Kosovo

INDICATORS OF THE QUALITY OF WORKERS’ RIGHTS FOR 2025

Ardiana Gashi

Artan Mustafa

1. EMPLOYMENT OPPORTUNITIES

1.1 Legal foundations of the rights of workers

The main law on workers’ rights is the Labor Law,^[1] which entered into force in December 2010. This law is largely based on a regulation on substantive work (nr. 2001/27), drafted by the United Nations Mission in Kosovo in 2001. Trade unions were also consulted in the process of adopting the law, although this consultation was relatively superficial and the official tripartite council had not yet been established.

During the period 2015-2017, a General Collective Agreement (GCAK) was in force – co-signed by the Government, trade unions and Chambers of Commerce – and improved several dimensions of labor rights compared to the law. However, in 2017, the Chamber of Commerce withdrew from the agreement, and no new collective agreement has been reached.

In 2018, the (then) Ministry of Labor and Social Welfare launched a concept document for an updated Labor Law which was issued for public consultation.^[2] Although the Labor Law was in the legislative program of the Government for several years, the Law has not yet been fulfilled.

The relevant additional legislation includes the Law on Strikes^[3] and the Law on Employment Agency.^[4]

 1.2. General situation on the labor market

According to the latest annual results of the Labour Force Survey published by the Kosovo Agency of Statistics (ASK),^[5] the general situation in the labor market in 2024 was as follows:

• the activity rate was 43.2%;
• the employment rate was 38.6%;
• the unemployment rate was 10.8%;
• the total number of employees was 414,493;
• the majority of workers were in the sector of trade and car repair (19.5%), construction (12.6%), manufacturing (10.6%), education (8.8%), and state administration (8.1%).

According to data from ASK, in 2024, a total of 7.4% of employees did not have a contract.

1.3. Other important issues

There has been a sharp decline in unemployment in recent years; for example, the official unemployment rate was 20.1% in 2021 (compared to 10.8% in 2024), meaning that unemployment fell by 9.3 percentage points within three years. One factor that may have contributed is emigration: according to ASK only in 2024, 37,451 people left the country.^[6]

The youth unemployment rate (for those between 15 and 24 years old) remains high (19.5% in 2024), but has dropped similarly in recent years (compared, for example, to 38% in 2021). A government incentive for youth employment (called “Superpuna” [Eng. Superjob]) launched in February 2023, may have had a positive impact towards this outcome.^[7]

2. ADEQUATE EARNING AND PRODUCTIVE WORK

2.1. Basic data on earnings

Based on the latest available data,

• the net minimum net wage was 342€ per month (350€ gross for full-time work, or 2€ per working hour);^[8]
• the median net wage was 552€ per month in 2024;^[9] median net wage in public sector was 668€, and in the private sector 513€;
• the net minimum wage covered about 47,5% of the living wage (720€) for a single adult relative to an independent living wage calculation of February 2024 (which used KAS’s Household Budget Survey and Consumer Price Index data);^[10]
• living wage for the family of two adults and two children is estimated at 1,152 €, and the minimum wage covers 29.68% of the living wage calculated for a family;
• the highest median net wages were in public enterprises (92.8% of the living wage); the lowest wages were in the private sector (71.3% of the living wage).^[11]

2.2. Other important issues

Since it was first established in 2011 (161.5€ net per month), the minimum wage had not been increased for 13 years. When an increase to 262.8€ net was finally proposed in the summer of 2023, its implementation was delayed for about a year because the government proposed to separate the minimum wage from a number of particular social benefits, notably benefits paid to war veterans.^[12] At the end of August 2024, the government raised the minimum wage to 342€ net per month. Although the increase in the minimum wage was quite significant, the weak point of the new minimum wage remains the lack of a clear and transparent formula for how it is calculated. There is also no automatic adjustment mechanism for the minimum wage in place relative to the changing earning levels in the employment market. There is no analysis of the level of compliance with the minimum wage in the private sector.

3. DECENT WORKING TIME

3.1. Basic data on working time

According to the Labor Law:

• the legal maximum duration of full-time work is 40 working hours (there are no Eurostat indicators on working time in Kosovo);
• the legal maximum duration of overtime work is 4 hours per day and 8 hours per week;
• there are no specific stipulations on the legal maximum duration of working time in the redistribution of working time, but redistribution is allowed by law;
• minimum hours of daily rest: 12 hours;
• minimum hours of weekly rest: 24 hours (uninterrupted rest);
• minimum duration of annual leave: 4 working weeks (days are not specified in the law, but they are understood to be 20 working days).

