Living and working conditions: Croatia

Implementation

Legislation that defines traineeships are the Labour Market Act (Official Gazette 118/18, 32/20, 18/22, 152/24) and the Labour Act (Official Gazette 93/14, 127/17, 98/19, 151/22).

The national legislation is in line with the March 2014 Council Recommendation on a Quality Framework for Traineeships, which defines minimum standards relating to the conclusion of a written traineeship agreement that indicates the learning and training objectives, working conditions, rights and obligations, reasonable duration, proper recognition of traineeship and transparency requirements.

Living and working conditions

All relevant information on active employment policy measure – support for traineeships and young unemployed people – can be found on the website of the Croatian Employment Service:  https://mjere.hzz.hr

Where to find opportunities 

Candidates can find information on support for traineeships and young unemployed people on the website of the Croatian Employment Service:  https://mjere.hzz.hr/mjere/potpore-za-pripravnistvo-i-mlade-2026

Funding and support

Information on funding and support is available at the following link: https://mjere.hzz.hr/app/uploads/2026/01/3.-Potpore-za-pripravnistvo-i-mlade.pdf

Living and working conditions

In Croatia, apprenticeship falls under the competence of the Ministry of Science, Education and Youth (Ministarstvo znanosti, obrazovanja i mladih) and the Ministry of Economy (Ministarstvo gospodarstva).

Apprenticeship schemes are designed for young people entering vocational education right after primary school, at the age of 15. Every apprentice is obliged to conclude a contract with a licensed workshop. In order to be issued a licence, every workshop must comply with certain conditions: technical and material conditions (equipment, tools, machinery), and engage a master craftsman to mentor the apprentice. Apart from their expertise and qualifications, master craftsmen acting as VET mentors must prove their pedagogical competences.

Where to find opportunities

Detailed information for candidates are available at the Croatian Chamber of Trades and Crafts at the following website:https://www.hok.hr/obrazovanje/mjesta-za-naukovanje-praksu or at: https://www.hok.hr/en/education

Funding and support

More information about programmes and schemes in Croatia is available at the Ministry of Economy  https://enaukovanje.gov.hr

The most common way to find a property to rent or purchase is via public media (web portals, press), but a significant number of specialised agencies also mediate in the renting or purchasing of apartments. When renting a property, most landlords will request a deposit of one month’s rent, which is returned when moving out of the property. If you decide to use services of an estate agency when renting a property, the commission fee is usually the price of one month’s rent. When purchasing a property, a commission fee is usually paid to the agency mediating the purchase at around 3% of the price of the property.

Renting an apartment

Monthly rental rates, as well as purchase prices of apartments, vary in different parts of Croatia, with prices being the highest in Dubrovnik, Split and other tourist centres along the Adriatic coast as well as in Zagreb as the country’s capital, while in smaller continental areas it is possible to find much cheaper accommodation. Prices vary within cities as well, depending on the age of the apartment, the equipment in it, the location and additional amenities nearby. Thus, the average price of renting an apartment in Zagreb is 923 EUR/month, in Split 904 EUR/month, in Rijeka 763 EUR/month and in Osijek 487 EUR/month. The cost of rent does not include utilities, which also vary, and on average range from EUR 120 to 240 EUR/month. Utility bills are lower during the summer and higher during the winter.

Purchasing an apartment

In the second half of 2025, the average price per square metre of a new apartment was approximately EUR 2 861.00/m², but it may significantly vary in different regions. In the east of Croatia, and especially in rural areas, the price of an apartment is less than EUR 1 500.00 per m², or even less than EUR 1 000.00 per m² (the price is even lower for a house), while along the coast the price often reaches EUR 3 000.00 or even EUR 4 000.00 per m², which is often the price demanded in Dubrovnik. Real estate is most expensive in Split-Dalmatia, Dubrovnik-Neretva, Primorje-Gorski Kotar, Zadar and Istria County. In Zagreb, the average price per square metre of a new apartment is approximately EUR 2 998.00 per m².

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Parents submit applications for enrolment in a kindergarten after the announcement is published, usually at the beginning of April or May, and eligible children are those who will celebrate their first birthday by 31 August of the current year (only some kindergartens admit younger children). The results are published usually in June, and kindergartens start in autumn.

The economic price of accommodation for a child in regular kindergarten programmes is on average EUR 294 per month. The amount of the economic price is decided by the founder of the kindergarten.

Applications for enrolment in elementary school are submitted after the local self-government unit (city/town, municipality) publishes the announcement, which is usually in February. At the level of all counties, online registration in the first grade of elementary school was introduced through the National information system (Nacionalni informacijski sustav) and applications are submitted on the website of the Education Portal (Portal obrazovanja). Children who celebrate their sixth birthday by 1 April of the current year may apply, while children who celebrate their sixth birthday by 31 August may apply by special parental request. All children undergo a (physical and mental) health evaluation.

