Hiring in Croatia

Croatia’s growing tech sector and skilled workers are appealing, but its labor regulations can pose challenges. Omnipresent acts as your Employer of Record (EOR), handling compliance with HZZ rules without a local presence.

We streamline payroll, taxes, and benefits like 20 days of vacation, so you can manage teams in Zagreb or Split effortlessly. Our platform provides a seamless solution tailored to Croatia’s emerging market.

• Fast, compliant onboarding.
• Contracts in EUR, locally managed.
• Expertise on local norms.
• Hassle-free scaling support.

Employer costs include Health Insurance. Use the OmniCalculator to estimate costs, or contact us for further information.

Income taxes 20% and 30%

Employee Contributions Generational solidarity contribution is 20% or the combination of a generational solidarity contribution at the rate of 15% and individual capital savings contribution at the rate of 5%.

The typical work week in Croatia consists of 40 hours per week. Overtime is restricted, capped and employees are entitled to increased salary for overtime that should be agreed in the employment contract.

The employer will usually pay 100% for first 42 days of sick leave and after 42 days the employer pays but is entitled to recover payment from the Government or Health Insurance.

Maternity: Croatia has strong maternity leave regulations. Mothers must take a compulsory maternity leave for 28 days before birth and up to 70 days thereafter and may use additional leave until the child is 6 months old. Paternity: There is no statutory requirement for paid paternity leave. 

Parental: Parents are entitled to take parental leave from 6 months (for the 1st and 2nd child) to 30 months (for twins, 3rd or any subsequent child) until the child is 8 years old. Specific rules apply if both parents take the leave at the same time.

Employee entitled to minimum 4 weeks full paid leave p/a (pro rata in case of termination) and public holidays.

Unused leave can be carried over and used by 30th of June of the following calendar year, at the latest.

Severance applies if an employee with over 2 years service is terminated for a reason other than misconduct, and is calculated at ⅓ of the employee’s average monthly pay, per year of service.

Employers must have lawful reasons for termination. Lawful reasons to terminate include:

• Employee is incapable of performing duties (does not include general poor performance)

• Breach of contract or misconduct

• Unsatisfactory performance during probation

Process: Termination is by written notice explaining the reasons and any severance payable.

For termination due to misconduct, the employee must first be given fair warning and have the opportunity to explain their actions.