Kosovo

INDICATORS OF THE QUALITY OF WORKERS’ RIGHTS

Artan Mustafa

  1. EMPLOYMENT OPPORTUNITIES

1.1 Legal foundations of the rights of workers

The main law on the rights of workers is the Labour Law,[1] which entered into force in December 2010. The law borrowed heavily from a Regulation on Essential Labour Act (no. 2001/27) launched by the United Nations Mission in Kosovo in 2001. The unions were consulted in the process of adoption of the law, although this consultation was relatively superficial, and the formal tripartite council had not yet been formed.

During the period 2015-2017, a General Collective Agreement (GCAK) – co-signed by the government, unions, and business chamber – was in force, and it improved some dimensions of labour rights compared to the law. However, in 2017, the business chamber withdrew from the agreement, and no new general collective agreement has been achieved.

In 2018, the (then) Ministry of Labour and Social Welfare initiated a concept document towards an updated Labour Law that was put out for public consultation.[2] Later on, the first ever left-leaning government (2021-2025) also pledged to review the legal framework on labour.[3] However, on both occasions, the reform failed to move forward.

Additional relevant legislation includes the Law on Strikes and the Law on the Employment Agency.

1.2. General situation on the labour market

According to the most recent annual results of the Labour Force Survey published by the Kosovo Agency of Statistics (KAS), the following was the general situation on the labour market in 2023:[4]

  • activity rate was 40.7%;
  • employment rate was 36.3%;
  • unemployment rate was 10.9%;
  • the total number of workers was 425,499;
  • the highest share of workers was in trade and motor vehicles and motorcycles reparations (20%), construction (11.8%), education (9.9%), production (9.2%), and state administration (8.3%).

There is extensive informal employment, but no recent official statistics on it. According to an earlier (2017) World Bank report, up to 35% of employed persons in Kosovo were in the undeclared work sector.[5]

1.3. Other important issues

There has been a huge drop in unemployment in recent years; for example, the official unemployment rate was 20.1% in 2021 (compared to 10.9% in 2023), which means unemployment dropped by 9.2 percentage points within two years. While some recent formalisation and employment incentives – in the form of (partial) subsidies to pension saving contributions and wages – have had an impact, the primary cause of the drop in unemployment is the massive outmigration of the working-age population (e.g. between 2021 and 2022, the working population decreased by 33,000 people.).[6]

The youth unemployment rate (for those between 15 and 24 years old) remains high (17.3% in 2023), but has similarly dropped significantly in recent years (compared, for example, to 38% in 2021). A government youth employment incentive (called “Superpuna” [Eng. Superjob]), launched in February 2023, may have had some positive impact towards this outcome.[7]

  1. ADEQUATE EARNING AND PRODUCTIVE WORK

2.1. Basic data on earnings

Based on the most recent available data:

  • the minimum wage (net) became 342 € per month in late August 2024;[8]
  • average wage was (net) 446 € per month in 2022;[9]
  • according to an independent calculation (that used KAS’s LFS data), the median wage (net amount) was 268 € per month in 2020[10] (during the same year, the monthly average wage was 374 €);
  • 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);[11]
  • 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;[12]
  • the median monthly net wage in February 2024 in the public administration was 561 €, while the median monthly net wage in the private sector limited liability companies was 372 €;[13]
  • the highest median net earnings were in public enterprises (608 €); the lowest earnings were in individual businesses (231 €).[14]

2.2. Other important issues

Since it was first set in 2011 (net 161.5 € per month), the minimum wage had not increased for 13 years. When the increase (to net 262.8 € per month) was finally moved forward in summer 2023, it could not get implemented for about a year because the government proposed to decouple the minimum wage from a number of particularistic social benefits, most notably the tax-paid benefits for veterans of war.[15] Opposition parties challenged the decoupling at the Constitutional Court, which eventually allowed the minimum wage to increase without the increase in the level of the social benefits in question.[16] Soon, thereafter, in late August 2024, the government increased the minimum wage to net 342 € per month. Although the increase in the minimum wage was quite significant, one 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. Beyond these shortcomings, in practice, many employers in the private sector pay less than minimum wages.[17]

  1. DECENT WORKING TIME

3.1. Basic data on working time

According to the Labour 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 on working time

The Labour Law regulates that:

  • 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

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

  1. STABILITY AND SECURITY OF WORK

4.1. Information on stability of work

According to the Kosovo Agency of Statistics (KAS) data for the third quarter of 2023,[18] 40.7% of workers in Kosovo were in permanent contracts, whereas 50.4% of them were in a fixed-term employment contract. There is no KAS or Eurostat data for temporary agency workers in Kosovo. The maximum number of formal foreign workers in Kosovo in 2022 was less than 3,000.[19]

Regulation of fixed-term contracts by the Labour Law:

  • maximum contract duration is 10 years;
  • there is no possibility of concluding a fixed-term contract without a special reason (provided by the law);
  • there is a possibility of extending the fixed-term contract, but if it stretches to more than 10 cumulative years, the contract is deemed 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 Labour 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

In all quarterly and annual statistics prior to Q3 2023, the share of fixed-term contracts has been (much) higher. Public sector employees make a substantial share of those with permanent contracts, which are then better protected by law (e.g., the case of severance payment, notice period, etc.). On the other hand, those who work in the private market are dominantly in fixed-term or task-based contracts or work without an employment contract. According to KAS, in Q3 2023, the number of those without employment contracts was 8.9%.

Kosovo is the only country in the Western Balkans without an unemployment insurance programme in place. This gap and the predominance of fixed-term contracts make the workers much more fragile compared to other countries, as they will have to rely on private and family means to cope with unemployment. During the Covid-19 pandemic, the lack of an unemployment protection programme proved a massive deficiency in the social protection system as the country failed to provide efficient protection for those losing jobs due to the pandemic.[20]

  1. EQUAL OPPORTUNITY AND TREATMENT

5.1. Information on the national anti-discrimination system

Discrimination in employment and at work is prohibited by a national law on protection from discrimination;[21] it is also prohibited by a specific law (Article 5) targeting people with disabilities,[22] a specific law on gender equality (Article 15),[23] and the general Labour Law (Article 5). Discrimination is prohibited in career advancement, training, and the process of firing. In terms of personal characteristics, the prohibition of discrimination by this body of legislation includes, among others, discrimination based on gender, religion, age, disability, family status, political opinion, social origin, language spoken, race, colour, etc. Complaints against discrimination can be raised with the Office of Ombudsperson. There are no specific procedures for raising discrimination complaints before the court of law. In reality, however, discrimination and perception of discrimination at work are present, particularly along dimensions such as disability, ethnicity, and gender.[24]

5.2 Information on the national gender equality system

Prohibition of gender-based discrimination is regulated by the specific law on gender equality and the general legislation mentioned above on labour 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. Via the Labour Law, the employer is prohibited from terminating the contract of a pregnant woman during pregnancy, maternity leave, and absence from work due to special care of the child. Fathers have a right to only two days of parental leave (financed by employers) in case of the birth of a child.

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

Drawing on the results of the Labour Force Survey of the KAS in 2023:

  • the gender gap in the activity rate was 33,6 percentage points;[25]
  • the gender gap in the employment rate was 33,6 percentage points as well.

The principle of “equal pay for the work of equal value” is included in the Labour Law (Article 55, paragraph 3). The annual official statistics on wages do not include information on the gender pay gap. However, a close approximation (for those in the formal sector) can be derived from the mandatory pension saving contributions (10% of gross wages). Based on these data, the gender pay gap for employed persons was 18.3% in 2023.[26] The gender pay gap among the self-employed was bigger (25.5%).[27] 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 7% of children under 6 years old are enrolled in early childhood education and care services, which again contributes to large gender gaps in employment and activity.[28]

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.

