1. What establishes an employment relationship in Croatia?
An employment relationship in Croatia is established by virtue of an employment contract between the employer and the worker .
2. Can an assignment contract be treated as an employment contract in Croatia?
Yes. In Croatia, if an assignment contract has the features of employment due to the nature of work and the employer’s authority, it shall be deemed that an employment contract has been concluded, unless the employer proves otherwise .
3. Can a worker be temporarily posted to an associated company in Croatia?
In Croatia, if the employer has no need for a specific worker’s work, he may temporarily post that worker to an associated company for up to six consecutive months, based on an agreement and the worker’s written consent .
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4. What information must be included in the agreement for temporary posting in Croatia?
The agreement in Croatia must contain:
– names and places of business of associated employers,
– the worker’s full name and residence,
– start and end dates of the post,
– place of work and tasks,
– remuneration details,
– duration of the working day or week .
5. What is considered the standard type of employment contract in Croatia?
In Croatia, unless otherwise provided, an employment contract is considered to be of indefinite duration .
6. When can a fixed-term employment contract be used in Croatia?
In Croatia, a fixed-term employment contract may be concluded when the end of employment is determined by objective conditions, such as a specific date, completion of a task, or occurrence of an event .
7. What is the maximum duration of successive fixed-term contracts in Croatia?
In Croatia, the cumulative duration of successive fixed-term contracts with the same worker may not exceed three consecutive years, unless replacing a temporarily absent worker or allowed by law or collective agreement.
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8. What happens if a fixed-term contract is concluded unlawfully in Croatia?
If in Croatia a contract is not concluded according to legal provisions or the worker continues working after expiry, it shall be deemed that the contract was of indefinite duration .
9. Do fixed-term workers have equal rights in Croatia?
Yes. In Croatia, the employer must ensure that a fixed-term worker has the same working conditions as comparable permanent workers .
10. Must an employment contract be in writing in Croatia?
Yes. In Croatia, an employment contract should be concluded in writing, but its validity is not affected if this form is missing .
11. What must the employer deliver if no written contract exists in Croatia?
In Croatia, if no written contract is concluded, the employer must deliver a letter of engagement before the start of employment.
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12. What is presumed if neither contract nor letter is provided in Croatia?
It is presumed in Croatia that an employment contract of indefinite duration has been concluded .
13. What must be included in a written employment contract in Croatia?
In Croatia, the contract must include information on:
– identities and addresses of parties,
– place of work,
– job description,
– start date,
– duration (if fixed-term),
– annual leave,
– notice periods,
– salary and pay frequency,
– working hours .
14. Are additional clauses required for work at home in Croatia?
Yes. In Croatia, contracts for work outside employer premises must also state working hours, equipment, reimbursement of costs, and training methods .
15. What extra information is required for expatriation contracts in Croatia?
For workers posted abroad from Croatia, the contract must include duration abroad, working time organisation, currency of payment, benefits, and repatriation conditions.
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16. What is the minimum employment age in Croatia?
In Croatia, it is prohibited to employ a person under fifteen years of age or a minor still subject to compulsory schooling .
17. Can minors conclude employment contracts in Croatia?
Yes, in Croatia a minor aged 15 or above may conclude a contract with authorisation of a legal representative .
18. Are some jobs prohibited for minors in Croatia?
Yes. In Croatia, minors may not perform work likely to harm their safety, health, morals, or development .
19. Must workers disclose health issues when hired in Croatia?
Yes. In Croatia, workers must inform the employer about any illness or circumstance that may hinder performance or endanger others .
20. Can employers ask any question during recruitment in Croatia?
No. In Croatia, employers may not request information not directly related to employment .
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