BOSNIA & HERZEGOVINA, FEDERATION

INDICATORS OF THE QUALITY OF WORKERS’ RIGHTS

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 (SSSBiH) had in total 34 objections to the Draft of the Labour Law: 8 objections of SSSBiH 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 SSSBiH 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 114, and protection of workers participating in strikes – Article 157.^[3]

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 BiH 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,^[4] the statistics on the general situation on the labour market in the first quarter of 2024 are as follows:

• activity rate was 49.1%;
• employment rate was 41.6%;^[5]
• there are no official statistics on informal employment, or any kind of record;
• unemployment rate was 7.5%.^[6]

On the question of the number of people employed in the private and public sector, the Federal Institute of Statistics does not have this data available, and neither does any other institution whose purpose is monitoring and recording, processing, and publishing such data, because it is not prescribed under the Plan for Statistical Research of Interest to FB&H.^[7]

The number of employed persons compared to the fourth quarter of 2023 went down by 1.4%, and the number of unemployed persons increased by 4.7%. Compared to the first quarter of 2023 the number of employed persons increased by 3.3% and the number of unemployed persons increased by 3.9%. The total number of active persons decreased in relation to the fourth quarter of 2023 by 0.5%. In comparison to the first quarter of 2023, the number of active persons increased by 3.4%. The employment rate in the first quarter of 2024 in comparison to the fourth quarter of 2023 went down by 0.6%, while in comparison to the first quarter of 2023 it increased by 1.3%. The unemployment rate in the first quarter of 2024 in comparison to the fourth quarter of 2023 increased by 0.8%, while in comparison to the first quarter of 2023 it increased by 0.1%.^[8]

1.3 Other important issues

As of June 2024, there were 549,382 registered employed persons in the Federation BiH. The number of employed persons in comparison to the average from the previous year is greater by 8,121, that is 1.5%, and in comparison to the previous month greater by 587, that is 0.11%. In July 2024 there were 261,154 people in the records of the employment service, which is an increase of 3,514 in comparison to the previous month, that is 1.36%. The share of the female population in the number of unemployed persons is 157,920, that is 60.47%. Out of the total number of unemployed persons, 178,004 (68.16%) are qualified, 83,150 (31.84%) are unqualified persons, and 99,340 (38.04%) are seeking employment for the first time. In the unemployment records there were 56,257 persons between the ages of 15 and 29.^[9]

Despite the increase in added value in sectors such as informational technology, finance, and insurance, the share of these sectors in employment is still low (3.7% of total employment in 2019). A large portion of the workforce is employed in low-productivity places of employment in agriculture, construction, tourism, and retail, where salaries are on average about 10% lower than the average salary in the country. Small and medium businesses (SMB) dominate in the formal sphere of the private sector and make up 99.7% of all companies in the country, and have a share of 68.3% in added value and 80.3% in employment. Big companies (with 250 or more employees), even though they make up only 0.3% of all businesses, make over one third of added value (31.7%), and make up 19.7% of employment.^[10]

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 2024 is 619 BAM^[11] (around 316.48 €);
• average net income in July 2024 was 1,384 BAM (about 707.63 €);^[12]
• there is no data for the median income;
• trade union consumer basket^[13] in July 2024 estimated 2,977.80 BAM (cca. 1,522.52 €);
• the ratio of the trade union consumer basket to the minimum wage to the is 1:4.8 (the minimum wage covers 20.78% 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;^[14]
• 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 minimum wage was 1:2.9 (minimum wage covered 34,4% of the living wage);
• lowest net wages are in accommodation and food service sector (822 BAM, cca. 420 €) and construction (997 BAM, cca 510 €); highest net earnings were in the electricity, gas, steam and air conditioning supply sector (2,093 BAM, cca. 1,070 €) and information and communication sector (2,058 BAM, cca. 1,052 €).^[15]

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 – 43.84%
2. Housing and utilities – 13.06%
3. Hygiene and health maintenance – 8.59%
4. Education and culture – 10.85%
5. Clothing and shoes – 12.20%
6. Transportation– 4.68%
7. Household maintenance – 6.78%

3. DECENT WORKING TIME

3.1 Basic data on working time

According to the Labour Law of the Federation of Bosnia and Herzegovina:^[16]

• 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): 41.7 working hours a week;^[17]
• 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).^[18]

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.^[19] 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.^[20] 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.^[21]

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 suffered.
• 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 concluded.
• 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.^[22]

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.^[23] 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^[24] 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.^[25]

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.^[26]

5.3 Information on the Effects of the Anti-Discrimination System

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

Looked at by gender, there were almost twice as many active men compared to the number of active women. The activity rate for men was 62.2% while the activity rate for women was 36.6%. The same applies to the employment rate, which was 55.1% for men, and 28.8% for women. The unemployment rate for men was 11.5%, and for women 21.2%. In the active population, 560,000 are men or 61.8%, and 346,000 are women or 38.2%. Among employed persons, 496,000 or 64.5% are men while 273,000 or 35.5% are women. Of the total number of unemployed persons 64,000 or 46.7% are men, and 73,000 or 53.3% are women.^[27]

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.^[28]

6. SAFE WORK ENVIRONMENT

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

 There are no official statistics on the number of killed and injured workers. Only the Labour Inspectorate and the ministry in charge. may have this information. We sent inquiries for data on the basis of the Law on Free Access to Information, but we did not receive this information, not even after the passing of the deadline dictated by the above mentioned law.

