1. Can an employer refuse to hire a woman due to pregnancy in Croatia?
In Croatia, an employer may not refuse to employ a woman or offer her an amended employment contract under less favourable conditions because of pregnancy, recent childbirth or breastfeeding .
2. Is an employer allowed to ask about pregnancy during recruitment in Croatia?
In Croatia, the employer may not request any information about pregnancy or instruct another person to do so, unless the worker personally demands a right provided for the protection of pregnant workers .
3. What must the employer do if a pregnant worker performs harmful work in Croatia?
In Croatia, the employer must offer a pregnant worker, a worker who has recently given birth or is breastfeeding an appendix to the employment contract providing temporary performance of other appropriate tasks .
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4. Who decides whether alternative work is appropriate in Croatia?
In Croatia, in case of a dispute between employer and worker, only a physician specialised in occupational medicine is competent to assess the appropriateness of the tasks .
5. What if the employer cannot provide alternative work in Croatia?
In Croatia, if the employer cannot provide appropriate alternative tasks, the worker is entitled to take leave in accordance with specific provisions .
6. Does reassignment reduce the worker’s salary in Croatia?
No. In Croatia, the appendix to the employment contract for alternative work may not result in the reduction of the worker’s remuneration .
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7. How are maternity and parental periods counted regarding employment rights in Croatia?
In Croatia, periods of maternity, parental or adoption leave, part-time work due to childcare and similar leaves are regarded as full-time work for acquiring employment rights .
8. Can an employer dismiss a pregnant worker in Croatia?
In Croatia, during pregnancy and maternity or parental leave and for fifteen days after, the employer may not terminate the employment contract .
9. What if the employer was unaware of the pregnancy at dismissal in Croatia?
In Croatia, dismissal is null and void if the worker informs the employer within fifteen days and submits an adequate medical certificate .
10. Are there any exceptions to dismissal prohibition in Croatia?
In Croatia, the employment contract may terminate upon the death of an employer who is a natural person, termination of a small business by law, or deregistration of a sole trader .
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11. Can dismissal occur during liquidation in Croatia?
Yes. In Croatia, during liquidation proceedings the employment contract may be terminated due to business reasons .
12. Can a worker resign during maternity or parental leave in Croatia?
In Croatia, a worker exercising maternity or parental rights may terminate the employment contract by giving an extraordinary notice .
13. When must such resignation be given in Croatia?
In Croatia, the extraordinary notice must be given at the latest fifteen days before the date of reinstatement .
14. Does a pregnant worker have a special right to resign in Croatia?
Yes. In Croatia, a pregnant worker may terminate the employment contract by extraordinary notice .
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15. Does a returning parent have the right to the previous job in Croatia?
In Croatia, after maternity or parental leave the worker has the right to return to the former position within one month after notifying the employer .
16. What if the former position no longer exists in Croatia?
In Croatia, the employer must offer an equivalent position with working conditions not less favourable than before .
17. Is the worker entitled to training after return in Croatia?
Yes. In Croatia, the worker has the right to additional training if techniques or methods changed during the absence .
18. Must the worker benefit from improvements introduced during absence in Croatia?
In Croatia, the returning worker must benefit from any improvement in working conditions that occurred during the leave .
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