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
The company’s cockpit crew composition reflects broader industry dynamics: on average 12 female and 256 male pilots, meaning women account for 4.7% of all pilots , closely aligned with the European and global average of 5 - 6% reported by ICAO, IATA and EASA, and up from 3.7% in 2024. In contrast, the cabin crew segment is predominantly female, with on average 302 women and 110 men, consistent with long-standing industry trends. In STEM-related functions, women accounted for 34.0% of the workforce in 2025 (34.1% in 2024), reflecting sustained efforts to strengthen diversity in technical and engineering roles.
With a voluntary turnover rate of 10.9% in 2025, Air Serbia maintained a consistent retention landscape that supports its long-term focus on sustainable workforce management. The overall turnover rate of 17.3% remains characteristic of aviation and service-intensive industries, where operational seasonality, safety-critical licensing requirements and dynamic workforce mobility naturally contribute to higher annual movement. With an average tenure of 6.14 years, the workforce combines valuable organizational experience with the agility needed to support long-term growth and transformation. Short-term absenteeism (up to 30 days, excluding work-related injuries and maternity leave) amounted to 3.8% and total absenteeism to 5.4%, within expected levels for an operationally intensive industry. In 2025, Air Serbia ensured full and barrier-free access to pregnancy and parental leave. A total of 5,281 days of pregnancy leave were made available, with employees using 4,840 days, while of 13,144 available parental-leave days, employees used 12,494 an estimated 34 employees (95.0% of those eligible) making full use of their parental-leave rights, underscoring the effectiveness of the company’s family-support policies.
Workforce stability
voluntary turnover rate 2025 10.9%
overall turnover rate 17.3%
total absenteeism rate 5.4%
Talent attraction and internal mobility
Retaining knowledge and ensuring business continuity depend on a stable and engaged workforce. Air Serbia supports workforce stability through talent management, succession planning and competitive working conditions. Air Serbia manages employment-related impacts through structured talent management, succession planning, competitive and equitable working conditions, and a unified benefits framework. The company monitors workforce movement through new-hire and turnover rates and acts on retention through internal mobility, leadership development and family-support measures (described below and in section 5.3). During 2025, Air Serbia employed 1533 people, of whom 98% were employed locally and 81.1% on permanent contracts. The company recorded 135 early-career hires (junior cabin crew 47.4%, junior co-pilots 14.1%, junior technical roles 19.3%, corporate and other entry-level roles 19.3%). The overall employee turnover rate was 17.3% and the voluntary turnover rate 10.9%.
new employees hired in 2025 252
internal promotion rate (184 promotions) 12.2%
total absenteeism rate 73/46
In 2025, Air Serbia hired 252 new employees (139 men and 113 women), of whom 135 joined entry-level roles, contributing to the company’s long-term talent pipeline. Internal career mobility remained a key pillar of workforce sustainability, with 184 internal promotions recorded during the year (a 12.2% promotion rate). While many promotions occurred within traditionally male-dominated flight operations due to industry-specific progression pathways, promotions outside this area showed strong female representation, with 73 women and 46 men advancing into new roles across corporate and operational support functions. To strengthen internal mobility, the company published 40 internal job postings alongside 55 external postings during the year.
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