Hiring Employees
Sourcing, screening, compliant contracts and onboarding for your Albanian team – recruitment built for local labour law, not adapted to it after the fact.
Hiring Is More Than Posting a Job
Finding a good candidate is only part of hiring in Albania. Before the employee starts work, you need a written employment contract that meets Albanian labour law requirements and the employee must be declared electronically to the tax administration within the applicable statutory deadline – miss any of these and you’re technically non-compliant from day one, regardless of how good the hire is. This page covers the recruitment side: sourcing, screening and compliant onboarding. For ongoing HR management after someone’s hired, see our Payroll & HR Administration page; for payroll compliance and filings, see Monthly Accounting.
Albania For Business Sh.p.k. handles general hiring end-to-end – sourcing and screening candidates, drafting compliant contracts, and coordinating the registrations that need to happen before someone’s first day.
HIRING SUPPORT – PER HIRE
fixed fee
PACKAGE OF HIRING SUPPORT INCLUDES:
- Role & requirements consultation
- Job posting and candidate sourcing across relevant channels
- CV screening and shortlisting
- Interview coordination and support
- Reference checks
- Compliant employment contract drafting
- Employee registration with the tax administration and social and health insurance system
- Onboarding coordination
What a Compliant Hire Actually Involves
- A written employment contract meeting Albanian labour law minimums – notice periods, leave entitlements, working hours – regardless of what your home-country template says.
- The employee must be declared electronically to the tax administration no later than 24 hours after hiring.
- Registration of the employee through the applicable electronic tax and social-security reporting procedure.
- Payroll and social/health contribution setup, which we coordinate with our Monthly Accounting service.
Skipping or delaying any of these doesn’t just risk a penalty – it can complicate the employment relationship itself if a dispute arises later and the paperwork was never properly in place.
Where We Source Candidates
- Local job boards and recruitment platforms, for general and mid-level roles.
- University and vocational school partnerships, for entry-level and graduate hires.
- Professional networks and referrals, particularly for skilled and technical roles.
- LinkedIn and similar professional platforms, for roles where an international or diaspora candidate pool is relevant.
For senior, executive or highly specialised roles that need proactive outreach rather than a posted listing, see our Executive Search page instead.
What Albanian Labour Law Requires as a Minimum
| Area | Minimum Requirement |
|---|---|
| Written contract | Required for every employee before their first day |
| Probation period | Permitted for a limited initial period, with specific conditions |
| Notice period | A minimum notice period applies to termination by either party |
| Paid annual leave | A statutory minimum number of paid leave days per year |
| Working hours | A maximum standard working week, with defined overtime rules |
| Minimum wage | A statutory minimum wage applies nationally |
Hiring, Step by Step
- Role & requirements consultation – the role, seniority, budget and timeline.
- Sourcing – job posting and candidate search across relevant channels.
- Screening – CV review, shortlisting and reference checks.
- Interviews – coordinated and supported, with our input on compensation expectations.
- Offer & contract – a compliant employment contract is drafted and signed.
- Registration & onboarding – employee declaration through the tax administration, payroll and social/health insurance setup, and first-day onboarding.
What We Need From You
- The role, seniority and department you’re hiring for.
- Your budget range, or whether you need salary benchmarking first.
- Your timeline and how urgent the hire is.
- Whether the candidate is Albanian or a foreign national who may require a Unique Permit (Leje Unike) for residence and employment or qualify for an exemption.
- Any specific must-haves – language, certifications, experience level.
Fee Schedule – Additional & Ongoing Services
Beyond the fixed package above, the following services are priced individually. Your adviser confirms an exact quotation once your structure, nationality and banking preference are known.
| Service | Indicative Fee |
|---|---|
| Hiring support – per hire (as above) | From €300 fixed fee |
| Volume hiring (5+ roles, same engagement) | quoted individually, typically discounted per hire |
| Executive or senior-level hire | see Executive Search page |
| Contract drafting only (candidate already selected) | from €120 |
| Unique Permit coordination for foreign employees, where required | from €300 |
| Additional background/reference checks (per candidate) | from €50 |
| Ongoing payroll & HR administration (see Payroll & HR page) | from €150 / month |
Employee registration with the tax administration must be completed within the statutory deadline applicable to a new hire – this is the step most likely to be overlooked when a hire is made quickly. It’s also worth understanding your probation-period options before you extend an offer, not after a hire isn’t working out, since probation terms affect how straightforwardly the relationship can end if needed.