3.2 Additional information about working hours

The Labor Law stipulates:

• there are specific reasons for a longer duration of working hours beyond 48 hours a week (e.g., in the event of force majeure, work in preventing accidents, or voluntary paid work);
• the maximum working hours for employed persons under 18 years old are 30 hours a week;
• working time on night shifts is not allowed for employed persons under 18 years old or pregnant employed persons;
• overtime is not paid at an increased rate.

3.3. Other important issues that will be analyzed within this unit

An important gap in the law is the lack of clarity on how the working time and resting time are accounted for nonstandard workers.

4. STABILITY AND SECURITY OF WORK

4.1. Information on stability of work

According to Kosovo Agency of Statistics data for 2024,^[13] 43.5% of workers in Kosovo were on permanent contracts, while 56.5% of them were on fixed-term employment contracts. There are no KAS or Eurostat data on temporary agency workers in Kosovo. The number of foreigners with temporary residence permits for employment in Kosovo in 2023 was 3,646.^[14]

Regulating fixed-term contracts with the Labor Law:

• the maximum duration of the contract is 10 years.
• it is not possible to conclude a fixed-term contract without a specific reason (provided by the law).
• there is a possibility to extend the contract for a fixed term, but if it is extended to more than 10 cumulative years, the contract is considered permanent; there is no maximum number of consecutive contracts stipulated by law.

4.2. Information on security of work

The reasons for contract termination are prescribed by the Labor Law. The contract termination procedure is prescribed for both the employer and employee sides.

• The notice period in cases of termination by the employer:

1. permanent contracts: 30 calendar days for those in employment between six months and two years; 45 calendar days for those in employment for more than two to ten years; 60 calendar days for those in employment for more than ten years;
2. fixed-term contracts: 30 calendar days.

In cases of repeated misconduct and unsatisfactory performance despite written prior warnings, the contracts can be terminated without notice.

• The notice period in cases of termination by the employee:

1. permanent contracts: 30 calendar days;
2. fixed-term contracts: 15 calendar days.

In cases where the employer is in breach of obligations, the contract can be terminated by the employee without notice.

The severance pay is provided only on occasion of collective dismissals; the amount of severance pay is determined by the Labour Law, and it depends on years of employment, ranging from a compensation in the amount of one month’s wage (for two years in employment) to an amount worth seven months’ wage (for those with 30 or more years in employment). Note that severance pay is provided only to those in permanent contracts.

There are no other rights for workers in cases of contract termination by the employer, except in cases of illegal termination, which can then be challenged at the court. The court may order reinstating the worker at the job or can order financial compensation that cannot be lower than twice the sum of the severance pay (see paragraph above).

There is no unemployment insurance in Kosovo.

4.3. Other important issues

Data from the Labour Force Survey show that the percentage of workers with permanent contracts dropped from 50.6% in 2023 to 43.5% in 2024. KAS does not publish data on the types of contracts in the public and private sector, but it is considered that public sector workers are likely to make up a significant part of those with permanent contracts, which are then better protected by law (e.g., the case of severance pay, notice period, etc). On the other hand, those who work in the private market are mainly with fixed-term contracts or with works contracts or without an employment contract. According to KAS, in 2024, 7.4% of workers were without employment contracts.

Kosovo is the only country in the Western Balkans that does not have an unemployment insurance program. This gap as well as the dominance of fixed-term contracts makes workers much more vulnerable than in other countries, as they have to rely on private and family means to cope with unemployment.

5. EQUAL OPPORTUNITY AND TREATMENT

5.1. Information on the national anti-discrimination system

Discrimination in employment and at work is prohibited by the Law on Protection from Discrimination.^[15] Also, discrimination is prohibited by a specific law (Article 5) targeting persons with disabilities,^[16] by a specific law on gender equality (Article 15)^[17] and by the general Labor Law (Article 5). Discrimination is prohibited in career advancement, training as well as in the dismissal process. As regards personal characteristics, the prohibition of discrimination by this legislative body includes, inter alia, discrimination on the basis of sex, religion, age, disability, family status, political opinion, social origin, spoken language, race, color, etc. Anti-discrimination complaints can be filed with the Office of the Ombudsman. There are no specific procedures for filing complaints of discrimination before the court. However, in reality, discrimination and the perception of discrimination at work are present, especially within dimensions such as disability, ethnicity and gender.^[18]

5.2 Information on the national gender equality system

The prohibition of gender-based discrimination is regulated by the specific law on gender equality and the general legislation mentioned above on labor and prohibition of discrimination. Questions of marital and family status during a job interview are not textually banned, but discrimination based on such criteria is specifically prohibited. Through the Labor Law, the employer is prohibited from terminating the contract of the employee during pregnancy, during maternity leave and during absence from work due to special care for the child. Fathers are only entitled to two days of parental leave (paid by employers) in the event of childbirth and two weeks of unpaid leave.

