Serbian National OSH Profile into this OSH Profile of Serbia. ... The authors hope that the National Profile will provide better recognition of specificities of OSH system in Serbia.

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Serbia

Serbian National OSH Profile

Professor Petar Bulat

March 2007

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INTRODUCTION

National Profile on Occupational Safety and Health in Serbia has been prepared on the request of

the International Labour Office (ILO), Sub regional Office for Central and East Europe in

Budapest. The International Labour Office has signed the contract with prof. dr Petar Bulat for

the preparation of National OSH profile, according to which Dr. Bulat undertook the obligation

to prepare this document in cooperation with social partners. The National Profile has been

prepared in accordance with the guidelines provided by ILO. The representatives of the Ministry

of Labour, Employment and Social Policy, the Ministry of Health of Serbia, the Institute of

Occupational Health of Serbia, the Employers Association of Serbia, the representatives of trade

unions, as well as from other institutions in Serbia, have took part in the preparation of this

National Profile.

Upon of obtaining tasks and guidelines, prof. Bulat had consultations with his collaborators and

agreed with them on their participation in preparing the National Profile. Mrs. Vera Božić Trefalt

(Director of OSH Directorate) and Mr. Simo Kosić (OSH Directorate) gave special contribution

in its preparation offering their extraordinary knowledge of the problems in this filed and

especially regulatory issues and helped a great deal in incorporation of all relevant laws and

regulations into this OSH Profile of Serbia. A significant contribution in the preparation of the

Profile was also given by Mrs. Živka Đurić (Assistant to the Minister for Labour, Employment

and Social Policy – in charge for Labour Inspection), Mrs. Tanja Vukmirović (Labour

Inspection), Mrs. Marijana Sofilj (Labour Inspection) and Mr. Rajko Barać (Labour Inspection),

who provided data on the Labour Inspection performance as well as a part of the data on

occupational accidents. The National Profile chapter dealing with occupational accidents would

not be complete without the contribution of dr. Tanja Stanković (The Institute for Public Health

of Serbia „Dr Milan Jovanović Batut“). The comments of prof. dr Milan Pavlović (Director of

the Institute for Occupational Health of Serbia) have improved the whole report and especially

the chapter dealing with occupational health service activities. Mr. Marijan Zović (the Secretary

General of the Employers’ Association of Serbia) gave an extraordinary contribution in

furnishing necessary structure and regulatory basis into the National Profile. His critical notes to

the draft document improved a great deal the quality of final report. Mr. Slavoljub Luković (the

Secretary General of the Association of the Trade Unions in the Branch „Nezavisnost“)

presented in details trade unions' point of view regarding actual OSH situation in Serbia. His

constructive criticism during debate on the draft document initiated active participation of other

participants in the debate to a great extent. The assistance of Mrs. Olivera Momčilović (The

Institute for Statistics of the City of Belgrade) resulted in all relevant statistical data concerning

the population in Serbia to be incorporated into the report. The collaborators from the Institute

for Occupational Health of Serbia, dr Mirjana Čabarkapa, Dušica Ristić, dr Veselin Govedarica

and dr Martin Popević, gave great contribution in preparing the National Profile, and without

their efforts the preparation of the National Profile would be more difficult and more

complicated.

The authors hope that the National Profile will provide better recognition of specificities of OSH

system in Serbia. We also hope that this document will constitute a good basis for preparation of

similar publications in future. We believe that this document will also provide better

understanding of the problems in this field to the readers in Serbia, since it integrates information

from various sources into only one document.

In Belgrade, 15th of April 2007

The Authors

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1.1. Occupational Safety and Health in the Constitution of the Republic of Serbia

The rights for respecting dignity of a person at work, safe and healthy working conditions, and

necessary protection at work are granted by the Constitution of the Republic of Serbia („Official

Gazette of the Republic of Serbia”, No. 83/06). Women, young workers and disabled persons are

granted special protection at work and special working conditions. The Constitution prescribes

that the Republic of Serbia should set up and provides the OSH system.

1.2. OSH Law

OSH Law („Official Gazette of RS”, No. 101/05) regulates OSH system in the Republic of

Serbia. By bringing the OSH Law, the harmonization with ratified ILO Conventions and

Framework Directive 89/391/EEC was carried out, as well as with special Directives deriving

from the Framework Directive, so that all guidelines originating from them were accepted in the

proportion and form adjusted to national conditions. Apart from this Law, regulatory framework

of OSH system is integrated by sub-Acts:

Book of rules on programme, manner and costs of passing; license exam for carrying out

OSH duties and duties of the person in charge („Official Gazette of RS”, No. 29/06);

Book of rules on the conditions and costs for issuing licenses for carrying out OSH duties

(„Official Gazette of RS ”, Nos. 29/06 and 72/06);

Book of rules on costs of the procedure for determining whether prescribed OSH

conditions have been met („Official Gazette of RS ”, No. 60/06);

Book of rules on the procedure of determining whether prescribed OSH conditions have

been met („Official Gazette of RS ”, No. 60/06);

Book of rules on manner and procedure of risk assessment at work place and working

environment („Official Gazette of RS ”, Nos. 72/06 and 84/06-correction);

Book of rules on contents and manner of issuing occupational accidents, occupational

diseases and work related diseases report forms („Official Gazette of RS ”, Nos. 72/06

and 84/06);

Book of rules on inspection procedure and testing of working equipment and working

environment conditions („Official Gazette of RS ”, Nos. 94/06 and 108/06).

Proposal of the Book of rules on OSH keeping records – in course of publishing in

„Official Gazette”;

Proposal of the Book of rules on preliminary and periodical medical surveillances of the

employees working on high-risk workplaces;

Draft of Decree on OSH measures in construction industry.

Provisions of this Law are implemented in all activities, except in case that the Law defines

measures for OSH enforcement when carrying out specific activities in certain sectors (specific

activities of the army in war conditions, or the police during intervention, individual agriculture

producers), and the exception is made for the persons employed with an employer for carrying

out duties of support staff at home.

The Law defines persons (and their capacity) who have the right to enjoy occupational safety and

health, as well as those categories of workers having special rights, obligations, and stipulates the

OSH measures to be applied in case of young workers, women carrying out activities at high-risk

workplaces, disabled persons and workers suffering from occupational diseases.

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The essential objective of regulatory approach in OSH field is prevention of occupational

accidents, occupational diseases and work related diseases. The Law stipulates that preventive

measures should be provided for by implementation of contemporary technical, ergonomic,

health, educational, social, and organisational and other measures and means for elimination of

risks causing accidents and health damage of the workers, and/or their minimization. The Law

prescribes obligations of employers and employees in prevention of occupational accidents,

occupational diseases and work related diseases. Employer is obliged to provide conditions for

employee to carry out his/her duties at workplace where OSH measures have been applied. Apart

from employers' and employees' general principles and duties, the Law prescribes also measures

for specific circumstances, such as situations when two or more employers share the same

working facilities or engaging employees with another employer.

The Law promotes cooperation between employer and employees in OSH activities. It should be

emphasized that such cooperation does not release either employer or employee from their

obligations to implement all provided preventive measures.

OSH Law provides for legal protection in this field to every person found in any production or

other working process.

According to the OSH Law, when providing preventive measures, employer should start with the

following principles:

Avoiding risks;

Assessment of risks that cannot be avoided at workplace;

Risk elimination at its source;

Adjustment of working activities and workplace to employees;

Change of hazardous technological processes by safe or less hazardous ones;

Giving priority to collective and not individual OSH measures;

Appropriate training of employees for safe and healthy work.

This provision of preventive measures must not incur financial obligations for employees and

employees' representatives.

Apart from these obligations, employer is obliged to:

Bring a risk assessment act;

Keep employees and their representatives informed about the introduction of new

technologies as well as of hazards that may endanger their safety and health in case of

introduction of the same, and issue appropriate instructions for safe work in such cases;

Train employees for safe work;

Provide personal protection equipment;

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Provide maintenance of working devices and personal protection equipment in order to

be kept in good order;

Engage occupational health service for preliminary and periodical medical surveillance

of employees;

Engage license services for carrying out testing of working environment conditions as

well as preliminary and periodical inspection and testing of working equipment;

Provide first aid and training of employees for giving first aid;

Stop any kind of work, which presents immediate danger to life of health of employees.

1.3. Regulations covering directly essential aspects of OSH

Labour Law («Official Gazette of RS», Nos. 24/05 and 61/05) regulates very significant fields

linked with OSH. In its first part, the Law regulates the relationship between the employer and

the employees through collective agreement, i.e. through the Book of rules on labour, if the

collective agreement has not been signed due to legally defined reasons. In the part defining the

relationship between the employer and the employees, it is pointed out that collective agreement

i.e. Book of rules on labour must not contain provisions that grant less rights to the employees or

stipulate more unfavourable working conditions from the rights and conditions defined by the

law. Labour Law emphasizes that these acts may stipulate even greater rights than those defined

by the law, except if otherwise provided by the law.

Labour Law stipulates the rights and obligations of the employees and, according to it, the

employee is granted the right to appropriate earnings, safety and protection of life and health at

work, health protection, the protection of personal integrity and other rights in case of illness,

reduction or loss of working capability and age. The employee is obliged to respect working and

business organisation with the employer, as well as to inform the employer on any kind of

potential hazard jeopardizing life and health of the employees and occurrence of material

damage.

The law prohibits direct and indirect discrimination of persons looking for a job, as well as of

employees in view of the gender, birth, language, race, skin colour, age, pregnancy, health

condition, i.e. disability, national affiliation, denomination, marital status, family obligations,

sexual orientation, political or other conviction, social background, income status, membership

in political organisations, trade unions or other personal characteristics. The law provides that the

employer may establish employment relations only with the persons older than 15 years of age.

