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Hire Workers in Bosnia

Looking to conquer the world of business without getting tangled up in international employment complexities?

Look no further than TCWGlobal! The best payrolling and global employer of record in Bosnia .

No cultural barrier or legal obstacle will stand in your way with us by your side. We will tailor our services to fit your unique needs and help you shine no matter where you want to operate in the world.

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Fixed-Term Contracts

Fixed-term contracts are permitted in the FBiH region of Bosnia for a maximum of 3 years. There is no limit on renewals, but the total duration cannot exceed the 3 year maximum unless there is a termination period between contracts of at least 60 days. The contract may specify that it can be terminated early for specific reasons.

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Probationary Periods

Probationary periods are permitted up to 6 months in the FBiH region. If the Worker fails to meet expectations as determined by a supervisor or other authorized individual, the employment agreement may be terminated with seven days' notice.


In FBiH, there are 6 public holidays, which are considered paid days off. Workers are also entitled to four days of leave for religious/traditional holidays; two of which are paid and two of which are unpaid. If a Worker works on a public holiday, they are entitled to a pay premium. However, the amount of the premium is not dictated by law so it is within the discretion of the employer or issued in accordance with the employment contract.

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During the first six months of service, Workers are entitled to 1 day of paid vacation for each month worked. After six months of continuous service, Workers are entitled to a minimum of 20 paid working days of vacation per year. If a Worker worked for the same employer prior and there were 15 days or less between the two periods of employment, they do not have to observe the six-months of reduced vacation. Rather, they are immediately entitled to the minimum of 20 paid working days of vacation per year. Each calendar year, the Worker must use at least 12 days of annual leave in an uninterrupted period. The remainder can be carried over to the following year, but must be used by June 30 of that subsequent year. Accrued but unused leave is only payable at the end of employment if it was the employer's fault that the leave could not be used (e.g. economic, organizational, or technical reasons). It is not payable if the Worker resigned or was terminated due to a breach of work duties. Workers may not elect to receive their annual leave allotment as a payment in lieu of time off.

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Sick Leave

If a Worker falls ill, a competent doctor will determine the amount of leave the Worker requires by certificate. The Worker must notify the employer of the illness or injury within three days of the beginning of the absence. The employer must pay at least 80% of the Worker's wages (100% for work injuries and certain specific illnesses) during the leave period. If the absence lasts for more than 42 days, then a portion of the wages issued may be reimbursed by the competent health insurance fund.

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Work in excess of the maximum working hours is considered overtime, which is payable at a premium. However, the premium rate is not prescribed by law. Therefore, it is within the employer's discretion or issued in accordance with the employment contract. In no event may a Worker work more than 8 hours of overtime per week. Minors must never work overtime.

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Employer of Record

Creating a worldwide workforce is a continuous process that extends beyond a contract.

TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.

  • Hire compliantly in 150 countries
  • Provide customized service and benefits
  • Remove the risk from your organization

Lets talk about payrolling.

No hidden fees. Our software is free when we manage your payrolling needs.