The small Balkan country of Bosnia and Herzegovina is the world’s 133rd-most populous nation, with a population of just 3.436 million people. At the same time, it hosts the world’s 107th-largest economy, with a GDP of $36.24 billion. This GDP has more than doubled in the past decade, and is nearly ten times as large as it was when the country gained independence in 1995. What has driven this growth? The nation’s labor force has actually decreased to 1.355 million, but the remaining workers have become increasingly productive. Around 31% of workers are employed in industry, producing important exports like wire, electricity, and iron construction products that are largely sold within the European Union. However, just over 51% of employees work in services, including trade, tourism, transportation, finance, and business services. Bosnian and Herzegovinian workers are increasingly well-educated and, with their below-average wages for the EU, are highly attractive for both local and foreign employers.

Finding just the right workers in a foreign country like Bosnia and Herzegovina, however, can be a real challenge. Employers have to trust that the claims applicants make about their education, skills, and knowledge are accurate, while employees have to hope that the jobs on offer will match both their skills and their working styles well. One way to help both sides of the equation test out new employment relationships is the use of probation periods for new workers. These periods follow specific regulations in different parts of the country, and can provide benefits for both employees and employers.

Definition of a Probation Period in Bosnia and Herzegovina

In Bosnian, a probation period or trial period is often referred to as a probnom radu or a probni period. This is a period of time during which both the employee and the employer assess their employment relationship to decide whether it ought to be positive and productive over the long run.

The employer evaluates how well the new employee can do their job, comparing their claims from their application and interview with their actual on-the-job performance. They look at the way they interact with their coworkers and supervisors, and how well they fit into the company’s specific workplace culture. If they don’t seem to be a good fit, the employer can terminate them either during or at the end of their probation period.

Likewise, the employee compares the working conditions (hours, working location, office conditions, etc.), compensation, and benefits that they receive during probation with what the employer had earlier promised. They, too, assess their fit with the company and their ability to work effectively in their position. They make an overall evaluation of how well they’ll be able to live up to expectations while also enjoying their work, and if they don’t feel they’re a good match for the employer, they may resign.

If neither party sees an issue and chooses to terminate their employment agreement, the probation period will run to its planned end. At that point, the worker will convert from a probationary to a full employee and receive full legal protections and entitlements accordingly.

Lengths of Probationary Periods in Bosnia and Herzegovina

It’s important to recognize that Bosnia and Herzegovina(BiH) is composed of two main and largely autonomous units: the Federation of Bosnia and Herzegovina (FBiH) and the Republika Srpska (RS). The duration of a probationary period depends on the territory in which it is instituted. In the FBiH, probationary periods can last up to six months and cannot be extended or renewed.

In the RS, a probation period can last a maximum of only three months. However, if both parties agree, it can be extended for another three months, to a total of six months. Employers can offer to extend these periods to give new employees opportunities to improve their performance, and employees typically accept these offers rather than facing termination.

Employers can, of course, set shorter durations for probation periods if they feel that these will be sufficient to adequately assess their employees.

Legal Considerations for Probation Periods in Bosnia and Herzegovina

While the country of Bosnia and Herzegovina has some overarching laws that govern all citizens, including its constitution and, as a candidate for European Union membership, its legal instruments are being updated to align with EU laws. The regulations that define probation periods can be found in the Labor Law of the FBiH and the Labor Law of the RS. Important rules to consider include:

Pay and Working Conditions

In both the FBiH and the RS, employees work a 40-hour workweek, which can be spread out over five or six days. Overtime hours are only allowed for emergency or unusual situations, and employees can only work a maximum of ten hours of overtime each week, for which they must be paid at least 125% of their normal wages. These rules apply equally to probationary and full employees.

Minimum wage levels in the country were updated on 1 January 2026. In the FBiH, the minimum wage is 1,027 BAM (Bosnia-Herzegovina convertible marks) per month (around 620 USD) of net income, after taxes and other deductions. In the RS, the minimum wage is 1,000 BAM for most workers, but higher for jobs that require higher levels of education. These minimum wage levels apply to all workers, including those on probation.

Termination and Notice

Probationary employees can be terminated in one of three ways. They can be terminated for gross misconduct at any time and without notice. They can be terminated during their probation periods if their employer gives them seven days’ notice, and they can resign by giving the same notice. Finally, they can be terminated without notice at the end of their probation periods if the employer determines that their work is unsatisfactory. In the RS, this requires the employer to follow a formal assessment procedure, while the law is less formalized in the FBiH.

After probation, employees in the FBiH need to give seven days’ notice to resign, while employers have to give between 14 and 30 days’ notice to their workers. In the RS, employees need to give 15 days’ notice, and employers must give at least 30 days’ notice.

Vacation / Holidays

Employees in the RS are entitled to a minimum of 18 days of paid leave annually. In the FBiH, employees must receive between 20 and 30 days of paid annual leave. In both territories, employees must have worked for at least six months consecutively for their employer before being entitled to annual leave, so probationary employees are not entitled to this leave.

Bosnia and Herzegovina celebrates up to 18 public holidays each year, depending on the region. Most employees are entitled to 10 or 11 paid holidays each year, and if these fall during probation periods, probationary employees are entitled to them as well.

Benefits of Probation Periods in Bosnia and Herzegovina

Because they are allowed by law and provide several benefits, most employers choose to use probation periods, usually with durations of between three and six months, where possible. However, probation periods can also be beneficial for employees. Advantages include:

  • For Employees
The chance to try out a new job to see if they’ll enjoy it and be able to perform it well.
Time to experience working with their new teams.
The chance to show their worth to their employers.
The opportunity to compare their working conditions to what the employer promised.
  • For Employers
A chance to help new employees quickly improve their skills and build their productivity.
Time to observe new employees on the job, working with their colleagues.
The ability to terminate new employees more quickly if they don’t seem to be working out.

Conclusion​

Probation periods are legal and widely used in Bosnia and Herzegovina, though they are governed by different rules in the Federation of Bosnia and Herzegovina and the Republika Srpska. Most employers use these periods to their advantage, allowing them to better vet new employees and ensure that they’ve hired people with the right skills and fit to meet the demands of their jobs.

Frequently Asked Questions

No. While legal, probation periods aren’t required for all employees, and their use is at the discretion of individual employers.

If their employer wants to dismiss them during their probation periods, then yes, workers must be given seven days’ notice of termination. However, they can also be terminated at the end of their prescribed probation periods without any notice if their performance has been found to be unsatisfactory.

In the FBiH, employees can be placed on probation for up to six months. In the RS, initial probation can only last three months, but if the employee agrees, this can be extended to six months.