{"id":4667,"date":"2022-03-25T07:03:04","date_gmt":"2022-03-25T07:03:04","guid":{"rendered":"https:\/\/profesio.hr\/?p=4667"},"modified":"2022-05-09T12:55:08","modified_gmt":"2022-05-09T12:55:08","slug":"facts-about-croatia","status":"publish","type":"post","link":"https:\/\/www.profesio.hr\/en\/facts-about-croatia\/","title":{"rendered":"EOR and local Employment in Croatia"},"content":{"rendered":"\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-background no-border-radius\" href=\"http:\/\/profesio.hr\/en\/contact\/\" style=\"background-color:#00305f\">Send an inquiry<\/a><\/div>\n\n\n\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-background no-border-radius\" href=\"http:\/\/profesio.hr\/en\/informative-calculation\/\" style=\"background-color:#00305f\">Request an informative calculation<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p>Is your company hiring talents in Croatia?<\/p>\n\n\n\n<p>Profesio offers best local EOR services including employee registration, onboarding, payroll, taxes and other supportive services. Ask for a quotation.<\/p>\n\n\n\n<p>Capital: Zagreb<\/p>\n\n\n\n<p>Official language(s): Croatian.<\/p>\n\n\n\n<p>EU member country: since July 1, 2013<\/p>\n\n\n\n<p>Currency: Croatian Kuna (HRK). Croatia will adopt the euro on 01.01.2023.<\/p>\n\n\n\n<p>Time zone: the standard time is Central European Time (CET; UTC+01:00).<\/p>\n\n\n\n<p>Average gross1 salary in 2021 was 9.599HRK (ca. 1.280 EUR)<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Gross salary is the amount on which pension, taxes and surcharges are calculated, and it is also called gross 1. This amount is the amount which is defined in Employment Agreement and it is visible at the top of the payroll, while gross 2 is with added health contribution cost. Gross 2 is the total cost of Employee for the Empoloyer.<\/li><\/ul>\n\n\n\n<p>Residence and work permit:<\/p>\n\n\n\n<p>An application for a residence and work permit may be submitted by:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>third-country national (see the part relating to where to apply for the approval of temporary stay); or<\/li><li>employer, with the local police department or station according to the place of intended residence or work of the third-country national or the seat of the employer; or<\/li><li>temporary employment agency.<\/li><\/ul>\n\n\n\n<p>A third-country national in the Republic of Croatia may work on the basis of a residence and work permit or a work registration certificate, unless provided otherwise by the Foreigners Act.<\/p>\n\n\n\n<p><strong><u>Here most frequently asked questions about regulations of Employment in Croatia:<\/u><\/strong><\/p>\n\n\n\n<p><strong>Employment contracts of indefinite duration<\/strong><\/p>\n\n\n\n<p>Unless otherwise provided for by the Labour Act, an employment contract shall be a contract of indefinite duration.<\/p>\n\n\n\n<p><strong>Fixed-term employment contracts<\/strong><\/p>\n\n\n\n<p>Exceptionally, an employment contract may be concluded for a fixed term, for the<br>purpose of taking up an employment where the end of the employment is determined by<br>objective conditions such as reaching a specific date, completing a specific task, or the<br>occurrence of a specific event.<\/p>\n\n\n\n<p>The cumulative duration of all successive fixed-term employment contracts,<br>including the first employment contract, may not exceed three consecutive years, unless<br>where it is necessary for the purpose of replacing a temporarily absent worker or where it is<br>on objective grounds allowed by law or a collective agreement.<\/p>\n\n\n\n<p><strong>Mandatory content of written employment contracts or a letter of engagement<\/strong><\/p>\n\n\n\n<p>The written employment contract must contain information concerning:<br>1) the identities of the parties and their residence and the registered place of business,<br>2) place of work; where there is no fixed or main place of work, a reference that the work<br>is performed at various places,<br>3) the title, nature or category of the work for which the worker is employed or a brief<br>specification or description of the work,<br>4) the date of commencement of employment,<br>5) in the case of a fixed-term employment contract, the expected duration thereof;<br>6) the duration of paid annual leave to which the worker is entitled or, where this cannot<br>be indicated when the contract is concluded or the letter of engagement is given, the<br>procedures for allocating and determining such annual leave;<br>7) the length of the periods of notice to be observed by the worker and the employer or,<br>where this cannot be indicated when the contract is concluded or the letter of<br>engagement is given, the method for determining the periods of notice;<br>8) the basic salary, the bonuses and the frequency of remuneration payment to which the<br>worker is entitled;<br>9) duration of a regular working day or week.