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The individual income tax ranges from 15% to 35.4% varying based on the residence of the employee. Income tax is calculated according to progressive rates applied to the gross taxable income.  

The employer cost is generally estimated at 16.5% of the employee salary.

• Health insurance - 16.5%

Conditional Costs:
Expenses Tax Gross-up: Variable depending on the employee’s salary. This is an additional amount of money added to cover the income taxes the employee will owe on the payment of reimbursed expenses.

Ces coûts sont des estimations et ne sont indiqués qu’à titre d’information. Pour comprendre le mode de calcul des coûts et frais inhérents aux termes d’un contrat de travail établi dans ce pays, n’hésitez pas à demander un devis à notre service commercial.

Pregnant employees are entitled to 6 months of paid leave. 28 days must be taken before the child's birth. 70 days must be taken after the child's birth. The employee will receive 100% of their average salary during this period (based on the last 6 months), and the Croatian Health Insurance Fund (HZZO) will be responsible for this pay.

Un congé parental peut suivre le congé initial.

Employees are entitled to 8 months for the first and second child and 30 months for twins or every child after the first two of parental leave. Both parents can use parental leave, each for 4 or 15 months. If this right is used by only one parent, then leave can last only 6 or 30 months.

Salary compensation during the first 6 months of parental leave is paid 100% of their average salary (based on the last 6 months) with a maximum limit of 680% of the budget base monthly or 3001.79 EUR per month. For the remaining leave, employees will receive 182% of the budget base or 803.42 EUR per month. The Croatian Health Insurance Fund (HZZO) is responsible for this payment.

Celui-ci ne peut pas être prolongé.

Employees are entitled to paid sick leave for up to 42 days and long-term illness benefits after 42 days. This leave is paid at different rates and by different payers:

Un licenciement doit respecter des règles complexes et la procédure officielle du pays où travaille la personne concernée. Les conditions du départ sont toujours gérées par l’employeur avec les principales parties prenantes. La procédure peut inclure des frais ponctuels et certaines mesures (obligatoires ou recommandées) dans des cas spécifiques de licenciement.

Terminations in Croatia can be complex. There is no at-will termination in Croatia for employers, outside the probation period, and termination must be done for just cause.

Pour être conforme, la rupture d’un contrat de travail doit être motivée par :

• Du fait de l’employé
• D’un commun accord
• Unilaterally by the employer based on:
  • Economic, technical, or organizational reasons the need for Employee's work position ceases to exist
  • Employee ceases to be capable of performing his/her duties, due to his/her ability or character
  • Employee breaches his/her obligations arising from the employment relationship
• À l’expiration du contrat

The minimum notice period is 2 weeks and will be increased according to the length of the employment.

• The stated deadlines are reduced by half if the employee's employment contract is terminated due to a breach of the employment obligation, i.e. if it is a case of dismissal due to the employee's misconduct
• If the employee terminates the employment contract, the notice period is one month

* If the worker has reached 50 years of age this period is extended for another 2 weeks, and if the worker has reached 55 years of age for one month.

In Croatia, employees are entitled to severance pay if the following conditions are met:

• The employer terminates the employment contract
• The dismissal is not conditioned by the behavior of the worker
• The worker has spent at least 2 years continuously working for the employer terminating the contract

Severance payment is based on the length of employment with the same employer. The statutory minimum severance payment is one-third of the monthly salary (average of the last 3 months) per year of employment. The maximum payment is 6 months salary unless otherwise provided for by law, by-law, collective agreement, or work contract.

Croatia celebrates 13 national holidays. National holidays include:

• Jour de l’an
• Épiphanie
• Lundi de Pâques
• Fête du travail
• National Day
• Fête-Dieu
• Day of Anti-Fascist Struggle
• Victory Day & Patriotic Gratitude & Veteran’s Day
• Assomption
• Toussaint
• Memorial Day for the Victims of the Homeland War
• Noël
• Saint-Étienne

Contracts must be in Croatian and can be bilingual. They must be in writing and signed by both parties.

Un contrat doit préciser :

• Nom
• Intitulé et description de poste
• Obligations
• Place of work
• Commencement and duration of employment
• Working hours
• Salary and other benefits
• Additional remuneration and reimbursement of expenses
• Vacation and leave
• Conditions de rupture de contrat