Hiring in Kosovo can be confusing, but it’s easier when you know what you’re doing. If you want to hire remote talent in Kosovo, you have two options: Hire people as contractors, or hire them as employees.
If you want to successfully hire in
Kosovo
, you have two options:
Laws about hiring contractors are significantly more simple in
Kosovo
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Kosovo
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Kosovo
.
Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Kosovo
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and generally puts you at a bigger risk for legal fees. When you hire contractors overseas, your biggest risk is misclassification—but even then, misclassification penalties are often minimal and just require you to pay off any compensation that the person would have been owed as an employee.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Kosovo
, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Kosovo than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Kosovo.
In Kosovo, employees benefit from 4 weeks of annual leave irrespective of whether they are full-time or part-time.
The employer schedules leave but is required to take the employees’ preferences into account.
The employee requests leave a minimum of 15 days in advance and the employer provides a decision no later than five days before the first day of the requested leave.
There are 11 public holidays.
Employees in Kosovo are entitled to 20 days of paid sick leave per year at full salary, paid by the employer.
The employee must notify the employer of their intent to take sick leave as soon as possible, and the employer may require a medical certificate if the employee misses more than three days of work.
Female employees are entitled to:
The final three months of maternity leave, if the mother chooses to take them, are unpaid. The mother may also transfer her right to maternity leave after the first six months to the father.
The father in Kosovo is entitled to three days of paid leave for the birth or adoption of his child and two weeks of unpaid leave, which he is entitled to take at any time before the child turns three years old.
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Employers may terminate a fixed-term contract with 15 days of written notice and an indefinite contract with 30 days of written notice.
An employer may terminate a contract only when the termination is justified for economic, technical or organizational reasons, or if the employee is no longer able to perform their job and there is no practical way to transfer the employee to another job or retrain them for a different job.
The employer may terminate a fixed-term contract within 30 days of written notice, and must also provide 30 days of written notice of intent not to renew a fixed-term contract.
The Severance pay is only required in the case of collective dismissals in which a minimum of 20 employees, constituting 10% or more of all employees, are being terminated in more than six months.
Probation period is shall not exceed 6 months.
The standard working week in Kosovo is 40 hours. Employees under the age of 18 may not work more than 30 hours per week.
In Kosovo, employee who works a shift beyond their usual hours is paid 120% of their standard rate for the extra hours.
The rate for hours beyond 40 hours per week and for night work is 130% of the employee’s standard hourly rate.
Employees receive 150% of their standard rate for work on weekends and national holidays.
Moreover, the overtime is permitted only when there is an urgent need for the employees to work beyond normal hours and is capped at eight hours per week.
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