OUTLINE
Employee sick leave in Croatia
Maternity and paternity leave in Croatia
Adoption leave entitlements in Croatia
Other types of leave in Croatia
Croatia’s public holidays
Protect your employees and your business
Annual leave law in Croatia
As an employer in Croatia, understanding leave entitlements is essential to maintaining compliance with labour regulations and fostering a supportive work environment. Aside from annual leave entitlement, employees in Croatia enjoy other types of paid time off, such as sick leave, parental leave, and leave for personal reasons like weddings or funerals.
Under Croatian labour law, employees are entitled to a minimum of four weeks (20 working days) of paid annual leave each year, as stipulated in Article 81 of the Labour Act (published on the Official Gazette 93/14, 127/17, 98/19). This entitlement becomes effective after six months of continuous employment.
However, employees who do not meet the six-month requirement may still be eligible for a prorated amount of leave. Specifically, they are entitled to one-twelfth of the annual leave for each full month of service in circumstances such as:
- Starting employment in a calendar year but not working for six consecutive months.
- Termination of employment before completing six months of service.
- Having worked for multiple employers during the calendar year.
For employees under 18 or those working in roles with harmful occupational conditions (e.g., firefighters, divers, and mine handlers), the minimum annual leave is extended to five weeks (25 days).
Compensation during annual leave
During their paid vacation period, employees are entitled to full compensation equivalent to their average salary over the three months prior to taking leave. This includes any salary-in-kind provided during this period. By ensuring employees are compensated fully, the law promotes a balance between work commitments and personal well-being.
Employee sick leave in Croatia
Managing employee sick leave effectively is a key aspect of running a compliant and supportive workplace in Croatia. Employers must understand their obligations under Croatian law, including payment responsibilities and employee entitlements.
Under Croatian law, employees are entitled to paid sick leave to recover from illness or injury. Employers are responsible for compensating employees during the initial period of absence, with the following rules in place:
- Duration of employer-paid sick leave: Employers must cover up to 42 days of sick leave per year. During this time, employees are entitled to 70% of their regular salary as compensation.
- Extended sick leave: If an employee’s illness exceeds 42 days, the employer continues to pay the employee, but these costs are reimbursed by Croatia’s Health Insurance Fund (HZZO).
This system ensures that employees receive financial support during their recovery while balancing the burden of long-term absences between employers and the public health system.
Employees’ rights during sick leave in Croatia
In Croatia, employees have specific rights during sick leave, ensuring they are protected and treated fairly while recovering. These rights are governed by the Labour Act and other relevant regulations.
- Job protection: Employers are prohibited from dismissing employees while they are on sick leave. Any termination of employment during this period may be deemed unlawful unless justified by specific legal grounds unrelated to the sick leave.
- Return to work: Upon recovery, employees have the right to return to their original position or an equivalent role. Employers must accommodate the employee’s reintegration without discrimination or loss of benefits.
- Right to health and safety: Employers are required to provide a safe working environment to prevent workplace injuries and illnesses. If the illness or injury is work-related, the employer may be liable for additional compensation or benefits.
Employer obligations and best practices
To comply with regulations and support your workforce, consider these practices for managing employee rights to sick leave:
- Clear communication: Outline your company’s sick leave policy in employment contracts and internal documents to ensure employees understand their entitlements.
- Medical certification: Require a doctor’s note for any absence exceeding a specified number of days (typically three) to verify eligibility for paid sick leave.
- Documentation for HZZO reimbursement: For illnesses extending beyond 42 days, ensure all necessary paperwork is submitted to Croatia’s Health Insurance Fund promptly to facilitate reimbursement.
- Supportive work culture: Encourage employees to prioritise their health and take necessary time off to recover without fear of workplace repercussions.
Maternity and paternity leave in Croatia
Understanding the nuances of maternity and paternity leave in Croatia, along with parental leave entitlements, is essential for employers. These policies are established to protect employee rights while promoting work-life balance for families.
