Montenegro

Employment contracts may end either by virtue of law, by mutual agreement, or with written notice to the employee. Employers may terminate employment contracts with a detailed written notice to the employee stating the intent and reason for dismissal. Employers must consult with trade unions for collective dismissals of at least 20 employees over the course of 90 days.

Employment contracts cannot be canceled for:

• Pregnant employees using the right to maternity or parental leave

• Parents using parental, foster, or adoptive leave

• A single person with a child up to age seven with a disability in line with the collective agreements, labor contracts, and the law

• Absence of work to take care of a child or pregnancy

A notice of at least 30 days must be given to dismissed employees.

Severance pay is due to employees who were not given notice of collective dismissal nor were measures taken to retrain or send the employees to work in another position. In this case, the pay is 1/3 of the employee’s average monthly wage from the preceding semester for each year of work working for the employer.

Probation periods are defined in employment contracts and collective agreements and cannot exceed six months. 

To be sure of full compliance with all of the laws and any other labor legislation and regulations regarding remote employment in Montenegro or any other nation, your company should work with an employer of record like Remote. Employer of record services for Montenegro may start eventually, so be sure to return. Whether you’re employing in Montenegro or any other country we provide services for, it is essential to know the labor laws about employment, hiring, payroll, benefits, and tax payments. Remote has the expertise to help your company with all of those issues.