To enrol in secondary school, candidates apply for enrolment in educational programmes through the website https://srednje.e-upisi.hr which accesses the National Information System of Applications and Enrolment in Secondary Schools

Admission to the study programme is conducted by the higher education establishment on the basis of a public tender published on the website of the higher education institution at the latest on 1 May of the current year and contains information on the conditions for enrolment, the number of places, the procedure, the documents to be submitted and the deadlines for application and enrolment. Students who are citizens of EU Member States have equal rights and may be enrolled in study programmes in the same conditions as Croatian citizens. Enrolment may be restricted or denied in the case of a programme in the field of military or police education or other studies related to national security.

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

A national of an EEA Member State and Switzerland may stay in Croatia for up to three months provided they have a valid travel document or identity card. In the event of a stay longer than three months, it is necessary to register a temporary residence to the police administration or station in the place of residence, which will immediately issue a temporary residence registration certificate. When registering residence, you will be issued a personal identification number (OIB). OIB may also be issued before residence is registered. In that case, a person may request an OIB directly through the relevant Tax Administration office: http://www.porezna-uprava.hr/en/Pages/PIN.aspx.

The right to permanent residence may be exercised after five years of uninterrupted legal stay in Croatia.

Stay of third-country nationals

A third-country national is entitled to the following in Croatia:

• Short-term stay [kratkotrajni boravak] (up to 90 days in any 180-day period, in the territory of any of the Schengen Member States)
• temporary stay [privremeni boravak] (up to two years)
• long-term residence permit [dugotrajno boravište]
• permanent residence permit [stalni boravak]

Temporary residence is approved to third-country nationals who intend to reside or already reside in Croatia for one of the following purposes:

• family reunification,
• secondary education,
• studying,
• research,
• humanitarian reasons,
• domestic partnership,
• work,
• the work of a posted worker coming from another EEA Member State or Switzerland for more than 90 days in any 180-day period,
• stay of a long-term resident of another EEA Member State,
• stays of digital nomads,
• immigration and return of the Croatian diaspora,
• other purposes.

The application is submitted at the diplomatic mission or consular office of Croatia, before entering Croatia.

A third-country national who does not require a visa to enter Croatia may also apply for a temporary stay permit at a police administration or police station according to the intended place of stay of a third-country national, the employer’s seat or the place of work of a third-country national.

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The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

Employment relationships are usually concluded for indefinite periods, on a full time basis. An employment contract may be concluded for a fixed period of time for a job whose termination has been stipulated in advance as being for a certain period of time, to perform a particular job or in relation to a particular event. It is possible to stipulate a trial period, for a maximum of six months.

Employees can conclude employment contracts with several employers until they reach a full-time rate (40 hours a week). For hours exceeding the full-time rate, subject to a written consent of the employer(s), an employment contract may be concluded with another employer for up to a maximum of 8 hours a week or 180 hours a year.

Pursuant to Article 20 of the Labour Act (Official Gazette of the Republic of Croatia) No 93/13, 127/17, 98/19 and 151/22) a minor aged fifteen and over fifteen, except for one who attends compulsory primary education, may be employed with the authority of a legal representative, i.e. a parent or legal guardian. Minors may not be employed to perform jobs that may endanger their safety, health, morality or development.

The Labour Act recognises the categories of work at a separate place of work and teleworking. Work at a separate place of work is work where a worker performs a contracted job from home or in another area of similar purpose, which is determined by virtue of an agreement between the employee and the employer, and which is not the premises of the employer. Telework is work that is always done through information and communication technology, whereby the employer and the worker stipulate the right of the worker to independently determine where the work will be performed, which can be variable and depend on the will of the worker, which is why such work is not considered to be work at the workplace or at a separate place of work in terms of regulations on occupational protection. Work at a separate place of work and telework may be carried out as permanent, temporary or occasional, if, on the proposal of a worker or an employer, the former and the latter stipulate such kind of work.

Seasonal employment is most common in the hospitality and tourism industry (mainly in the Adriatic region), agriculture, trade, and the food industry.

An employer may hire a person who is employed for the first time in the occupation for which they attended formal education while using the employment aid for first-time work experience or traineeship, which is one of the measures of the active employment policy.

Self-employment is taken to include craft activities, liberal professions (healthcare workers, veterinarians, lawyers, notaries public, auditors, engineers, architects, tax consultants, bankruptcy trustees, interpreters, translators, tourist workers, scientists, writers, inventors, journalists, artists, athletes, etc.), and agriculture and forestry activities.

Artisans may perform the activity of nannies if they have business or residential premises and equipment that fulfil the conditions for performing the activity of a nanny (unless the activity is performed in the parent's living space) and meet the other stipulated conditions: http://www.hrvatskaudrugadadilja.hr

In the event of temporary employment through an employment agency, workers conclude an employment contract with the agency for a definite or indefinite period of time, and the agency in turn concludes a contract on the assignment of the worker with the end user for a period of up to three years for the same jobs, and exceptionally for a longer period of time.

