The Law on Work Engagement of Persons has applied in North Macedonia since 1 January 2026 and for the first time offers a legal framework for engaging persons for occasional or seasonal work in agriculture, forestry, fishing, accommodation, food service and household-related activities. This is not employment under the Labour Relations Law, but a separate, simplified regime with mandatory registration with the Employment Agency. With the amendments published in Official Gazette of the Republic of North Macedonia No. 148/26, in force since 6 July 2026, several rules have changed, and ahead of the winter season the question is again relevant for every hotel, restaurant, retailer and agricultural producer.
Who can be engaged under this law?
Eligible persons include unemployed persons, persons employed by another employer, self-employed persons, students, old-age and family pension recipients, and minors who meet the conditions for employment under the general rules. An employer may not engage a person already employed with that employer, nor a person who was employed there within the last 12 months, unless the employment ended because the conditions for retirement were met. Minors may not be engaged for the care of children or elderly persons, and foreign nationals with regulated residence may be engaged only if a law provides otherwise. Private employment agencies cannot engage or intermediate under this law at all.
What changed with the July 2026 amendments?
The most important change is the unified limit: an employer may now engage persons for up to 180 days per calendar year in all covered sectors, whereas the previous limit was 120 days, with 180 days applying only to agriculture, forestry and fishing. The second key change is the timing of registration: the filing must be submitted before the shift begins, and not, as before, by 10:00, 15:00 or 22:00 depending on the shift. The cap of no more than 12 hours per day across all employers remains unchanged.
| Rule | Before July 2026 | After July 2026 |
|---|---|---|
| Annual limit of days with engaged persons | 120 days, or 180 in agriculture, forestry and fishing | 180 days in all covered sectors |
| Timing of the registration filing | No later than 10:00, 15:00 or 22:00, depending on the shift | Before the start of the shift (first, second or third) |
| Quotas in accommodation and food service | Up to 10 persons and up to 10% of the workforce | Up to 10 persons for employers with up to 100 employees; up to 15% of the workforce for employers with more than 100 employees |
| Appeal against an inspector's order | No explicit deadline | Within 15 days of receipt; the appeal does not delay enforcement |
What are the employer's obligations before work starts?
Before work begins, the employer must inform the engaged person in writing of the type and manner of work, the location, the expected duration, the health and safety conditions, working hours, breaks, rest periods, and the amount, method and timing of payment. These details form part of the registration filing submitted to the Employment Agency, and by starting work the person is deemed to have accepted the conditions stated in the filing.
Compensation is paid for each hour of engagement, may not be lower than the minimum net hourly amount set by law, and is paid into a transaction account. It is subject to personal income tax, pension and disability insurance contributions, and an additional health insurance contribution in case of injury or occupational disease. This income does not affect rights to social and child protection that the person already holds.
What fines apply to employers who engage workers informally?
For engagement contrary to the law, failure to inform the person of the conditions, or failure to comply with an inspector's order, the fine ranges from EUR 200 to 400 in denar counter-value for micro and small employers, EUR 300 to 600 for medium-sized employers, and EUR 600 to 1,000 for large employers. During an inspection, the labour inspector issues a misdemeanour payment order: if paid within eight days, the fine is halved. If the order is not accepted, misdemeanour proceedings follow. An unregistered worker during the winter season is not a saving, but a direct misdemeanour risk.
How should an employer prepare for the season?
- check whether the activity is covered by the law at all and how many persons may be engaged at the same time (hospitality quotas change with the number of employees);
- establish an internal procedure so that registration is filed before each shift starts, not "during work";
- inform each person of the conditions in writing before the first day, identical to the data in the filing;
- verify that the person is not employed with the same employer and was not employed there in the last 12 months;
- pay exclusively into a transaction account, with tax and contributions calculated;
- assess whether the need is genuinely seasonal or in fact a regular position requiring a standard employment contract.
Work engagement is a useful tool only when used for what it is designed for: a genuine seasonal or occasional need. Attempting to "cover" regular staff through this regime most often ends with a fine and a court-established employment relationship with all the consequences that brings.
Planning seasonal engagement for the winter season?
The quotas, registration deadlines and the content of the mandatory briefing are concrete legal conditions whose breach is sanctioned at the very first inspection.
We prepare internal registration procedures, briefing documentation and assessments of whether work engagement or standard employment is the right model for your needs.
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Source: Law on Work Engagement of Persons (applicable since 1 January 2026), as amended by Official Gazette of the Republic of North Macedonia No. 148/26; comparative overview of the amendments, Konsalting Pekovic (in Macedonian).
This text provides general legal information and does not constitute legal advice for a specific case. For advice tailored to your situation, please consult an attorney.