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Hiring in MeMontenegro.

Population

28,812,195

Languages

1.

Malagasy

2.

French

Country Capital

Antananarivo

Currency

Ariary (MGA)

Once you decide to open a new business location in Montenegro, your mind will probably jump to several different imperative tasks. The ones you shouldn’t overlook are recruiting, hiring, and onboarding. Learning how to hire Montenegro employees is essential to your company’s success, but you have to find the time to learn the country’s employment compliance laws and more.

That’s where G-P can help. We’ll use our existing subsidiary to hire Montenegro employees who work for you. With Montenegro hiring outsourcing, we can recruit top candidates for your open positions or onboard your preferred job candidates. As the Employer of Record, we’ll make sure we follow all Montenegro employment compliance laws on your behalf.

Recruiting in Montenegro

Learning about Montenegrin culture is a great place to start when you’re planning your expansion, but you’ll also want to consider the logistics of the recruitment process. Do you know where to find top talent? Are you familiar with all the laws you’ll need to follow as you recruit and hire new team members? If not, staffing can be a time-consuming and costly process.

Sourcing talent is one of the first steps in the recruitment process. Your company has a few options to choose from when you’re staffing in this country:

  1. You can have your recruiting team handle the process in-house. You’ll want to advertise your open positions in local newspapers and post on job boards. You could also try connecting with candidates on social media. This process could take time, so it’s a good idea to start as soon as possible.
  2. You can hire a local recruitment agency. If you do, look out for hidden costs like fees built into your employees’ salaries. It’s also important to remember that you’re still responsible for compliance if you hire through a traditional agency.
  3. Your company could work with a global PEO. If your PEO offers recruitment as part of their overall platform, this option could save significant time and money and take the risk of compliance off your shoulders.

Per law, employers are also required to notify Montenegro’s Employment Bureau of any vacancy. However, these shall only be made public at the request of the employer.

Laws Against Discrimination in Montenegro

Montenegro has laws in place to prevent discrimination during the recruiting and hiring process, so your company will need to be mindful of the language you use in job descriptions and advertisements as well as your conversations with potential hires. Montenegrin law prohibits discrimination on the following grounds:

  • Social or ethnic origin
  • Race
  • National affiliation
  • Skin color
  • Language
  • Gender
  • Gender identity
  • Religion or belief
  • Health condition
  • Age
  • Disability
  • Political or other opinions
  • Sexual orientation or gender identity
  • Financial status
  • Marital or family status
  • Pregnancy
  • Membership of a group
  • Other personal characteristics

How to Hire Employees in Montenegro

You’re required by law to hire all Montenegro employees using a written employment contract concluded prior to their start date. You can tailor the contract to the employee’s position and choose a fixed-term or indefinite option. However, fixed-term contracts are only permitted for up to three years. All contracts should be in the local language and include certain terms such as salary, benefits, working hours, and termination requirements. Your offer letter and contract should also include monetary amounts in EUR.

Montenegro Employment Laws

Montenegro’s employment compliance laws include several important provisions for everything from non-discrimination to representation. As an employer, you cannot directly or indirectly discriminate against workers based on their gender, language, religion, race, age, or similar factors.

The country’s labor law also allows employees to organize and create unions. If your employees belong to an organization, the trade union or collective bargaining agreement (CBA) will outline separate laws you need to follow and also settle disputes between you and your employees.

It’s important to note that Montenegro’s New Labour Act entered into force in January 2020, replacing the 2008 Labour Act, and includes updated compliance regulations for CBAs, fixed-term contracts, working hours, and more.

Onboarding in Montenegro

Onboarding employees differs for every company depending on size, operations, and more. Generally, we recommend having employees sign their employment contract on their first day or during their first week. You should also start training employees right away so that they can succeed in their new positions. If you have the time to travel to Montenegro, you can onboard several employees at one time and hold a team meeting for new hires to meet each other and learn about your company.

Benefits of Hiring Outsourcing in Montenegro

Opting for Montenegro hiring outsourcing services will ensure you follow the country’s employment compliance laws from the start. Without the help of a global PEO, you’d have to learn how to hire Montenegro employees on your own. Then you’d need to follow Montenegro’s employment compliance laws through every step of the process.

G-P will help you obtain talented employees who can start working for you in a little as a day. We’ll either recruit candidates for your positions or hire your preferred candidates using Montenegro hiring outsourcing. You won’t have to worry about compliance, and you can feel confident that your employees will have a great hiring experience.

Work With G-P To Expand Globally

G-P wants to see your new location succeed through our Montenegro hiring outsourcing services. Contact us today to learn more.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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