Definition of seasonal work

According to the Labour Act (Official Gazette 93/14, 127/17, 98/19, 151/22), seasonal work is considered to be work whose scope and intensity are temporarily increased in line with the increase in the intensity of the business activities of certain branches that depend on the change of seasons, in such a way that during certain periods of the calendar year - which can last a maximum of nine months in total during a calendar year - there is an increased need for its performance, whereas in other periods it is reduced or disappears completely. The employer is obliged to provide the employee with a daily rest period of at least 12 consecutive hours within a 24-hour period. Exceptionally, the rest period may be shorter, e.g. eight consecutive hours for adult workers working seasonal jobs that are performed in two shifts during the working day. In that case, the worker must be afforded a compensatory rest period immediately after the end of the period spent at work due to which the worker used a shorter daily rest.

There is no difference between seasonal and any other form of temporary employment as regards rights and obligations, taxation or social contributions.

Temporary and casual employment in seasonal jobs in agriculture

Agricultural work is weather-dependent. Paying a whole month’s salary in situations when the workers could perform no more than a few days’ work was expensive for employers. Temporary and casual employment in seasonal jobs in agriculture puts a stop to the black labour market as employers are offered the possibility to legally hire workers in line with demands and weather conditions, without an administrative burden.

Under this regime, seasonal workers in agriculture can be:

• unemployed people,
• pensioners, or
• jobseekers who, on the basis of a contract of seasonal work, perform temporary or occasional seasonal jobs in agriculture.

Employment at such a job does not automatically entail the loss of rights that are realized through the Croatian Employment Service or the Croatian Pension Insurance Institute.

The following persons may not perform the work of a seasonal worker:

• an employed or self-employed person who is in an employment or social status on the basis of which he is compulsorily insured according to special regulations
• persons working a permanent seasonal job under an employment contract;
• a person whose general incapacity to work has been established,
• a person insured for extended insurance according to special regulations (e.g. seafarers)
• minors
• persons exercising maternity or parental rights based on special regulations.

The work of seasonal agricultural workers may last for a maximum of 90 days during the calendar year and does not have to be continuous. The seasonal employment contract is concluded by recording the daily voucher at the start of the working day in the completed contract of seasonal employment in agriculture. The contract defines the duration of the employee’s working day (not exceeding 12 hours), breaks (30 minutes in a working day lasting at least 6 hours) and daily (12 consecutive hours) or weekly (24 consecutive hours) rest. Registered employers purchase daily vouchers, and unused vouchers can be returned.

Workers employed at seasonal jobs in agriculture are obliged to report details on their seasonal work in agriculture to the Croatian Pension Insurance Institute in the course of the year and no later than by the end of the year in order to determine the length of insurance accrued.

The minimum daily net compensation is decided by the minister of labour on an annual basis.

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An employment relationship is established by concluding an employment contract in writing. If an employer fails to conclude an employment contract in writing with the worker or does not issue a written certificate of the conclusion of the contract to the worker before they start to work, it shall be deemed that the employer concluded an employment contract of indefinite duration with the worker. The employer is obliged to provide to the worker a copy of the application for registration for compulsory pension and health insurance within eight days from the expiry of the deadline for submitting applications. The registration deadline: eight days before the commencement of work at the earliest, and no later than before the commencement of work.

Employment contract must contain information on:

• the parties and their personal identification number and residence, or seat,
• the place of work, and if due to the nature of the work there is no permanent or main place of work or it is changeable, information on the different places where the work is carried out or could be carried out
• the job title, or the nature or type of work to which the worker is employed, or a short list or description of the work
• the date of the conclusion of the employment contract and the date of commencement of work
• whether the contract is concluded for an indefinite or fixed term and the date of termination or the expected duration of the contract in the case of a fixed-term contract
• the duration of paid annual leave to which the worker is entitled, and if such information cannot be given at the time of the conclusion of the contract, or the issuance of a certificate, on the manner of determining the duration of that holiday
• the procedure in case of cancellation of the employment contract and the notice periods that must be observed by the worker or the employer, and if such information cannot be given at the time of the conclusion of the contract, or the issuance of a certificate, on the method of determining the notice periods
• the gross salary, including the gross amount of the basic i.e. stipulated salary, additions and other income for the work performed and the periods of payment of those and other income based on the employment relationship to which the worker is entitled
• the duration of the working day or week in hours,
• full-time or part-time modality
• the right to education, training and specialisation, if any
• duration and conditions of probationary period, if agreed.

An employment contract may be concluded with a trainee as well, but for a fixed period of time. Once they complete the traineeship, trainees take the professional exam, if so required by law.