<\/p>\n\n\n\n<p><strong>Temporary employment agency \u2013 Employer of record<\/strong><\/p>\n\n\n\n<p>The agency may perform the activity of assigning workers to the user<br>undertakings provided that it is established in accordance with specific provisions and<br>registered with the ministry responsible for labour affair.<\/p>\n\n\n\n<p>The agency may conclude a temporary assignment contract of fixed or indefinite<br>duration with the worker.<\/p>\n\n\n\n<p>The user undertaking may not use the work of the assigned worker for the<br>performance of the same works for an uninterrupted period exceeding three years unless it is<br>necessary for the purpose of replacing a temporarily absent worker or where it is allowed by<br>collective agreement on the grounds of some other objective reasons.<br>An interruption of less than two months shall not be regarded as the interruption<br>of the three-year period.<\/p>\n\n\n\n<p>In relation to the assigned worker the client undertaking shall be regarded as the<br>employer within the meaning of the obligation of implementing the provisions of Labour Act and other laws and regulations governing the safety and health protection at work and a special protection of particular categories of workers.<\/p>\n\n\n\n<p>Any damage to a third party caused by the assigned worker during his work at the<br>user undertaking or related thereto shall be indemnified by the user undertaking, who shall be regarded as the employer considering the recourse liability of the assigned worker.<\/p>\n\n\n\n<p><strong>Contracting and duration of probationary period<\/strong><\/p>\n\n\n\n<p>A probationary period may be agreed upon by the employment contract.<br>The length of the probationary period may not exceed six month.<\/p>\n\n\n\n<p><strong>Full-time work<\/strong><\/p>\n\n\n\n<p>Full-time work shall not exceed 40 hours a week.<\/p>\n\n\n\n<p><strong>Part-time work<\/strong><\/p>\n\n\n\n<p>Part-time work shall be any working time shorter than full-time work.<br>The worker shall not be allowed to work at several employers with a working time<br>exceeding forty hours a week.<\/p>\n\n\n\n<p>When concluding a part-time employment contract, the worker shall inform the<br>employer about part-time employment contracts concluded with other employer or employers<\/p>\n\n\n\n<p><strong>Overtime work<\/strong><\/p>\n\n\n\n<p><br>In the case of force majeure, an extraordinary increase in the scope of work and in<br>other similar cases of a pressing need, the worker shall, at the employer&#8217;s written request,<br>work longer than the full-time or part-time working hours (overtime work).<\/p>\n\n\n\n<p><strong>Break<\/strong><\/p>\n\n\n\n<p>Unless otherwise provided for by specific provisions, the worker who works at<br>least 6 hours a day shall be entitled to a daily period of rest (a break) of minimum 30 minutes.<\/p>\n\n\n\n<p><strong>Duration of annual leave<\/strong><\/p>\n\n\n\n<p>The worker shall be entitled to a annual leave of at least four weeks in each<br>calendar year, and the minor and a worker engaged in works involving exposure to harmful<br>effects in spite of the implementation of health and safety at work protection measures shall<br>be entitled to at least five weeks of annual leave.<\/p>\n\n\n\n<p>National holidays and non-working days stipulated by law, periods of temporary<br>incapacity for work assessed by competent physician and days of paid leave shall not be<br>counted in the period of annual leave.