Service · Organisation and compliance
Job classification and alignment with Montenegro’s new Company Law
Montenegro’s new Company Law changes governance bodies, directors’ powers and articles of association. The internal organisation and job classification rulebook, job descriptions and organisation chart should follow these changes — we prepare them to match both the law and how the company really works.
What has changed
The new Company Law (Official Gazette of Montenegro No. 90/2025) has applied since 1 January 2026. Companies had to bring their founding acts and articles of association into line and register the changes with the Central Registry (CRPS) — the statutory three-month deadline was extended by amendment to 15 June 2026. Companies that have not yet done so should do it without delay.
- a one-tier governance system is introduced — executive directors are members of the board of directors;
- the law sets the terms and liability of board members and introduces disqualified directors;
- corporate governance rules cover committees and annual reporting where the law requires them;
- articles of association and company acts are reviewed and certified by a notary;
- incorporation and changes can be done electronically; cross-border mergers and new legal forms (SE, EEIG) are introduced.
The Company Law does not itself require a job classification act — but when governance bodies, powers and authorisations change, the internal organisation and job descriptions have to follow. Otherwise the articles say one thing while the rulebook, employment contracts and signing authorities say another.
When job classification is mandatory
Under Montenegro’s Labour Law (Official Gazette Nos. 74/2019 and 8/2021) an employer with more than ten employees must have an act on internal organisation and job classification. It sets out the organisational units, job titles, job descriptions, number of employees per position and any special requirements, in line with the applicable collective agreement.
Job classification is also the basis of ISO systems: ISO 9001:2026 (clause 5.3) and ISO/IEC 27001:2022 require roles, responsibilities and authorities to be assigned and understood — and the job description is where this is recorded most clearly.
What you get
Articles, founding act, existing rulebook, employment contracts and the real division of work — where they differ and what is outdated.
Governance bodies under the new law, organisational units and lines of responsibility on one chart, ready to share with staff.
For every position: tasks, responsibilities, authorities, requirements (education, experience, competence) and headcount.
Internal organisation and job classification rulebook aligned with the Labour Law and the company’s articles.
Roles from your procedures (process owners, system manager, internal auditor) linked to positions in a RACI matrix.
What changes for whom, when the act is adopted, staff notification and which employment contracts need annexes.
How we work
What we do not do
We do not represent the company before the CRPS and do not draft the articles of association as a legal act for notarisation — that is done by a lawyer and certified by a notary. We prepare the organisational part: the chart, job descriptions and rulebook, aligned with the draft articles, so that everything the company adopts says the same thing.
Frequently asked questions
Is job classification mandatory?
Yes, for employers with more than ten employees — this is required by the Labour Law. Smaller companies are not obliged, but it helps as soon as work is shared among several people.
Does the new Company Law require a new job classification?
The law does not prescribe a job classification act, but it changes governance bodies, powers and authorisations. Once the articles are aligned, the internal organisation and job descriptions should follow — otherwise the company’s acts contradict each other.
What was the deadline for aligning the articles?
The statutory deadline was three months from entry into force, extended by amendment to 15 June 2026. Companies that have not aligned their acts should do so and register the changes without delay.
Do you draft the articles of association?
No. The articles are drafted by a lawyer and reviewed and certified by a notary. We prepare the chart, job descriptions and rulebook and align them with the draft articles.
Do employment contracts have to change?
If an employee’s position, job title or conditions change, contract annexes are needed. The rollout plan lists exactly which employees are affected.
How long does it take?
For a company of up to about fifty employees, usually two to four weeks, depending on how quickly we receive the documents and interview slots with managers.
Related pages
Often combined with:
Need a job classification or aligned company acts?
Tell us how many employees you have and whether there is an existing rulebook to update — we will propose the scope and timeline. Call us or send an inquiry — we reply within 24 hours.