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Disabled persons are employed in the open labour market (with or without the financial and expert support) under special conditions in integrative or sheltered workshops, and in self-employment. Employers who employ at least 20 workers are obliged to employ 3% of disabled persons relative to the total number of employees. When selecting employees, employers in the public sector shall give priority to disabled persons/designated employment under equal conditions. In the event of violation of rights defined by laws, a disabled person may seek assistance from the Ombudsman for Persons with Disabilities.

Pregnancy may not be the reason for refusing employment or losing employment, or for any changes to the employment contract if a new contract would be less favourable to the pregnant employee. Pregnant women are not obliged to work nights during pregnancy, until the child turns one, or while the child is breastfeeding.

Minors may not work at night, except in exceptional cases, under clearly defined conditions and under the supervision of an adult.

Persons granted international or temporary protection in Croatia may work without a work permit, and employers may use aid for their employment.

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One’s own business can be registered as a self-employed activity (craft, liberal profession, agricultural and forestry activities) or a company.

A craft may be free, professional (tied) or privileged (preferential). To set up as a professional craftsperson, you must have adequate professional qualifications or a certificate of having passed a master’s exam, or you must employ a person with the required qualifications or exams. Liberal professions comprise healthcare workers, veterinarians, lawyers, notaries public, auditors, engineers, architects, tax consultants, bankruptcy trustees, interpreters, translators, tourist workers, scientists, writers, inventors, journalists, artists, athletes, etc.

Self-employed activities are subject to income tax, and those with an annual revenue exceeding EUR 60 000.00 in 2026 must pay VAT.

Professional qualifications or special exams are not a requirement for establishing a company, and all companies are subject to corporate income tax of 10% or 18%, depending on the revenue generated during the tax period.

Croatian and non-national companies shall operate under the same conditions, and non-national investors may establish or participate in the establishment in a company and exercise rights and/or obligations in the same conditions as any Croatian investor.

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The minimum wage is the lowest monthly gross salary that shall be paid to a full-time worker; all workers working in Croatia are entitled to it. The amount is determined once a year, and the Croatian Bureau of Statistics publishes it in the Official Gazette. The minimum gross salary in Croatia in 2026 amounts to EUR 1 050.

The way of determining a salary can be defined by collective agreements, labour regulations and individual employment contracts. An employment contract may stipulate more favourable conditions, but not less favourable ones than those stipulated by the collective agreement or labour regulations. In any event, the employer is obliged pay the worker an appropriate salary, under equal conditions for both sexes. It is important to note that in Croatia the salary is most often agreed as a net salary.

Salary is paid monthly after the work is completed, in cash, no later than on the 15th day of the following month, usually to the employee’s bank account. A worker is entitled to an increased salary for difficult working conditions, overtime and night work, as well as for work on Sundays, holidays or other days defined as non-working days by the law. It is common practice that employees receive an increase of 0.5% for each year of employment (usually defined by a collective agreement); some employers pay a transport allowance (non-taxable), while some employers also pay out a hot meal allowance in the non-taxable amount of EUR 1 800.00 per year. Non-taxable income for work achievements, salary supplements or similar may amount up to EUR 1 200.00, while bonuses for the employees (Christmas or holiday allowance, etc.) may amount up to EUR 700.00. Employers may also pay additional and supplementary health insurance policies to their workers up to the amount of EUR 500.00 per year, subject to compliance with legal requirements.

Income tax is paid at a rate of 15% to 33%, contributions to pension insurance/scheme (20%), health insurance (16.5%). The pension insurance contribution is a contribution paid from the salary (the liable person is the worker), and the health insurance contribution is a contribution to the salary (the liable person is the employer). Workers have compulsory insurance in case of unemployment and injury at work, paid from the State Budget.

The employer shall no later than fifteen days from the day of payment of the salary, compensation of salary or severance allowance, provide the employee with a calculation indicating how these amounts have been determined. Contributions from and to salaries are calculated by the employer, and the employee receives the net amount after all deductions.

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Full-time work is eight hours a day or 40 hours a week.

An employee who works at least six hours has the right to a break of at least 30 minutes every day, which must be paid and calculated in the working hours.

Daily rest must be no less than 12 hours. The exceptions are employees performing seasonal jobs performed in two shifts during the work day; their daily rest must not be less than eight hours. Such workers must be afforded a compensatory daily rest.

The employee is entitled to weekly rest of no less than 24 hours. It is usually used on Sundays and on the day that precedes it and the day that follows it.

When there are justified reasons, the worker is obliged to work overtime at the request of the employer, but the overtime work of an individual worker may not last longer than 32 hours a month or longer than 180 hours a year. Overtime work of juvenile employees is not allowed, while a pregnant woman, a parent with a child up to three years of age, a single parent with a child up to six years of age and an employee working part-time may work overtime if there is consent to such work in writing.

