Managing employee leave and vacation entitlements in Croatia requires a clear understanding of local labor laws. Croatian legislation provides employees with various types of leave, ensuring time off for rest, personal circumstances, and family needs. These entitlements are designed to protect employee well-being and are mandatory for employers operating within the country.
Employers must adhere to the minimum standards set by the Labor Act, although collective agreements or individual employment contracts may provide for more generous provisions. Understanding these requirements is crucial for compliance and effective workforce management when employing individuals in Croatia.
Annual Vacation Leave
Employees in Croatia are entitled to a minimum amount of paid annual leave. The standard minimum entitlement is four weeks per calendar year. This minimum applies to all employees, regardless of their length of service, though some collective agreements or internal company policies may grant additional days based on seniority or other factors.
Annual leave is typically calculated in working days. Saturdays, Sundays, public holidays, and other days off are generally not counted as working days for the purpose of calculating annual leave duration. Employees are usually required to take their annual leave in the calendar year it is earned, although there are provisions for carrying over a portion of unused leave to the following year under specific conditions. Employers must approve the timing of annual leave, taking into account both the employee's request and the needs of the business.
Public Holidays
Croatia observes several public holidays throughout the year. Employees are generally entitled to a paid day off on these holidays. If an employee is required to work on a public holiday, they are typically entitled to increased compensation, often at a rate specified by law or collective agreement. The public holidays scheduled for 2025 are:
| Date | Holiday Name |
|---|---|
| January 1 | New Year's Day |
| January 6 | Epiphany |
| April 20 | Easter Sunday |
| April 21 | Easter Monday |
| May 1 | International Workers' Day |
| May 30 | Statehood Day |
| June 19 | Corpus Christi |
| June 22 | Anti-Fascist Struggle Day |
| August 5 | Victory and Homeland Thanksgiving Day and the Day of Croatian Defenders |
| August 15 | Assumption of Mary |
| November 1 | All Saints' Day |
| November 18 | Remembrance Day for the Victims of the Homeland War and the Day of Remembrance for the Victims of Vukovar and Škabrnja |
| December 25 | Christmas Day |
| December 26 | St. Stephen's Day |
Sick Leave
Employees in Croatia are entitled to paid sick leave in case of illness or injury that prevents them from working. The process involves obtaining a medical certificate from a doctor.
- Duration: There is no statutory maximum duration for sick leave, but the process and payment structure change depending on the length of absence.
- Payment:
- For the first 42 days of absence (or 7 days for certain illnesses/injuries), the employer is responsible for paying sick leave compensation. The compensation rate is typically at least 70% of the employee's average salary over the previous six months, although collective agreements or internal policies may provide for a higher rate.
- From the 43rd day onwards, payment responsibility shifts to the Croatian Health Insurance Fund (HZZO). The compensation rate paid by HZZO is also typically 70% of the average salary, with certain exceptions or higher rates for specific conditions (e.g., work-related injuries).
- Process: Employees must inform their employer of their absence and provide a medical certificate promptly.
Parental Leave
Croatian law provides comprehensive parental leave entitlements, including maternity, paternity, and parental leave, designed to support parents in caring for newborns and young children.
- Maternity Leave:
- Mandatory leave starts 28 days before the expected due date and lasts until the child is six months old.
- During mandatory maternity leave, the mother receives 100% of her salary, paid by HZZO, up to a statutory maximum amount.
- After the mandatory period, the mother can take additional maternity leave until the child is one year old (or three years old for twins, triplets, or subsequent children). Compensation during this extended period is typically lower and subject to caps.
- Paternity Leave:
- Fathers are entitled to 10 working days of paid paternity leave for one child or 15 working days for twins, triplets, or more children.
- This leave must be used within the first six months of the child's life.
- Paternity leave is paid at 100% of the father's salary, up to a statutory maximum, funded by HZZO.
- Parental Leave:
- After the initial maternity leave (or paternity leave), parents are jointly entitled to parental leave.
- For the first child, parental leave lasts for 8 months; for twins, triplets, or subsequent children, it lasts for 30 months.
- Parents can use this leave simultaneously or consecutively, and they can transfer portions of the leave entitlement between them.
- Compensation during parental leave is paid by HZZO but is typically lower than maternity/paternity leave compensation and subject to caps.
Adoption leave is also available for parents who adopt a child, with entitlements similar to those for biological parents, varying based on the child's age.
Other Types of Leave
Croatian labor law recognizes several other types of leave beyond annual vacation, public holidays, sick leave, and parental leave. These are typically granted for specific personal circumstances:
- Bereavement Leave: Employees are entitled to paid leave in the event of the death of a close family member. The duration is usually a few working days, as specified by law or collective agreement.
- Study Leave: Employees pursuing education or professional development may be entitled to paid or unpaid leave for exams or study purposes, often regulated by collective agreements or internal policies.
- Leave for Personal Needs: Employees may be entitled to a few days of paid leave per year for important personal reasons, such as moving house, getting married, or attending specific family events.
- Unpaid Leave: Employees may request unpaid leave for various reasons, which is subject to employer approval.
The specific conditions, duration, and payment (if any) for these other types of leave are often detailed in collective agreements, internal company regulations, or individual employment contracts, provided they meet the minimum standards set by the Labor Act.