<\/p>\n\n\n\n<p><strong>Remuneration during annual leave<\/strong><\/p>\n\n\n\n<p>During annual leave the worker shall be entitled to remuneration in the amount<br>defined by collective agreement, working regulations or employment contract, which may not<br>be less than his average monthly remuneration over the previous three months (counting in<br>any benefits in cash or in kind representing compensation for work).<\/p>\n\n\n\n<p><strong>Allowance in lieu of annual leave<\/strong><\/p>\n\n\n\n<p>In the case of termination of employment contract, the employer shall be obliged<br>to pay to a worker who did not use his annual leave an allowance in lieu of annual leave.<\/p>\n\n\n\n<p><strong>Paid leave<\/strong><\/p>\n\n\n\n<p>During the calendar year, the worker shall be entitled to be free from work with<br>remuneration (paid leave) for important personal purposes, and, in particular for those related to marriage, childbirth, serious illness or death of an immediate family member.<br>Unless otherwise provided for by collective agreement, working regulations or<br>employment contract, the worker shall be entitled to the leave for seven working days a year in total.<\/p>\n\n\n\n<p><strong>Unpaid leave<\/strong><\/p>\n\n\n\n<p>The employer may grant the worker unpaid leave, at the worker&#8217;s request.<\/p>\n\n\n\n<p><strong>Payment of remuneration and compensation<\/strong><\/p>\n\n\n\n<p>Unless otherwise provided for by the collective agreement or employment<br>contract, remuneration and compensation for the previous month shall be paid no later than<br>within the fifteenth day of the current month.<\/p>\n\n\n\n<p><strong>Entitlement to remuneration increase<\/strong><\/p>\n\n\n\n<p>The worker shall be entitled to an increased remuneration for arduous working<br>conditions, overtime and night work, and for work on Sundays, holidays, and on other days<br>that are not working days according to the law.<\/p>\n\n\n\n<p><strong>Form of employment contract termination agreement<\/strong><\/p>\n\n\n\n<p>The employment contract termination agreement shall be concluded in writing. Both the employer and the worker shall be allowed to terminate the employment contract.<\/p>\n\n\n\n<p>The employer shall be allowed to terminate the employment contract for legitimate reasons by giving either the statutory notice or the notice stated in the contract of employment (regular notice of dismissal), in the following cases:<br>1) where the need to perform certain work ceases due to economic, technological or<br>organisational reasons (business conditioned cancellation),<br>2) where the worker is not able to fulfil his obligations from the employment relationship<br>due to his specific permanent characteristics or capacities (dismissal on personal<br>grounds), or<br>3) the worker violates his obligations from the employment relationship (dismissal due to<br>the worker&#8217;s misconduct), or<br>4) the workers did not satisfy during probationary period (dismissal due to incompetence<br>during probationary period).<\/p>\n\n\n\n<p><strong>Extraordinary notice of termination<\/strong><\/p>\n\n\n\n<p>Both the employer and the worker shall have a just cause to terminate the<br>employment contracts of indefinite duration or fixed-term employment contracts without<br>observing the statutory notice or the notice stated in the contract (extraordinary notice of<br>termination) where the continuation of employment relationship is regarded as impossible due to a severe breach of obligations from the employment relationship or any other fact of<br>critical importance, and recognising all the circumstances or interests of both contracting<br>parties.<br>The employment contract may be subject to an extraordinary notice of termination<br>solely within 15 days of the date when the party concerned gained knowledge of the fact<br>constituting the grounds for extraordinary notice of termination.<br>A party to the employment contract that gives an extraordinary notice of termination shall have right to claim indemnity for the damage caused by the breach of the obligations from the employment contract.<\/p>\n\n\n\n<p><strong>Period of notice<\/strong><\/p>\n\n\n\n<p>The notice shall begin as on the date of notice of termination of the employment contract. The notice shall be suspended during pregnancy, maternity, parental or adoption<br>leave, half-time work, part-time work due to intensive childcare, leave of pregnant or<br>breastfeeding worker, and during leave or part-time work due to having to take care of a child with severe developmental disabilities, under specific provisions, as well as in the case of<br>temporary incapacity for work during treatment or recovery from injury at work or an<br>occupational disease, and during service in national defence forces.