CroatiaExpanding your business and hiring employees in Croatia?
Understanding working hours regulations and Croatia’s labor laws is essential for employers, particularly when hiring local or international talent. These laws safeguard employee rights, promote work-life balance, and ensure compliance. By adhering to Croatian employment regulations, you can avoid penalties, maintain a positive work environment, and foster a productive workforce.
Standard working hours in Croatia
The standard full-time workweek in Croatia is a maximum of 40 hours per week, typically distributed across five days from Monday to Friday. While the standard workday hours can vary, they generally fall within the range of 8 AM to 4 PM with a lunch break. Part-time employees work fewer than 40 hours per week, maintaining consistent hours each week.
Overtime regulations
Overtime in Croatia is regulated under the Croatian Labor Act and Collective Agreements. While specific overtime rates can vary based on industry and collective agreements, the general rule is that overtime work is paid at a premium rate. Typically, the first few hours of overtime are compensated at a higher rate than subsequent hours.
Employers can request employees to work overtime, but employees have the right to refuse. If employees work more than their standard weekly hours, they must be compensated either through overtime pay or by taking time off in lieu of work.
Flexible working arrangements
Flexible working arrangements in Croatia are also generally governed by the Labor Act and Collective Agreements. Employees who have worked for the same employer for a certain period, typically at least six months, may request flexible arrangements. This could include changes to working hours, patterns, or locations. Common reasons for requesting flexible work include caring for children, family members, or individuals with disabilities, or dealing with personal circumstances.
Breaks and rest periods
While specific break entitlements can vary based on industry and collective agreements, general guidelines apply.
Full-time employees working a standard workday are generally entitled to
- Short breaks: Several short breaks throughout the workday, typically around 10-15 minutes each.
- Lunch break: A longer unpaid break for lunch, usually around 30-60 minutes.
Additionally, employees are typically entitled to a minimum rest period between shifts. This rest period is usually at least 11 hours, but it can be slightly reduced under certain conditions.
For accurate and detailed information on break entitlements in Croatia, it’s important to consult the specific Labor Act provisions and applicable collective agreements.
Night work and shift work
In Croatia, night work typically refers to shifts scheduled between 10 PM and 6 AM. Employees working these hours may receive additional compensation, often termed as night shift allowances.
Certain collective agreements may specify higher pay rates for night shifts. For instance, some sectors offer penalty rates to compensate for the inconvenience of working late hours. These rates can vary significantly across industries, so it’s essential to check the specific agreements relevant to your workforce.
Employees assigned to night shifts have a right to clear communication about their work schedules. This includes information on shift rosters, any applicable penalty rates, and the conditions under which these shifts are assigned. Employers must ensure that workers understand their rights regarding shift work.
Additionally, some agreements may impose restrictions on the frequency of night shifts or require advance notice for changes in rosters. If your business operates on weekends, be aware that different pay rates may apply for weekend shifts compared to regular hours.
Part-time and minor employment
Part-time employment in Croatia typically involves working fewer than 40 hours per week. While the specific rules for part-time work can vary based on industry and collective agreements, part-time employees generally have the same rights as full-time employees, including the right to minimum wage and overtime pay.
Minor employment in Croatia is subject to specific regulations to protect the rights and well-being of young workers. The Labor Act and Collective Agreements outline the minimum age for employment, which is typically 15 years old. There are also restrictions on the types of work that minors can perform and the number of hours they can work.
Additionally, minors working in hazardous occupations or under dangerous conditions may be subject to further restrictions and protections. Employers must comply with these regulations to ensure that they are not exploiting or endangering young workers.
Compliance and penalties
Employers in Croatia are required to maintain accurate and legible records of employee work hours. These records must be kept in a form that allows for easy inspection by labor authorities.
Failure to maintain proper work hour records can result in penalties, including fines. The specific penalties can vary depending on the severity of the violation and the number of employees affected.
While Croatia doesn’t have a specific “right to disconnect” law, there are general principles that protect employees from excessive work demands outside of regular working hours. Employers are generally not allowed to require employees to work excessive overtime or to be constantly available outside of work hours.
It’s important for Croatian employers to comply with all relevant labor laws and regulations regarding working hours to avoid penalties and maintain a positive work environment. Consulting with legal experts or labor law specialists can help ensure compliance.
Cultural considerations
Understanding Croatian cultural nuances related to employment is crucial for fostering a productive workplace. While Croatian law provides for specific leave entitlements, such as annual leave and sick leave, employers may also consider offering additional leave benefits to attract and retain talent.
Croatia also has several public holidays throughout the year, which employers are generally expected to observe.
Croatia’s diverse cultural landscape may influence employee attitudes toward work hours and leave. Some employees may have cultural practices or obligations that affect their availability or preferences regarding work schedules. It’s important for employers to be respectful and understanding of these cultural differences.
Get started with Multiplier’s Employer of Record (EOR) services
Multiplier simplifies the process of managing your workforce in Croatia. With our comprehensive global payroll and EOR platform, you can hire employees in Croatia without needing to set up a local entity. We handle all HR responsibilities, including compliant contracts, payroll processing, working hours regulations, and various administrative tasks.
By partnering with Multiplier, you can focus on growing your business and leading your team in Croatia while we ensure compliance with local laws and regulations.
Schedule a demo with Multiplier’s specialists to learn how we can help you expand your presence in Croatia.