In addition, if a person is younger than 18 years of age, the employment relation may be

established only with parents' written approval and under the condition that such labour does not

jeopardize his/her health, morality and education, namely if such labour is not prohibited by the

law. According to Labour Law, persons under the age of 18 are not allowed to perform the duties

including:

Especially hard physical work;

Working under ground, under water or at considerable heights;

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Exposure to harmful radiation or poisonous, carcinogen materials or those which cause

hereditary diseases;

Health-related risk due to cold, warmth, noise or vibrations;

Work longer than 35 hours a week, i.e. 7 hours a day;

Work at night.

Apart from the protection of persons younger than 18 years, Labour Law provides for that

persons younger that 21 years may carry out especially hard physical activities, activities under

ground, under water or at considerable height only with special findings of competent health

institution which rules out the possibility that such activities are harmful for their health.

Labour Law prescribes that pregnant workers are not allowed to carry out activities harmful for

her and child's health, especially not at workplaces requiring lifting of heavy loads, or

workplaces where she is exposed to harmful radiation, extreme temperatures and vibrations.

Labour Law also prescribes that overtime and work at nigh are prohibited for pregnant workers

during last 8 weeks of pregnancy. This Law prohibits overtime and work at nigh during the first

32 weeks of pregnancy if such work would be harmful for pregnant worker or a child. The Law

requires a written consent for overtime and work at night from parents having children up to 3

years of age.

Labour Law emphasizes that full working time is 40 hours per a week and that General Act may

define even shorter working time, but not less than 36 hours per a week. The Law provides for

that working time may be shortened proportionally to the risk at high-risk workplaces even

though appropriate OSH measures have been implemented, and at the most 10 hours a week. It is

also stipulated that employee is obliged, on the request of employer, to work longer than full

working time (in case of vis major, sudden increase of the volume of work and in other

circumstances when it is necessary to finalize unplanned job in certain period of time). Overtime

cannot last longer than eight hours a week or four hours a day per an employee.

Labour Law regulates employee’s daily rest and for employees working full working time it is

30 minutes at least, and for employees working longer than four and less than six hours a day,

daily rest is 15 minutes at least. For employees working longer than full working time daily rest

is 45 minutes at least. Daily rest is calculated as working time. Labour Law prescribes that

employee enjoys the right for 23 hours rest between two consecutive working days as well as the

right for weekly rest of 24 hours continuously. Annual vacation for employees is 20 working

days at least (working week is calculated as five days week). It is prescribed that the duration of

vacation prolongs the basis of contribution at work, working conditions, working experience,

employee's professional skills and other criteria defined by General Act or employment contract.

According to Law on Health Protection („Official Gazette of RS“, No. 107/05), a very

important role in the whole health protection system is given to employer. Employer is obliged

to organize and provide for health protection of employees from his/her own resources for the

purpose of creating conditions for responsible behaviour when health is in question and for

health protection of employees at workplaces. This health protection includes at least the

following:

1. medical surveillances for determining employee's capability for work;

2. carrying out measures for prevention and early identification of occupational diseases,

work related diseases and prevention of occupational accidents;

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3. preventive medical surveillances of employees (preliminary, periodical, control and

targeted surveillances);

4. informing of employees of health-related measures of protection at workplace;

5. provision of sanitary-technical and sanitary conditions;

6. other preventive measures (non-obligatory vaccination, non-obligatory systematic

medical examinations), in accordance with employer's General Act;

7. monitoring of working conditions and safety at workplace, as well as occupational risk

assessment for the purpose of improvement of working conditions and ergonomic

measures, by adjusting of working activities to psycho-physiological capabilities of

employees;

8. monitoring of getting ill, injuries, absenteeism and fatalities, especially when

occupational diseases, work related diseases and occupational accidents are in question;

9. participation in organisation of work and rest regime of employees, as well as in

evaluation of new equipment and new technologies from medical and ergonomic point

of view;

10. carrying out measures for improving health of employees exposed to health-related risks

during working process, including sending of employees to health-preventive activities

and rest;

11. giving first aid in case of occupational accident and provision of conditions for urgent

medical interventions.

In addition to precise defining of employer's role in health protection system, the Law also

defines duties of the Institute of Occupational Health of Serbia. The duties of this Institute are as

follows:

Monitoring and studying of working conditions;

Monitoring of epidemiological situation in the field of occupational diseases, work

related diseases and occupational accidents and suggesting measures for their prevention

and elimination;

Planning, organisation, implementation and evaluation of measures, activities and

procedures in the field of occupational health protection;

Defining of scientific-medical and doctrinaire attitudes in the field of occupational health,

health promotion and offering of scientific-methodological assistance in their

implementation;

Promotion, coordination and organisation of activities within health institutions in OSH

field;

Defining of unique methodology and procedures in programming, planning and

implementation of preventive measures in workers' protection;

Introduction and testing of new medical technologies, as well as implementation of new

methods of prevention, diagnostics, treatment and rehabilitation in the field of

occupational health;

Monitoring of contemporary accomplishments in the field of occupational health

organisation and suggesting health-related standards for improvement and development;

Studying of occupational risks factors as well as their identification, qualification and

evaluation;

Carrying out medical and other examinations and measurements in connection with

ionising and non-ionising radiation in health protection, that is radiological health

protection;

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Carrying out scientific-medical procedures and activities related to identification of high-

risk workplaces, namely activities for which insured years of service are calculated with

increased duration;

Examination and carrying out preventive medical surveillances of workers at high-risk

workplaces;

Proposing and implementation of criteria for evaluation of capabilities for driving motor

vehicles;

Estimation of working capabilities of employees suffering from occupational diseases,

work related diseases and consequences of accidents at work and out of work.

Law on Pension and Disability Insurance („Official Gazette of RS“, Nos. 34/03; 64/04;

84/04; 85/05 and 101/05) has defined compulsory insurance and compulsory insurance of

persons, namely the insured and their rights. This Law defines persons who realize the same

rights as the insured in case of disability and physically injuries caused by occupational accident

or occupational disease. In such cases, the rights from compulsory pension and disability

insurance enjoy:

Persons who, in accordance to the law, carry out temporary and periodical jobs through

youth cooperatives until 26 years of age;

Persons who are at skill trainings, additional qualifications or retraining, sent by the

organisation in charge for employment;

Pupils and students being, in accordance with the law, at compulsory production work,

professional practice or practical lessons;

Persons who serve time in jail while working in economic unit of the institution for

serving time (workshop, work site and so on) and at other places of work;

Persons who, in accordance with the regulations, carry out certain activities on the basis

of voluntary work agreement.

Law on Pension and Disability Insurance defines occupational accident as well as other

situations when injury is considered as occupational accident. According to this Law, injuries of

the insured are recognized in the following situations:

When carrying out duties he/she was not appointed for, but carries them out in the

interests of employer he/she is employed with;

On regular trip from home to workplace and vice versa, on business trip and trip made for

commencing work;

In connection with realizing the right to health insurance on the basis of occupational

accident and occupational disease.

Law on Pension and Disability Insurance also defines special situations when injury of the

insured is considered as occupational accident. Those situations are:

Rescue operations or protection from the elements or calamities;

Military drills or carrying out other obligations in the field of country defence;

Working camps or competitions (production, sports and so on).

Occupational diseases are defined by the Law as certain diseases developed during insurance,

caused by long immediate exposure to working process and working conditions, that is by the

activities performed by the insured. Conditions for recognition of occupational diseases and

occupational diseases list are given in the Book of rules on Defining of Occupational Diseases

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(„Official Gazette of RS”, No. 105/03). According to the Book of rules, 56 diseases may be

recognized as occupational diseases. As the Book of rules defines „closed list“ of occupational

diseases, there is no possibility occupational disease that is not on the list to be recognized as

occupational disease. Law on Pension and Disability Insurance provides for the insured to

acquire the right to disability pension in case of complete loss of working capability caused by

occupational accident or occupational disease, regardless of the duration of insured years in

service.1.

The Law provides for that for certain categories of the insured , the insured years of service

should be calculated with increased duration. According to the Law on Pension and Disability

Insurance, the insured years in service with increased duration are calculated in case of the

insured who perform especially hard work, who works at hazardous workplaces, as well as the

insured who carries out duties which after certain age cannot be carried out professionally.

Degree of increase of insured years of service depends on the hardship, danger and damaging

effect at work, namely depends on the nature of activities, and may be 50% at the most. Book of

rules on workplaces, that is duties for which insured years of service are calculated with

increased duration („Official Gazette of RS”, Nos. 105/03, 126/04, 93/05, 3/07 and 8/07)

regulates workplaces for which insured years of service are calculated with increased duration

and degree of increase.

Laws or regulations covering aspects of OSH but issued under other Ministries

Apart from already mentioned regulations that regulate OSH field, it is important to

mention also the following regulations:

Law on Protection from Ionising Radiation („Official Gazette of the Socialist Republic of

Yugoslavia”, No. 46/96 and „Official Gazette of the Republic of Serbia”, No. 85/05);

Law on Farmlands („Official Gazette of RS ”, No. 62/06);

Law on Mining („Official Gazette of the RS ”, Nos. 44/95, 85/05, 101/05 and 34/06);

Law on Yugoslav Army („Official Gazette of SRY”, Nos. 43/94, 28/96, 44/99, 74/99,

3/02, 37/02 and „ Official Gazette of Serbia and Montenegro”, Nos. 7/05 and 44/05);

Law on Organic Production and Organic Products („Official Gazette of RS”, No. 62/06).

1.4. National OSH Policy

OSH Committee has adopted national OSH policy. It will contribute to national development of

OSH system, encourage education and development of labour culture in OSH field, with the end

objective - reducing occupational accidents, occupational diseases and work related diseases.

The basis for preparing National Policy was found in provisions of Art. 4 to 7 of ILO

Convention No. 155 on Occupational Safety and Health in working environment, 1981,

provisions of Art. 3 of revised European Social Charter from 1996 and C 187 Convention on

OSH Promotional Framework, 2006. These documents define that a unique National OSH Policy

1 In other cases at least insured five years service are required.

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has to be formulated, implemented and reviewed periodically in consultations with

representative social partners.

