* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
While not legally obligatory, it is recommended to provide employees with a written contract in Croatia. Unless stated otherwise, contracts are generally considered permanent. Essential terms of employment must include:
The probation period, not exceeding 6 months, is determined by the role and employment agreement. If the employee is absent due to reasons such as sick leave or maternity leave, the probation period may be extended.
In Croatia, the typical workweek consists of 40 hours spread over 5 days. Employees must obtain written permission from their employer to exceed these standard working hours.
In Croatia, overtime is limited to 10 hours per week and 180 hours per year, unless specified differently in a collective bargaining agreement. It requires the employer's written request and is permissible in cases of force majeure, extraordinary business increases, or urgent business needs.
As of 2022, the minimum gross monthly wage in Croatia is 623.70 EUR, and is determined annually for the subsequent year.
Croatian law does not include any regulations concerning 13th salaries.
Income taxes in Croatia are computed using progressive rates and may include supplementary municipality taxes.
In Croatia, the old-age pension age is 65 for men and 64 years and 4 months for women, each requiring at least 15 years of service. Men can choose early retirement at 60 with 35 years of service, and women at 57 with 32 years and 4 months of service. Pension calculations consider age, duration of pension scheme status, and salary contributions during the employee's career.
In Croatia, terminations usually involve a standard notice period, except in cases of immediate dismissal for reasons such as misconduct, disobedience, lack of skill, neglect of duties, or unauthorised absence, where written notice is required following documented meetings and discussions.
The duration of the notice period for both temporary and permanent employees is determined by the length of the employee's service:
In Croatia, the amount of severance pay depends on the duration of the employee's service. Individuals with two or more years of employment receive compensation equivalent to 33% of their regular monthly pay rate for each year of service, capped at a maximum of six months' salary.
Croatia recognises 14 public holidays annually, separate from the minimum paid leave entitlement and are taken in addition to annual leave. The following are the national holidays in Croatia: