The Employers’ Union of Montenegro and the Tourism and Hospitality Union of Montenegro have concluded the Branch Collective Agreement for the Tourism and Hospitality Sector.
NEW: Overtime Work
During the tourist season, working hours may extend up to a maximum of 60 hours per week, provided this is stipulated in the employer’s collective agreement and there is written consent from the employee.
NEW: Redistribution of Working Hours
Redistributed working hours are not considered overtime work.
The employer is obliged to duly record redistributed working hours in the month in which they occur. Redistribution of working hours, as stated in paragraph 1 of this article, also includes scenarios where employees take a certain number of days off after the tourist season.
NEW: Annual Leave
The criteria for contributions to work, as stated in paragraph 1 of this article, are determined by the director.
In addition to the legally prescribed minimum, annual leave is extended as follows:
a) Based on years of service:
- 5 to 15 years – 1 additional working day
- 15 to 25 years – 2 additional working days
- 25 to 35 years – 3 additional working days
- Over 35 years – 5 additional working days
b) Based on health status:
- 3 additional days for disabled workers
- 5 additional days for parents of children with psycho-physical disabilities
c) Based on working conditions:
- 2 additional days for work in difficult, demanding, and health-damaging conditions
d) For contributions to work:
- 2 additional working days
e) For single parents of children under 15 years:
- 2 additional working days
AMENDMENT: Salaries and Salary Allowances
The base salary for full-time work and standard performance in gross terms cannot be lower than the amount derived from multiplying the calculation value of the coefficient and the complexity coefficient of the job group from Article 15 of this collective agreement.
The calculation value of the coefficient for an average of 174 hours per month is set at €90.00 gross.
The special part of the employee’s salary cannot be less than 90% of the calculation value of the coefficient established in this collective agreement, amounting to €81.00 gross.
With the employee’s consent, the employer may provide meals during work hours at their expense instead of paying an allowance for meals as part of the special salary component.
AMENDMENT: Other Benefits
New: Upon retirement, the employer must pay severance of at least four average net salaries at the employer’s level, or if more favorable for the employee, four average net salaries at the state level from the previous year.
Deleted: Severance for retirement in the amount of at least eight net calculation values of the coefficient is removed.
New: Length-of-Service Awards:
Employees are entitled to jubilee awards for continuous service with the same employer:
- 10 years: At least €300 net (previously: 1 lowest salary at the employer)
- 20 years: At least €450 net (previously: 2 lowest salaries at the employer)
- 30 years: At least €600 net (previously: 3 lowest salaries at the employer)
- 40 years: At least €750 net
Awards are granted based on data from personal records.
NEW: Transport Cost Reimbursement
Employees are entitled to transport cost reimbursement for commuting if the distance from their residence to the workplace is at least 3 km in one direction. Reimbursement is limited to a maximum of €60 net per month.
Employees receiving a separation allowance or employer-provided accommodation are not entitled to transport reimbursement.
Alignment with This Agreement
Collective agreements at the employer level must comply with this Branch Collective Agreement within three months of its effective date.
This agreement supersedes the Branch Collective Agreement for the Tourism and Hospitality Sector of Montenegro (“Official Gazette of Montenegro,” No. 117/21 dated 03.11.2021).
The agreement was signed on June 7, 2024, published in the “Official Gazette of Montenegro,” No. 56/24 on June 13, 2024, and comes into effect eight days after publication.