The objective of this policy is improvement and preserving the health of work active population,

promotion of working conditions in order to prevent occupational accidents and occupational

diseases and minimizing them as much as possible, that is elimination of occupational risks.

The National Policy contains the vision, with purpose and direction of future OSH system

development in the Republic of Serbia and the mission, with the orientation to reduce

occupational accidents and occupational diseases and to approach SEMs, high-risk sectors and

especially vulnerable groups of employees.

Policy Vision should contribute to balanced social-economic development and progress of the

Republic of Serbia meeting OSH regulations completely in order to raise awareness in this field,

that is establishment of working culture and creation of preconditions for welfare and better life

and healthy quality at work.

Policy Mission is based on establishment of safe and healthy working conditions that provide

reduction of occupational accidents, occupational diseases and work related diseases to the

greatest possible extent.

The mission is directed mostly to SMEs realizing the presumptions for better implementation of

prescribed OSH measures.

High-risk sectors (construction industry, wood-processing, chemical industry, agriculture and so

on), as well as especially vulnerable groups of employees (pregnant workers, young people and

others) will be specially treated through campaigns, education and so on.

The mission of the National OSH Policy will emphasize particularly the significance of:

Promotion of the development of national preventive culture in OSH field (raising

awareness and informing the public);

Prevention of occupational accidents, professional disease and work related diseases by

reducing risks at workplaces and working environment to minimum in accordance with

the law and practice.

Basic elements of National Policy are:

Establishing, maintenance, progressive development and periodical reviewing of OSH

system in consultation with representative employers' and employees' organisations;

Bringing the laws, sub-Acts, collective agreements and other legal OSH instruments;

Introduction of special occupational accidents and occupational diseases insurance;

Education of appropriate authorities (government, employers and employees) responsible

for OSH in accordance with the law and practice;

Defining priorities in solving OSH problems in:

o SMEs,

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o High-risk sectors (construction industry, chemical industry, agriculture and so

on),

o Especially vulnerable categories of workers (women, children, young workers,

migrants, work at home).

Adoption of mechanisms and procedures for implementation of OSH regulations

(integrated Labour Inspection);

Promotion and cooperation in OSH field at all levels of employers', employees' and

government organisation (Employers' Association, trade unions, inspection, pension and

disability insurance fund and health insurance fund, and so on);

Offering initiatives for introduction of legal presumptions in the form of defining

financial and budget resources for OSH;

Cooperation with NGOs in OSH field;

International cooperation.

1.5. Summary

Do regulations exist for the effective protection of workers against hazardous processes,

machinery and equipment and hazardous chemicals, physical and biological agents, relating to:

Yes No Applied?

- identification and determination of occupational

hazards?

X In course

- prohibition, limitation or other means of reducing

exposure?

X Yes

- assessment of risks? X In course

- prohibition or limitation of the use of hazardous

processes, machinery, substances, etc?

X Yes

specification of occupational exposure limits? X Yes

- surveillance and monitoring of the working

environment?

X Yes

- notification of hazardous work, and related authorisation

and licensing requirements?

X

- classification and labelling of hazardous substances? X Yes (in

competence of

environment)

- provision of data sheets? X Yes (in

competence of

environment)

- provision of personal protective equipment? X Yes

- safe methods for handling and disposal of hazardous

waste?

X Yes (in

competence of

environment)

- working time arrangements? X Yes

- adaptation of work installations, machinery, equipment

and processes to the capacities of workers (ergonomic

X Poorly applied

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factors)?

- design, construction, layout, maintenance of workplaces

and installations?

X Yes

- provision of adequate welfare facilities? X Poorly applied

1.7. Situational analysis and recommendations New OSH Law is a very modern law and presents an excellent basis for the development of OSH

system in Serbia. Accompanying regulations integrate OSH system to a large extent. Since the

Law was adopted in November 2005, experience from its implementation is relatively limited,

but the problem of implementation of regulations has been noted. This problem is not a new one

– example of not compliance to the obligation of measuring damaging effects in working

environment. That obligation was incorporated in the previous Law, but certain employers

neglected this obligation. The problem of undeveloped social dialogue has been emphasized.

Example – OSH authority, founded 3 years ago within Socio-Economic Council, never had any

meeting. In contrast to this example, the activities of OSH Committee, OSH Directorate and

Labour Inspection have been emphasized as positive example of social dialogue.

2. Compliance with international standards

2.1. Incorporation of requirements of international standards into national law and

practice.

OSH Law is harmonized with Directive 89/391/EEC and ratified ILO Conventions. The

implementation of the law is now in course so that legal gaps have not been observed yet.

OSH Directorate plans harmonization until 2006 with:

EU Directive 92/57/EEC on minimum requirements for safety and health on temporary

or mobile construction sites;

EU Directive 89/654/EEC on minimum safety and health requirements for the workplace;

EU Directive 89/655/EEC on minimum safety and health requirements when using work

equipment by workers at workplace;

EU Directive 89/656/EEC on minimum safety and health when using personal protective

equipment by workers at workplace;

EU Directive 98/24/EC on minimum safety and health of the workers using chemical

agents at workplace.

2.2. Summary

2.2.1. Degree of compliance with ILO OSH Conventions

Convention No.:

ratified

Provisions

incorporated in

national law

Provisions

used as

guidance

Intention

to ratify in

near future

155 on Occupational safety and

health, 1981

Yes Yes

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161 on Occupational health

services, 1985

Yes Yes

81 on Labour inspection, 1947 Yes Yes

129 on labour inspection

(Agriculture) 1969

Yes Yes

115 on Radiation protection, 1960 - -

119 on Guarding of machinery,

1963

Yes Yes

127 on Maximum weight, 1967 Yes Yes

136 on Benzene, 1971 - -

139 on Occupational cancer, 1974 - -

148 on Working environment (Air

pollution, noise and vibration),

1977

Yes Yes

162 on Asbestos, 1986 Yes Yes

167 on Safety & health in

construction, 1988 No Implemented

through book of

rules

170 on Chemicals, 1990 Yes Yes

174 on Prevention of major

industrial accidents, 1993 - -

176 on Safety and health in

Mines, 1995 - -

184 on Safety and health in

agriculture, 2001

Yes Yes

2.2.2. Degree of compliance with EU Directives

EU Directives

(and their individual

amendments)

requirements

transposed

entirely

partially

transposed

requirements

used as

guidance

intention to

transpose in

near future

89/391/EEC "Framework

Directive" on OSH

Yes

89/654/EEC on minimum

safety and health

requirements for the

workplace

Yes

89/655/EEC on use of work

equipment Yes

89/656/EEC on use of

personal protective equipment Yes

90/270/EEC on work with

display screen equipment Yes

90/269/EEC on manual

handling Yes

90/394/EEC on carcinogens Yes

2000/54/EEC on biological

agents Yes

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92/58/EEC on safety signs Yes

92/85/EEC on pregnant

workers Yes Yes

92/91/EEC on mineral-

extracting industries (drilling) Yes

92/104/EEC on mineral

extracting industries Yes

93/103/EEC on fishing

vessels Yes

98/24/EC on chemical agents Yes

92/57/EEC on temporary or

mobile construction sites

In course

2002/44/EC on physical

agents - vibration Yes

2003/10/EC on physical

agents - noise Yes

91/383/EEC on temporary

workers Yes

94/33/EC on young people Yes

99/92/EC on explosive

atmospheres Yes

83/477/EEC on asbestos Yes

2000/39/EC on indicative

occupational exposure limits Yes

2.3. Situational analysis and recommendations

In view of actual situation in OSH field, it can be noted that this field is not harmonized with EU

Directives yet. OSH Directorate plans harmonization until 2010. When analysing actual situation

one can find out that there is a strong will among the experts in OSH field for harmonization

with international standards and regulations.

3. Organisational frameworks and enforcement mechanisms

3.1. Competent authorities for OSH

The OSH Directorate was constituted in January 2006 in accordance with Law on State

Authorities („Official Gazette of RS”, No. 79/2005) and provisions of OSH Law, within the

Ministry of Labour, Employment and Social Policy of the Republic of Serbia.

OSH Law has defined the duties of OSH Directorate. According to the Law, duties of OSH

Directorate are:

1) Preparation of regulations in OSH field, as well as views for their implementation;

2) Preparation of expert basis for development of national OSH programme and

monitoring of its implementation;

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3) Monitoring and evaluation of OSH situation and preparing the viewpoints for

unique regulation of OSH measures which are the subject matter of this Law and

other regulations;

4) Research and encouragement of the developments in the field of labour

humanization;

5) Offering expert assistance to employees in OSH field;

6) Preparing of methodology for carrying out surveillance and investigations in OSH

field;

7) Study of causes and phenomena resulting in occupational accident, professional

disease and health damaging at work;

8) Organisation of passing license exams;

9) Inspection of regularity in the activities of legal entities and entrepreneurs as

persons in charge with license; preparing proposals of decisions for issuing and

revoking licenses; keeping records on these processes;

10) Collecting and analysing data on occupational accidents, occupational diseases,

work related diseases and phenomena having influence on employees' health;

11) Carrying out activities in the field of OSH information-documentation;

12) Organisation of conferences, education of employees, employers, persons in charge

of OSH issues, inspectors and others, publishing of various materials and

informing the public on the situation in OSH field;

13) Taking care of implementation of international OSH acts;

14) Stimulation of education and development of labour culture in OSH field.

It should be emphasized that in the process of passing laws linked with OSH in any way, the

proposer has to ask Ministry of Labour, Employment and Social Policy, that is OSH Directorate,

for the opinion. In the process of passing regulations in OSH field, the Ministry of Labour,

Employment and Social Policy, namely OSH Directorate, are obliged also to obtain opinions of

other inetrested Ministries. The representative from OSH Directorate participates among other

representatives in bringing harmonized standards within the Institute for Standardization of

Serbia.