5.3. Information on the effects of the anti-discrimination system

Based on the results of the Labour Force Survey of the KAS in 2024:

• the gender gap in the activity rate was 34.7 percentage points (pp);^[19]
• the gender gap in the employment rate was also 34.7 pp.^[20]

The principle of “equal pay for work of equal value” is included in the Labor Law (Article 55, paragraph 3) and Article 17 of Law no. 05/L -020 on Gender Equality.^[21] Official annual statistics on wages do not include information on the gender pay gap. The only analysis for the gender pay gap applying a standard methodology (OLS and Oaxaca Decomposition analysis) is based on 2017 data: this study found that women with the same labor market characteristics (level of education, experience, occupation, sector where they work, etc.) are paid 6.5% less per working hour compared to men with the same characteristics^[22]. 

However, a close approximation (for those in the formal sector) can be drawn from mandatory pension savings contributions (10% of gross wages). Based on these data, the gender pay gap for employees was 18.6% in 2024.^[23] The gender pay gap among the self-employed was larger (23.2%).^[24] It is very likely that the gender pay gap would have been bigger without a large share of employed women working in the public sector.

5.4. Other important issues

Some poorly-designed features of the social protection system contribute to low activity and employment rates as well as social exclusion such as along gender, age, and disability characteristics. For example, based on the Labour Law, the longest period, six out of the nine months paid maternity leave for employed women is borne on employers and not managed by a typical solidaristic social insurance institution. This, in practice, disincentives employers from hiring young women knowing they are likely to give birth. Primarily in the absence of public facilities, only about 20.2%^[25] of children aged 0 to 5 receive early childhood education and care services, which again contributes to large gender gaps in employment and activity.^[26] In addition, most tax-paid disability benefits (that do not target invalids of war) are in practice cancelled out upon employment income, which similarly discourages the employment of people with disabilities. The Social Assistance (minimum income) is likewise cancelled upon any income from the labour market.

6. SAFE WORK ENVIRONMENT

6.1. Indicators of the provision of adequate measures for the protection and safety of workers

According to the official statistics provided by the Labor Inspectorate^[27], these are the relevant data:

• the number of deaths in the workplace in 2024 was 7.
• the number of workers with serious bodily injuries in 2024 was 115.
• the total number of workers with bodily injuries in 2024 was 512.
• the number of deaths per 100,000 workers in 2024 was 1.65.
• the number of workers with bodily injuries per 100,000 workers in 2022 was 120.
• a total of 67 labor inspectors^[28] were involved in inspections, which is equivalent to one labor inspector for every 6,350 (based on the number of 425,499 employees according to the Labour Force Survey for 2023), or about 1.6 labor inspectors per 10,000 workers.

Workers are entitled to 20 days of sick leave a year with compensation (replacing 100% of prior earnings) in cases of general illness and maximum 90 days of leave (replacing 70% of prior earnings) due to occupational illness, subject to medical documentation. Sick leave is compensated by employers. Since this right is not managed by a public insurance institution, there have never been unified statistics published on the use of such rights or their cost.^[29]

6.2. Arrangement of the occupational health and safety system

The general occupational safety and health standards are regulated by national law^[30] and further specific regulations deriving from this law. The employees may refuse to work, subject to informing the employer, employees in charge of safety, and employee representatives, due to threatening risks, until such risks are removed. The Labour Inspectorate can order temporary stoppage of work in a workplace, unit, or entity if it is considered that working conditions pose a serious threat to safety and health until these threats are removed. Monitoring by the Center for Policy and Advocacy found that in a significant number of inspection cases, inspectors did not require evidence such as medical examinations, training on the use of cars at work, possession of protective equipment, safety assessments by employers, data on accidents at work, etc., as required by legislation.^[31] According to the ILO, among other problems, statistical tools for monitoring occupational health and safety indicators and safety systems are completely missing, and the system for reporting accidents and diseases at work does not work.

