The "Law to Regulate Telework" introduced in 2022 provides a comprehensive legal framework for remote work in Croatia. It ensures that remote workers have the same rights as traditional employees, including minimum wage, vacation time, and social security benefits. Employment contracts must clearly define the terms of telework arrangements, including work hours, communication methods, performance evaluation methods, and data security protocols. Employers are obligated to provide training on telework practices and implement measures to protect the occupational health and safety of remote workers. They are also responsible for withholding income taxes and social security contributions for remote workers.

Technological Infrastructure

Croatia has a well-developed technological infrastructure. High-speed internet access is widely available in urban areas, with continuous improvements being made in rural regions. Mobile phone coverage is extensive, with reliable data plans offered by various providers. Power outages are infrequent, but backup solutions like surge protectors are advisable for remote workers to minimize disruptions caused by unforeseen power fluctuations.

Employer Responsibilities

Beyond the legal framework, employers have additional responsibilities to foster a successful remote work environment. Clear communication channels and collaboration tools are crucial for effective teamwork among remote employees. Performance evaluation methods suitable for a remote work setting are essential, as are robust data security measures. Some employers may choose to contribute to equipment costs or reimburse internet/data plan expenses. Considering the well-being of remote employees is also important, which may involve offering flexible work hours, establishing clear boundaries between work and personal life, and providing mechanisms to address potential feelings of isolation. Regular virtual team-building activities and open communication channels can foster a sense of connection and belonging.

Part-time work is recognized under the Labor Code (Article 8) in Croatia, allowing employees to negotiate for such arrangements. Part-time employees are entitled to proportionate benefits based on their work hours compared to full-time employees, including salary, paid time off (PTO), and social security contributions (Labor Code, Article 57).

Flexitime

While there are no explicit legal provisions for flexitime in the Croatian Labor Code, Article 82 allows for negotiating alternative work schedules with employer approval. This can be interpreted as enabling flexitime arrangements. Employers implementing flexitime should establish clear guidelines regarding core working hours, communication protocols during flexible hours, and workload expectations.

Job Sharing

Job sharing isn't expressly addressed in Croatian labor law. However, the flexibility within Article 8 on work schedule negotiations could be interpreted to allow distributing full-time job duties between two or more part-time employees. Job sharing arrangements require careful division of responsibilities, clear communication channels, and potentially overlapping work hours to ensure smooth collaboration.

Equipment and Expense Reimbursements

The Labor Code and Law No. 9738 don't mandate employers to provide equipment or reimburse expenses related to flexible work arrangements. However, employers can choose to do so through mutually agreed-upon terms within employment contracts.

Data protection and privacy are critical aspects of remote and flexible work. Employers have a responsibility to implement appropriate technical and organizational measures to protect the personal data of employees, including those working remotely. This is in line with the principles of the General Data Protection Regulation (GDPR), which, although not directly Croatian law, serve as a guideline for data protection.

Employer Obligations

Employers should train remote employees on data security best practices. This includes password management, recognizing phishing attempts, and proper data handling procedures. Transparency and communication are also crucial. Employers must be clear about the data collected from remote employees and its intended use. Clear data privacy policies adhering to GDPR principles are essential.

If employers provide work computers or software, ensuring these tools have appropriate security features is crucial.

Employee Rights

Employees have the right to access their personal data held by the employer and request rectification of any inaccuracies. This is inspired by GDPR Article 15 & 16. Employees also have a right to confidentiality regarding their personal data, as stated in the Labour Act, Article 76.

Best Practices for Securing Data

Employers should collect and store only the minimum data necessary for remote work functions. Sensitive data should be encrypted both at rest and in transit. Implementing strong access controls to company data and systems, granting access only to authorized personnel, is also recommended.

Maintaining regular data backups is important to ensure data recovery in case of incidents. Additionally, employers should develop a plan to identify, report, and address data security breaches.