Overtime work must be paid at an increased rate; this also applies to work in difficult working conditions, night work, and work on Sundays, holidays or other days defined as non-working days by the law.

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For each calendar year, a worker has the right to paid annual leave in the amount of no less than four weeks (for minors and persons working in difficult conditions no less than five weeks), and this right may be exercised six months after starting work. Depending on the difficult conditions a worker works in, the complexity of tasks, age, family status and work performance, additional days of annual leave may be added to the basic annual leave, with most employers allow for a maximum of 30 working days of annual leave. Holidays and non-working days laid down in the law do not count towards the duration of annual leave. Periods of temporary incapacity for work, established by an authorised physician, are not counted as annual leave.

During one calendar year, a worker is entitled to paid leave of no more than seven days for important personal needs (marriage, wife giving birth, severe illness or death of a member of the immediate family). A collective agreement, labour regulations or an employment contract may also define longer periods of paid leave. At the request of the worker, the employer may grant the worker unpaid leave, during which time the rights and obligations arising from the employment relationship are suspended.

Public and national holidays in Croatia are:

1 January (New Year’s Day)

6 January (Epiphany or Three Kings’ Day)

Easter in 2026 on 5 April

Easter Monday (second day of Easter; in 2026, it falls on 6 April)

1 May (Labour Day)

30 May (Statehood Day)

Corpus Christi in 2026 on 4 June

22 June (Anti-Fascist Struggle Day)

5 August (Victory and Homeland Thanksgiving Day and Homeland Veterans’ Day)

15 August (the Assumption of Mary)

1 November (All Saints Day)

18 November (Day of Remembrance for the Victims of the Homeland War and Day of Remembrance for the Victims of Vukovar and Škabrnja)

25 December (Christmas)

26 December (first day after Christmas, Saint Stephen’s Day)

Public and national holidays in Croatia are non-working days.

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A fixed-term employment contract ends upon the expiry of the period for which it was concluded, and may be terminated before this time under certain conditions. The contract may be terminated by the worker or the employer, or they may conclude an agreement on the termination.

An agreement on the termination of an employment contract must be concluded in writing, as well as other forms of termination of an employment contract.

Ordinary termination

The employer may terminate the employment contract with a notice period (between two weeks and four months, depending on the duration of the employment relationship) if there is a justified reason to do so (termination due to business reasons, termination due to personal reasons, termination due to the employee’s misconduct and termination due to unsatisfactory performance during the probationary period). The employee may terminate the employment contract with a prescribed or agreed notice period without giving any reason. The notice period is defined by the Labour Act, and in practice the most common notice period is one month.

Extraordinary termination

The employer and the employee have a justified reason for the termination of the employment contract without a notice period (extraordinary termination) if, due to a particularly serious breach of an employment obligation or some other particularly important fact, the continuation of the employment relationship is not possible. A party to the employment contract that terminates the employment contract extraordinarily has the right to claim damages for non-performance of the employment contract.

The employer is obliged to return to the worker all their documents, as well as a copy of the application for deregistration from compulsory pension and health insurance within 15 days from the day of the termination of the employment relationship. At the worker’s request, the employer is obliged to issue a certificate on the type of work the worker performed and the duration of the employment relationship. The certificate may not contain anything that would make it difficult for the worker to conclude a new employment contract.

Pensions

Types of pensions are old-age pension (early retirement pension or full pension), disability pension (due to professional or total incapacity for work) and survivor’s pension. The right to an old-age pension is acquired at the age of 65 with at least 15 years of pensionable service, and the right to early retirement pension is acquired by the insured person when they reach the age of 60 with 35 years of pensionable service. In transitional period from 2020 to 2030, women acquire the right to old-age pension under more favourable terms, at a lower age. As of 1 January 2030, the terms for women and men will be equal. In order to exercise the right to a disability pension, a person must meet the requirement of incapacity for work in addition to the length of service requirement (at least one third of the employee’s working life must be covered by the years of pensionable service), as defined by law in more detail. If the disability was caused by a work-related injury or occupational illness, the right to a disability pension is acquired irrespective of the length of pensionable service. Survivors’ pension may be used by family members of a deceased insured person if they meet the prescribed conditions.

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Workers have the right to establish a trade union (at least 10 adults are required) and to join a trade union. The trade union negotiates the collective agreement, it can represent members in labour disputes, and provide free legal advice to members. There is a possibility of providing loans or financial assistance to members in a difficult situation, and appropriate gifts are usually provided on the occasion of holidays.

The first level of the organisation are trade union branches at company level, then trade unions, which represent all members in a particular sector, which then form trade union hubs in order to strengthen their negotiating position.

About 30% of employees are organised in trade unions, predominantly in the public sector and with large employers, while their number is negligible among the staff of small employers. A membership application may be obtained from a trade union representative within the company, if there is one, or online at the websites of most trade union hubs. Membership fee is paid as a certain percentage of the gross salary.

