1. How can an employment contract be terminated in Croatia?
In Croatia, an employment contract may be terminated in the manner and under the conditions prescribed by the Labour Act, including regular or extraordinary notice and by mutual agreement.
2. Must termination be justified in Croatia?
In Croatia, termination must be based on a legally justified reason related to the worker’s conduct, ability, or business needs of the employer.
3. What are regular grounds for dismissal in Croatia?
In Croatia, regular dismissal may be due to business reasons, personal reasons of the worker, or the worker’s misconduct.
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4. What is business-related dismissal in Croatia?
In Croatia, business-related dismissal occurs when the need for performing certain work ceases due to economic, technological or organisational reasons.
5. What is dismissal for personal reasons in Croatia?
In Croatia, dismissal for personal reasons is possible when the worker is unable to perform duties properly due to permanent characteristics or abilities.
6. What is dismissal due to misconduct in Croatia?
In Croatia, dismissal for misconduct is allowed when the worker violates obligations arising from employment.
7. Must the employer warn the worker before dismissal in Croatia?
In Croatia, before dismissal for misconduct the employer must warn the worker in writing about the obligation and the possibility of termination.
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8. Can a worker respond before dismissal in Croatia?
Yes, in Croatia the employer must allow the worker to present a defence before making a decision on dismissal.
9. What is extraordinary dismissal in Croatia?
In Croatia, extraordinary dismissal is possible when, due to particularly serious breach of obligations, continuation of employment is impossible.
10. Is a notice period required for extraordinary dismissal in Croatia?
No, in Croatia extraordinary dismissal may be carried out without observing a notice period.
11. Within what period must extraordinary dismissal be used in Croatia?
In Croatia, extraordinary dismissal must be given within fifteen days from the day the employer learned about the fact justifying it.
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12. Must dismissal be in writing in Croatia?
Yes, in Croatia the notice of dismissal must be given in written form.
13. Must reasons be stated in the dismissal in Croatia?
In Croatia, the employer must explain the reasons for dismissal in the written notice.
14. What is the notice period in Croatia?
In Croatia, the notice period depends on the length of service and is determined by the Labour Act or collective agreement.
15. Does the worker have rights during the notice period in Croatia?
In Croatia, during the notice period the worker retains all rights arising from employment and has the right to be absent for job seeking.
16. Is severance pay provided in Croatia?
In Croatia, a worker dismissed for business or personal reasons is entitled to severance pay if employed for at least two years.
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17. When is severance pay not due in Croatia?
In Croatia, severance pay is not due when dismissal is caused by the worker’s misconduct.
18. What is collective redundancy in Croatia?
In Croatia, collective redundancy refers to dismissal of a larger number of workers within thirty days for reasons not related to individual workers.
19. Must the works council be consulted in Croatia?
Yes, in Croatia the employer must consult the works council before collective redundancies are carried out.
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20. Must authorities be notified about collective redundancies in Croatia?
In Croatia, the employer must notify the competent public authority about the planned collective redundancies.
21. Can a worker challenge dismissal in Croatia?
Yes, in Croatia a worker may seek protection of rights before the employer and before a competent court.
22. Is there a deadline to request protection in Croatia?
In Croatia, the worker must request protection of rights within the period prescribed by the Labour Act after receiving dismissal.
23. What if dismissal is unlawful in Croatia?
In Croatia, if dismissal is unlawful the court may order reinstatement or compensation according to law.
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24. Can employment end by mutual agreement in Croatia?
Yes, in Croatia employment may end by a written mutual agreement between employer and worker.
25. Does death of employer affect employment in Croatia?
In Croatia, the employment contract terminates upon death of an employer who is a natural person or deregistration of a sole trader.