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.^[29]

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,
4. 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 august 2024 was 723.39 BAM (369.86 €) and makes up 53.74% of the average salary in the FB&H.
• The amount of the lowest pension in August 2024 was 573.53 BAM (293.24 €)^[30] and makes up 31.84% of the living wage in BiH and 42.60% of the average wage in the Federation of BiH.
• The highest pension in August 2024 was 2,867.65 BAM (1,466.21 €).^[31]
• The amount of the median pension is not available.
• Ratio of the trade union consumer basket^[32] (cca. 1,522.52 €) to the lowest pension was 1:5.2 (lowest pension covers 19.25% of the trade union basket), and the trade union consumer basket to the average pension was 1:4.11 (average pension covers 24.31% 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 minimum pension is roughly 1:3.14 (the minimum pension covers 31.84% of the living wage), and living wage to the average pension is roughly 1:2.48 (average pension covers 42.60% of the living wage).
• The number of employed pensioners in June 2024 that were at least 66 years old was 3,868.^[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 SSSBiH on the Territory of the Federation of BiH, number UP I 03-34/13-15/15.

The Confederation of Autonomous Trade Unions B&H (SSSBiH) is made up of 24 branch unions. There are also 7 cantonal committees of SSSBiH, who operate on the territory of 9 cantons in the FB&H. Within the SSSBiH there is also the Women’s Forum and Youth Section. SSSBiH 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 (“Official Gazette of the Federation BiH,” 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]

There is no information if foreign employers are included in the process of collective bargaining and there is no data confirming if they are members of the representative associations of employers.

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 BiH Bring, (July/August 2015),

[3] Official Gazette of the Federation of BiH, no. 43/99, 31/00, 29/03.

[4] See: https://fzs.ba/

[5] According to official statistics, working-age population is between 15 and 89 yeary. Labor Force Survey for the first quarter of 2024, no. 21.1.1., (26.6.2024) Federal Institute of Statistics, https://fzs.ba/index.php/publikacije/saopcenjapriopcenja/ankete/, page 2.

[6] Unemployment is calclated for population between 15 and 74 years of age. Labor Force Survey for the first quarter of 2024.

[7]https://ero.ba/2024/07/29/u-federaciji-je-548-795-zaposlenih-polovina-je-u-javnom-sektoru/

[8] Labor Force Survey for the first quarter of 2024, no. 21.1.1, (26.6.2024.) Federal Institute of Statistics, https://fzs.ba/wp-content/uploads/2024/06/21.1.1.pdf, page 2.

[9] Bilten, Statistical overview no. 7/24 (July 2024) https://www.fzzz.ba/ckFinderFiles/bilteni/2024/Bilten%20FZZZ%202024-07.pdf?csrt=1503406833116679546, page 2.

[10] Decision on adopting the employment strategy of the Federation of Bosnia and Herzegovina (2023-2030), Official Gazette of Federation BiH no. 94/23 https://fzzpr.gov.ba/files/Strategije/Strategija-zaposljavanja-u-FB&H-2023-2030.pdf, page 31 .

[11] Decision on the amount of the minimum wage for 2024 (“Official Gazette FB&H,” no. 101/23).

[12]https://fzs.ba/index.php/publikacije/mjesecni-bilteni/ also published in “Official Gazette of the Federation BiH,” no. 47/24 from June 21^st 2024 .

[13] 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/2024/08/Sindikalna-potrosacka-korpa_juli-2024.pdf .

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

[15] Bilten, Statistical overview no. 10/24 (October 2024), https://fzs.ba/index.php/publikacije/mjesecni-bilteni/.

[16] 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) .

[17] Eurostat, official data – accessed at https://www.klix.ba/biznis/privreda/eurostat-istrazivanje-gradjani-bih-u-prosjeku-rade-41-4-sata-sedmicno/240530108., 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) .

[18] General collective contract on the territory of the Federation of Bosnia and Herzegovina, Official Gazette of the Federation BiH, no. 48/16.

[19] Article 38. Section 2. Labour Law.

[20] Article 45. Section 2. Labour Law.

[21] 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.

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

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

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

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

[26] 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.

[27] Labor Force Survey for the first quarter of 2024, Federal Institute of Statistics no. 21.1. (26.6. 2024)https://fzs.ba/wp-content/uploads/2024/06/21.1.1.pdf, page 2.

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

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

[30] See: https://www.fzmiopio.ba/redovito-uskladivanje-mirovina-za-2024-godinu-iznosi-655/?lang=ba

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

[32] 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/2024/08/Sindikalna-potrosacka-korpa_juli-2024.pdf . 

[33] See: https://nap.ba/post/824677/mala-razlika-broja-zaposlenih-i-penzionera-u-FB&H-radno-stanovnistvo-odlazi-sve-manje-novca-za-penzije-

[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 BiH, no. 48/16.

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

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