3.2. Labour Inspection Services

3.2.1. Description

Labour Inspection Service is organized within the Ministry of Labour, Employment and Social

Policy as Labour Inspection Sector, managed by the Assistant to the Minister. Labour Inspection

Sector has in total 28 units in the administrative districts including the City of Belgrade and two

units in Labour Inspection Headquarters, dealing with second instance procedures in the field of

employment relations and occupational safety and health.

Labour Inspection Sector of Serbia has not been formed as Labour Inspectorate yet. Law on

State Administration, Labour Law and Law on Employment Relations in State Authorities

regulate authorities and duties of Labour Inspection. The scope of the activities of Labour

16

Inspection includes inspection supervisions in the field of employment relations and

occupational safety and health.

322 inspectors are employed in Labour Inspection Sector with the status of civil servants and all

of them with university degree. The Book of rules on Internal Organisation and Systematisation

of Work Posts defines the number and the structure of working posts, like in other state

authorities.

Person carrying out inspection activities has to meet the following conditions:

University degree

Citizenship of the Republic of Serbia

Three years of working experience

License exam for carrying out activities in state administration.

Persons who meet the above mentioned conditions are employed in state authoritis on the basis

of the Act on Selection, that is theay are posted to the function. Labour inspectors may be

promoted by acquiring a higher position. Performance of employees is evaluated once a year, in

accordance with Law on Civil Servants and Decree on Evaluation of Civil Servants, for the

purpose of determination of the existence of conditions for promotion, namely monitoring of

civil servants’ performance quality.

Competence of Labour Inspection Service

Labour inspector carries out the supervision over the implementation of Labour Law, other

regulations on employment relations, general acts and employment contracts, which regulate

rights, obligations, and responsibilities of employees.

OSH labour inspector carries out supervision over the implementation of OSH Law, regulations

brought on the basis of this Law, technical and other measures relating to occupational safety

and health, as well as over implementation of OSH measures prescribed by employer’s General

Act, collective agreement or employment contract.

In accordance with their authorities, labour inspectors evaluate the need for inspection

supervision in enterprises, depending on specificity of the activities of that enterprise. In addition

to that, inspection supervision is also carried out during nonregular inspection supervision and

during inspection supervision campaigns in certain sectors.

For the purpose of prevention and provision of compliance with the law, Labour Inspection

Sector and labour inspectors offer advices to employers and employees, inform and warn them,

and during and after inspection visits, they point to the possibility of sanctions due to

noncompliance with legal obligations and do their utmost in improvement of compliance with

regulations. During interventions, behaviour of Labour Inspection is both preventive and

repressive.

Inspection supervision may be initiated in two ways:

In the line of duty and

17

Upon requirement of a party.

In carrying out inspection supervision in both cases, labour inspector has authorities to inspect

general and individual act and other documentation, interrogate and interview persons in charge

or present persons with employer, as well as trade union representative and makes report about

that. At the same time, labour inspector inspects business facilities in order to find out the state

of working conditions of employees. He/she considers the citizens’ complaints on violation of

the law and general acts by the employer or make decisions immediately on the basis of parties’

requirements. If labour inspector finds out that the violation of the law, general act or

employment contract is in question, he/she orders their elimination by his/her decision. The

decision contains precise activities and procedures employer has to take. Labour inspector is

authorized by the law to pronounce mandatory fines in cases provided for by the laws.

Depending on severity of violation – measures not implemented by employer, labour inspector

files complaint to competent authority for criminal act or economic offence and submits request

to Justice of the Peace. Legal measure, among others, available to labour inspector for combating

incriminated employer’s activities, is also temporary prohibition of carrying out employer’s

activities. That legal measure is pronounces by a decision (in case of jeopardizing life or health

of employees). If labour inspector is informed about fatal, severe, collective or occupational

accident that causes absence from work longer than 3 days, he/she is obliged to carry out

inspection supervision as a matter of urgency at spot and take appropriate measures for

elimination of causes that led to occupational accident. Findings from spot are entered into the

report, a copy of which is given to employer and competent state authorities.

In case of party’s requirement for protection of its subjective rights in the procedure of receiving

dismissal, Labour Inspection is authorized to postpone the execution of employer’s decision on

that dismissal, which according to legal nature represents temporary measure, having in mind

that such execution is postponed until the legal validity of court decision.

Within his/her authorities, labour inspector may pronounce and execute mandatory fine, while

for more severely qualified violations of the law, he/she submits proposal for starting criminal

proceedings if has at his/her disposal enough arguments for providing real punishment and if it is

in public interest. Misdemeanour punishments are exclusively pronounced by Justice of the

Peace. The amounts collected by mandatory fines, are transferred to the Budget of the

Government of Serbia. OSH Fund does not exist.

The most serious problems Labour Inspection meets every day are inadequate communication of

the parties with labour inspectors in the procedure of inspection supervision, lack of

transportation means for labour inspectors, insufficient technical equipment (laptops, digital

cameras and so on).

As for politics and directives in domain of labour inspection, they are created by the Assistant to

the Minister in Labour Inspection Sector. Intensive actions in combating illegal labour and

reduction of occupational accidents are planned for the year 2007. When working organisation in

this Sector is concerned, formation of a special organisational unit – Labour Inspectorate is

planned for 2007, by introduction of ILO methodology for improvement of the activities in

SMEs sector. As an organisation, Labour Inspection Service also offers advices on all laws in

the field of labour.

In carrying out administrative procedure, Labour Inspection method may be preventive or

repressive, and as for the type of supervision, labour inspection carries out either complete

supervision or partial one, depending on the party’s requirement or concrete case.

18

3.2.2. Case Study

Procedure rule in Labour Inspection activities is that planned visit to employer is unannounced,

for the purpose of determination of caught in the act state, which is only relevant for labour

inspector’s decision. However, legal nature of the visit requires sometime the need for

announced visit to employer, in order he/she is able to prepare all relevant documentation, that is

legal acts, which will be the subject matter of the inspection and decision making. The Ministry

bears all travel costs in all cases, meaning that labour inspectors may use means of public

transportation, official or personal car.

According to the rule at least two labour inspectors go for a visit due to the volume of the

activities to be carried out with employers employing several hundreds of workers. Time for

carrying out their activities completely is undefined, which means that it may be prolonged even

upon expiration of working time.

3.2.3 Summary of Labour Inspection Services

Total number of staff in labour inspection services 322

Number of inspectors 307

HQ versus total staff (%) 4.3%

OSH versus employment inspections (e.g. 100:0,

50:50, 45:55...)

43.7:56.3

Percentage of economically active population

covered by labour inspection services

25

Inspectors/1,000 enterprises 1

Inspectors per 1,000 employees 0.16

Inspections/1,000 workers/year 30

Visits by one inspector per year 300

Inspectors per computer 5:1

Internet access? 36:1

Inspectors per office car 8.2:1

Own car used? YES

Own car use remunerated? NO

Inspector salary versus minimum wage (number of

time more than minimum wage)

3.15

Inspector salary versus private sector salary (worse,

same, better?)

Worse

Average age of inspectors 45 years of age

Annual report produced for public (yes/no) YES

19

ORGANIGRAM OF LABOUR INSPECTION SECTOR

Labour Inspection Sector

ASSISTANT TO THE MINISTER

Division for

study-analytical activities,

normative activities and

inspection

Division for second instance

procedure

E X E C U T O R S E X E C U T O R S Engineers 4 Lawyers 7 Lawyers 2 Administrative

officers

1 Economists 1

Total: 8 Total: 8

Sections within

Administrative

Districts

Labour inspectors 327

Administrative

officers 6

Total: 333

North Bačka - Subotica Total: 8

Middle Banat - Zrenjanin Total: 8

North Banat - Kikinda Total: 8

South Banat - Pančevo Total: 9

West Bačka - Sombor Total: 8

South Bačka – Novi Sad Total: 22

Srem – S. Mitrovica Total: 9

Mačva - Šabac Total: 12

Kolubara - Valjevo Total: 9

Danube-region - Smederevo Total: 9

Braničevo - Požarevac Total: 8

Šumadija - Kragujevac Total: 13

Morava-region - Jagodina Total: 8

Bor - Bor Total: 8

Zaječar - Zaječar Total: 8

Zlatibor - Užice Total: 17

20

Moravica-region - Čačak Total: 1

Raška - Kraljevo Total: 13

Rasina-region - Kruševac Total: 9

Nišava-region - Niš Total: 24

Toplica-region - Prokuplje Total: 8

Pirot - Pirot Total: 8

Jablanica-region - Leskovac Total: 8

Pčinja-region - Vranje Total: 8

City of Belgrade 1 Total: 22

City of Belgrade 2 Total: 23

City of Belgrade 3 Total: 22

Kosovska Mitrovica –

K. Mitrovica Total: 8

Qualification gender structure of civil servants employed for indefinite time in Labour

Inspection Sector:

Employees Total Women Men

Lawyers 179 115 64

Engineers 139 42 97

Economists 2 / 2

Physicians 1 1 /

T o t a l: 321 158 163

3.3. Occupational Health Services

3.3.1. Description

Occupational Health as multidisciplinary field is directly and indirectly connected with several

Ministries within the Government of Serbia. The most direct connections exist with the Ministry

of Health and Ministry of Labour, Employment and Social Policy. In addition to these two

Ministries, occupational health is also connected with the Ministry for Capital Investments as

well as with the Ministry of Science, Technology and Environmental Protection.

21

As a part of health-related system, occupational health is in competence of the Ministry of

Health of Serbia, which defines:

Scope of activities of occupational health services

Organisation of occupational health services

Conditions for carrying out activities in this field on various levels

The Ministry of Health controls fulfilment of the conditions for carrying out activities and issues

licenses for starting the work. The Ministry of Health also performs expert inspection of the

activities of occupational health services through its authorized institutions and individuals.

