Kosovo’s economy is fueled by foreign investment and a growing IT sector, and is projected by the World Bank to grow by 3.8% in 2025. If your business is looking to expand into the region, you may need to hire local employees. However, hiring local talent efficiently in Kosovo requires a clear understanding of Kosovo’s labor laws and probation periods.

A probation period in Kosovo allows employers to assess an employee’s skills, adaptability, and cultural fit while giving the employee time to evaluate the role. Kosovo’s Labour Law No. 03/L-212 provides the legal framework for probationary employment.

In this comprehensive guide, we will examine the probation periods in Kosovo. This includes how they are regulated by the country’s Labour Law for full compliance and how to effectively hire employees in this country. 

Definition of a Probation Period in Kosovo

In Kosovo, a probation period is an initial phase within an employment contract, specifically intended for the mutual assessment of the working relationship. The Labour Law (Law No. 03/L-212) explicitly recognizes and regulates this period, which commences on the employee’s first day of work. Its inclusion and specific duration must be in writing within the contract. This is to allow the employer to verify an employee’s capabilities and the employee to assess the job conditions.

Lengths of Probationary Periods in Kosovo

In Kosovo, probationary periods are a common and legally recognized practice that requires a clear, written agreement between both parties. The maximum legal length for a probationary period in Kosovo is six months. 

Some specific legal or collective agreements in international missions or public sector entities operating under EULEX regulations, Article 5, might allow for an extension of the probation period for three additional months, making the total up to nine months. However, for the general private sector, the prevalent understanding is a maximum of six months.

Permanent or Indefinite Contracts

In Kosovo, indefinite-term contracts are the preferred form of employment agreement. The probationary period is the initial phase of these employment relationships.

The Labour Law of Kosovo states that employment contracts made for an indefinite period are considered permanent employment contracts. Any employment contract that contains no indication of its duration shall be for an indefinite period, as the legal preference is for employment stability. 

For new employees hired on permanent or indefinite contracts, employment can begin with a probationary period. This initial period, limited to a maximum of six calendar months, serves as a trial phase before the full protections of an indefinite contract apply.

Fixed-Term or Definite Contracts

Kosovo’s Labour Law allows for fixed-term contracts, but their use is generally restricted to a specific maximum duration, even though a probationary period can be included within them. Fixed-term contracts are used for temporary or project-based work. 

A fixed-term contract cannot exceed a specified duration. Employers that do not intend to renew a fixed-term contract must inform the employee at least 30 days before the contract’s expiration. Failure to provide this notice entitles the employee to an extension of employment with full pay for 30 calendar days.

A probationary period can be within a fixed-term contract. However, the probation period cannot exceed the total duration of the fixed-term contract itself if that contract is shorter than six months. 

Legal Considerations for the Probation Period in Kosovo

Kosovo Labour Law is the legal framework governing employment in Kosovo. This law outlines the rights and obligations of employers and employees during this phase to balance the employer’s need for assessment with the employee’s fundamental protections.

Pay and Working Conditions

All fundamental employment rights and conditions assigned by Kosovo law apply equally to probationary workers as they do to permanent employees from their first day of work. All probationary employees must be paid at least the national minimum wage. 

The current minimum wage in Kosovo is €425.00 per month as of January 1, 2026. The standard full-time workweek in Kosovo is 40 hours, spread over five days with 8 hours per day. The maximum regular working hours for employees under 18 years of age cannot exceed 30 hours per week. 

Termination and Notice

The Labour Law of Kosovo provides specific, simplified rules for terminating an employment contract during the probationary period. Either the employer or the employee may terminate the employment relationship by giving a notice period of seven days for a swift termination if the arrangement is not working out. The decision to terminate must be issued in writing and should include the dismissal grounds.

In Kosovo, there are generally no provisions for severance payments in cases of individual dismissals. Severance pay is only provided in cases of collective dismissals. The employer must pay the salary and other allowances up to the day of termination.

For indefinite-term contracts, notice periods depend on the length of service: 

Length of EmploymentNotice Period
6 months to 2 years30 calendar days
2 to 10 years45 calendar days
More than 10 years60 calendar days

Vacation / Holidays

Kosovo has 13 public holidays each year. If any of these public holidays fall during an employee’s probationary period, they are entitled to the day off with full pay. 

All employees, whether full-time or part-time, are entitled to a paid annual leave of at least four weeks. Employees who have completed 5 years of service are granted an additional day of annual leave for every five years of service. Given the six-month maximum for probation, an employee might accrue some leave, but taking it may depend on company policy.

Employees are entitled to 20 working days per year of sick leave, and during this period, the employer is responsible for paid sick leave at 100% of their average salary. This entitlement applies from the start of employment, including for probationary workers. Employees must also submit a medical report.

Benefits of Probation Periods in Kosovo

The benefits of probation periods for employers and employees in Kosovo are as follows:

  • For Employees

Employees gain a formal and defined period to experience their new work environment.

Employees have a clear way to resign within the probation period, requiring only a seven-day notice.

New employees are protected by fundamental labor rights, including minimum wage, social security contributions, and safe working conditions.

  • For Employers

Employers can evaluate technical skills in real projects without committing to long-term contracts.

For regulated industries, like finance and healthcare, probation allows time to verify certifications or compliance with Kosovo’s professional standards before full integration.

In Kosovo’s multilingual workplace, probation provides time to assess language proficiency and cross-cultural communication skills.

Conclusion

Kosovo has a growing market for international businesses due to its consistent economic growth and young workforce. If you want to hire talent from Kosovo for your company, you first need to understand its specific labor laws, regulations about probationary periods, and termination procedures. The Labour Law provides a clear framework for these trial periods of up to six months. But it’s a complex subject, and without understanding it, you may struggle to compliantly hire workers in Kosovo.

Remote People helps international businesses without any deep expertise in Kosovo’s labor law for a strategic probation and hiring experience. We handle all complexities of local employment, probation period regulations, and more to help you efficiently and compliantly hire in Kosovo.

Frequently Asked Questions

No, a probation period is not mandatory for all employment contracts in Kosovo. But, it must be explicitly agreed upon in writing within the employment agreement. 

The maximum legal duration for a probationary period in Kosovo is six months. But it can be extended for up to 3 more months.

Yes, either the employer or the employee can terminate the employment relationship by giving a seven-day notice period.

If an employee is unable to work due to sick leave during the probationary period, the probation will be extended by the duration of the leave.  

Yes. For a probation period to be legally valid in Kosovo, it must be clearly stipulated in writing within the individual employment contract. Without this written agreement, the employment is considered permanent from the outset.

No. In Kosovo, there are generally no statutory provisions for severance payments in cases of individual dismissals, including those that occur during the probationary period.