  1. SAFE WORK ENVIRONMENT

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

According to the official statistics of the Labour Inspectorate, this is the relevant data:

  • the number of workers killed on an annual basis in 2022 was 15;[29]
  • the number of workers with bodily injuries in 2022 was 379;[30]
  • the number of killed workers per 100,000 workers in 2022 was 3.7;
  • the number of workers with bodily injuries per 100,000 workers in 2022 was 93.8;
  • in total, 37 labour inspectors[31] were engaged in inspections, which equalled one labour inspector on every 10,913 workers, or about 0.91 labour inspectors on 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.[32]

6.2. Arrangement of the occupational health and safety system

The general occupational safety and health standards are regulated by national law[33] 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. According to the International Labour Organisation (ILO), Kosovo’s legislation on occupational health and safety is generally in the direction of compliance with EU directives, although with substantial gaps; however, the ILO is more critical of Kosovo’s enforcement.[34]

Indeed, there is a high death and bodily injury rate, as shown above, which are caused by poor enforcement of occupational safety and health regulations; often, these workers are found in the informal sector.[35] A monitoring of the Labour Inspectorate inspections by the Centre for Policies and Advocacy showed that in a substantial number of inspection cases, the inspectors did not ask for evidence such as medical checks, training to use machines at work, possession of protective devices, employer security evaluations, data on accidents at work, etc., as required by the legislation.[36] According to the ILO, among other problems, statistical tools for monitoring occupational health and safety indicators and security systems are entirely missing, and the system for reporting occupational accidents and diseases does not work.

6.3. Other important issues

When workers are ill for a longer period of time (more than 20 days in case of general illness and more than 90 days in case of occupational illness), they can become eligible only for a tax-paid 100 € disability at work pension, subject to medically proven permanent disability at work. Many workers in more risk-prone sectors end up injured for longer than 90 days but are unable to prove permanent disability.[37] This is another huge gap in the current system that ultimately shifts the burden of long-term illness onto workers.[38]

  1. SOCIAL SECURITY

7.1. Adequate amount of workers’ pensions

Based on the existing data:

  • the amount of the minimum pension was net 100 € in July 2024;[39]
  • average net pension amount was 140 €;[40]
  • the amount of the median pension is not available;
  • the net minimum pension amounted to 13.8% of the net living wage calculated for a single adult and only 8.7% of the living wage calculated for the family, while the average net pension amounted to 19.4% of the net living wage calculated for a single adult and 12.2% of the living wage calculated for the family;[41]
  • the number of employed pensioners in July 2023 was 1,511;[42] however, many more retirees are working in the informal labour market since, with a few specific exceptions (in education and political activity), formal work is not allowed after reaching 65 years old.
  • Workers cannot retire before the age of 65.
  • Every resident citizen of Kosovo who reaches 65 years old is entitled to the basic (minimum) pension.

7.2. Other important issues

The universal, tax-paid basic (minimum) pension is issued to all resident citizens upon reaching 65 years old, despite their work histories. As such, it is one of the strongest features of Kosovo’s social protection system: it ensures full coverage of the old-age population and provides strong poverty protection in retirement. However, only 27% of old-age retirees receive more than the basic pension, primarily in the form of tax-paid top-ups for former contributors to the (pre-1999) Pay-as-You-Go (PAYG) pension system. The level of these top-ups can range from 82 € to 238 €. The low coverage with top-ups is a result of the historically low employment rate in Kosovo, and the dominant majority of retirees earning top-ups are men.

The top-up programme for the former PAYG contributors is however exhaustible. Over time, any income above the basic pension will increasingly depend on withdrawals of mandatory pension savings in retirement. In 2023, only 3.4% of all retirees were receiving a monthly phased pension withdrawal (200 €) in addition to the tax-paid pensions. The majority of retirees with pension savings spend their savings in a very short period of time (so far, around 3 years). Moreover, more than half of the total pension savings are owned by 10% of contributors who do well in the market,[43] while the employment rate continues to be small (36.3% in 2023). This means that in the long term the income of retirees will be highly unequal and very low (little will be earned above the basic pension) for most of them.

  1. SOCIAL DIALOGUE, EMPLOYERS’ AND WORKERS’ REPRESENTATION

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

There are no credible data on the unionisation rate and coverage rate of collective agreements (sectorial or enterprise level). The general collective agreement has not been in force since 2017. According to a Kosovo 2.0 article, there are 235 trade union associations and 30 trade union federations.[44]

8.2. Additional information on social dialogue bargaining

There is a law in force on the Social and Economic Council (SEC),[45] which should serve as the tripartite body (including representatives of workers, employers, and the government) competent for the dialogue/consultation on all important socio-economic matters. However, during the current government (2021-2025), unions have not been often consulted, and SEC as a mechanism has not been relevant.

8.3. Other important issues

The unions have never been a strong force in Kosovo, nor has an important political movement politicised labour issues as a central political articulation theme. Since about 80% of tax revenues originate from consumption taxation and since political mobilisation is centred around nation-building and nationalism, politics has not had much interest to look at what happens at the labour market. The outcome are poor labour conditions, which contribute to massive societal inequality (the Gini index of income inequality in 2018 was 44.2%, the highest in Europe) and massive outmigration of the labour force. 

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 labour, https://gzk.rks-gov.net/ActDetail.aspx?ActID=2735, 12.8.2024.

[2] Government of the Republic of Kosovo, The list of concept documents for 2018, https://konsultimet.rks-gov.net/Storage/Docs/Doc-5aa28b04e5098.pdf, 12.8.2024.

[3] Government of the Republic of Kosovo, The programme of the government 2021-2025, https://masht.rks-gov.net/wp-content/uploads/2022/06/Programi-i-Qeverise-se-Kosoves-2021-2025.pdf, 12.8.2024.

[4] Kosovo Agency of Statistics, The results of theLabour Force Survey – 2023 (press release), https://askapi.rks-gov.net/Custom/bc92d0bc-927e-49f8-8461-522179da40c1.pdf, 12.8.2024.

[5] A. Cojocaru, Kosovo jobs diagnostic, https://documents1.worldbank.org/curated/en/814361497466817941/pdf/Kosovo-Jobs-Diagnostic.pdf, 12.8.2024.

[6] 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”, 13.8.2024.

[7] Government of the Republic of Kosovo, Superpuna, https://superpuna.rks-gov.net, 13.8.2024.

[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, 30.8.2024

[9] Kosovo Agency of Statistics, Wage levels in Kosovo 2022, https://askapi.rks-gov.net/Custom/085019af-7367-4166-966f-87cfcecf3852.pdf, 14.8.2024.

[10] E. Jakurti, Income inequality and fiscal policy (p.42), https://library.fes.de/pdf-files/bueros/kosovo/18983-20220301.pdf, 14.8.2024.

[11] E. Jakurti, 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, 14.8.2024.

[12] E. Jakurti, 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, 14.8.2024.

[13] Ibid., p.24. It is noteworthy to mention that the public administration participated with 22.2% in the share of total employment, while LLCs with 50.1%.

[14] Ibid.

[15] The Assembly of Kosovo, Draft-law no. 08/L-142, https://www.kuvendikosoves.org/Uploads/Data/Documents/PLperproceduratpercaktiminepagesminimaledheshkallatatimoreneTPV_sq8u2TBTzf.pdf, 15.8.2024.

[16] Constitutional Court, Notification on decision in case KO158/23, https://gjk-ks.org/en/notification-on-decision-in-case-ko158-23/, 15.8.2024.

[17] See: Kosovo Assembly, Transcript of plenary session – 11 & 14 June 2021 (p.134), https://www.kuvendikosoves.org/Uploads/Data/SessionFiles/2021_06_11_ts_Seanca_EhjAgJFeHg.pdf, 15.8.2024.

[18] Kosovo Office of Statistics, Labour market statistics, https://ask.rks-gov.net/Themes/LaborMarket, 16.8.2024.

[19] Ministry of Internal Affaris, Annual migration profile – 2022 (p.19), https://mpb.rks-gov.net/Uploads/Documents/Pdf/EN/2712/PROFILI%20VJETOR%20I%20MIGRIMIT%202022%20ENG.pdf, 16.8.2024.