As already mentioned, the Ministry of Labour, Employment and Social Policy is competent for

bringing regulations in OSH field. Having in mind that the largest part of the activities of

occupational health has been defined by that Law and book of rules resulting from it, it is clear

that occupational health relies on the Ministry of Labour, Employment and Social Policy and

OSH Directorate.

In addition to direct connections with the Ministry of Health, occupational health relies on the

activities of the Ministry of Labour, Employment and Social Policy and especially on OSH

Directorate to a great extent. This results from the fact that largest part of the activities of

occupational health is defined by OSH Law and book of rules resulting from the same:

Book of rules on the manner and procedure of risk assessment at workplace and in

working environment („Official Gazette of RS”, Nos. 72/06 and 84/06-correction);

Book of rules on contents and manner of issuing occupational accident, occupational

disease and work related disease report form („Official Gazette of RS”, Nos. 72/06 and

84/06);

Proposal of book of rules on keeping records in OSH field – in phase of publishing in

„Official Gazette”;

Proposal of book of rules on preliminary and periodical medical surveillances of

employees at high-risk workplaces.

Apart from OSH Law, the Ministry of Labour, Employment and Social Policy also proposes

regulations in the field of pension and disability insurance that regulate to a great extent the

activities of occupational health services.

Occupational health is also connected with the Ministry for Capital Investments (in charge of

traffic) by book of rules regulating health-related conditions for work in traffic sector. In addition

to prescribing conditions for carrying out scientific-research activities, the Ministry of Science,

Technology and Environmental Protection also prescribes health-related conditions for carrying

out activities within the zone of ionising radiation (Law on Protection from Ionising Radiation

(„Official Gazette of SRY”, No. 46/96 and „Official Gazette of RS”, No. 85/05)), so that there is

a very clear connection with this Ministry, too.

Occupational health in Serbia is in transition procedure at the moment – transformation from an

old model, unity of prevention and treatment, to a new model, which is based dominantly on

preventive action. Actual model - unity of prevention and treatment implies that, besides

preventive actions, the occupational health professional is dealing with the treatment of

employees. During a long period of time this model evolved to focusing on treatment of

employees. Estimation of MMF experts outlines that in 2003 the activities of occupational health

22

of Serbia 90% were accounted for treatment activities. Actual organisation of occupational

health services is adjusted to old model, unity of prevention and treatment.

A classical pyramid may describe occupational health system in Serbia: on the top of pyramid is

the Institute of Occupational Health of Serbia (Organisation scheme presented in Scheme 2).

Law on Health Protection of the Republic of Serbia regulates tasks of the Institute (already

described within regulatory framework).

The institutes for health protection of workers, state-owned, may be founded, according to Law

on Health Protection, only within University centres having Medical School. At this moment,

Institutes for health protection of workers in Serbia exist in Novi Sad, Kragujevac and Niš. At

the same time, according to that law, there is a possibility for certain enterprises, that is groups,

to establish institute for health protection of workers for their own needs. Institute for health

protection of railway workers, Institute for health protection of workers in „Krušik“, Institute for

health protection of workers in “Yugoslav Air transport”, Institute for health protection of

workers in the Ministry for Internal Affairs, and Institute for health protection of the Army of

Serbia have been established in this way.

On municipality level, occupational health clinics are organized within state-owned health

centres. In some cases, when there is a need, health centres organize occupational health stations

in some large enterprises. Although there is a legal basis, occupational health clinics founded by

private enterprises for their own needs do not exist in Serbia for the time being. According to the

data from 2002, 285 companies had their own occupational health services including enterprises’

clinics operating within occupational health service of local self-management. During the period

from 2002 to 2006 privatisation of majority of enterprises in Serbia was carried out and it caused

changes also in occupational health services in those companies, but unfortunately data on exact

number of active companies’ occupational health clinics are not available.

There is only a limited number of private occupational health clinics founded by occupational

health professionals or private health institutes in Serbia. The possibility of establishing private

occupational health clinics existed until bringing of new Law on Health Protection (they have

been founded in some cases), but due to book of rules on preliminary and periodical medical

surveillance at that time, they were not practically able to carry their activities in full. By

adoption of Law on Health Protection and OSH Law those obstacles have been overcome, so

that there more and more private occupational health clinics, but precise data on their number are

not available, since many of them carry out their activities within private health polyclinics.

It is necessary that a physician for carrying out activities in the field of occupational health, upon

finalization of basic medical studies (lasting for 6 years), go through general one year practice,

pass the state exam and finalize specialization in occupational health. Specialization in

occupational health lasts for 4 years according to new programme. It is approved by the Ministry

of Health upon estimated needs for occupational health professionals and upon requirements of

medical institutions. In last four years the Ministry approves less and less specializations in

occupational health. Up to 2003 average of approved specializations in occupational health was

about 20 per a year, and since 2003 the number of approved specializations was reduced and

does not exceed 5 specializations a year. Upon approved specialization, resident in occupational

health has the right to choose the institute where specialization will be carried out. Medical

School in Belgrade (the member of European Occupational Health Schools Association) has

trained and is training the largest number of occupational health professionals. Apart from the

University in Belgrade, Medical Schools in Niš and Novi Sad also train occupational health

professionals. Teaching programme is harmonized to a great extent so that residents of the

23

Medical Schools in Niš and Novi Sad hsve one part of practical and theoretical teaching at

Medical School in Belgrade. In addition to those three institutions, School of Military Medicine

in Belgrade also offers education in the field of occupational health. Since military institution is

in question, they are not liable to already mentioned restrictions of the Ministry of Health. It

should be emphasized that School of Military Medicine is not the institution of higher education

formally, but on the basis of certain unwritten rules, diplomas obtained in this institution are

recognized also in civil institutions.

3.3.2. Summary of key activities

Activity (functions) YES (on

compulsory

basis)

YES (on

voluntary

basis)

NO

Workplace surveys, workplace visits, exposure

assessment X

Risk assessment and management X

Preventive health examinations (general surveillance) X

Risk-based health surveillance X

Registration of health data, reporting of

occupational diseases and injuries

X

Workplace health promotion, health education,

counselling

X

Rehabilitation X

First aid, accident management X

Curative services X

Education, training, information campaigns X

Quality assurance of occupational health processes,

audits X

Safety inspections X

Initiatives and advice for management of workplace

safety and health, safe workplace design X

3.3.3. Summary of occupational health professionals *

Number of occupational health physicians (full-time equivalents) 605 (716)**

Number of occupational health physicians/1,000 employees 0.33 (0.39)

Number of occupational health nurses (full-time equivalents) 1618

Number of occupational health nurses/1,000 employees 0.87

Number of private OSH services 4

Number of companies with own OSH service 285***

Number of public OSH centres (for example at municipal level) 111

National Institute of Occupational Health? YES

Percentage of economically active population covered by

occupational health services?

-

*Data from the year 2002

**Figures not in brackets origin from the Institute for occupational Health of Serbia, and in the

brackets origin from the Institute for Health Protection of Serbia

***Data from the year 2002, before massive privatization of enterprizes in Serbia

24

Sheme 1: Organisation of the Institute of Occupational Health

Institute Director

Deputy Director

Assistant Director

Head of Clinic for

Occupational

Disease

Head of Industrial

hygiene

Head of Radiological

protection

Head of Consultancy

& laboratories

Head of Occupational

health development

and Administration

Occupational health

development (4)

Administration (8)

Library (2)

Head of Consultancy

(22)

Head of Laboratories

Toxicology laboratory

(6)

Hematology

laboratory

(7)

Industrial Hygiene

(14)

Work physiology

(4)

Occupational

toxicology (6)

Occupational lung

diseases (6)

Other occupational

diseases (6)

Outpatient

department (4)

Medical Department

(8)

Radioecology (14)

Monitoring (12)

Chief of Nursing staff

The number of employees is given in brackets

Institute of Occupational Health Organizational Chart

25

Schema 2: Organisation scheme of Occupational Health Services in Serbia

Serbian Institute of

Occupational Health

Enterprise or

Corporate

Department of

Occupational Health

Department of

Occupational Health

Primary Health Care

Unit of Occupational

Health

Unit of Occupational

Health

Enterprise Unit of

Occupational Health

Private Unit of

Occupational Health

3.4. Other enforcement agencies or institutions

According to OSH Law the Minister of labour issues licenses for carrying out activities in OSH

field to enterprises that meet conditions mentioned in the Book of rules concerning:

Appropriate qualifications of personnel

Technical equipment

Methodology of inspection and testing

Employed person in charge2

Enterprise may obtain license for inspection and testing of working equipment as well as testing

of working environment conditions (microclimate, lighting, chemical, biological and physical

damaging effects except ionising radiation). As the Law was adopted in November 2005 and the

Book of rules regulating the conditions for licensing by mid-2006, relatively limited number of

institutions were licensed. The list of legal entities having license with exactly marked field of

license may be found on Internet pages of the Ministry of Labour, Employment and Social

Policy (www.minrzs.sr.gov.yu) and is available to the public, in accordance to the provision of

Law on Free Approach to the Information of Public Significance („Official Gazette of RS”, No.

120/04).

2 Expert with passed license exam for inspection and testing of working equipment or working environment

conditions. OSH Directorate organizes the exam.

26

The role of administration of justice in OSH system is reflected in sanctioning of violations and

criminal acts for not complying with the provisions of OSH Law. Actual cooperation with

administration of justice is being improved, but generally there is a problem in promptness and

efficiency of administration of justice in Serbia. According to data for 2006 obtained from

Labour Inspection3 of Serbia cumulative amount of ordered penalties to maximum degree was €

17.850,000. Having in mind that efficiency of administration of justice is 12,32%, the amount of

ordered penalties is estimated to € 2.145,000.

