Who this notice covers
This notice concerns employees and, where relevant, other workers engaged through DIGITAL INFINITY DOO, the business behind Bridge EOR. DIGITAL INFINITY DOO, Somborska 15, 21000 Novi Sad, Serbia. Registration No.: 21318507; VAT ID No.: 110217311. Contact: legal@digitalinfinity.rs.
Bridge acts as controller for the employer and workforce administration purposes it determines. A client may separately control day-to-day business information, access to its systems and its own people-management activities. Specific roles and responsibilities must reflect the actual arrangement; the client’s own notice may also apply.
Information required for the relationship
Depending on the engagement, we process identity and contact information, identification or residence details where required, employment terms, bank details, salary and payroll data, working-time and leave records, benefits enrolment, relevant qualifications, employment changes and statutory reporting information.
Information may be received from you, the client where appropriate, competent authorities and authorised benefit or professional providers. Emergency-contact or dependent information should be limited to what the particular benefit or employment purpose requires. We explain mandatory information and the consequences of not providing it when collecting it.
Purposes and lawful bases
Processing supports the employment or engagement contract, payroll and payments, tax and social-insurance reporting, employment records, statutory leave, workplace safety, benefit administration, immigration coordination where relevant, legal compliance and legitimate handling of workplace matters and claims.
The lawful basis depends on the activity: contract necessity, legal obligations or an applicable legitimate interest. Optional benefits or other voluntary activities may require a separate choice and, where appropriate, consent. Employment consent is not assumed to be freely given for every purpose and is not used to replace statutory employer responsibilities.
Health and other protected information
Where health, occupational fitness, disability, trade-union or other specially protected information is necessary, it is handled only under a permitted legal condition and with appropriate safeguards. Access must be limited to those whose duties require it. We do not request unrestricted medical history for routine administration.
Workplace monitoring, client system access and device management require a defined purpose, proportionality and appropriate notice. This general notice does not authorise unrestricted monitoring, access to private content or remote wiping of personal devices.
Medical leave records and workplace concerns
Digital Infinity’s employee guidance describes receiving official sick-leave information through Serbia’s eBolovanje system and coordinating related payroll and statutory reporting. Information is used for the employment and legal purposes that require it; use of an official system does not justify unrestricted access to a worker’s medical history.
A client manager generally needs information to plan absence and return to work, rather than unnecessary medical details. Workplace dignity complaints, witness information and whistleblower reports also require restricted handling under their respective procedures. Request the appropriate channel before sharing sensitive supporting material.
Who may receive information
Necessary information may be shared with the relevant client, payroll and professional advisers, banks, benefit and insurance providers, occupational health or safety providers and competent tax, social-insurance, immigration or other authorities as required. The amount shared should be proportionate to each recipient’s role.
If access or a transfer takes place outside Serbia, applicable transfer requirements and safeguards must be met. Contact us for information about the recipients and arrangements relevant to your engagement.
Records, retention and your rights
Employment, payroll, tax, social-insurance and safety records are kept for the periods required by the applicable Serbian rules, including permanent retention where a category of statutory record requires it. Other workforce information is reviewed against its purpose and applicable claims periods, and deleted or restricted when no longer required. Not every HR document has the same retention period.
You may exercise applicable access, correction, erasure, restriction, portability and objection rights, and withdraw consent where consent is the basis, by contacting legal@digitalinfinity.rs. Legal recordkeeping duties may limit deletion. You may complain to the Serbian Commissioner or seek judicial protection. Raising a privacy concern does not remove employment rights or authorise retaliation.
Relevant Serbian framework
Relevant laws include the Law on Personal Data Protection (Official Gazette No. 87/2018), the Labour Law, Law on Records in the Field of Labour, applicable tax and mandatory social-insurance legislation, the Law on Occupational Safety and Health and the Law on Archival Material and Archival Activity, as amended. Immigration and benefit-related rules apply where relevant. More specific information should be supplied when a particular processing activity requires it.
Legal sources & related notices
References identify the relevant framework. Consult the current official texts and amendments for the activity concerned.
- Law on Personal Data Protection — Official Gazette of the Republic of Serbia, No. 87/2018
- Serbian Legal Information System — official legislation and amendments
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