<\/p>\n\n\n\n<p><strong>Minimum notice period<\/strong><\/p>\n\n\n\n<p>In case of regular notice of dismissal, the notice period shall be a minimum of:<br>1) two weeks, for less than one year of tenure with the same employer,<br>2) one month, for one year of tenure with the same employer,<br>3) one month and two weeks, for two years of tenure with the same employer,<br>4) two months, for five years of tenure with the same employer,<br>5) two months and two weeks, for ten years of tenure with the same employer,<br>6) three months, for twenty years of tenure with the same employer.<\/p>\n\n\n\n<p><strong>Severance pay<\/strong><\/p>\n\n\n\n<p>When the employer dismisses the worker following a two-year tenure, and unless<br>dismissal is given due to the worker&#8217;s misconduct, the worker shall be entitled to severance<br>pay in an amount determined on the basis of the worker&#8217;s tenure with that employer.<br>(2) Severance pay for each year of tenure with the that employer must not be agreed<br>upon or determined in an amount lower than one-third of the average monthly salary earned<br>by the worker in a period of three months prior to the termination of the employment contract<br>(3) Unless otherwise provided for by the law, collective agreement, working<\/p>\n\n\n\n<p>regulations or employment contract, the aggregate amount of severance pay referred to in<br>paragraph 2 of this Article may not exceed six average monthly salaries earned by the worker<br>in a period of three months preceding the termination of the employment contract.<\/p>\n\n\n\n<p><strong>Penal provisions<\/strong><\/p>\n\n\n\n<p>There are 3 categories:<\/p>\n\n\n\n<ol class=\"wp-block-list\" type=\"a\"><li>Minor offences by employers<\/li><\/ol>\n\n\n\n<p>Fines in an amount ranging from HRK 10,000.00 to 30,000.00<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Serious offences by employers<\/li><\/ul>\n\n\n\n<p>Fines in an amount ranging from HRK 31,000.00 to 60,000.00<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Serious offences by employers<\/li><\/ul>\n\n\n\n<p>Fines in an amount ranging from HRK 61,000.00 to 100,000.00<\/p>\n\n\n\n<p>Author: Vanja Horvat<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-background no-border-radius\" href=\"http:\/\/profesio.hr\/en\/contact\/\" style=\"background-color:#00305f\">Send an inquiry<\/a><\/div>\n\n\n\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-background no-border-radius\" href=\"http:\/\/profesio.hr\/en\/informative-calculation\/\" style=\"background-color:#00305f\">Request an informative calculation<\/a><\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Is your company hiring talents in Croatia? Profesio offers best local EOR services including employee registration, onboarding, payroll, taxes and other supportive services. Ask for a quotation. Capital: Zagreb Official language(s): Croatian. EU member country: since July 1, 2013 Currency: Croatian Kuna (HRK). Croatia will adopt the euro on 01.01.2023. Time zone: the standard time [&hellip;]<\/p>\n","protected":false},"author":12,"featured_media":4671,"comment_status":"open","ping_status":"open","sticky":true,"template":"","format":"standard","meta":{"footnotes":""},"categories":[19],"tags":[],"class_list":["post-4667","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>EOR and local Employment in Croatia - Profesio<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.profesio.hr\/en\/facts-about-croatia\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"EOR and local Employment in Croatia - Profesio\" \/>\n<meta property=\"og:description\" content=\"Is your company hiring talents in Croatia? Profesio offers best local EOR services including employee registration, onboarding, payroll, taxes and other supportive services. Ask for a quotation. Capital: Zagreb Official language(s): Croatian. EU member country: since July 1, 2013 Currency: Croatian Kuna (HRK). Croatia will adopt the euro on 01.01.2023. 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