3.5. National Advisory Bodies on OSH

OSH Committee was founded by the Decision on Committee foundation („Official Gazette of

RS”, No. 40/05) and is consisted of 13 members. The members of the Committee are

representatives of representative trade unions, Employers’ Association, representative

employers’ organisations, Labour Inspection, OSH Directorate, Institute of Occupational Health,

as well as other eminent experts in this field. The duties of the Committee are:

Offering initiatives for bringing regulations in OSH field;

Activities on preparing National Development OSH Programme;

Bringing different points of view of the participants in social dialogue in this field closer

together;

Initiating preventive policy regarding all questions related with OSH;

Continuous monitoring of the situation in OSH field.

Working groups for international cooperation and normative activities have been formed for the

purpose of more efficient activities out of the OSH Committee sessions.

3.6. Occupational Accident and Disease Insurance (Workers' compensation) Schemes

Apart from compulsory pension and disability insurance, as well as newly established voluntary

pension insurances and life insurance, there is no special form of occupational accidents and

occupational diseases insurance in Serbia, as is the case in European countries. There is a plan

for preparation regulatory basis for foundation of Occupational accidents and occupational

diseases insurance until the end of 2007, for providing compensations to the workers. As

occupational accident insurance system has not been completely finalized, all employers at the

moment pay identical percentage of earnings for pension and disability insurance despite of the

size of risk at workplaces in their enterprises. In case of occupational accident or occupational

disease, worker has the right for compensation of physical damage paid from pension and

disability insurance funds. Employee has also possibility to require compensation through court

procedure for sustained pain, fear, deformity, lost profit and similar. Actual judicial practice

implies that in such cases courts accommodate workers as a rule, but ordered amounts are very

different. Namely, in certain environments, compensations are almost symbolic and in others

(mainly in developed parts of the country) are significant (of course, in relation to standard of

life in Serbia).

3 Report on performance of Labour Inspection of Serbia for 2006.

27

Collecting and analysing of the data on occupational accidents and occupational diseases were in

competence of the Institute for Health Protection of Serbia until bringing of Law on Health

Protection. The new Law provides for that obligation to be transferred to the Institute of

Occupational Health of Serbia, but it was not realized in practice yet. Experiences in collecting

data on occupational diseases up till now are devastating. Namely, even though physicians are

obliged to report each case of occupational disease on a special form to the Institute for Health

protection of Serbia, they do not observe that obligation at all since 1990/1991. The number of

reported occupational diseases during last 15 years varies from 0 – 5, and real figures are higher.

The list of occupational diseases (with 56 diseases) is basically an enlarged ILO list from 1964

(ILO Convention 121), and identification of occupational diseases is regulated by the Book of

rules on identification of occupational diseases („Official Gazette of RS”, No. 105/03), on the

basis of Law on Pension and Disability Insurance. Actual Book of rules prescribes criteria of the

exposure to occupational damaging effects and only when they are met, occupational disease

aetiology can be considered. The Book of rules also prescribes criteria in connection with

clinical picture of disease, but rather general, so that possibilities of different interpretation exist.

Only three institutions in Serbia may identify occupational disease (Institute for Health

Protection of Workers in Niš, Institute for Health Protection of Workers in Novi Sad and

Institute of Occupational Health of Serbia in Belgrade). All three institutes have their own

criteria for identifying of occupational disease aetiology. In up to date identifying practice, in

addition to the lack of reporting of occupational diseases, the following problems have been

identified:

Insufficient legal order in the procedure of identifying occupational disease (namely, if

the patient is unsatisfied by the decision of the commission for occupational diseases with

one of mentioned institutes, there is no possibility of complaint to second-instance

commission)

There is no unique occupational diseases register in Serbia;

Unique criteria for identification of occupational diseases do not exist;

Closed occupational diseases list does not enable recognition of diseases having proofs

on occupational disease aetiology, but for some reasons they are not on occupational

diseases list.

Republic Institute for Public Health „Dr Milan Jovanović-Batut“ used to collect data on

occupational accidents until the end of 2005. Collecting of data in this institution was based on

processing reports on occupational accidents filled in and sent by employers. Republic Institute

for Public Health reduced to basic analysis of occupational accidents incidence and fatalities

incidents at work. Although occupational accident report contains also qualification of injury

(minor-severe), this data was not included in further analysis. Occupational accident report

contains also other very valuable data that could be included into the analysis but, with the

exception of certain scientific and expert papers, these data have not been processed

systematically. Apart from Republic Institute for Public Health, Labour Inspection also has

information on occupational accidents. Labour Inspection also has data on severe and fatal

occupational accidents. As data-collecting system was not harmonized completely, differences in

reported number of fatal occupational accidents occurred occasionally in those two institutions.

From 2006 Republic Institute for Public Health stopped with collecting data on occupational

28

accidents. So, Labour Inspection of Serbia is the only source of information on occupational

accidents for the time being.

Last data on occupational accidents imply that there is a significant problem in reporting of

occupational accidents. By comparing occupational accidents incidence in Serbia and Germany

from 2001 – 2005, it is noted that occupational accidents incidence in Serbia is two times less.

Results of comparing occupational accidents incidence with other developed countries are

similar. Such big differences in occupational accidents incidence are the result of non-reporting.

Reporting of occupational accidents and occupational diseases will be improved significantly by

introduction of compulsory occupational accidents and occupational diseases insurance. The

draft of Law on Occupational Accidents, Occupational Diseases and Work Related Diseases

Insurance for Compensations to Workers is in preparation and deadline for finalising is

September 2007.

3.7. OSH Information

OSH Directorate established cooperation with ILO and OSH Agency in accordance with the

OSH Law. Two-way flow of information was provided in that way.

Information on occupational safety and health are passed on to citizens by means of press, radio

and television. Presence of the information from this field in public services is intensified during

manifestations related to OSH, such as OSH Week. Increased interest for this field in media is

often connected with undesirable events, fatal or collective accidents.

Apart from informing the public, informing of the experts from OSH field is very significant.

There are many newspaper-publishing enterprises at the territory of the Republic of Serbia

publishing specialized magazines in OSH field (Labour World, Labour Protection, Protection

plus and so on). Informing of the experts is achieved through numerous scientific manifestations

such as congresses, seminars and workshops. Activities on education of personnel in charge of

implementation of the Law have been intensified upon adoption of OSH Law. SMEs joined this

initiative and they themselves organize workshops and courses for OSH officers and prepare

them for passing the license exam and skills in risk assessment.

3.8. Specialized technical, medical and scientific institutions with linkages to various

aspects of OSH

Education in OSH field is carried out within the Faculty for Labour Protection of the University

in Niš. The Faculty was established as an independant institution in 1972 and activitieis on

education in this field started in 1968. The Faculty organizes teaching for engineers in OSH field

and postgraduate studies (master’s degrees, specializations and doctor’s degrees). Apart from

classsic studies, the Faculty organizes seminas and other kinds of continued education in OSH

field. In addition to teaching activities, the Faculty is also dealing with scientific-research

activities.

Apart from OSH education in Niš, Universities in Novi Sad, Belgrade and Niš organize

education in the field of occupational health described in the chapter dealing with occupational

health centres.

OSH Law prescribes that persons carrying out OSH activities and persons in charge of OSH

activities have to pass license exam on practical qualifications for carrying out OSH activities.

29

License exam is taken in front of appropriate commission founded by the Minister of labour. It is

general opinion that quality and responsibility of the persons carrying out activities in OSH field

as well as persons dealing with research in this field will be improved by prescribing the

obligation for passing the mentioned exam. The programme defines the level of necessary

knowledge for practical performance of these activities, which is necessary having in mind the

need for adjusting working conditions, in working procedures, to contemporary requirements,

and all that for the purpose of reduction of occupational accidents.

OSH Directorate organized passing license exams on practical qualifications for carrying out

activities in OSH field and for persons in charge of carrying out activities in OSH field in 2006.

Out of 394 candidates who took the exam, 319 of them passed it.

There are several various associations in Serbia, which bring together experts in OSH field.

Association for Occupational Health, Occupational Health Club within Serbian Physicians’

Association and Labour Protection Association have the longest tradition. By adoption of OSH

Law and the notion “occupational safety and health”, OSH Association of Serbia has been

founded. This Association brings together the experts of all profiles in this field.

3.9. Coordination and collaboration

4. The role of the social partners in OSH

Ministry of Labour was sole coordinator of the activities in this field until bringing OSH Law.

Coordination was rather limited at that time since Ministry of Labour was not competent for

occupational health services in competence of the Ministry of Health. Coordination centres have

been established by adoption of the Law, foundation of OSH Directorate as well as by

foundation of OSH Committee. Results of newly established mechanisms of coordination and

cooperation may be expected in the forthcoming period.

4.1. Employers' organisations

Labour Law from 2005 defined conditions for foundation of employers’ organisations (XIX

Organisations of employees and employers – Foundation of trade unions and employers’

associations, representativeness of employers’ organisations) for the first time. Based on this

regulation only Employers’ Association of Serbia (UPS) and local UPS offices (in 49 cities in

Serbia) were registered up till now. According to this Law UPS has fulfilled the first condition of

representativeness and it is the only representative employers’ organisation for the time being.

UPS is organized professionally. The members are divided according the branches. Common,

individual or general problems are considered within the branches, on the basis of which certain

activities are carried in finding the best possible solutions for identified problems. UPS numbers

about 2000 individual members and 52 collective members that bring together around 130.000

economic subjects, which are at the same time UPS members.

In the procedure of proving representativeness, UPS has presented statistical data on UPS

membership to the Ministry of Labour. In 2005 the membership was about 32% out of total

number of employers in Serbia. During 2005 and 2006 in cooperation with ILO (Office in

Budapest) and OSH Directorate UPS organized several educational seminars at local offices for

the purpose of OSH Law promotion, and in 2007 two seminars on the risk assessment were held

30

on local level. Generally speaking, employers employing larger number of employees are

basically aware of their obligations prescribed by OSH Law. Employers in SMEs get

information through their associations on regular basis, but still adequate awareness on

obligations arising from OSH Law does not exist with a large number of them.

