BOSNIA & HERZEGOVINA, FEDERATION

INDICATORS OF THE QUALITY OF WORKERS’ RIGHTS 2025

Damir Arsenijević and Adnan Gavranović

Igor Gajić

1. EMPLOYMENT OPPORTUNITIES

1.1 Legal foundations of the rights of workers

The current Labour Law^[1] was adopted in 2016, with amendments in 2018, 2020, two changes in 2021 (decision of the Constitutional Court 91/21), 2022, and 2024.

The Confederation of Autonomous Trade Unions and the Association of Employers of FB&H^[2] participated in the process of enacting the 2016 law, especially since there were many changes that were not in the previous Labour Law. The Confederation of Autonomous Trade Unions of B&H (SSSB&H) had in total 34 objections to the Draft of the Labour Law: 8 objections of SSSB&H were adopted and agreed upon; 9 objections were abandoned during negotiations; 14 objections were not adopted; and 3 objections were not even discussed considering that they were out of the bounds of the negotiations. The objections of SSSB&H which were adopted and agreed upon were in regards to provisions that relate to: data on the length of work contracts – Article 22; overtime work – Article 38; protection of workers on the night shift – Article 41; the rights of workers to daily, weekly and yearly rest – Article 46; the method of using vacation time – Article 52; protection of minors – Article 56; protection of rights under the employment relationship – article 1 14, and protection of workers participating in strikes – Article 157.^[3]

Based on Article 78, paragraph (1) of the Labor Law (“Official Gazette of the Federation of B&H”, Nos. 26/16, 89/18, 44/22 and 39/24) and Article 6 of the Regulation on the Methodology for Calculating and Adjusting the Minimum Wage (“Official Gazette of the Federation of B&H”, No. 106/21), following consultations with the Economic and Social Council, the Government of the Federation of Bosnia and Herzegovina, at its 45th session held on December 30, 2024, adopted a decision on the amount of the minimum net wage, which now amounts to 1,000 BAM or 511.29 EUR.^[4]

Based on Article 19, paragraph (1) of the Law on the Government of the Federation of Bosnia and Herzegovina (“Official Gazette of the Federation of B&H”, Nos. 1/94, 8/95, 58/02, 19/03, 2/06 and 8/06), the Government of the Federation of Bosnia and Herzegovina, at its 171st emergency session held on February 4, 2025, adopted a regulation on assistance to workers provided by employers.^[5]

A new Regulation on the Method of Calculating and Paying Contributions in FB&H Adopted: Combined Rate of 36% in Effect from July 2025.^[6]

The recent measures introduced by the Government of the Federation of B&H are showing clear positive results, including an increase in employment and a strong response from employers who have used the option of providing tax-free assistance to workers, resulting in higher employee incomes. These regulations have proven effective, and employers are advocating for their extension, while the Government expects that the implemented reforms will further contribute to a more stable economic environment and improved conditions for both workers and employers. At the same time, the importance of public oversight is emphasized to ensure full transparency and efficiency of these measures.^[7]

Besides Labour Law there are a string of laws that regulate the employment status of those employed in the state administration. Regarding the laws that regulate worker’s rights or certain specific rights, the Federation of B&H also has the Law on Mediating in Employment and Social Security of Unemployed Persons, the Law on Inspections, the Law on Peaceful Resolution of Labour Litigation FB&H, and the Law on Strikes.

1.2 General situation on the labour market

According to the Labour Force Survey, which was conducted by the Federal Institute of Statistics, the statistics on the general situation on the labour market in 2024 are as follows:^[8]

• activity rate was 49,8% (15-89 years);
• employment rate was 42,7% (15-89 years);
• informal employment – The Agency for Statistics of the Federation of B&H does not possess this information;
• unemployment rate was 14,3% (15-74 years).

In 2024, there were 1,846 thousand working age population in the FB&H, of which 920 thousand were economically active or 49.8% and 927 thousand persons outside the labour force or 50.2%. Of the total working-age population 788 thousand were employed or 42.7% and 132 thousand unemployed or 7.1%.

In the structure of the active population, 563 thousand are men or 61.2% and 357 thousand are women or 38.8%, while in the structure of persons out of the labor force 338 thousand are men or 36.5%, and 589 thousand are women or 63.5%. In the structure of employed persons, 499 thousand or 63.3% are men, while 289 thousand or 36.7% are women. Of the total number of unemployed persons, 64 thousand or 48.5% are men and 68 thousand or 51.5% are women.

In 2024, the activity rate was 49.8%, the employment rate 42.7% and the unemployment rate 14.3%. Observed by gender, there are almost twice as many active men as the number of active women. The male activity rate was 62.5% while the female activity rate was 37.8%. The same applies to the employment rate, which was 55.4% for men and 30.6% for women. The unemployment rate for men was 11.4% and for women 19.0%.

1.3 Other important issues

According to the Labour Market Research Report 2024/25 by the Employment Institute of the Federation of B&H, we present data on employment, unemployment, age and gender structure, an overview of occupations, and records of employment registrations and deregistrations.^[9]

The average number of unemployed persons in 2024 was 260,281, which is 16,879 fewer, or 6% less, compared to the 2023 average (277,160). At the time of preparing this report, data on the unemployment rate from the Labour Force Survey for 2024, conducted by the statistical institutions in Bosnia and Herzegovina, is available only for the third quarter of 2023, showing a rate of 13.9%, which is 1.7 percentage points lower compared to the same quarter of 2023. The registered unemployment rate in the Federation of Bosnia and Herzegovina in 2024 was 32.2%, which is 1.7 percentage points lower than in the previous year.

In the Federation of B&H in 2024, out of the total average number of unemployed persons (260,281), 103,447 were men, which is 8,768 fewer, or 7.8% less, compared to the previous year, and 156,835 were unemployed women, which is 8,110 fewer, or 4.9% less, compared to the previous year.Of the total number of unemployed persons in the Federation of B&H in 2024, 39.7% were men, while 60.3% were women. A decrease in the number of unemployed persons was recorded across all educational levels. In 2024, an average of 176,587 (67.9%) qualified individuals seeking employment were registered in the Federation of B&H, which is 12,718 fewer, or 6.7% less, compared to 2023. Additionally, in 2024, 83,694 (32.1%) unqualified individuals seeking employment were registered, which is 4.7% fewer compared to 2023.

According to the age structure, in 2024 the largest share of registered unemployed persons were individuals aged 50 to 60 (68,803, or 26.4%), followed by youth up to 30 years of age (55,502, or 21.3%).Compared to 2023, the number of unemployed persons decreased across all age groups, except among those aged 50 to 60, where an increase of 0.5% was recorded. When examining the structure of unemployed persons by duration of unemployment, a concerning fact emerges: a significant majority fall into the category of long-term unemployed. This raises doubts that a certain portion may actually be inactive individuals who remain registered as unemployed solely to obtain specific social benefits. By duration of unemployment, the largest share of registered individuals are those unemployed for more than five years, accounting for 46.8%.

In accordance with the Law on Employment Mediation and Social Security of Unemployed Persons, and the Rulebook on Records in the Field of Employment, 120,377 registrations were recorded with employment services in the Federation of B&H in 2024. In the same period, 136,799 deregistrations from employment service records in the Federation of B&H were processed on various grounds. Of this number, a total of 74,321 deregistrations were recorded due to employment, while at the same time 79,263 registrations were recorded following the termination of an employment relationship.

Reviewing the list of the most common occupations by qualification level as of 31 December 2024 on the records of employment services in the Federation of B&H, the most represented among individuals with a university degree were economists (2,513) and lawyers (1,882). Among those with a four-year secondary education, the largest groups were general high school graduates (9,897) and economic technicians (9,750). Among skilled workers (KV), the most numerous were salespersons (15,490), followed by hairdressers (6,253), metalworkers, auto mechanics, and drivers. The supply of labor in these occupations still exceeds the demand on the labor market.

In 2024, within the structure of skilled workers (KV) by the number of deregistrations from the employment service records in the Federation of B&H due to employment, salespersons were the most frequently deregistered. They were followed by auto mechanics, hairdressers, welders, cooks, and drivers. Among workers with secondary education (SSS), the highest number of deregistrations due to employment was recorded among economic technicians, general high school graduates, nurses, and mechanical technicians. For individuals with a university degree (VSS), the most frequently deregistered due to employment were economists, lawyers, and mechanical engineers, as well as individuals in various teaching professions. This is largely due to the practice of hiring teaching staff on fixed-term contracts, who, after their contract expires, register again as unemployed. This creates a misleading impression of a consistently high demand for this type of workforce. Below is a tabular overview of the top five occupations, by qualification level and canton, with the highest number of deregistrations from unemployment records due to employment.

2. ADEQUATE EARNING AND PRODUCTIVE WORK

2.1 Basic data on earnings

The basic statistics on workers’ income are as follows:

• minimum net wage for 2025 is 1000 BAM^[10] (around 511,29 €);
• average net wage in 2024 was 1,373 BAM^[11] (about 702 €);
• there is no data for the median income;
• trade union consumer basket^[12] in 2024 estimated 3028,92 BAM (cca. 1,548.66 €);
• the ratio of the 2024 trade union consumer basket to the average net salary is 1:2.2 (the average net salary covers 45.36% of the trade union consumer basket).
• according to the global network Clean Clothes Campaign in 2021 in B&H the living wage was 1,801 BAM (cca. 920 €). It should be noted that due to rising inflation, the living wage is now significantly higher, but more recent data on the living wage is currently unavailable;^[13]
• if we stick to the existing data on the living wage for the year 2021, we can say that the ratio of the living wage to the 2025 minimum wage is 1:1.8 (minimum wage covered 55% of the living wage);
• trade union consumer basket^[14] in July 2025 estimated 3,202.70 BAM (cca. 1,637.51 €);
• the ratio of the 2025 trade union consumer basket to the 2025 minimum wage is 1:3.2 (the minimum wage covers 31,22% of the trade union consumer basket);

According to data from the Federal Institute of Statistics, the average net salary in the Federation of B&H in 2024 amounted to 1,373 KM, marking an increase of 8.9% compared to 2023. This indicates a slowdown in growth, given that the increase in 2023 compared to 2022 was 13.2%. The average gross salary amounted to 2,140 KM, representing an increase of 9.2%.

In nominal terms, the highest average net salaries in 2024 were recorded in the following sectors: Electricity production and supply (2,054 KM), Information and Communications (2,050 KM), and Financial and Insurance Activities (2,029 KM).

The highest percentage increases in average net salary were observed in the following sectors: Education (11.3%), Agriculture, Forestry and Fishing (10.9%), Health and Social Protection (10.8%), and Mining and Quarrying (10.3%). In 2024, as in the previous year, there were no sectors that recorded a decrease in the average net salary. A similar distribution across sectors was recorded for the average gross salary.

2.2 Other important issues

As is the established practice, and on the basis of the Regulation on the Methodology of Calculating and Aligning the Minimum Wage, at the end of each year the governments of FB&H and RS coordinate the level of the minimum wage for the following year. The increase in wages in the past years has been statistically significant, but not adequate to match inflation. That applies in particular to the cost of consumer goods.

In official statistical analysis the category “trade union consumer basket” is used, which is made up of the following categories (next to the name is the share percentage of the individual categories in the trade union consumer basket):

1. Food – 45,35% 2. Housing and utilities – 14,41% 3. Hygiene and health maintenance – 9,65% 4. Education and culture – 8,12% 5. Clothing and shoes – 11,24% 6. Transportation– 4,99% 7. Household maintenance – 6,25%
2. DECENT WORKING TIME

3.1 Basic data on working time

According to the Labour Law of the Federation of Bosnia and Herzegovina:^[15]

• the legal maximum duration of full-time work: 40 work hours (overtime not included), and no longer than 35 hours a week for minors;
• average working hours (Eurostat data for Bosnia and Herzegovina 2024): 41.4 working hours a week;^[16]
• the legal maximum of overtime work: 8 hours weekly; the legal maximum length of the average work time while redistributing working hours cannot be longer than 52 hours weekly, and for seasonal work up to 60 hours a week;
• minimum hours of daily rest: 12 hours;
• minimum hours of weekly rest: 24 hours;
• minimum duration of annual vacation (in days or work weeks): 20 workdays, 4 work weeks, and at most 30 workdays. Exceptionally annual vacation can last longer than 30 workdays, in case it is defined by a collective agreement, according to the nature of the job and work conditions.

3.2 Additional information on working time

According to the Labour Law of the FB&H:

• there are specific reasons for implementing overtime predicted by the law (a force majeure [fire, earthquake, flood] and sudden increase in the volume of work, as well as in other similar situations of necessary work);
• there are specific reasons for implementing redistribution of working hours predicted by law, when the nature of the work requires it, full-time and part-time working time can be rescheduled so that during one period it lasts longer, and during the second period less than full-time work, with the caveat that the average work week during the rescheduling cannot be longer than 52 hours a week, and for seasonal work no longer than 60 hours a week;
• overtime work is paid at a higher rate (at least 25% of the net hourly wage).^[17]

3.3 Other important issues

If workers’ overtime lasts longer than three continuous weeks or longer than 10 weeks over the course of the calendar year, the employer must notify the relevant labour inspection of the overtime work.^[18] During work on seasonal jobs, the worker has a right to daily rest lasting at least 10 continuous hours, and for underage workers lasting at least 12 continuous hours.^[19] The average number of usual weekly working hours at the main job according to activity categories in 2022, totalled 41.3 for women and 42.0 for men, in agricultural activities 37.1 for women, and 41.8 for men, non-agricultural activities women 49.9, and men 42.2, and in service activities women 41.7 and men 41.9.^[20]

4. STABILITY AND SECURITY OF WORK

4.1 Information on stability of work

Fixed-term employment contracts are regulated by the following principles of the Labour Law of the FB&H:

• fixed-term employment contract cannot be set for a period longer than 36 months;
• if the worker explicitly or implicitly renews a fixed-term employment contract with the same employer, that is explicitly or implicitly concludes consecutive fixed-term contracts with the same employer for a period longer than three years without a break, that contract will be considered an indefinite term contract.

4.2 Information on security of work

• The reasons for terminating a contract are prescribed by the Labour Law.
• The procedure for terminating a contract is prescribed by the Labour Law.
• The notice period is prescribed by the Labour Law for just one situation (if that termination is justified by economic, technical or organizational reasons, or the worker no longer has the possibility to fulfil their obligations from the employment relationship).
• The employer can cancel an employment contract to the worker, without an obligation to respect the notice period, in case the worker is responsible for a severe transgression or severe violation of work obligations from the employment contract, which are of the nature where there would be no basis to expect the employer to continue the employment relationship.
• The notice period cannot be shorter than seven days in the situation where the worker terminates the employment contract, nor shorter than 14 days in the situation that the employer terminates the employment contract.
• Severance is predicted in situations where the worker who concluded an employment contract for an indefinite period with an employer, and in which the employer cancels an employment contract after at least two years of continuous work, except if the contract is terminated due to violating obligations from the working relationships or due to not fulfilling obligations from the employment contract by the employee. In the situation of terminating an employment contract for an employee with reduced work capacity, the employee also has a right to severance pay. Severance cannot be set at an amount that is less than one third of the average monthly salary paid to the employee in the last three months before the end of the employment contract, for each completed year of employment with that same employer.
• In the case of terminating employment contracts, all employees have a right to receive payment for all due and unpaid salaries and other benefits that they earned during their work. Employees can also have other rights, depending on the manner in which the employment relationship is terminated.
• If a court determines that the termination was illegal, it can obligate the employer to return an employee to work, at their request, to the position they were fulfilling or other appropriate positions and to pay out as compensation a salary at the same amount that the worker would have earned had they continued working and compensate their damage, or pay out to the worker the same amount of the salary that the worker would have earned had he worked plus compensation for damages
• If the employee stops work before the end of the stated notice period, without the consent of the employer, the employer has a right to compensation according to general regulations on compensatory damages.
• An employee that contests an employment termination can request that the court places temporary measures on their return to work, until the court process is
• A right to financial compensation is earned by an unemployed person who at the moment of the end of the employment relationship had at least eight months of continuous work or eight months with breaks in the last 18 months.
• An unemployed person has a right to financial compensation when they did not consciously contribute to the end of the employment relationship.^[21]

