In Montenegro, most employment relationships typically begin with the probationary period. This serves as a trial phase where the employer evaluates whether the new hire is a good fit for the role and company. During this time, the employee will also determine whether the work environment meets their expectation. 

The probationary period is governed by the Montenegro labor laws. It has set out clear rules on duration, conditions, and rights and responsibilities of both parties. Failing to comply with these regulations may result in legal consequences.

Definition of a Probation Period in Montenegro

A probation period, also known as probationary work, is a trial phase during which an employer evaluates an employee’s performance and suitability before confirming a permanent position. It can be defined in the employment agreement or established through a collective agreement, as permitted by Montenegro’s labor law. 

Importantly, employees on a probationary period are still entitled to their basic rights, including social insurance, vacation accrual, and standard working conditions. The specific terms of the probation must be clearly outlined in the employment agreement.

Lengths of Probationary Periods in Montenegro

Under Montenegrin law, the probation period may not exceed six months. However, in practice, most employers opt for a shorter period, typically around three months. This is especially true for standard roles in the local job market.

Although employers are free to set a shorter probation duration, they can also impose the full six months if no alternative is agreed upon. This applies to both fixed-term and indefinite employment contracts. The only exception involves crew members working on ships and boats undertaking long voyages as part of  Montenegro’s merchant marine.

In these cases, a longer probation period may be negotiated to last until the vessel returns to its home port.

Permanent or Indefinite Contracts

Employees hired on a permanent (indefinite) contract may undergo a probationary period of up to six months. Even though a three-month term is more common in practice. During this phase, employees retain complete legal protection, including leave accrual, salary, and social insurance. 

After the probation ends, the employment continues under standard indefinite contract terms. This includes a statutory 30-day notice period for termination, replacing the shorter five-day notice period applicable during probation.

Fixed-Term or Definite Contracts

Fixed-term (definite) contracts in Montenegro may not exceed a total duration of 24 months. However,  they can still include a probationary period of up to six months.

In practice, three‑month probation is most common, unless there are valid reasons to extend it to the legal maximum. Once the probation period ends, the same legal rules still apply when it comes to employee rights and notice periods as with permanent employees.

Legal Considerations for the Probation Period in Montenegro

The period of probation is governed by Montenegrin labor law and must be clearly stated in the written contract or collective agreement. The legal maximum duration is six months, during which a five‑working‑day notice period for termination applies. 

Employees on probation are entitled to the same rights as permanent staff, including pay, leave (calculated on a pro-rata basis), social security, and protection from discrimination or unfair treatment. Upon successful completion of probation, the employment relationship automatically continues under standard conditions.

Employers who violate probation-related labor laws may face legal consequences. Employees who are treated unfairly during probation have the right to pursue claims through the court system.

Pay and Working Conditions

In Montenegro, the standard full-time workweek is 40 hours, typically spread over five working days at eight hours per day. Overtime is permitted up to 10 hours per week or 250 hours per year and must be agreed upon. The pay for overtime work is at a minimum rate of at least 140% of the normal salary. 

Salaries are typically paid monthly, either in advance or no later than the 15th of the following month. This will depend on the term of the collective agreement. As of June 2025, Montenegro applies minimum wage levels depending on the educational qualifications.

Employees with a high school diploma earn at least €600 net per month. Roles requiring university degrees or higher earn at least €800 net per month. These minimums apply to all employees working a 40-hour week, regardless of the contract type.

The minimum wage is reviewed every six months by the Social Council and finalized by the Ministry of Labour. It must be equal to at least 30% of the national average salary. Employers are legally required to comply with these wage standards.

Termination and Notice

During the probation phase, either the employee or the employer can terminate the employment contract by giving at least 5 working days’ notice. Once the probation ends, the standard 30 working days’ notice applies for both employee-initiated and employer-initiated terminations. 

Immediate termination without notice is allowed only under certain specific circumstances, like violence, serious misconduct, intoxication at work, or providing false information during the hiring process.

Vacation / Holidays

Employees on probation are entitled to vacation and public holidays on the same basis as regular employees. In Montenegro, full-time workers receive a minimum of 20 working days of annual leave per year. For those working six days a week, the minimum is increased to 24 days. 

Additional types of leaves, like marriage, bereavement, or blood donations, are governed by the labor law and collective agreements. Public holidays are granted in line with the national calendar.

Leave entitlements accrue from the first day of employment, including probation. They are also calculated proportionally based on the number of months worked within the year.

Benefits of Probation Periods in Montenegro

Probation periods offer advantages for both workers and employers. They serve as a mutual trial phase for both parties to determine whether a long-term working relationship is a good fit.

  • For Employees

The probation period gives employees the opportunity to understand their role and adapt to the workplace culture, and build confidence before making a long-term commitment.

In addition, it also allows them to assess whether the job meets their expectations in terms of pay, hours, responsibility, and overall working conditions.

Fully protected under labor laws, with entitlements including salary, leave accrual, social insurance, and protection against discrimination. This legal protection ensures employees are treated with dignity and fairness from day one.

  • For Employers

For employers, probation offers a structured phase to assess an employee’s skills, performance, and compatibility with the organization.

Simplifies the termination process if the arrangement is not suitable. This is all thanks to a shorter five-day notice requirement during probation.

Conclusion

Starting a new job or hiring a new employee is a significant step for both parties. In Montenegro, the probation period helps make this transition smoother. It gives employees time to adapt, while giving employers a chance to assess performance and suitability before committing long-term.

For companies unfamiliar with Montenegro labor guidelines, managing the probation period, notice requirements, and wage standards can be challenging. At Remote People, we handle compliance and legal obligations on your behalf, so you can focus on growing your business with confidence.

Frequently Asked Questions

The maximum probation period is six months. The only exception applies to crew members on long maritime voyages. In such cases, their probation may continue until the ship returns to its home port.

Yes. Either the employer or the employee can terminate the contract during the probation period by giving at least five working days’ notice.

Yes. Employees on probation receive full pay, social insurance, and accrue vacation days from the first day of employment.