Workers may organise works council that protects and promotes the interests of employees of a particular employer, informs them about its work, receives their proposals, and cooperates with the union.

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Trade unions have the right to call a strike and enforce it in order to protect the interests of their members. The strike must be announced to the employer, indicating the reasons for the strike and the place and time of the beginning of the strike. The strike may not begin before the end of the mediation procedure. The mediation procedure can be terminated by agreement or submitted to arbitration.

Employers may exclude workers from work (lockout) only in response to a strike that has already begun. Lockout may not commence before the expiry of eight days from the beginning of the strike. The trade union and the employer jointly draft and adopt the rules on the indispensable tasks that cannot be interrupted during a strike or lockout. A worker may not be placed in a disadvantageous position due their participation in a strike and they may not be forced to participate in a strike, whereas the salary and supplements, except the allowance for children, of a worker who has participated in a strike may be reduced in proportion to the duration of participation in a strike.

Workers in Croatia usually start a strike after a long-term and serious violation of employment rights, such as non-payment of several months’ salaries.

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The political system

Croatia is a parliamentary democracy, and it has a tripartite separation of powers in the legislative, executive and judiciary branch. The President of the Republic of Croatia is elected in a direct election for a five-year mandate. The Croatian Parliament, the representative body of citizens and the legislative body of government, has a minimum of 100 and a maximum of 160 members, who are elected directly, by secret ballot, for a four-year mandate.

The administrative system

The Government of the Republic of Croatia is the supreme body of executive power in the country. It is composed of the Prime Minister and line ministers, and is responsible for the implementation of laws, adoption of legislative and state budget proposals, and the management of internal and foreign policy. Counties (20) are regional self-government units, while cities and towns (127) and municipalities (428) are local self-government units responsible for the needs of citizens at local level.

The legal system

The police is the public service primarily responsible for the safety of citizens and the protection of their rights and freedoms. Croatia has 20 police administrations, which operate police stations. Contacts: https://policija.gov.hr/policijske-uprave/104

Courts of general jurisdiction are municipal and county courts, and the Supreme Court of the Republic of Croatia as the highest court. Courts of special jurisdiction are commercial courts, administrative courts, the High Commercial Court of the Republic of Croatia, the High Administrative Court of the Republic of Croatia, the High Misdemeanour Court of the Republic of Croatia and the High Criminal Court of the Republic of Croatia.

The Constitutional Court of the Republic of Croatia is not a part of the judiciary; it rules on issues regarding the compliance of laws with the Constitution, on the compliance of other regulations with the Constitution and the laws, on constitutional complaints as well as on other issues stipulated by the Constitution. It is considered the fourth pillar of the organisation of the Croatian state.

The Ombudsman is founded as an independent body protecting the constitutional and legal rights of citizens in proceedings before the state administration and bodies with public authority. The scope of work of special ombudsmen is limited to certain groups of citizens; there are special ombudsmen for gender equality, for children and for disabled persons.

The Croatian Employment Service is a key institution of the labour market, which is directly responsible to the Ministry of Labour, Pension System, Family and Social Policy. It comprises the Central Office, along with four regional centres, 18 local offices and 99 external branches.

The Labour Inspectorate supervises the enforcement of laws and other regulations governing the relations between employers and workers, and it operates within the State Inspectorate.

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The applicable tax system of Croatia provides for state taxes: income tax,

value added tax, special taxes and excise duties (special tax on motor vehicles, coffee and non-alcoholic beverages, motor vehicle liability insurance premiums and comprehensive road vehicle insurance premiums, as well as excise tax system for alcohol, alcoholic beverages, tobacco products, energy and electricity). There are also different types of taxes that are appropriated to local and regional self-government units.

The general VAT (value added tax) rate in Croatia is 25%, while for certain products and services lower rates apply (13% and 5%).

The annual income tax rates are set by local self-government units in the range of 15-33%. There are also pension insurance/scheme contributions (20%) and health insurance (16.5%). Workers have compulsory insurance in case of unemployment and injury at work, paid from the State Budget.

Calculation example: http://www.rrif.hr/kalkulator_placa.html

Information on tax exemptions and incentives for citizens are available on https://www.porezna-uprava.hr/pozivni_centar/Stranice/dohodak.aspx

The average monthly gross salary in Croatia in 2025 was EUR 2 016.00; net EUR 1 449.00. The highest average salaries in 2025 were recorded in the following industries: Production of coke and refined petroleum products, air transport, production of basic pharmaceutical products and pharmaceutical preparations, information service activities and broadcasting programs.

The lowest salaries in 2025 were achieved in the clothing manufacturing industry.

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According to the first estimate, prices of goods and services for personal consumption, measured by the Consumer Price Index, in January 2026 compared to January 2025 are (on an annual basis) are on average 3.4% higher.