6.3. Other important issuesWhen workers are ill for a longer period of time (more than 90 days per year, respectively), they can only be classified for a tax-paid disability pension of 100€, depending on the medically proven permanent disability. Many workers in risk-prone sectors end up injured for more than 90 days but are unable to prove permanent disability.^[32] This is another major gap in the current system that ultimately privatizes workers’ risk of long-term illness.^[33]

7. SOCIAL SECURITY

7.1. Adequate amount of workers’ pensions

Based on the existing data:

• the minimum pension amount was 120€ net in July 2024;^[34]
• the minimum pension of 120€ is 16.7% of the net living wage calculated for a single adult and only 10.4% of the living wage calculated for the family;
• the number of persons aged 65 and over employed in November 2023 was 14,575 with primary wage and 1,117 with secondary wage;^[35] however, many other pensioners have to work in the informal labor market as, with some specific exceptions (in education and political activity), formal work is not allowed after the age of 65.
• Every resident of Kosovo who reaches the age of 65 is entitled to basic (minimum) pension.

7.2. Other important issuesThe universal basic pension, funded by taxes, is awarded to all residents upon reaching the age of 65 regardless of their work history. This is one of the strongest features of Kosovo’s social security system: it provides full coverage of the elderly population and provides robust protection of retirement poverty. However, in 2024 only 23.8% of elderly pensioners receive a contributory pension who, based on years of work experience before 1999, receive a pension of 218€, 237€, 256€ and 318€. The limited number of seniors receiving pension benefits is a result of the historically low employment rate in Kosovo and the vast majority of pensioners receiving these allowances are men (80%).^[36]

However, the allowance program for former PAYG contributors is expendable. Over time, any income above the basic pension will increasingly depend on the withdrawal of mandatory retirement savings in retirement. Most pensioners spend their savings in a very short period of time (so far, in about 3 years). Moreover, more than half of the total pension savings are owned by the 10% of contributors who succeed in the market,^[37] while the employment rate remains low (38.6% in 2024). This means that in the long run, most pensioners will have very uneven and very low incomes above the basic pension.

8. SOCIAL DIALOGUE, EMPLOYERS’ AND WORKERS’ REPRESENTATION

8.1. Basic data on the effects of social dialogue and collective bargaining

There is no reliable data on trade union density or the coverage of collective agreements (sectoral or enterprise level). The general collective bargaining agreement has not been in force since 2017. According to a K2.0 article, there are 235 trade unions and 30 trade union associations.^[38]

8.2. Additional information on the negotiation of social dialogue

There is a law in force for the Social Economic Council,^[39] which should serve as the tripartite body (including representatives of employed persons, employers and the government) competent for dialogue/consultation on all important socio-economic issues. However, during the current government term (2021-2025), trade unions have not been consulted often, and the ESC as a mechanism has not been relevant.

8.3. Other important issues that will be analyzed within this unit

Trade unions have never been a powerful force in Kosovo, and no significant political movement has politicized labor issues as a central theme of political articulation. Since about 80% of tax revenues come from consumption taxation and since political mobilization is centered around nation-building and nationalism, politics has not had much interest in seeing what is happening in the labor market. The result is poor working conditions, which contribute to massive social inequality (the Gini index of income inequality in 2023 was 38.1%, the highest in Europe)^[40] and mass migration of the workforce. 

Production of this document was supported by Rosa Luxemburg Stiftung Southeast Europe with funds of the German Federal Foreign Office. This publication or parts of it can be used by others for free as long as they provide a proper reference to the original publication. The content of the publication is the sole responsibility of the Centre for the Politics of Emancipation and does not necessarily reflect a position of RLS.

[1]Official Gazette of the Republic of Kosovo. Law No. 03/L-212 on Labor, https://gzk.rks-gov.net/ActDetail.aspx?ActID=2735, 07.10.2025.

[2]Government of the Republic of Kosovo, List of concept documents for 2018, https://konsultimet.rks-gov.net/Storage/Docs/Doc-5aa28b04e5098.pdf, 07.10.2025.

[3]Official Gazette of the Republic of Kosovo. Law Nr. 04/L-119, 2012, on Amending and Supplementing the Law Nr. 03/L-200 on Strikes, https://old.kuvendikosoves.org/common/docs/ligjet/119%20Ligji%20per%20ndrysh%20e%20ligjit%20per%20grevat.pdf, 08.10.2025.

[4]Official Gazette of the Republic of Kosovo, 2014, Law no. 04/L-205 on the Employment Agency of the Republic of Kosovo, https://gzk.rks-gov.net/ActDetail.aspx?ActID=8983, 08.10.2025.

[5]Kosovo Agency of Statistics, Labour Force Survey Results – 2024, https://askapi.rks-gov.net/Custom/085719f6-0ef0-4365-afa7-9a02c8d10cf5.pdf, 07.10.2025.

[6]Kosovo Agency of Statistics, 2025, Population Assessment 2024, https://askapi.rks-gov.net/Custom/35caacf1-08c8-44b2-809a-43ada26269c5.pdf, 08.10.2025.

[7]Government of the Republic of Kosovo, Superpuna, https://superpuna.rks-gov.net, 07.10.2025.

[8]Gross 350€, €, see: Government of the Republic of Kosovo, Government Decision – Nr.02/218, https://kryeministri.rks-gov.net/wp-content/uploads/2024/08/Vendimet-e-mbledhjes-se-218-te-Qeverise.pdf, 08.10.2025.

[9]Kosovo Agency of Statistics, 2025, Salary levels in Kosovo 2024, https://askapi.rks-gov.net/Custom/1cc92d8c-51a7-48fe-b7c2-43d8b6b228f3.pdf, 08.10.2025.

[10] E. Jakurti, 2024, A living wage for workers in Kosova: Striving for a basic but decent livelihood (p.21), https://musineinstitute.org/wp-content/uploads/2024/07/19-A-living-wage-for-workers-in-Kosova-ENG04.pdf, 08.10.2025.

[11] E. Jakurti, 2024, A living wage for workers in Kosova: Striving for a basic but decent livelihood (p.21), https://musineinstitute.org/wp-content/uploads/2024/07/19-A-living-wage-for-workers-in-Kosova-ENG04.pdf, 08.10.2025.

[12]Assembly of Kosovo, Draft Law no. 08/L-142, https://www.kuvendikosoves.org/Uploads/Data/Documents/PLperproceduratpercaktiminepagesminimaledheshkallatatimoreneTPV_sq8u2TBTzf.pdf, 08.10.2025..

[13]Kosovo Agency of Statistics, 2025, Labour Market Survey 2024, https://askapi.rks-gov.net/Custom/085719f6-0ef0-4365-afa7-9a02c8d10cf5.pdf, 07.10.2025.

[14]Ministry of Internal Affairs, 2024, Annual migration profile – 2023 (p.26), https://mpb.rks-gov.net/Uploads/Documents/Pdf/AL/4987/PROFILI%20I%20MIGRIMIT%202023.pdf, 08.10.2025.

[15]Official Gazette of the Republic of Kosovo, Law No.05/L-021 on Protection against Discrimination, https://gzk.rks-gov.net/ActDetail.aspx?ActID=10924, 08.10.2025.

[16]Official Gazette of the Republic of Kosovo, Law No.03/L-019 on Vocational Skills, Rehabilitation and Employment of Persons with Disabilities, https://gzk.rks-gov.net/ActDocumentDetail.aspx?ActID=2620, 08.10.2025.

[17]Official Gazette of the Republic of Kosovo, Law No.05/L-020 on Gender Equality, https://gzk.rks-gov.net/ActDetail.aspx?ActID=10923, 08.10.2025.

[18]See e.g. Kosovo Women’s Network, Gender-based discrimination and employment in the Western Balkans (p.37), https://womensnetwork.org/wp-content/uploads/2022/05/Diskriminimi-me-baze-gjinore-dhe-punesimi-ne-Ballkanin-Perendimor_2022-1.pdf, 07.10.2025..

[19]Kosovo Agency of Statistics, 2025, Labour Market Survey 2024, https://askapi.rks-gov.net/Custom/085719f6-0ef0-4365-afa7-9a02c8d10cf5.pdf, 07.10.2025.

[20]Kosovo Agency of Statistics, 2025, Labour Market Survey 2024, https://askapi.rks-gov.net/Custom/085719f6-0ef0-4365-afa7-9a02c8d10cf5.pdf, 07.10.2025.

[21]Official Gazette of the Republic of Kosovo, Law no. 05/L -020 on Gender Equality, https://gzk.rks-gov.net/ActDocumentDetail.aspx?ActID=10923, 09.10.2025.

