Albania (AL)
Albania is a low-cost, fast-changing Balkan country with Adriatic and Ionian coastlines, mountain towns, a growing Tirana tech and cafe scene, EU-candidate reforms, generous visa access for many nationalities and a practical Unique Permit route for work and digital nomads.
Employment Rights
Sick leave, dismissal protection and red flags in Albania.
Albanian employment is governed by the Labour Code (Kodi i Punës, Law No. 7961/1995 and subsequent amendments). Key features: written employment contracts are mandatory, probation up to 3 months, notice periods based on tenure, and severance pay for unjust dismissal of 3+ year employees. The State Labour Inspectorate (Inspektoriati Shtetëror i Punës) enforces compliance. The Inspektoriati can mediate; disputes escalate to the Gjykata e Punës (Labour Court) or civil courts. Foreign workers must hold a valid work permit (leje pune) issued by the Ministry of Finance and Economy. The gap between formal law and informal practice is the main expat risk — insist on registered written contracts and payslips from day 1.
Sick leave
Rules: Employees must notify the employer and obtain a medical certificate (raport mjekësor) from a licensed doctor. First 14 days: employer pays 80% of salary. From day 15 onwards: social insurance (sigurimet shoqërore) pays 70% of average salary based on the past 6 months of contributions. The certificate must be submitted to the employer promptly. ISKSH (State Social Security Institute) administers long-term sick pay for employees with sufficient contribution history.
Doctor note: Day 1 — a medical certificate (raport mjekësor) is required from the first day of sick leave to access paid sick leave and social insurance coverage.
Employer pay: First 14 days: employer pays 80% of salary. From day 15: ISKSH social insurance pays 70% of average salary (previous 6 months).
Long-term: ISKSH sick pay continues beyond 14 days for employees with adequate contributions at 70% of average salary. For permanent incapacity: disability pension (pension invalide) assessed by ISKSH medical commission. Private health insurance is strongly recommended for expats to cover hospital costs and gaps in the public system.
Dismissal protection
Law: The Albanian Labour Code requires a valid reason (shkak i ligjshëm) for dismissal. The employer must follow the prescribed procedure: written notice, statement of grounds, and opportunity for the employee to respond. Employees with 3+ years of service who are dismissed without just cause are entitled to severance pay (indemnizim) of 15 days salary per year of service, capped at 12 months' salary. Special protections: pregnant employees, employees on maternity leave, and trade union representatives have enhanced dismissal protection. The State Labour Inspectorate handles complaints; the Labour Court adjudicates disputes.
Deadline to sue: Claims for unfair dismissal and unpaid wages should be filed promptly — within 180 days (6 months) of the dismissal date at the Labour Court (Gjykata e Punës). Wage claims (unpaid salary) can go back up to 3 years. Seek a labour lawyer immediately upon dismissal.
Probation
Under the Labour Code, the probation period (periudha e provës) for permanent contracts is a maximum of 3 months. During probation, either party may terminate with at least 5 working days' written notice. After the probation period, full employment protections under the Labour Code apply. Probation must be explicitly stated in the written employment contract — verbal probation is not enforceable.
Notice periods
Minimum statutory notice periods: during probation (≤3 months): 5 working days; 0–6 months of service: 2 weeks; 6 months–2 years: 1 month; 2–5 years: 2 months; 5+ years: 3 months. Notice applies to both employer and employee. The employer can pay salary in lieu of notice. Collective redundancy (mass dismissal) triggers additional ISKSH notification and consultation obligations.
Working time
Max hours: 40 hours per week standard under the Labour Code. Maximum 48 hours per week including overtime (averaged). Daily maximum: 8 hours ordinary; up to 10 hours with overtime on specific days. Certain sectors (healthcare, hospitality) may operate under different approved schedules.
Min rest: 11 consecutive hours minimum daily rest between shifts. Weekly rest: minimum 35 consecutive hours (typically Sunday). Break: minimum 30 minutes for shifts exceeding 6 hours. Public holidays: approximately 15 per year — employees are entitled to paid time off.
Overtime: Overtime (orë shtesë) must be agreed in writing and is limited to 200 hours per year. Overtime pay: minimum 125% of regular hourly rate for weekday overtime; 150% for Sunday work; 200% for work on public holidays. Employees cannot be compelled to work unlimited overtime.
Vacation
Minimum paid annual leave: 20 working days (4 calendar weeks) per year under the Labour Code. Leave accrues from the start of employment; employees may take leave after completing 6 months. Part-time employees receive proportional entitlement. Unused leave must be compensated on termination. Employers must inform employees of their leave schedule at the start of each year. Public holidays are additional to annual leave.
Anti-discrimination
The Albanian Labour Code and Law No. 10221/2010 (on Protection from Discrimination) prohibit employment discrimination on grounds of race, ethnicity, colour, sex, age, disability, sexual orientation, marital status, pregnancy, religion, political opinion, nationality, and social origin. The Commissioner for Protection from Discrimination (Komisioneri për Mbrojtjen nga Diskriminimi) receives and investigates complaints. Labour Court and civil courts also handle discrimination claims. Albania is an EU accession candidate and is aligning with EU equality directives.
Contract red flags
- !Employer asks you to start work before the work permit (leje pune) is approved — working without a valid permit is illegal for you and your employer; both face fines.
- !Salary partly in cash (pagë e zezë) with a lower formal payroll — reduces your social insurance, sick pay, and pension entitlements; a Labour Code violation.
- !No social security (sigurime shoqërore) or health insurance (sigurime shëndetësore) contributions despite payslips — verify your ISKSH registration number from day 1.
- !Contract language in Albanian only without a certified translation — insist on a bilingual contract (Albanian and English or your language) before signing.
- !Broad non-compete or penalty clauses with no clear legal basis — seek Albanian legal advice; penalty clauses imposed on employees are restricted.
- !Employer keeps your passport or original documents — completely illegal; your passport is your property.
- !Probation period longer than 3 months — the Labour Code maximum is 3 months for standard roles; any longer period is void.
- !No written contract at all — the Labour Code requires a written contract before work starts; verbal employment is extremely difficult to enforce.
- !Tourism or hospitality role promises accommodation but with no written terms — document all accommodation, meals, and equipment arrangements in writing.
- !Salary below the national minimum wage — ALL 50,000/month (ALL 287.3/hour) from 1 January 2026 (DCM No. 847/2025, a 25% increase from ALL 40,000); applies to all employment regardless of sector.
- !Contract that omits overtime compensation rules or states overtime is already included in salary without quantification — overtime must be specifically agreed and compensated per Labour Code.
Employment Rights
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