4.3 Other Important Issues

Even though the law protects the rights of employees in the case of termination, practice often shows that workers do not use their rights, either due to fear for their day-to-day existence, or due to their lack of knowledge of the law. It often happens that employees, by intention of the employer, sign agreements terminating the employment relationship in which they agree to fewer rights than those guaranteed by law, and in this way make it impossible to later on realize those rights or any form of institutional protection.

5. EQUAL OPPORTUNITY AND TREATMENT

5.1 Information on the National Anti-Discrimination System

The Law on Prohibition of Discrimination was adapted in 2009.^[22] A unique specificity is that the Law on Prohibition of Discrimination is set at the state level, and the entities (FB&H and RS) do not have individual laws that regulate these areas. Discrimination in the field of work is regulated by this law, as well as by the Labour Law and a few other laws. Discrimination in general, including discrimination in the field of work, is banned on the basis of any personal characteristics. The ban on discrimination is applied to all public bodies as well as to all individuals and legal entities, in the public and private sector, and in all fields, in particular: employment, membership in professional organizations, education, training, housing, healthcare, social protection, goods and services intended for the public or public places, and performing economic activities and public services.

Ombudsman^[23] for human rights of Bosnia and Herzegovina receives complaints and ex officio conducts investigations in cases where it determines violations and problems in meeting the rights resulting from the European Convention for the Protection of Human Rights as well as the right to work and employment.^[24]

5.2 Information on the national gender equality system

There are specific norms that ban discrimination on the basis of gender and family obligations, which among other things ban asking questions about marital or family status during employment interviews. There is no paid family leave for fathers, but spouses can agree who among them will use parental leave, so in the situation that the father uses it, the mother must return to work. Mandatory maternity leave is 42 days, after which parental leave may last up to one year following childbirth.^[25]

5.3 Information on the Effects of the Anti-Discrimination System

Gender inequalities are significant in regard to certain aspects of employment.

In the structure of the active population, 563 thousand are men or 61.2% and 357 thousand are women or 38.8%. In the structure of employed persons, 499 thousand or 63.3% are men, while 289 thousand or 36.7% are women. Of the total number of unemployed persons, 64 thousand or 48.5% are men and 68 thousand or 51.5% are women.

In the 2024, the average activity rate was 49.8%, the average employment rate 42.7% and the average unemployment rate 14.3%. Observed by gender, there are almost twice as many active men as the number of active women. The male activity rate was 62.5% while the female activity rate was 37.8%. The same applies to the employment rate, which was 55.4% for men and 30.6% for women. The unemployment rate for men was 11.4% and for women 19.0%.^[26]

The principle „equal pay for equal work“ is accepted in the Labour Law of the FB&H.

5.4 Other Important Issues

The Special Report on the Effectiveness of Legal Solutions on the Professional Rehabilitation and Employment of People with Disabilities in Bosnia and Herzegovina, where the Ombudsman gave a detailed report and recommendations per individual institutions which are in the employment chain, is a special report created with the goal of determining to what extent existing legal solutions are applied and if the (non)application of legal solutions can lead to poor employment of people with disabilities.^[27]

The Department for Monitoring the Realization of Economic, Social and Cultural Rights received 704 complaints in 2024. The majority of complaints concerned violations of labour rights (242), pensions (139), public utility services (156), social welfare (57), healthcare (56), education (41), environmental protection (17), and public revenues (1).

