Social
Materiality analysis and stakeholder engagement
Economic value and connectivity
Introduction
CEO letter
Air SERBIA’s Story
Air Serbia in 2025 - year in review
Governance
Environment
Appendix
This reactive reporting is complemented by regular, scheduled internal safety walk-throughs conducted by the HSE function, with findings compiled and shared with management on an ongoing basis to support timely decision-making. Every employee retains the right to refuse any activity that could endanger life, health or the environment, consistent with the principles of the company's HSE Policy. In 2025, Air Serbia recorded 18 reported safety observations across its operations. Occupational health services Air Serbia provides a structured occupational health programme designed to protect employee health and to detect and prevent occupational and work-related illness at an early stage. Beyond medical examinations, the programme takes a broad view of employee wellbeing, from preventing communicable disease and providing access to clean drinking water, to supporting healthier habits and protecting staff from second-hand smoke. Examinations are matched to the demands of each role: cabin and flight crew, technical staff and office-based employees are all assessed against the specific risks their work presents, whether that means a vision check for long hours at a screen or a fitness assessment for those who drive company vehicles. Employees are assessed prior to employment to confirm their general fitness for the position, with more detailed pre-placement and periodic examinations conducted for those in higher-risk roles. The insights gathered through this programme feed into how Air Serbia plans ahead , shaping health campaigns, training and awareness initiatives tailored to where the company sees the greatest need, including early work toward introducing voluntary health insurance for employees. All health information is handled in strict confidence, accessible only to authorized medical personnel.
The workforce is predominantly based in Serbia, with a smaller number of employees stationed internationally (in the United States, Montenegro, Bosnia and Herzegovina, Germany, Croatia, North Macedonia, Russia, Canada and Switzerland). Air Serbia’s workforce consists exclusively of full-time employees, with no part-time positions or employees without guaranteed working hours. The changes in the 2025 structure primarily reflect the stabilization of operations and the company’s decision to convert a higher number of employees from non-permanent to permanent contracts, concentrated in operational and technical functions such as flight operations and aircraft maintenance, which require long-term continuity, regulatory compliance and specialized training. The change is therefore a result of contract regularization rather than increased hiring. Diversity and equal opportunities In 2025, Air Serbia strengthened its commitment to fairness and inclusion by adopting an expanded Equal Opportunity Policy as part of its Recruitment and Selection Procedure, reinforcing equitable access to employment for all candidates regardless of gender, age, race, religion, national origin, sexual orientation, accessibility needs or any other personal characteristic not relevant to the job. The company implements gender equality measures in accordance with the Law on Gender Equality, adopts an Annual Gender Equality Plan and submits the legally required Annual Report on the Achievement of Gender Equality to the competent ministry.
women in managerial positions 47.8%
overall turnover rate 4.7%
women in STEM roles 34.0%
In 2025, 682 employees underwent occupational medical examinations, representing 44.5% of the workforce.
Workforce structure
In 2025, Air Serbia employed an average of 1,533 employees, compared with an average of 1,506 in 2024 , a year-on-year increase of 1.9% driven by operational planning, seasonal workforce dynamics and natural attrition. All figures are based on the average-headcount methodology, which provides a more accurate reflection of staffing in an aviation environment characterized by seasonal variation.
Air Serbia maintains a highly balanced gender structure. In 2025, women accounted for 48.7% of all employees, mirrored in managerial positions where women represented 47.8% of leaders. Generational diversity within management is equally balanced, the company has an identical number of male and female managers under the age of 40, indicating a strong, gender-balanced pipeline of emerging leaders, while 37% of all managers are over 50, again in nearly equal proportions, ensuring continuity of experience and knowledge transfer.
year-on-year growth in employees +1.9%
Sustainability Report 55
Made with FlippingBook interactive PDF creator