Croatia’s maternity leave
Before childbirth, employees are entitled to 28 days of paid maternity leave before their due date. This pre-birth period ensures expectant mothers can rest, attend medical appointments, and prepare for the arrival of their child. In specific medical cases, where a doctor deems it necessary, this period can be extended to 45 days.
Following the birth of their child, mothers are entitled to 70 days of paid maternity leave. This post-birth period allows mothers to recover physically and emotionally while dedicating time to bonding with and caring for their newborn. Croatian labour law ensures that mothers are financially supported during this critical phase, as their maternity leave pay is typically calculated based on their regular salary.
After completing the initial 70 days, mothers have the option to extend their maternity leave until their child is six months old. While this extended period is officially unpaid under Croatian law, many employers choose to offer continued maternity leave pay as an additional benefit. This support reflects the understanding that the early months of a child’s life are crucial for their development and that financial stability is vital for families during this time. Alternatively, mothers can choose to share part of their extended leave with the father. This option promotes flexibility and acknowledges the evolving dynamics of caregiving roles in modern families.
Croatia’s paternity leave
Fathers or equivalent second parents are entitled to paternity leave under Croatian law, ensuring they can actively participate in their child’s early care. The specifics include:
- Standard entitlement: Fathers are eligible for 10 working days of paid paternity leave per child. This increases to 15 working days for twins or multiple births.
- Usage timeframe: Paternity leave must be taken within six months of the child’s birth or adoption placement.
- Compensation: During paternity leave, fathers receive their full salary, paid by the Croatian government.
This non-transferable entitlement ensures fathers, or second parents have dedicated time to bond with their child while maintaining their income.
Parental leave in Croatia
After the first six months covered by maternity leave, both parents are entitled to parental leave. This policy provides flexibility for families to share caregiving responsibilities.
- Duration: Each parent is entitled to four months of leave for their first two children. For twins, multiple births, or third and subsequent children, parents are eligible for up to 15 months.
- Eligibility period: Parental leave must be used before the child’s eighth birthday.
- Sharing options: Parents can divide this leave, allowing both to balance work and caregiving responsibilities.
This comprehensive approach to parental leave in Croatia promotes equality in caregiving roles and ensures that children receive the support they need during formative years.
Adoption leave entitlements in Croatia
Adopting a child is a life-changing event that requires time for adjustment and bonding. Croatian labour laws recognise this and provide adoptive parents with rights similar to those offered to biological parents. Employers must understand the legal framework for adoption leave entitlements to support their employees effectively while ensuring compliance.
Under Croatian law, employees adopting their first two children under the age of 18 are entitled to adoption leave, which is treated the same as maternity leave. This leave period lasts for six months and is fully paid, allowing adoptive parents to focus on building their new family dynamic without financial strain.
For families adopting twins or subsequent children, the law provides additional support by extending the leave by 60 days. This recognises the added responsibilities and challenges that may arise with multiple or subsequent adoptions.
Following the adoption leave period, adoptive parents of children under eight years old are also entitled to parental leave. This allows them to continue providing care and support during their child’s formative years while balancing work responsibilities.
By offering these generous adoption leave entitlements, Croatian law ensures that adoptive families have the time and resources they need to adjust to their new roles.
Other types of leave in Croatia
Croatia’s labour laws provide employees with a variety of leave entitlements beyond the standard annual, maternity, or paternity leave. These additional leave types, such as special event or blood donation leave, support employees during significant life events, personal development, and other unique situations.
As an employer, understanding these provisions is key to ensuring compliance with Croatian regulations while fostering a positive, supportive workplace environment.
Special event leave in Croatia
Employees in Croatia are entitled to seven days of paid leave per year for significant life events, such as marriage, childbirth, and the serious illness or funeral of a close family member.
This special event leave helps employees manage personal or family matters without financial concern, and it underscores the importance of maintaining a healthy work-life balance. The seven days of leave must be paid in full by the employer, ensuring that employees can focus on their personal situations without worrying about their income. This type of leave can help strengthen employee morale and loyalty, as it demonstrates that the organisation values employees’ personal lives.
Additionally, the leave entitlement for special events may be extended under certain conditions, depending on the employer’s policies or agreements with the employee. Providing flexible leave for these critical moments fosters a workplace that prioritises the well-being of its workforce.
Education and training time off in Croatia
Employees are entitled to paid time off for education and training, particularly if it relates to their professional development, workers’ council responsibilities, or trade union duties. This provision encourages continuous learning and skill development, benefitting both the employee and the employer.
The exact duration and compensation terms of education and training leave can vary. These terms are typically outlined in:
- Collective agreements,
- Contracts between the employer and the workers’ council, or
- The organisation’s internal rules of procedure.
By investing in employees’ growth and development through training, employers can enhance productivity and job satisfaction. This kind of leave fosters an environment where employees feel valued and supported in advancing their careers, contributing to long-term organisational success.
Blood donation leave in Croatia
In addition to other leave types, employees in Croatia are entitled to one paid day off when donating blood. This leave is provided to support public health initiatives and encourage employees to contribute to important social causes.
Employers should be aware of and clearly communicate their blood donation leave policy, as it may be adjusted by individual or collective employment agreements. Regardless, the law guarantees this entitlement, and it serves as a valuable way for companies to demonstrate their commitment to supporting both individual employees and the wider community. Providing time off for blood donation not only helps employees feel good about their work but also enhances the company’s social responsibility initiatives.
Unpaid time off in Croatia
Employees may also request unpaid time off for personal situations that do not fall within the scope of statutory leave. This can include circumstances such as a sabbatical, extended travel, or dealing with personal matters that require an extended absence from work.
Unlike paid leave, unpaid time off is at the employer’s discretion. The employer and employee must mutually agree on the terms, including the suspension of employment rights and obligations during the leave period. This type of leave offers employers flexibility in managing employee needs while giving employees the freedom to take time off for important life events or personal development.
While unpaid time off is not mandated by law, offering it as a benefit can improve employee satisfaction, engagement, and loyalty. It allows employees to manage personal matters while still maintaining a connection to their employer, which can be particularly beneficial for retaining talent.
Croatia’s public holidays
As an employer in Croatia, it is essential to understand and plan for Croatia’s public holidays, as they play a significant role in how businesses operate throughout the year. Public holidays not only provide employees with rest but also affect business hours, payroll, and overall employee satisfaction.
National public holidays in Croatia
National public holidays in Croatia are observed across the entire country, meaning all employees are entitled to a day off on these dates. These holidays commemorate important events in Croatian history and cultural traditions, and employers must comply with the regulations surrounding them. Here is a list of national public holidays in Croatia:
1 January
New Year’s Day
6 January
Epiphany
31 March
Easter Sunday
1 April
Easter Monday
1 May
Labour Day
30 May
Statehood Day
30 May
Corpus Christi
22 June
Anti-Fascist Resistance Day
5 August
Victory and Homeland Thanksgiving Day
15 August
Assumption Day
1 November
All Saints’ Day
18 November
Remembrance Day
25 December
Christmas Day
26 December
St. Stephen’s Day
During these holidays, employees are entitled to full pay for the day off, and they cannot be asked to work unless an agreement is in place or the work is considered essential. If employees do work on a public holiday, they are typically entitled to extra compensation, as per the Croatian Labour Act. Employers should ensure they are familiar with the specific entitlements for each holiday to remain compliant with local laws.
Regional holidays in Croatia
In addition to national public holidays in Croatia, some regions and localities celebrate additional regional holidays. These holidays typically commemorate local historical events, cultural practices, or patron saints and are observed only within certain regions.
For instance, the feast day of local saints or the anniversary of significant local events might be recognised in a specific city or county. While regional holidays are not mandatory across the entire country, employers operating in specific regions need to be aware of these dates and provide employees with appropriate leave if applicable.
Employers should check the regional or municipal regulations to determine whether they need to observe these dates for their employees. Regional holidays contribute to the cultural fabric of local communities and may impact work schedules in specific areas.
Protect your employees and your business
As an employer in Croatia, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we will ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they are entitled to, and your business will be protected from risk.
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