The Department issued 63 recommendations in 69 cases, of which 28 related to violations of labor rights, 11 to public utility services, 9 to pensions, 7 to social welfare, 6 to environmental protection, 4 to education, and 3 to healthcare.^[28]

The opinion of the Human Rights Ombudsman in the Federation of B&H, although not legally binding, represents an important instrument for the protection of workers’ rights, as its recommendations put pressure on employers and institutions to comply with the law and international standards, thereby contributing to better protection of workers’ rights and preventing their violation.

6. SAFE WORK ENVIRONMENT

6.1 Indicators of providing adequate measures for protection and safety of workers

Based on the submitted data^[29] on workplace injuries and reported work sites in 2024, a total of 447 cases were recorded, of which 438 were serious and 9 were fatal.

It is important to note that these data are relative, as some cantons do not properly provide the requested information, and employers do not report all workplace accidents in every case. The highest number of workplace injuries in 2024, as in previous periods, occurred in the construction, metal production, and processing sectors. These injuries are primarily the result of non-implementation of prescribed occupational safety measures, lack of training of workers in these sectors, failure to use personal protective equipment, and non-compliance with technical regulations and standards.

6.2 Arrangement of the occupational health and safety system

The employer is obliged to inform the safety and health representative, the employees’ council, and the trade union at least twice a year about the risks to safety and health, as well as about the measures that have been taken and will be taken to improve safety and health.

Workers have a right to refuse to work if they believe that they are threatened by immediate danger to life or health and are obligated to immediately notify their supervisor and/or the designated professional associate, labour inspector in charge and worker ’s representative.

If the labour inspector determines that there is an immediate danger to the life and health of the workers, they will bring forth a decision forbidding work at that work place.^[30]

6.3 Other important issues

The Labour Law foresees that if a worker suffers a workplace injury or gets sick from an occupational disease, the employer cannot terminate an employment agreement concluded for an indefinite period, nor can a fixed-term employment contract be cancelled during the period of temporary inability to work due to treatment or recovery, unless the worker committed a severe transgression or severe violation of worker obligations defined by the employment contract.

The Labour Law foresees that a worker who does not follow rules on health and safety is committing a severe violation of worker obligations.

According to the Law on Health Insurance, when it comes to workplace injuries, or in the event of an occupational disease, insured parties must be covered for:

1. Healthcare and procedures for discovering and preventing workplace injuries and occupational diseases,
2. Appropriate medical assistance and orthopaedic aids for the purpose of treatment and medical rehabilitation from the consequences of workplace injuries and occupational diseases for the purpose of establishing occupational fitness 3. Compensation for travel expenses related to using healthcare and rehabilitation caused by workplace injuries, that is occupational diseases,
3. Salary compensation for the entire duration of sick leave caused by workplace injury or occupational disease.

Health care is provided to insured persons in healthcare institutions and by private healthcare professionals with whom the local insurance fund has concluded an agreement on the provision of healthcare services.

7. SOCIAL SECURITY

7.1 Adequate Amount of Worker’s Pensions

• The average pension in 2024 was 620.19 BAM (317.09 €) and makes up 45,16% of the average salary in the FB&H.
• The average amount of the lowest pension in 2024 was 571.44 BAM (292.17 €) and makes up 62.09% of the living wage in B&H and 41.62% of the average wage in the Federation of B&H.^[31]
• The average highest pension in 2024 was 2,850.73 BAM (1,457.55 €).
• The amount of the median pension is not available.
• The ratio of the trade union consumer basket^[32] (cca. 3,028.92 BAM / 1,548.66 €) to the lowest pension was 1:5.3 (the lowest pension covers 18.87% of the trade union basket), and the trade union consumer basket to the average pension was 1:4.88 (the average pension covers 20.48% of the trade union basket).
• If we take into account the living wage calculation of the global network Clean Clothes Campaign (cca. 920 € for B&H), the ratio of the living wage to the lowest pension is roughly 1:3.15 (the minimum pension covers 31.75% of the living wage), and the living wage to the average pension is roughly 1:2.90 (the average pension covers 34.49% of the living wage).
• The number of employed pensioners in 2024 that were at least 66 years old was 5,389.^[33]

8. SOCIAL DIALOGUE, EMPLOYERS’ AND WORKERS’ REPRESENTATION

8.1 Basic data on effects of social dialogue and collective bargaining

The unionization rate of workers (rate of membership in unions) is not officially recorded. The coverage by collective bargains on the national level is also not known.