Food prices vary depending on the seasonal offer, the place of purchase (market, supermarket or smaller shops) and special sales. There is a significant difference in prices in different areas. Clothing stores have seasonal discounts from 20 to 70%; and through group buying portals, products and services can be purchased at up to 90% lower prices. Shopping malls work six days a week, most often from 9 am to 9 pm, while other stores work from Monday to Saturday. Shops are closed on Sundays, and traders can choose 16 Sundays of the year during which they will be open.

Average food prices

Bread (loaf, 400-700 g): EUR 1.41

Milk (litre): EUR 1.03

Eggs (10): EUR 2.50-3.50

Potatoes (kilogramme): EUR 0.95

Apples (kilogramme): EUR 1.10

Pizza in a pizzeria: EUR 10-12

Coffee espresso, cup: EUR 1.80

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The share of private property in Croatia is among the highest in the Member States of the European Economic Area. Renting an apartment is a temporary solution for most people. Along with tradition, the reason for this certainly lies in the unregulated apartment rental market. Apartments for rent are rarely built for this purpose, and landlords are typically natural persons who have a surplus of real estate that they put on the market and thus generate income.

The real estate market has seen a steady rise in prices, especially on the coast. The most expensive of regional centres is Split (EUR 3 738.00/m²), followed by Zagreb (EUR 3 413.00/m²) and Rijeka (EUR 2 699.00/m²) and Osijek (EUR 1 604.00/m²). It is difficult to discuss real estate prices since there are significant differences even within the same city, and particularly on a state level. In rural and eastern parts of Croatia, the prices are much lower, but the real estate offer is substantial, while in Dubrovnik, for example, the prices may exceed EUR 5 000 per m² due to the lack of real estate available.

When renting an apartment, the rental agreement defines the rights and obligations of the parties and the period for which the agreement is concluded. The agreement must be notarised, and the tax is paid by the landlord. Utility costs are usually not included in the rent.

When purchasing an apartment, the real estate transfer tax at a rate of 3% is paid by the purchaser. Before purchasing the property, it is important to check if all the documents relating to the property are in due form, whether the property is entered in the land register, etc. Such services are offered by real estate agencies and lawyers.

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The right to health care from compulsory health insurance is ensured to the extent established by the Compulsory Health Insurance Act (Official Gazette 80/13, 137/13, 98/19, 33/23, 105/25)

Healthcare covered by compulsory health insurance (three levels)

Primary level: exercised at the chosen primary healthcare physician, family (general) medicine practitioner, gynaecologist, dentist and paediatrician.

Secondary level: specialist/multiple-expert healthcare and hospital healthcare.

Tertiary level: most complex forms of healthcare from specialist-expert and hospital services.

A referral for hospital treatment at the nearest contractual hospital according to the place of residence of the patient is issued by the patient’s chosen primary healthcare physician or an emergency medicine physician. In the event of emergency medical assistance, such treatment is possible without a referral. Emergency telephone number is 112.

Within the scope of compulsory health insurance, patients can use medicines from the basic list of medicines of the Croatian Health Insurance Fund (HZZO). Insured persons participate in the cost of some medicines, while other medicines are paid in full. Medicines prescribed by a doctor (prescription medicines), as well as those that can be used without a prescription, can be purchased at a pharmacy.

Citizens of the European Economic Area and Switzerland who are travelling in Croatia or who are temporarily staying in Croatia for any reason, and who have compulsory health insurance in one of the European Union Member States, have the right to necessary healthcare on the basis of the European Health Insurance Card.

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Preschool education and care for children are a part of the educational system of Croatia and are intended for children aged between six months until the time they start primary school.

Primary education lasts for eight years; it begins by enrolment in the first grade of primary school, it is compulsory for all children and usually lasts between the ages of six and fifteen. This applies to all children residing in Croatia regardless of their nationality.

Secondary school education enables, under equal conditions and according to individual abilities, the acquisition of knowledge and skills for work and the continuation of education after completing primary education. Programmes for acquiring general secondary education or secondary and lower vocational qualifications provide knowledge and skills required for work and continuing education. Training and specialisation programmes complement the acquired knowledge, qualifications and skills for working in a profession. Secondary education usually covers the ages from the completion of primary school to reaching adulthood (between 13-15 and 17-19 years of age).

Depending on the type of curriculum and the programme they provide, secondary schools are called: grammar schools (general or specialised); vocational schools (technical, industrial, craft and other, determined by type of the curriculum), art schools (music, dance, art and other, determined by the type of curriculum). Secondary education of adults includes special programmes for obtaining secondary school diplomas or secondary or lower vocational qualifications, retraining programmes, and training and specialisation programmes.

Higher education in Croatia, in accordance with the Bologna system, has a three-cycle structure that includes the undergraduate, graduate and postgraduate level.

Higher education activities are carried out by higher education institutions. Higher education institutions are universities and faculties and art academies they comprise, universities of applied science and colleges of higher education.

