Managing employee leave and vacation entitlements is a critical aspect of compliance and employee satisfaction when operating in Croatia. Understanding the specific requirements set forth by Croatian labor law is essential for employers to ensure they meet their obligations and provide employees with their statutory rights regarding time off.
Croatian labor legislation provides clear guidelines on various types of leave, including mandatory annual vacation, public holidays, sick leave, and comprehensive parental leave options. Adhering to these regulations helps foster a positive working environment and ensures legal compliance for businesses employing staff in the country.
Annual Vacation Leave
Employees in Croatia are entitled to a minimum amount of paid annual leave. The statutory minimum is four weeks per calendar year. This minimum entitlement applies to all employees, regardless of their length of service, though collective agreements or employment contracts may provide for longer periods of leave.
- Minimum Entitlement: 4 weeks (20 working days, assuming a 5-day work week) per calendar year.
- Accrual: Employees typically accrue their full annual leave entitlement after six months of continuous service with the same employer. However, employees who have not completed six months are still entitled to a proportional part of their annual leave based on the time worked.
- Usage: Annual leave is generally taken in one continuous period, but it can be split into multiple parts by agreement between the employer and employee. One part must consist of at least two continuous weeks during the calendar year for employees who have accrued full entitlement.
- Carry-over: Untaken annual leave from the previous year can generally be carried over and used by June 30th of the following year, provided it was not taken due to reasons on the employer's side or other justified reasons.
Public Holidays
Croatia observes several public holidays throughout the year. Employees are generally entitled to a paid day off on these public holidays. If an employee is required to work on a public holiday, they are typically entitled to increased pay, as stipulated by law or collective agreement.
Here are the public holidays observed in Croatia in 2025:
| Date | Holiday |
|---|---|
| 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 Victims of the Homeland War and Remembrance Day for 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.
- Entitlement: Employees are entitled to sick leave for the duration of their incapacity to work, as certified by a doctor.
- Notification: Employees must notify their employer of their absence due to sickness as soon as possible, typically within three days.
- Payment:
- For the first 42 days of sick leave (or 7 days for certain illnesses/injuries caused by work), the employer is responsible for paying sick pay. The amount is typically at least 70% of the employee's average wage over the previous six months.
- From the 43rd day onwards, sick pay is covered by the Croatian Health Insurance Fund (HZZO). The amount paid by HZZO is generally 70% of the average wage, but can be higher (e.g., 100%) in specific cases such as work-related injuries or illnesses, organ donation, or caring for a sick child under 3 years old.
Parental Leave
Croatian law provides comprehensive entitlements for parental leave, including maternity, paternity, and parental leave, designed to support parents in caring for their newborns and young children.
- Maternity Leave:
- Mandatory leave: 28 days before the expected due date and until the child is six months old. This period is fully paid by HZZO at 100% of the employee's average wage.
- Optional additional leave: The mother can start maternity leave 45 days before the expected due date.
- Paternity Leave:
- Fathers are entitled to 10 working days of 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 and is fully paid by HZZO at 100% of the employee's average wage.
- Parental Leave:
- After the mandatory maternity leave (when the child is six months old), parents are entitled to parental leave.
- For the first child, parental leave can last up to 8 months (used by one parent or shared).
- For the second and subsequent children, parental leave can last up to 30 months (used by one parent or shared).
- For twins, triplets, or more children, or a child with developmental disabilities, parental leave can last up to 30 months.
- Parental leave can be used full-time or part-time.
- During parental leave, parents receive financial support from HZZO, the amount of which depends on whether the leave is used full-time or part-time and the number of children. It is typically capped at a certain amount.
- Adoption Leave: Similar entitlements apply to parents who adopt a child, providing leave for care and bonding.
Other Types of Leave
Croatian labor law also recognizes other types of leave, although entitlements and conditions may vary based on collective agreements, internal company policies, or specific circumstances.
- Bereavement Leave: Employees are typically entitled to paid leave in case of the death of a close family member. The duration is usually specified in collective agreements or internal rules, often ranging from 1 to 7 days depending on the relationship.
- Study Leave: Employees pursuing education may be entitled to paid or unpaid leave for exams or other study-related activities, often regulated by collective agreements.
- Leave for Personal Needs: Employees may be entitled to a few days of paid leave per year for important personal reasons (e.g., marriage, moving), as defined by collective agreements or internal policies.
- Sabbatical Leave: While not a statutory right, longer periods of unpaid leave (sabbatical) may be granted based on agreement between the employer and employee.
