Employment issues in M&A transactions in Serbia

• a representative trade union exists at the target company.

• information to be issued to the employees regarding the transfer of employment agreements;
• information to be issued to the representative trade union/employees regarding:
  1. the date or proposed date of the change of employer;
  2. the reasons for the change of employer;
  3. the legal, economic and social consequences of the change of employer in relation to the employees, and any measures being planned to alleviate such consequences.

• The present employer must inform the future employer of any rights and obligations arising from internal employment bylaws and the employment agreements that are being transferred.
• The present employer must inform the employees of the transfer of employment agreements.
• The present and future employer must notify the representative trade union/employees of the following:

1. the date or proposed date of the change of employer;
2. the reasons for the change of employer;
3. the legal, economic and social consequences of the change of employer in relation to the employees, and any measures being planned to alleviate such consequences.

No consultation requirement.

The present and future employer must implement measures to alleviate the social and economic consequences for the employees in cooperation with the representative trade union at least 15 days prior to the change of employer. The future employer is obliged to implement the internal employment bylaws of the present employer for at least one year from the day on which the employer changes, unless the following occurs before this period expires:

• the term of the collective agreement expires;
• a new collective agreement is concluded.

Not applicable.

Not applicable.

Not applicable.