In accordance with the Labour Law of the FB&H, the Federal Ministry of Labour and Social Policy adopted in 2015 a Decision on the Representativeness of SSSB&H on the Territory of the Federation of B&H, number UP I 03-34/13-15/15. The Confederation of Autonomous Trade Unions B&H (SSSB&H) is made up of 24 branch unions. There are also 7 cantonal committees of SSSB&H, who operate on the territory of 9 cantons in the FB&H. Within the SSSB&H there is also the W omen’ s Forum and Youth Section. SSSB&H is recognized as a relevant social partner to the Government of the FB&H and the Association of Employers FB&H and participates in the work of the Economic-Social Council for the territory of FB&H.

8.2 Additional Information on Social Dialogue and Negotiations

The Economic-Social Council, the highest tripartite body on the territory of the FB&H, was founded in 2002 by the signing of the Agreement on Founding the Economic-Social Council for the Territory of the FB&H^[34] by representatives of the government of FB&H, Confederation of Autonomous Trade Unions of B&H and the Association of Employers FB&H.^[35]

On the basis of Article 137 Section 2, Article 138 Section 1, and Article 182 Section 1 of the Labour Law (“Of ficial Gazette of the Federation B&H,” no. 62/15), the Association of Employers of the FB&H, and the Confederation of Autonomous Trade Unions B&H, on t, signed a General Collective Agreement for the Territory of the FB&H.^[36]

The Association of Employers in FB&H was founded in 2002 as a voluntary non-profit and independent organization of employers in FB&H.^[37] The Association currently has 17 collective members.^[38]

Foreign companies do not participate in the work of the Social and Economic Council, as they are not involved in the collective bargaining process nor are they members of representative employers’ associations.

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] Labour Law (Official gazette of the Federation of Bosnia & Herzegovina, no. 26/16, 89/18, 23/20 – Decision of the Constitutional Court, 49/21, 103/21, 44/22 and 39/24).

^[2] Info business newsletter, What Will the New Law of the Federation of B&H Bring,(July/August 2015),

^[3] Official Gazette of the Federation of B&H, no. 43/99, 31/00, 29/03.

^[4] See: https://fbihvlada.gov.ba/bs/1057-odluka-o-iznosu-najnize-place-za-2025-godinu

^[5] See: https://fbihvlada.gov.ba/bs/1-uredba-o-isplati-pomoci-radnicima-od-strane-poslodavca

^[6] See: https://fbihvlada.gov.ba/hr/19-zakon-o-izmjenama-i-dopunama-zakona-o-doprinosima

^[7] See: https://fbihvlada.gov.ba/bs/benefit-za-sve-radnici-poslodavci-i-vlada-o-povecanju-minimalne-plate-i-smanjenju-doprinosa

^[8] Labor Force Survey for the 2024 (annual average), Federal Institute of Statistics https://fzs.ba/index.php/publikacije/saopcenjapriopcenja/ankete/

^[9] Labour Market Research Report 2024/25: https://www.fzzz.ba/ckFinderFiles/files/Izvje%C5%A1taj%20o%20istra%C5%Beivanju%20tr%C5%Bei%C5%A1ta%20rada%20u%20FBiH%202024-2025.pdf?csrt=25551261789911157, page 7-18.

^[10] Decision on the Amount of the Minimum Wage for 2025: https://fbihvlada.gov.ba/bs/1057-odluka-o-iznosu-najnize-place-za-2025-godinu

^[11] See: https://fzs.ba/

^[12] In the official statistical analysis the category “trade union consumer basket” is used,explained in more detail in section 2.2, see: https://www.sssbih.com/wp-content/uploads/2025/08/Sindikalna-potrosacka-korpa_juli-2025.pdf

^[13] Living wage calculations (for the year 2021) according to the research of Clean ClothesCampaign can be found here: https://cleanclothes.org/campaigns/europe-floor-wage.