University study programmes prepare students for working in science and higher education, in the business world, in the public sector and in society in general. University study programmes have three levels: undergraduate, graduate and postgraduate studies.

Universities of applied science and colleges of higher education are established for the purpose of providing higher education through organisation and performance of professional studies and may carry out professional, scientific and artistic activities in accordance with the Scientific Activity and Higher Education Act and their statutes.

Professional study programmes provide students with an appropriate level of knowledge and skills that enable them to work in professional occupations and prepare them for direct employment. Professional study programmes cover two levels: professional study programme and specialist graduate professional study programme.

The types and levels of studies performed at higher education establishments in the Republic of Croatia are prescribed by the Act on higher Education and scientific activity [Zakon o visokom obrazovanju i znanstvenoj djelatnosti] (Official Gazette 119/22).

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Many Croatians spend their leisure time in associations and clubs, as well as in informal socialising. On weekends, they visit relatives and friends or go on excursions. The sea is only an hour and a half away from the capital, and inhabitants of Adriatic Croatia visit nearby mountain areas. Evening outings that last well into the night are inevitable for young people, both in clubs and bars, as well as private parties at home or spontaneous outdoor parties, especially during the summer.

Sports facilities and a wide range of cultural events are available in larger cities. Over the recent years, summer festivals have become internationally recognised. In smaller cities and towns, the offer of organised facilities and events is significantly smaller, but even the smallest towns and villages have active choirs, tamburitza ensembles, klapas (a cappella singing groups), carnival associations, volunteer fire brigades, etc.

Croatia’s regional diversity is also reflected in leisure time. Social life in rural areas contributes to the preservation of the rich heritage of the Croatian people through traditional costumes, music, customs and competitions in old sports. The Adriatic coast and islands are famous for water sports and traditional games such as boccé, while hiking and winter sports are more common in the continental Croatia. Hunting and fishing are equally popular on the coast and on the mainland.

Gastronomy is an important part of Croatian culture and identity. Climatic diversity, clean environment and historical influences have resulted in a rich offer, from fish delicacies along the coast, to spicy dishes in Pannonian Croatia, simple but tasty dishes typical for mountain areas, to numerous desserts, wines and home-made brandy (rakija). The coffee culture is one of the most recognisable features. Cafés open their terraces with the first rays of sunshine. Over coffee, we spend time together, make business deals, or simply read the newspaper in silence. Saturday’s morning coffee in the city centre is typical for the entire Croatia.

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Birth: all births occurring in Croatia and the births of Croatian citizens abroad are entered in the register of births. Births abroad are registered on the basis of birth certificates issued by a foreign body in the country of birth of a Croatian citizen.

Rođenje djeteta u zdravstvenoj ustanovi prijavljuje zdravstvena ustanova. Za dijete rođeno izvan zdravstvene ustanove prijavu rođenja može podnijeti otac djeteta, osoba u čijem je stanu dijete rođeno, majka kada bude za to sposobna, babica ili liječnik koji je sudjelovao u porodu ili osoba koja je saznala za rođenje djeteta. Rođenje djeteta prijavljuje se u roku od 15 dana od dana rođenja djeteta. Više: https://mpu.gov.hr/gradjani-21417/iz-djelokruga/drzavne-matice-24504/matica-rodjenih-24508/24508

Marriage: in Croatia, a marriage is entered into based on a consensual statement of a woman and a man.
A marriage may be civil (entered into before a registrar) or religious with the effects of a civil marriage (entered into before an official of the religious community which has a regulated legal relationship with Croatia). Any person over the age of 18 (an adult with legal capacity) may enter into a marriage. Exceptionally, a marriage may be entered into by a person of at least 16 years of age, subject to prior permission of a court.

The proof of marriage entered into is the marriage certificate, issued by the registrar after the registration of the marriage in the register of marriages. The register of marriages records the facts of marriage occurred in Croatia and marriages of Croatian citizens that occurred abroad. Marriages concluded abroad are registered on the basis of an extract from the state register of marriages of a foreign body issued in the country where the marriage was entered into.

Non-nationals must meet the same requirements for entering into a marriage as Croatian citizens. See more at: https://mpu.gov.hr/o-ministarstvu/ustrojstvo/uprava-za-politicki-sustav-i-opcu-upravu/drzavne-matice/matica-vjencanih/22258

Rights and obligations in a domestic same-sex partnership are regulated by a special law.

Death:

The procedure for reporting a case of death varies depending on whether a person died at home or in a hospital/health facility. The fact of death is to be reported within three days to the registrar in whose area the death occurred or where the deceased was found. See more at: https://mpu.gov.hr/gradjani-21417/iz-djelokruga/drzavne-matice-24504/matica-umrlih-24509/24509

Access to state registers and the issuance of necessary documents are possible via the e-Građani (e-Citizens) system.

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