Hiring guide in Kosovo*

What should I know about hiring in Kosovo?

Legal framework

Types of employment contracts

In Kosovo, employment contracts can be permanent (indefinite duration) or temporary (fixed-term). An indefinite contract is the most common type of agreement and is often used by full-time employees. A fixed-term contract may be used for project-based work or to cover for someone on leave, and it must specify a clear duration.

Employers can also provide part-time contracts and, in some cases, temporary employment contracts. Kosovo also allows for specific agreements, such as apprenticeship contracts, which provide a combination of work and training.

Content of an employment contract

An employment contract in Kosovo must contain essential information such as the identities of both the employer and employee, job role and qualifications, the duration of the contract, work hours, salary, and any other special clauses (such as non-compete clauses). Fixed-term contracts should include the duration of employment, the purpose of the work, and any other pertinent details to ensure the contract’s validity.

Employment contracts must be written in both the local language (Albanian or Serbian, depending on the region) and English for foreign workers.

Download a free employment contract for Kosovo through Native Teams.

Oral, written or electronic employment contracts

Oral contracts are legally recognised in Kosovo; however, it is advisable to have written contracts to avoid misunderstandings. Written or electronic contracts are standard for clarity and compliance with legal obligations. For fixed-term contracts, a written agreement is mandatory. If a contract is not written, it will be treated as an indefinite-term contract.

Probationary period

While not always required, probationary periods are common in Kosovo, allowing both employers and employees to evaluate the fit of the role. Typically, probation periods can last between one to three months, depending on the company and the position. During the probationary period, either party can terminate the contract with shorter notice.

Working hours

In Kosovo, the standard full-time workweek is 40 hours, typically spread over five working days. Employees are generally entitled to breaks during the workday. Overtime is paid at a higher rate, typically at 1.5 times the standard hourly rate, and is capped to ensure compliance with health and safety regulations.

Breaks and night work

Employees working more than 6 hours per day are entitled to a break of at least 30 minutes. Night work is defined as working between 10 p.m. and 6 a.m., and specific regulations apply to employees working these hours, including additional compensation.

Annual leave

Employees in Kosovo are entitled to a minimum of 20 days of paid annual leave. Any unused leave can typically be carried over to the next year, although this depends on company policy. If an employee falls ill during their annual leave, they may reschedule it.

Holidays

Kosovo observes a variety of public holidays that reflect its cultural, historical, and religious diversity. These holidays include both secular and religious celebrations, providing time for rest, reflection, and cultural appreciation.

Among the national holidays, Independence Day on 17 February stands out as a significant occasion, commemorating Kosovo’s declaration of independence in 2008. Another key day is Constitution Day on 9 April, marking the adoption of the country’s constitution.

Religious holidays play an important role in Kosovo’s calendar due to its multi-religious population. Muslim communities celebrate Eid al-Fitr and Eid al-Adha, while Christian communities observe Easter and Christmas. These celebrations often bring families and communities together, with traditions including feasts, prayers, and acts of charity.

Additionally, Kosovo observes New Year’s Day on 1 January, International Labour Day on 1 May, and Europe Day on 9 May, which symbolises unity and solidarity with the European Union. Some holidays may vary depending on specific regional or religious observances, highlighting the cultural richness of the nation.

For businesses operating in Kosovo, it is important to note these public holidays when planning schedules or deadlines, as they often involve official closures or reduced working hours.

Wages and contributions

Wages in Kosovo are set by agreement between the employer and employee, and the minimum wage is legally defined. In 2025, the minimum gross salary is €250 per month, but wages in more skilled sectors may be significantly higher. Employers must also contribute to social security, pension, and health insurance for their employees.

To calculate the salary and taxes in Kosovo, click here.

Sick leave

Employees in Kosovo are entitled to paid sick leave, provided they have worked for at least 6 months. The first 5 days of sick leave are paid by the employer, and after that, the government covers the costs up to a certain amount. Sick leave benefits may vary based on the employee’s length of service and collective agreements.

Parental and maternity leave

In Kosovo, maternity leave is 12 weeks, with at least 8 weeks taken post-birth. Maternity leave is fully compensated by the government. Paternity leave is typically 5 days, and employees receive full pay during this period. Parental leave provisions are available for up to one year, though it is unpaid.

Termination of the employment relationship

Termination of an employment contract in Kosovo can be initiated by either the employer or employee. Valid reasons for dismissal include economic redundancies, misconduct, or poor performance. The notice period depends on the employee’s length of service, ranging from 15 days to one month.

Ordinary dismissal by employer

Employers must follow strict procedures when dismissing employees, including providing a written notice, allowing the employee to respond to allegations, and offering a severance payment if necessary.

Notice period and challenging the dismissal

In Kosovo, the notice period for employment termination is regulated by the Labour Law and depends on the duration of the employment relationship. For employees who have been employed for less than six months, the notice period is typically 15 calendar days. For those employed for six months to two years, the period is extended to 30 calendar days. Employees who have worked for more than two years are entitled to a 45-calendar-day notice. These notice periods ensure fairness and allow both employers and employees to plan for transitions effectively.