^[14] See: https://www.sssbih.com/wp-content/uploads/2025/08/Sindikalna-potrosacka-korpa_juli-2025.pdf

^[15] Labour Law (“Official Gazette of the Federation of Bosnia and Herzegovina, no. 26/16, 89/18, 23/20 – Decision of the Constitutional Court, 49/21, 103/21, 44/22 and 39/24).

^[16] Eurostat, see:

https://ec.europa.eu/eurostat/databrowser/view/lfsa_ewhais__custom_11614965/bookmark/table?lang=en&bookmarkId=a56b1b2f-2acf-458b-a9e4-94cdb6751c88. The data exists only for Bosnia and Herzegovina, while there are none, or even official statistics for the entities (Republic of Srpska and Federation of Bosnia and Herzegovina individually).

^[17] General collective contract on the territory of the Federation of Bosnia and Herzegovina, Official Gazette of the Federation B&H, no. 48/16.

^[18] Article 38. Section 2. Labour Law

^[19] Article 45. Section 2. Labour Law

^[20] Women and men in Bosnia and Herzegovina (2023),

https://bhas.gov.ba/data/Publikacije/Bilteni/2024/FAM_00_2023_TB_1_BS.pdf, page 69.

^[21] Law on Mediating in Employment and Social Security of Unemployed Persons(“Official Gazette F B&H,” no. 55/00, 41/01, 22/05, and 9/08), Rulebook on records in thefield of employment (“Official Gazette F B&H,” no 24/06) and the Law on health insurance(“Official Gazette F B&H,” br 30/97, 7/02 and 70/08).

^[22] Official Gazette of Bosnia and Herzegovina number 59/09.

^[23] See:

https://www.ombudsmen.gov.ba/Default.aspx?id=19&lang=BS#

^[24] See: https://www.ombudsmen.gov.ba/Novost.aspx?newsid=1492&lang=HR

^[25] Unmasking Workplace Inequality in Bosnia and Herzegovina: A Comparative Analysis of Gender Pay Gap Reporting Mechanisms; https://www.undp.org/sites/g/files/zskgke326/files/2023-08/razotkrivanje_neravnopravnosti_u_radnom_okruzenju_u_bosni_i_hercegovini_komparativna_analiza_mehanizama_izvjestavanja_o_rodnom_jazu_u_platama_0.pdf, page 50.

^[26] See: https://fzs.ba/index.php/publikacije/saopcenjapriopcenja/ankete/

^[27] Special Report on the Effectiveness of Legal Solutions on the ProfessionalRehabilitation and Employment of People with Disabilities in Bosnia and Herzegovina, https://www.ombudsmen.gov.ba/documents/obmudsmen_doc2021072208592983cro.pdf, page 78.

^[28] See: https://www.ombudsmen.gov.ba/documents/obmudsmen_doc2025042115250331cro.pdf, page 94.

^[29] Excerpt From The 2024 Report On Workplace Injuries, Federal Administration for Inspection Affairs, provided via email.

^[30] The Law on Occupational Health and Safety, Official Gazette of FB&H number 79/20, article 53.

^[31] See: https://www.fzmiopio.ba/dokumenti/statistika/?lang=ba

^[32] See: https://www.sssbih.com/wp-content/uploads/2025/09/Sindikalna-potrosacka-korpa_august-2025-1.pdf

^[33] See: https://www.fzzz.ba/ckFinderFiles/files/Izvje%C5%A1taj%20o%20istra%C5%BEivanju%20tr%C5%BEi%C5%A1ta%20rada%20u%20FBiH%202024-2025.pdf?csrt=25551261789911157

^[34] Official Gazette of FB&H, no. 47/02, 42/03 and 08/08.

^[35] See: https://www.suFB&H.ba/esv/

^[36] Official Gazette of the Federation B&H, no. 48/16.

^[37] See: http://www.upFB&H.ba/o-nama

^[38] See: http://www.upFB&H.ba/kolektivni-clanovi