[22]Gashi A. and Adnett, N.J, 2020, Are women really paid more than men in Kosovo: Unpicking the evidence, South East European Journal of Economics and Business, https://sciendo.com/pdf/10.2478/jeb-2020-0017, 08.10.2025.

[23]Kosovo Pension Savings Trust, Annual Report 2024, https://trusti.org/wp-content/uploads/2024/12/RaportiVjetor2024_shqip.pdf, 08.10.2025.

[24]Kosovo Pension Savings Trust, Annual Report 2024, https://trusti.org/wp-content/uploads/2024/12/RaportiVjetor2024_shqip.pdf, 08.10.2025.

[25]Ministry of Education, Science, Technology and Innovation, 2025, Annual statistical report with educational indicators 2023/24, https://masht.rks-gov.net/wp-content/uploads/2025/01/Raport-vjetor-statistikor-me-tregues-arsimore-2023-2024-1.pdf, 08.10.2025.

[26] A. Mustafa, Early childhood education and care in Kosovo: A targeted educational approach producing and maintaining social and gender inequalities, https://hrcak.srce.hr/file/390460, 07.10.2025.

[27]Labor Inspectorate, data received on 16.10.2025.

[28]Labor Inspectorate, data received on 16.10.2025.

[29] A. Mustafa and A. Haxhikadrija, National monitoring frameworks for public social spending, https://ec.europa.eu/social/main.jsp?pager.offset=15&advSearchKey=ESPN_SocialSpending2022&mode=advancedSubmit&catId=22&doc_submit=&policyArea=0&policyAreaSub=0&country=0&year=0, 19.8.2024.

[30]Official Gazette of the Republic of Kosovo, Law no.04/L-161 on Safety and Health at Work, https://gzk.rks-gov.net/ActDetail.aspx?ActID=8689&langid=2, 19.8.2024.

[31] A. Zhejçi and R. Rexha, Two-year monitoring the Labour Inspectorate, https://www.qpa-rks.org/wp-content/uploads/2023/12/Final-Report.pdf, 07.10.2025.

[32]This benefit, in addition to being very low, is so difficult to obtain that in December 2024 only 40 workers received it. See: Kosovo Agency of Statistics, Social welfare statistics – December 2024, https://askapi.rks-gov.net/Custom/f13a8f19-fbbb-41eb-acca-ffa2ecae9410.pdf, 08.10.2025.

[33]For illustration purposes, see the example of injured workers in such a situation: B. Boletini, Varfëri, pasiguri, vdekje, https://kosovotwopointzero.com/en/varferi-pasiguri-vdekje/, 08.10.2025.

[34]Kosovo Agency of Statistics, Social Welfare Statistics – December 2024, https://askapi.rks-gov.net/Custom/f13a8f19-fbbb-41eb-acca-ffa2ecae9410.pdf, 08.10.2025.

[35]Kosovo Agency of Statistics, 2025, Administrative labor market statistics – November 2023, https://askapi.rks-gov.net/Custom/78dbb3ea-92b4-4f21-80d5-2011bdc54d48.pdf, 08.10.2025.
Primary wage means wage from the main job employment in which progressive tax rates are applied (0% up to wage 250; 8% for 251-450; and 10% for wage 451+) while secondary wage means a person has a primary/main job and an engagement/job/consultancy as secondary engagement to which a 20% tax on income is applied

[36]Kosovo Agency of Statistics, Social Welfare Statistics – December 2024, https://askapi.rks-gov.net/Custom/f13a8f19-fbbb-41eb-acca-ffa2ecae9410.pdf, 08.10.2025.

[37]See A. Mustafa, Kosovo’s social protection system: A reform proposal for a more equal, inclusive, and sustainable citizenship (p.11), Institute for Social Policy “Musine Kokalari”, 08.10.2025.

[38] H. Kafexholli, 2023, Rrugë e gjatë përpara sindikatave të Kosovës, https://kosovotwopointzero.com/en/a-long-road-ahead-for-kosovos-unions/, 8.10.2025.

[39]Official Gazette of the Republic of Kosovo, Law nr.04/L-008 on Social Economic Council, https://gzk.rks-gov.net/ActDocumentDetail.aspx?ActID=2747, 08.10.2025.

[40] World Bank, https://data.worldbank.org/indicator/SI.POV.GINI?locations=XK, 18.11.2025.