE Tax Incentives to Employers Who Hire Newly Registered Residents of Serbia

NEXT

NEXT

Apartments as the leading segment of the real estate market

NEXT

NEXT

Businessmen optimistic about the third quarter of 2022

NEXT

NEXT

Inflation in Serbia amounted to 12.8% in July

NEXT

NEXT

Bank fees and commissions to remain stable in 2023

NEXT

NEXT

ARTICLE Law on Alternative Investment Funds

NEXT

NEXT

Montenegro introduces auctions for renewable energy sources

NEXT

NEXT

ARTICLE Legal framework for investments in energy facilities in Serbia

NEXT

NEXT

Hydro Power Plants as a possible energy solution for Serbia

NEXT

NEXT

ARTICLE Four-day working week in Serbia

NEXT

NEXT

Crops estimations for 2022 in Serbia

NEXT

NEXT

ARTICLE Innovation clusters as high-potential solution for SMEs

NEXT

NEXT

Customs-free importing quotas for Eurasian Economic Community 2023

NEXT

NEXT

IVVK JOB OPENING We are hiring Junior Associates

NEXT

NEXT

Startups Attract More Than USD 135 Million to Serbia in 2021

NEXT

NEXT

Construction Plan for a Wind Farm in Bor

NEXT

NEXT

IVVK Lawyers participated in Confindustria HR Forum

NEXT

NEXT

IVVK-UpSkill Workshop "Presentation on social and TV media"

NEXT

NEXT

Serbia and Azerbaijan up for cooperation in the energy field

NEXT

NEXT

Energy permits digitized starting November

NEXT

NEXT

Belgrade declared city with greatest economic potential in region

NEXT

NEXT

Digitalization of fiscalization and invoicing in Serbia

NEXT

NEXT

New Register of Investment Locations in Serbia

NEXT

NEXT

Paysend opens new European tech center in Serbia

NEXT

NEXT

Serbia allows free export of flour from 15 May

NEXT

NEXT

Serbia to announce auctions for renewable energy power plants

NEXT

NEXT

Energy most important for economic development

NEXT

NEXT

Action Plan for Implementation of Digitalisation Programme in Health System

NEXT

NEXT

Oracle Corporation opens regional centre in Serbia