Zora Health / Employer guide / Serbia
Support your experienced employees through menopause, and help them stay at their best.
More than half of Serbian women are in the labour force, and with medical costs rising quickly, employer support makes a real difference to whether they get care. Zora Health helps you build practical menopause support, from workplace policies and manager training to confidential care navigation and access to 128+ partner clinics in 16 countries, around your workforce and budget. Companies including Hilton, LinkedIn, Sanofi, HSBC, Mastercard, Carousell and Singapore Management University work with us.
Book an employer consultation Explore the cost calculator
Five things Serbian HR leaders should know
- Women’s labour force participation in Serbia was 52.6% in 2025.
- Under RFZO health insurance, List A medicines carry a co-payment of RSD 50 per dispensed quantity.
- Annual co-payments are capped at half of one monthly salary or pension.
- Aon projects Serbia’s medical trend at 15.0% for 2026, or 11.7% after inflation.
- There is no menopause-specific law or leave in Serbia.
Why menopause is a business problem for employers
Menopause rarely announces itself at work. It looks like a senior manager who slept four hours, a wave of heat in the middle of a client meeting, a word that will not come in front of the board. Symptoms come and go for years. Many women do not link them to menopause, and fewer tell their manager.
So the cost stays out of your reports. It shows up instead as:
- Research under way. Serbian researchers have studied menopause in 1,503 women aged 40 to 65 in Belgrade and Lisbon (Dotlić et al., University of Belgrade, 2017), but we found no Serbian figures on age at menopause or symptoms.
- A large female workforce. More than half of Serbian women are in the labour force (World Bank, ILO estimate).
- Rising costs. Aon projects a 15.0% rise in medical costs for 2026, so private care is getting more expensive for employees.
- Little local workplace data. We found no Serbian study on menopause and work. A confidential survey of your own employees is the quickest way to see the picture in your company.
What employers gain
Keep the people who know how your business runs
Replacing an employee costs one-half to two times their annual salary, according to Gallup. Women’s labour force participation was 52.6% in 2025, so many of your experienced employees will go through menopause at work. A written policy, trained managers and quick access to the right doctor can help address barriers that contribute to employee attrition.
Stand out to experienced women
Belgrade is a tech and nearshoring hub, and few employers offer structured menopause support. A clear offer stands out to senior women weighing their next move.
Make menopause support financially predictable
Aon projects Serbia’s medical trend at 15.0% for 2026, or 11.7% after inflation (Aon, 2026 report). Much of what helps menopause costs very little: a flexible start time, a fan, a manager who knows what to say.
Zora helps employers set an annual allowance or top-up around RFZO cover and your private health insurance, so HR can run the programme within an agreed budget. The benefit works alongside your existing insurance.
Want to see what this would look like for your Serbian workforce?
What menopause care costs, and what the state pays
Employees are covered by the Republic Health Insurance Fund (RFZO). Patients pay co-payments for many medicines, up to an annual cap.
| Item | Public support | What the employee still carries |
|---|---|---|
| List A medicines | Covered by RFZO | RSD 50 per dispensed quantity |
| List A1 medicines | Partly covered | 10% to 90% of the retail price |
| Annual cap on co-payments | Co-payments stop above the cap | At most half of one monthly salary or pension |
From an RFZO co-payment brochure, which may be out of date. We could not confirm current visit fees, HRT cover, sick pay rules or private consultation fees. These are published examples, not guaranteed current prices: actual costs depend on cover, clinic, doctor and treatment, so confirm fees with the provider before budgeting.
Serbian co-payments are capped at half of one monthly salary a year.
We have found no menopause workplace law or guidance in Serbia. For employers, the practical opportunity is to help employees recognise their symptoms, understand their options and reach appropriate clinical advice sooner.
Menopause support that fits your workforce and budget
You do not need to overhaul your existing health insurance to support employees through menopause. Start with awareness and manager education, add confidential one-to-one support, or introduce a fuller programme across your offices. There is no minimum company size.
Where included in the employer programme, eligible employees can use talks and care navigation without paying Zora a separate fee. Care navigation allowances are set in each proposal. Treatment and other third-party costs are paid separately, either by employees or through the allowance their employer provides.
Companies starting the conversation
Essentials
Expert-led talks for employees and managers, menopause policy templates, manager guides and full access to the Zora app. Up to 2 talks a year.
Employees supported one to one
Navigation
Everything in Essentials, plus confidential one-to-one care navigation and access to our partner clinic network.
Large teams across countries
Complete
Everything in Navigation, plus quarterly anonymised reporting, a dedicated account manager and scheduled review meetings with HR.
Optional add-ons can be added to any programme, subject to availability: hormone diagnostics and telehealth with specialists. Pricing is tailored to your headcount, your countries and the services you choose. Most companies start with a single talk.
Request a proposal See how Zora works for employers
Comparing menopause benefit providers? Use our RFP question bank
Our question bank has 40 questions for multi-country benefits teams, with why each one matters, what a good answer looks like and a scoring sheet for three providers. Six of the questions for menopause support in Serbia:
- Is menopause support included as standard, or only fertility?
- What access do employees get to menopause specialists and hormone testing, and how quickly?
- How does the programme work alongside RFZO cover and our private health insurance, without duplicating cover?
- Do you provide fertility and menopause policy templates for our markets?
- How can an employee get help confidentially without telling their manager?
- What individual-level data does HR see?
Your download link appears as soon as you submit. Zora Health may contact you about employee benefits; see our privacy policy.
Plan your menopause benefit budget
Menopause care allowance planner
Model the annual claims budget for a menopause care allowance. Change any number.
This is a claims budget, not a Zora quotation. Zora’s programme fees, implementation and optional services are separate.