Rights and obligations of unemployed individuals

In Kosovo, unemployed individuals have specific rights and obligations designed to support them while encouraging active engagement in the labour market. Unemployed individuals are entitled to register with the Employment Office, which grants them access to various public employment services. These include job matching, vocational training, counselling, and opportunities to participate in active labour market programmes aimed at improving their employability. Additionally, registered unemployed individuals may be eligible for certain social assistance schemes, provided they meet the criteria set out by the relevant institutions.

Severance pay

In Kosovo, severance pay is governed by the Labour Law and is applicable in specific circumstances, primarily upon the termination of employment due to redundancy or the employer’s inability to sustain the employment relationship. Severance pay serves as financial support for employees who face job loss and is intended to ease their transition during periods of unemployment.

Prohibition of competition

The Labour Law in Kosovo includes provisions addressing the prohibition of competition, which aim to protect an employer’s legitimate business interests while maintaining fair labour practices. These provisions restrict employees from engaging in activities that may directly compete with their employer’s business during their period of employment.

Typically, an employee is prohibited from undertaking work for another organisation that operates in the same industry or from starting a similar business that could conflict with their employer’s interests. The scope of this restriction is often outlined in employment contracts, specifying the nature of prohibited activities, the geographical range, and the duration of the prohibition.

Remote working policy

Remote working in Kosovo, encompassing telework and home-based work, is regulated under the Labour Code, which defines the rights and responsibilities of both employers and employees. These employment arrangements allow work to be performed from home or another mutually agreed-upon location, often offering flexibility in working hours. However, remote work is subject to specific exclusions from general labour law provisions. For example, rules regarding modifications to weekly working hours, daily rest periods, and weekly rest periods do not apply to remote employees. Additionally, remote workers are not entitled to certain benefits such as compensation for absences (except in cases like the death of a close family member) or specific allowances outlined in the Labour Code.

Despite these exclusions, the law ensures that remote employees are not disadvantaged compared to their on-site counterparts. This equity principle guarantees that remote workers enjoy comparable treatment and benefits, maintaining fairness across all working arrangements.

Health and safety at home

In Kosovo, employers are legally required to ensure that all employees, including those working remotely, have safe and healthy working conditions, as stipulated by the country’s labour laws. This means that the same occupational safety standards applied in traditional workplaces must also be upheld in remote work environments. Employers must assess the home workspace for potential hazards, provide guidance on setting up a safe and ergonomic working environment, and offer necessary resources to mitigate any risks.

Employees, on their part, have a responsibility to ensure their own health and safety while working remotely. This includes setting up a workspace that minimizes risks, such as using ergonomic furniture and maintaining a clutter-free environment to prevent accidents. Employees should be mindful of potential hazards, even when working from home, and take necessary precautions.

Employers are obligated to inform remote workers about occupational hazards related to their work and provide protective measures. This could include offering ergonomic advice for setting up home workstations, guidelines on taking regular breaks, and instructions on how to avoid or minimize risks. If employee representatives exist within the organization, they have the right to inspect and monitor the health and safety conditions of remote workers.

What are the advantages of hiring employees from Kosovo vs other countries?

Hiring employees from Kosovo offers numerous advantages that make the country an attractive destination for businesses. The workforce in Kosovo is predominantly young, educated, and highly skilled, with a strong emphasis on acquiring knowledge and technical expertise. Many professionals in Kosovo are multilingual, with fluency in languages, making them well-suited for roles that require international communication. Labour costs in Kosovo are considerably lower than in many other European countries, enabling businesses to optimise their budgets without compromising the quality of work.

In addition to cost-effectiveness, Kosovo’s strategic location in the Balkans provides logistical benefits and cultural alignment with European business standards, ensuring smoother collaboration and integration into diverse teams. The country’s growing expertise in sectors such as information technology, customer service, and manufacturing highlights its potential to meet the needs of businesses across a wide range of industries. 

Furthermore, Kosovo’s workforce is known for its strong work ethic and adaptability, offering companies the reliability and commitment necessary to thrive in a competitive global market. These factors collectively position Kosovo as a compelling choice for businesses looking to expand their operations or enhance their talent acquisition strategies.

Why use Native Teams for hiring in Kosovo?

Native Teams lets you employ team members ‘like a local’ meaning you get all the benefits of a global team, wherever you are based. Here are the reasons why you should use Native Teams for hiring:

• No paperwork: We will handle all the necessary paperwork for you.
• Save on taxes: We help you handle your taxes.
• No company set up: You can expand your business using our company entitles.
• Online onboarding: We’re here to ensure your onboarding process is trouble-free.
• No accounting: We will handle all of your accounting needs, including invoicing, payroll, and more.
• Increase your profit: We assist you in growing your business and maximising your profits.
• Compliance expertise: we can assist your company in navigating the regulatory environments and ensure you meet all relevant requirements.
• Local support: We can assist you in understanding and complying with the relevant local laws.