[20] A. Mustafa and B. Berisha, Why is progressive policy reform in Kosovo uncertain, despite the accelerated power shift to the left?, https://doi.org/10.1177/13540688221101562, 17.8.2024.

[21] Official Gazette of the Republic of Kosovo, Law No.05/L-021 on the protection from discrimination, https://gzk.rks-gov.net/ActDetail.aspx?ActID=10924, 17.8.2024.

[22] Official Gazette of the Republic of Kosovo, Law No.03/L-019 on vocational ability, rehabilitation and employment of people with disabilities, https://gzk.rks-gov.net/ActDocumentDetail.aspx?ActID=2620, 17.8.2024.

[23] Official Gazette of the Republic of Kosovo, Law No.05/L-020 on gender equality, https://gzk.rks-gov.net/ActDetail.aspx?ActID=10923, 17.8.2024.

[24] 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, 18.8.2024.

[25] Drawing on Eurostat’s definitions, the gender activity/employment gap was calculated as the difference between the activity/employment rates of men and women; the gender pay gap was calculated as the difference in pay between men and women expressed as a percentage of men’s pay.

[26] Kosovo Pension Savings Trust, Annual report 2023, https://www.trusti.org/wp-content/uploads/2023/12/AnnualReport2023_eng.pdf, 18.8.2024.

[27]Ibid.

[28] 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, 18.8.2024.

[29] Labour Inspectorate, Annual report for 2022, https://ip.rks-gov.net/wp-content/uploads/AnnualReportLaborInspectorate_23.pdf, 19.8.2024.

[30]Ibid. This number is the total number of registered cases with injuries minus cases of injuries that led to death.

[31] Ibid.

[32] 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.

[33] 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.

[34] ILO, Occupational safety and health profile: Promoting decent work through strengthening occupational safety and health management and social dialogue in Kosovo, https://www.ilo.org/budapest/what-we-do/publications/WCMS_797477/lang–en/index.htm, 19.8.2024.

[35] See B. Boletini, Poverty, insecurity, death, https://kosovotwopointzero.com/en/varferi-pasiguri-vdekje/, 19.8.2024.

[36] A. Zhejçi and R. Rexha, Two-year monitoring the Labour Inspectorate, https://www.qpa-rks.org/wp-content/uploads/2023/12/Final-Report.pdf, 19.8.2024.

[37] This benefit, in addition to being very low, is so difficult to access that in July 2023 only 41 workers were receiving it. See: Kosovo Agency of Statistics, Social welfare statistics – July 2023, https://askapi.rks-gov.net/Custom/f049b074-cfbf-4b26-a5dc-3a5121c1f6a5.pdf, 19.8.2024.

[38] See for an illustration injured workers in such a situation: B. Boletini, Poverty, insecurity, death, https://kosovotwopointzero.com/en/varferi-pasiguri-vdekje/, 19.8.2024.

[39] Kosovo Agency of Statistics, Social welfare statistics – July 2023, https://askapi.rks-gov.net/Custom/f049b074-cfbf-4b26-a5dc-3a5121c1f6a5.pdf , 21.8.2024.

[40] Source base: Ibid. & Kosovo Pension Savings Trust, Annual report 2023, https://www.trusti.org/wp-content/uploads/2023/12/AnnualReport2023_eng.pdf, 21.8.2024.

[41] E. Jakurti, 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, 14.8.2024.

[42] Kosovo Agency of Statistics, Administrative statistics of the labour market – July 2023, https://ask.rks-gov.net/Releases/Details/6713, 22.8.2024.

[43] 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”, 14.8.2024.

[44] H. Kafexholli, A long road ahead for Kosovo’s unions, https://kosovotwopointzero.com/en/a-long-road-ahead-for-kosovos-unions/, 22.8.2024.

[45] Official Gazette of the Republic of Kosovo, Law no.04/L-008 on Social Economic Council, https://gzk.rks-gov.net/ActDocumentDetail.aspx?ActID=2747, 23.8.2024.

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