FOR EMPLOYEES & THEIR MANAGERS
A clear start matters. So does knowing who to contact when leave, payroll or a workplace question comes up. This overview brings together the practical support described in Digital Infinity’s employee handbook and Serbia PTO guidance.
Find the right contactFROM ONBOARDING ONWARDS
Digital Infinity is the local legal employer for employees engaged through Bridge EOR. We administer employment documentation, payroll, applicable contributions and local HR matters. Your client team leads the everyday work, priorities and collaboration.
Our onboarding guidance covers salary administration, annual leave, workplace safety, privacy, dignity and fair treatment. Employees are expected to respect agreed working arrangements, protect company and client information, follow applicable procedures and communicate professionally.
Employment support is backed by coordination with legal and finance professionals and licensed workplace-safety specialists. Ask questions early so the right people can help with the issue you are facing.
TIME OFF, WITH THE LOCAL DETAILS
The manager plans team capacity; Bridge administers local employment records and payroll implications. These summaries help you start the conversation. Confirm the individual entitlement and required steps before relying on a balance or arranging an absence.
Serbian law provides a minimum full-year entitlement of 20 working days. Your actual entitlement depends on the applicable employment terms and any proportionate entitlement. Public holidays are treated separately from annual leave. Bridge records the balance and formal leave administration; plan dates and handovers with your manager.
Confirm your recorded balance before making plans. Bridge calculates proportionate entitlement and any rounding for the individual employment period. Where carryover is permitted, the usual deadline is 30 June of the following year, subject to the applicable conditions and exceptions. Ask Bridge about your case before assuming days are available or have expired.
Serbian and client-country calendars may differ. Check the Serbian calendar when planning coverage. A holiday that is legally a non-working day is not deducted from annual leave. Work on a public holiday and any applicable substitute day need to be reviewed under the relevant rules, with the correct payroll treatment agreed before scheduling.
Notify your manager and Bridge as soon as practicable and follow the applicable medical documentation process. Digital Infinity’s administration includes official sick-leave information through eBolovanje, relevant payroll adjustments and statutory reporting. Compensation and the payer depend on the cause, duration and applicable rules; sick leave is not deducted from vacation.
Maternity, child care and pregnancy-related medical leave are distinct statutory arrangements. Entitlement, duration, documentation and compensation depend on the circumstances. Contact Bridge early to plan the required steps and the team handover; these absences should not be treated as ordinary annual leave.
Marriage, a child’s birth, serious family illness, bereavement or blood donation can involve specific paid-leave rights, subject to the applicable conditions. Other paid or unpaid leave may depend on the employment terms and approval. Bridge checks the category, supporting information and payroll treatment rather than deducting every absence from vacation.
DIGNITY, PRIVACY & A SAFE WORKPLACE
Workplace bullying and sexual harassment are prohibited. The company provides written information about protection from harassment and the rights of whistleblowers, alongside the employment relationship.
A workplace grievance and a protected whistleblower disclosure may require different procedures. Use the relevant route, preserve information lawfully and request a suitable channel before sharing sensitive evidence. This public website does not replace delivery of the required employee notices.
THE RIGHT QUESTION. THE RIGHT CONTACT.
Contact Bridge directly for employment administration. Legal and privacy matters have a separate address; do not include sensitive evidence in a general website enquiry.
Onboarding documents, leave balances, absence processes and employment administration.
office@digitalinfinity.rsInvoice and billing questions. For a personal payroll issue, the administration team can coordinate the appropriate finance support.
billing@digitalinfinity.rsLegal and privacy requests, protection-procedure enquiries and whistleblower reporting. The designated whistleblower recipient is Goran Krgović.
legal@digitalinfinity.rsThese inboxes are not emergency response services. For immediate danger, contact the competent emergency services. Use the specific statutory reporting or protection procedure where applicable.
EVERYDAY QUESTIONS
Coordinate the proposed dates and handover with your manager and involve Bridge for the recorded balance and formal employer administration. Day-to-day approval within a client team does not replace the required local employment documentation.
Do not send unnecessary medical information. The manager needs sufficient information to plan the absence and work coverage. Bridge handles the employment documentation through the appropriate process; ask us which documents and secure channel are needed.
No. This is a public overview adapted from Digital Infinity’s onboarding and PTO materials. Your contract, applicable employer documents and Serbian law determine individual rights. Request the current employee notices and guidance directly from Bridge.
For bullying, sexual harassment or another workplace dignity concern, contact the legal team for the appropriate protection procedure. Protected whistleblower disclosures follow their own reporting framework and designated recipient. The relevant legal pages explain the distinction and contact routes.
This page is an informational overview, not an individual leave decision, employment contract or payroll calculation. Current Serbian law and the applicable employment documents govern. Read our Disclaimer and request current guidance for your circumstances.
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