4.1.2 Workers' organisations

Several trade union organisations are active in Serbia (according to some estimations about 40%

of employees are organized in trade unions), but only two trade unions: United Trade Unions in

the Branch ''Nezavisnost'' (UGS „Nezavisnost“) and Federation of Independent Trade Unions of

Serbia (SSSS), are representative and participate in formulation and realization of OSH policy at

national level. Other trade union organisations representative at enterprise – institution level,

participate in implementation of OSH Law at enterprise – institution level.

UGS ''Nezavisnost'' and SSSS participate actively, qualified and with competence in the

promotion of OSH, starting from active participation in regulatory procedure (Law and other

normative acts - book of rules and so on – in relation to OSH) up to their implementation in

practice. The objective of such engagement is raising of OSH level, with increased degree of

responsibility of everyone – employers, employees and special authorities and bodies in charge

of OSH. Special attention was paid to risk assessment in every enterprise – institution.

On the level of UGS ''Nezavisnost'' OSH Programme Committee was founded with the task to

monitor and coordinate activities of Trade Union in this field, propose concrete solutions to the

Presidency and the Main Committee and achieve cooperation with competent governmental

institutions – OSH Directorate and Labour Inspection. Programme Committees are constituted

also on the level of 16 trade unions in the branch ''Nezavisnost'' in all economic and

noneconomic sectors. Apart from mentioned tasks, these Committees have the obligation to

organize and carry out, in cooperation with employers and OSH Directorate, education, i.e.

training of the members to recognize every kind of jeopardizing of safety and health at work, as

well as taking proper measures completely.

Occupational safety and health is one of priorities in the activities of Trade Union “Nezavisnost''

since, apart from labour-legal and economic status of employees, it is the most important

segment employees are interested in.

At least one representative from almost every commission (basic trade union organisation) in

enterprise-institution participated in training of trade union members in charge for OSH field, in

organisation of programme OSH boards of trade unions in branch “Nezavisnost”, as well as

Centre for education, research and privatisation. Through such kind of education, employees

and not only Trade Union members were informed about all rights and obligations in this field

which result from OSH Law.

Certain brochures are issued for the purpose of education and concrete training for the activities

in this field. UGS ''Nezavisnost'' and its active members issued 3 brochures covering OSH issues

during 2006.

Special activities in this field are organized by Youth club and Women Club of UGS

''Nezavisnost''.

Representative trade unions have their own representatives in OSH Committee.

4.2. Participation at national, sectoral and enterprise levels

31

4.2.1. Participation in national tripartite committee for OSH

Representatives of the OSH Directorate, Labour Inspection, UGS ''Nezavisnost'', SSSS,

occupational health, Faculty for labour protection, participate actively in the activities of OSH

Committee at national level. As already menationed, the Committee monitors realization of

National strategy and OSH policy, as well as the implementation of the Law and other acts in

this field, proposes concrete solutions and activities to the Government of the Republic of Serbia

and coordinates certain actions organized on the level of the Republic – such as celebration of

European OSH Week.

4.2.3. Participation at enterprise level

According to OSH Law employees have the right to elect one or more OSH representatives and

three employees' representatives at least form OSH Committee. According to the same Law,

employer having 50 and more employees is obliged to nominate at least one representative into

the Committee, so that employees' representatives are in majority at least by one in relation to

employer's representatives.

In accordance with OSH Law, employer is obliged to provide employees' representative, that is

OSH Committee with all information relating to this field, as well as to:

Enable access to all acts related to OSH

Enable participation in discussing all questions related to OSH implementation.

In addition to that, employer is obliged to inform them about:

Findings and proposals or measures taken by Labour Inspection;

Occupational accidents, occupational diseases and work related diseases and measures

taken for maintaining occupational safety and health;

Measures taken for preventing immediate jeopardizing of life and health of employees.

Although legal possibility exists, the Committees have not been established in many enterprises

and in some enterprises they have been established but they are not operative. Apart from these

negative examples, there are enterprises in which employers recognized significance of OSH

Committee and attach great importance to the Committee's activities.

OSH in collective bargaining

From November 2006 until today, employers in cooperation with representative trade unions

started to conclude collective agreements, namely when OSH Law came into force, and all in

accordance with the provisions of the Law.

The commonest issues regulated by collective agreement are:

Election of employees' representative, their activities, election of OSH Committee and its

activities;

Organizing of OSH activities;

Employers' obligations and responsibilities;

Employees' rights, obligations and responsibilities;

32

Personal protection devices and equipment;

Employees' training for safe work.

The representatives of representative trade unions (UGS ''Nezavisnost'' and SSSS) argue in

favour of not rewriting the provisions from the Law when signing collective agreements, They

suggest that higher level of certain rights should be proposed, obligations and responsibilities of

all actors to be indicated more precisely, as well as manner of the inspection and control to be

defined. Sanctions in case of failure to carry out defined obligations provided for by the Law and

Collective Agreement should be prescribed. All that should be defined in the following:

rights, obligations and responsibilities and their protection in case of changing

ownership;

risk assessment – participation of employees and specialized institutions in the

process;

high-risk workplaces;

training programme for employees for OSH issues;

Safety Committee:

- Election of employees' representative,

- Regulating Committee's activities (Book of rules),

- Rights and obligations of the members of the Committee and rights of the

employees' representative in the Committee during his/her mandate,

- Protection of the Committee members,

- Engagement of specialized institutions for assistance in the performance of

the Committee;

rights and obligations of employees, in connection with OSH:

- recreation rest, for preventive purposes,

- rehabilitation, in case of accidents;

- occupational accidents insurance;

agreement on preventing mobbing and discrimination of employees;

financial resources for providing safe and healthy working conditions;

inspection of implementation of the Law and Collective Agreement;

sanctions in case of not fulfilling the obligations according to OSH Law and

Collective Agreement, Employment Agreement;

disputes settlement.

4.4. Summary

4.4.1. Summary of individual employer responsibilities

Does the employer have the responsibility to: provided for in

law? (yes/no)

generally taken up

in practice?

(yes/no/sometimes)

- establish an OSH policy? NO sometimes

- implement preventive and protective measures? YES YES

- provide safe machinery and equipment? YES YES

- use non-hazardous substances? YES YES

- assess risks and monitor them? YES YES *

- record risks and accidents? YES YES

- report occupational accidents and diseases to YES YES

33

the competent authority?

- ensure health surveillance of workers? YES YES **

- inform workers on hazards and the means of

protection?

YES YES **

- consult with worker representatives on OSH? YES YES ***

- educate and train workers? YES YES

- establish joint OSH committees? YES YES ****

*Provided for in Law from 6th of September 2006, employers initiate the process

** In most cases

*** During implementation

**** In larger enterprises

4.4.2. Summary of workers' rights and duties

Does the worker have the: provided for in

law? (yes/no)

generally taken up

in practice?

(yes/no/sometimes)

- duty to work safely and not endanger others? YES YES

- right to compensation for hazardous work (e.g.

hazard pay, reduced working time, earlier

retirement, free foods and drink to combat the

effects of exposure to hazards)?

YES YES

- right to be kept informed about workplace

hazards?

YES YES *

- right to be provided with personal protective

equipment and clothing?

YES YES

- right to incur no personal costs for OSH

training, personal protective equipment, etc?

YES YES

- duty to make proper use of personal protective

equipment?

YES YES *

- right to select worker OSH representatives? YES YES **

- right to remove themselves from danger in case

of imminent and serious risk to health?

YES YES

- duty to report to the supervisor any situation

presenting a threat to safety?

YES YES

* In most cases

** With larger employers

4.4.3. Summary of worker OSH representatives' rights and responsibilities

Do worker OSH representatives have the right to: provided for

in law?

(yes/no)

generally taken up

in practice?

(yes/no/sometimes)

- inspect the workplace for potential hazards? YES

Present at

inspection

visit

Yes*

- investigate the causes of accidents? Yes Yes*

- investigate complaints by workers relating to OSH or

welfare?

YES**

Yes*

- participate in risk assessments and access to YES YES

34

information concerning risk assessments?

- call in the authorities responsible for OSH inspections? YES YES

- participate in/submit observations to inspectors during

inspection visits to the work site?

YES YES

- information given by inspection agencies responsible

for OSH?

YES YES

- access to the list of accidents and diseases and reports

of these in the enterprise?

YES YES

- access to records the employer is obliged to keep? YES YES

- receive information and consultation by the employer

in advance concerning measures that may substantially

affect OSH?

YES YES

- consultation in advance concerning the designation of

workers or hiring of external services or persons with

special responsibility for OSH?

NO Sometimes

- submit proposals to the employer with a view to

mitigating risks and/or removing sources of danger?

YES YES

- appropriate training during working hours? YES YES

- facilities and time off with no loss of pay to be able to

carry out their duties as OSH representatives?

Yes*** YES

- attend meetings of the OSH committee? YES YES

- access to outside experts? YES YES

- stop dangerous work on behalf of workers? NO No

* on demand

** Requires information on the basis of complaints

*** In accordance with the Labour Law

5. Regular and ongoing activities related to OSH

5.1. Promotional OSH programmes and activities

Attitude toward promotion of this field in Serbia has been improved from establishment of OSH

Directorate in 2006. Namely, promotional activities started through cooperation with social

partners during activities of groups within Labour Inspection and National OSH Council on

preparation of OSH Law. Complex OSH actions in construction industry were carried out with

the participation of social partners and Labour Inspection. Education of employees, employers

and persons in charge of OSH in the following sectors was also initiated:

construction industry (24 seminars – about 2000 employees),

industry (10 seminars – about 1000 employees),

agriculture (10 seminars – about 1000 employees).