It estimates the annual budget for a menopause care allowance from your eligible workforce, expected utilisation and allowance per employee, and assumes each user claims the full allowance. Eligible employees defaults to 15% as a stand-in for women aged 45 and over; use your own headcount data. The default allowance of RSD 40,000 is an illustrative figure for private consultations, tests and treatment. Utilisation is an editable assumption, not observed Zora data. For a proposal covering both programme costs and employee benefits, request an employer proposal.
Estimate the potential workforce impact of menopause symptoms
A rough planning scenario. It applies a published estimate to your headcount, so it is not a prediction for your workforce, a measured loss or a forecast of savings from any programme.
Range: RSD 1,084,000 to RSD 3,281,297 a year, depending on replacement cost.
Assumptions: 13.4% of working women aged 45 to 60 reported at least one adverse work outcome due to menopause symptoms, and those who missed work lost a median of 3 days a year (Faubion et al., Mayo Clinic Proceedings, 2023). This was a US clinic sample, so treat it as a rough benchmark for Serbia. The default salary is the August 2026 average gross monthly salary of RSD 161,953 multiplied by 12. Use your own. Replacing an employee costs one-half to two times their annual salary (Gallup, 2019); the headline uses the low end. Absence is valued at salary divided by 250 working days. Exit rate is your own assumption.
Already have corporate health insurance? Here is where Zora fits
Your medical plan may cover some consultations and treatment. Employees still need to recognise their symptoms, understand their options and find a doctor who knows menopause care, and many never get that far.
Zora works alongside your existing insurance and benefits. We help employees get reliable information, navigate their care options and reach suitable specialists, and we give HR manager training, policy templates and, on the Complete programme, anonymised reporting. You strengthen menopause support without replacing your medical plan.
How Zora works
For your employees
Employees join the Zora app with a company code, or single sign-on for larger teams. They can learn about perimenopause and menopause, understand what your benefit covers, book a confidential care navigation call and find partner doctors and specialists.
For HR
- Kick-off, week 1. Agree goals, countries and which employees are eligible.
- Policy and benefit design, weeks 2 to 4. Draft or update your menopause policy and flexible work guidance using our templates.
- Launch, typically weeks 4 to 6. A launch talk for employees and managers, plus a communications pack for HR to send.
- Live support. Employees book care navigation calls and use the Zora app.
- Reporting, every 3 months, on the Complete programme. Anonymised usage, common themes and our recommendations, reviewed with your account manager.
Privacy
On the Complete programme, HR receives anonymised, aggregated reports only: how many employees used the programme, which services they used and the common themes. On every programme, HR never sees an individual employee’s health information, bookings or test results, and employees can get help without telling their manager. Employee data is stored on Amazon Web Services in Singapore and handled in line with Singapore’s Personal Data Protection Act.
Clinics and doctors in Serbia
Zora’s clinic and doctor directory does not list providers in Serbia yet. It lists 421 clinics and 1,185 doctors across 25 countries, mostly in Asia Pacific and the Middle East (browse clinics or browse doctors). Employees in Serbia can still use Zora’s education and the Zora app. Ask us how your team in Serbia would use Zora before you launch. See Zora’s employer guides for every country.
Rules and eligibility in Serbia
Health insurance co-payments
RFZO co-payments include RSD 50 per dispensed quantity for List A medicines and 10% to 90% of the price for List A1 medicines, capped each year at half of one monthly salary or pension. Some groups are exempt (RFZO).
No menopause workplace rules
We have found no menopause-specific workplace law or guidance in Serbia. A written company policy is the clearest way to set expectations for managers.
Why employers choose Zora
Companies including Hilton, LinkedIn, Sanofi, HSBC, Mastercard, Carousell and Singapore Management University work with Zora Health. We work alongside your existing insurance, helping employees use the cover they already have and find suitable doctors and specialists based on their needs.
Zora Health helped me to reclaim my confidence to thrive at work!
Questions HR teams ask us
Do Serbian employers have to give menopause leave?
No. There is no menopause leave. Employees use sick leave, holiday or flexible arrangements unless their employer offers more.
What do patients pay for medicines in Serbia?
RSD 50 per dispensed quantity for List A medicines, and 10% to 90% for List A1 medicines.
Is there a cap on health co-payments in Serbia?
Yes. Annual co-payments are capped at half of one monthly salary or pension.
How many Serbian women are in the labour force?
52.6% in 2025, according to ILO estimates.
How fast are medical costs rising in Serbia?
Aon projects 15.0% for 2026, or 11.7% after inflation.
Does Zora replace our health insurance?
No. Zora works alongside your insurance. We help employees understand their options, find suitable specialists and use the cover they already have.
How much does menopause support cost an employer?
It depends on the programme, any allowance and expected uptake. Use the budget planner on this page for a first estimate, then ask us for a tailored proposal based on your headcount and countries.
How quickly can we launch?
Typically 4 to 6 weeks from contract to launch, depending on scope and countries. Most companies start with a single talk.
Related guides for Serbian employers
Build a menopause support programme for your team
Whether you are introducing menopause benefits for the first time or improving an existing programme, tell us your headcount, countries and priorities. We will come back within two working days with suitable services, an indicative budget and a practical rollout plan for your Serbian team. No obligation.
Sources
- Dotlić et al., Belgrade and Lisbon menopause study, 2017 (1,503 women)
- World Bank, Female labour force participation (ILO modelled estimate), 2025
- Statistical Office of the Republic of Serbia, Average salaries, October 2026
- RFZO, Co-payment brochure
- Aon, Global Medical Trend Rates Report 2026
- Gallup, This fixable problem costs US businesses $1 trillion, 2019
- Mayo Clinic News Network, Faubion et al., Impact of menopause symptoms on women in the workplace, Mayo Clinic Proceedings, April 2023