In the year 2006 OSH Directorate marked the following:

World Safety Day on 28th of April 2006 in cooperation with UGS „Nezavisnost” in

Smederevo and Faculty for Labour Protection in Niš;

European Safety Days in cooperation with social partners and huge economic systems,

from 23rd to 27th of October 2006 in Belgrade, Niš, Novi Sad and Kragujevac, with the

participation of more than 1000 interested persons;

Presentation on the Ministry of Labour, Employment and Social Policy – OSH

Directorate at Belgrade Fair within the manifestation „Protection and Safety 2006” from

35

11th to 13th. At the same time, the seminar „Risk assessment at workplace and working

environment” was held, with about 300 participants.

5.2. International capacity building, technical cooperation activities directly related to OSH

OSH Directorate has established cooperation with ILO and EU OSH Agency. Within the

cooperation with ILO (Sub-regional Office for Central and Eastern Europe in Budapest) the

project „Developing of Serbian Labour Inspectorate for the 21st Century“ (ILO/SCG/03/02

M/USA). Intensifying of the international cooperation with ILO and EU OSH Agency is

expecting in near future.

6. Occupational safety and health outcomes

6.1 Recording and notification of occupational accidents and diseases

According to the provisions of OSH Law, employer is obliged to report each fatal, collective or

severe occupational accident, occupational accident due to which employee is absent from work

more than three consecutive working days, as well as hazardous phenomenon which may

jeopardize safety and health of employees, in writing or verbally, immediately and at latest 24

hours from occurrence, competent Labour Inspection and competent authority for internal

affairs. Employer is obliged to report to competent Labour Inspection each occupational disease,

that is work related disease within three consecutive working days from the date of finding it out

at latest.

Central data base, maintaining records on occupational accidents and occupational diseases is

carried out in the Institute for Public Health of Serbia „Dr Milan Jovanović Batut” in Belgrade,

and investigations and records on investigations performed is carried out and kept in Labour

Inspection Sector. The Law on Health Protection from 2006 provides for that records of

occupational diseases and of occupational diseases in Serbia should be taken over by the Institute

for Occupational Health of Serbia. That implies a complete reorganisation of the data collecting

system. Namely, the existing data collecting system on occupational diseases is not good

enough. It is unrealistic to expect that occupational accidents incidence in Serbia (expressed per

100,000 of employees) is drastically lower than in EU countries. At the same time, the number of

recorded occupational accidents is significantly lower than in EU countries, which also suggest

the problems in data collecting. Comparison of fatal accidents in Serbia (which cannot pass off

unrecorded) with fatal accidents in UE countries shows that their incidence is similar. All this

suggests the conclusion that there are more occupational diseases and occupational accidents in

Serbia than recorded. We may assume, without any exaggeration, that 30% of occupational

diseases and about 50% of occupational accidents are recorded in Serbia.

6.2. Statistics relating to occupational accidents and diseases

Indicator Value Unit e.g.:

per 100,000

employed or %

or per million

hours worked

Year Trend (increasing/

decreasing/

stable)

Fatal accidents 58 2.82 2004 increasing

36

Injury at work (resulting in more than 3

days absence)

24290 1184.3 2004 stable

Compensated workplace accidents *

Commuting accidents *

Serious work accidents causing

disability of over 30 days

742** 2004

Notified occupational diseases (total) 80 4 2004 decreasing

Compensated occupational diseases *

Repetitive strain injuries 1 0.05 2004 stable

Noise-induced hearing loss 6 0.3 2004 decreasing

Respiratory diseases 14 0.7 2004 decreasing

Skin diseases 14 0.7 2004 stable

*Data not available

**Data originate from Labour Inspection of Serbia

37

Broj utvrđenih profesionalnih oboljenja

u Srbiji u periodu 1999-2006

191

232

205

143

97

80 7866

0

50

100

150

200

250

1999 2000 2001 2002 2003 2004 2005 2006

Incidenca profesionalnih oboljenja u

Srbiji u periodu 1999-2006 izražena na

100.000 zaposlenih

9,9510,5 10,22

7,2

4,84 3,89

3,3

0

2

4

6

8

10

12

1999 2000 2001 2002 2003 2004 2005 2006

38

Ukupan broj povreda na radu u Srbiji u

periodu 1997-2005

22162 21649

279082702626391

21903

24290

21924

0

5000

10000

15000

20000

25000

30000

1997 1998 1999 2000 2001 2002 2003 2004 2005

Za 1998 nema validnih podataka

Ukupan broj povreda na radu u Srbiji u

periodu 1997-2005 izražen na 100.000

zaposlenih

1011,6

1288,6

1461,11420,21434

1210,11180,31064,2

0

200

400

600

800

1000

1200

1400

1600

1997 1998 1999 2000 2001 2002 2003 2004 2005

Za 1998 nema validnih podataka

39

Ukupan broj smrtnih povreda na radu u

Srbiji u periodu 1997-2005

44

83

51

61

35

25

58

38

0

10

20

30

40

50

60

70

80

90

1997 1998 1999 2000 2001 2002 2003 2004 2005

Za 1998 nema validnih podataka

Ukupan broj teških povreda na radu u

Srbiji u periodu 2003-2006

504

742

933 966

0

200

400

600

800

1000

1200

2003 2004 2005 2006

40

Ukupan broj smrtnih povreda na radu u

Srbiji u periodu 1997-2005 izražen na

100.000 zaposlenih

2,01

4,94

2,67

3,21

1,9

1,38

2,82

1,9

0

1

2

3

4

5

6

1997 1998 1999 2000 2001 2002 2003 2004 2005

Za 1998 nema validnih podataka

6.3. Indicators of working conditions

Indicator widespread

serious

problem

serious

problem

for some

workers

moderate

problem

minor

problem

not a

problem

exposure to noise above legal

limit (please indicate legal

limit)

X

exposure to vibration X

exposure to radiation (ionising) X

exposure to high temperatures X

exposure to low temperatures X

breathing in dangerous vapours,

fumes, dusts, infectious

materials, etc.

X

handling or touching dangerous

substances or products

X

exposure to asbestos X

exposure to pesticides X

inadequate lighting X

regular exposure to solar

radiation (e.g. in construction work)

X

painful or tiring positions X

lifting or carrying heavy loads X

repetitive hand/arm movements X

41

non-adjustable workstations (e.g.

work bench, desk, chairs, etc.) X

working at high speed X

working to tight deadlines X

stressful work X

changing work organisation X

working time X

7.1. Demographic data

According to official data from the census in the year 2002, 7,5 million inhabitants lived in

Serbia and according to the estimations for the year 2004, that number was reduced for about

30,000 inhabitants (http://webrzs.statserb.sr.gov.yu). Females are somewhat more numerous and

they present 51,37% of total population. Аverage age of population in Serbia in 2004 was 40,4

years (men – 39,1 and women 41,7 years) and population senescence index is 100,4. Out of total

population (almost 7,5 million inhabitants), nearly 5 million population (66,6% of total

population) was in work active age (15 - 64 years). It should be emphasized that out of about 5

million population in work active age, about 171,000 of them works abroad (according to census

in 2002).

Total number of registered of active work population in Serbia (employed and unemployed) is

2,91 million (38,7% of total population). Apart from relatively high rate of unemployment

18,5%, Serbia is characterised with extremely large number of retired persons - 1.426,857 (19%

of population) (census from the year 2002), as well as relatively large number of housewives -

609,051 (almost 20% of female population above 15 years of age are housewives).

Indicator Value Remarks

Total population (million) 7500031 (2002) 7463157 estimation for

2004

15) Men (%) 48.63 48.63 estimation for

2004

16) Women (%) 51.37 51.37 estimation for

2004

Labour force (million) 2.910 employed+unemployed

Employed (million) 2.051

Men (%) 66.5

Women (%) 33,5

Young workers ≤ 18 years old (million or

%)

0.339 Source:Work force poll

in agriculture, forestry, fishing (%) 4,43

in primary production (%) 2,03 Extraction of minerals

and stone 4. in manufacturing (%) 30,61 Processing industry

in construction and energy (%) 8,53

in services 54,4

Active in the informal economy (estimated %)

Unemployed (million) 0.842

Unemployment (%) 18,5 Source: Work force poll

42

7.2. Economic data

According to statistical data there are approximately 240,000 registered enterprises in Serbia. In

2005 the process of the registration of enterprises started with the Agency for Economic

Registers and during 6 months 84,000 enterprises were registered. Upon finalization of pre-

registration the exact number of active enterprises will be known. According to the data of the

Republic Statistics Institute, the largest part of GDP in Serbia originates from servies (58%).

Indicator Value Remarks

Gross National Product (GNP) per capita (USD) 2809.2

3285.0

According to World Bank

method1)

Per average annual rate

Gross Domestic Product (GDP) per capita

(purchasing power parity in USD)

... A project in course 2)

GDP produced by agriculture (%) 13.7 Fishing included

GDP produced by industry and construction (%) 28.3

GDP produced by services (%) 58.0

Number of enterprises in operation

Number of SMEs (less than 50 employees) 72284 2005 (3)

1) Moving average of market exchange rate and inflation data in Serbia and USA for three years

period used.

2) Project results will be available since 2008.

3) Information obtained from the Agency for economic Register of the Republic of Serbia

from the year 2005.

7.3. Health statistics

Like in most countries, life expectancy for women in Serbia is longer than for men. It is

estimated that life expectancy for women was 75,4 years and 69,9 years for men for the year

2004. According to the data for the year 2004, there were 2.7 physicians per 1,000 population

and total health expenditure - 6.05% of GDP.

Indicator Value Remarks

Life expectancy (years) at birth

Men 69.9

Women 75.4

Infant mortality per 1,000 live births 8.1

Standardised death rate (SDR), cardiovascular

diseases, 0-64 years/100,000

Batut

SDR, respiratory diseases, 0-64 years/100,000 Batut

SDR, cancer, 0-64 years/100,000 Batut

SDR, external causes of injury and poisoning, 0-

64 years/100,000

Batut

Total health expenditure (% of GDP) 6.05 Participation in

GDP(Batut) Physicians per 1,000 population 2.7

Dentists per 1,000 population 0.4

Nurses per 1,000 population 8.2