Living and working conditions: Croatia

Employers publish vacancies on the website of the Croatian Employment Service (Hrvatski zavod za zapošljavanje), on private portals for jobseekers, as well as on their own private websites. You can also find job advertisements on notice boards, in daily newspapers, professional journals and gazettes, as well as on the websites of professional organisations (chambers, associations). Advertisements for public-sector jobs are always published in Narodne Novine (NN; Official Gazette of the Republic of Croatia). In smaller towns, private employers advertise jobs on the radio as well.

Many large employers use online application forms on their own websites to create a database of potential candidates for future job openings. In addition to job advertisements, small private employers use private channels and recommendations to reach the best candidates.

Private agencies for occasional and temporary employment have databases of candidates that can be accessed. Workers sign an employment contract with the agency, which provides workers for employers who have a temporary need for additional workers.

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How to apply is described in every job advertisement. A CV is compiled in a chronological order, and it must contain personal data, information about education, additional knowledge and skills, as well as information on work experience. It should be typed using a computer and in Croatian, unless otherwise requested. A photograph is not necessary, but you can always include a photograph in your CV, such as a passport photo. The recommendations of former employers are usually not mandatory, but if you have some, it is a good idea to enclose them.

Public sector employers will require an application form to be complemented by a CV, proof of qualifications and skills (certificates, diplomas), certificate confirming the absence of any criminal record, proof of nationality and residence, and other documents, as necessary.

Private sector employers will usually request the application to be made via e-mail, which must contain a CV, and sometimes also other documents such as diplomas, certificates of passing professional exams and similar, depending on the nature of the job. Sometimes you will be expected to submit an online application on the employer’s website, in which case other forms of application will not be considered, while other employers, usually smaller ones, will only require an application by telephone.

Open applications to employers are usually well received. Since we cannot know what form of application an employer will consider the most acceptable, it is advisable to enclose with the CV and the cover letter a proof of qualifications and skills, as well as recommendations or contact information of persons who can provide recommendations, if any.

An application should be adapted to the employer you are contacting, and the CV should emphasise the knowledge and skills applicable to the job for which you are applying. Furthermore, it is usually not acceptable to contact an employer in a way other than the one specified in the job advertisement (by telephone instead of e-mail, by e-mail instead of regular mail, etc.).

Before an interview with the employer, it is wise to research the employer's activity, the workplace structure, dress code and other information that may be useful in a job interview to make the best possible impression. Needless to say, a lack of interest, being late and an untidy appearance will disqualify you from the selection procedure.

When selecting a candidate for the job (interviews, tests, questionnaires, etc.) and signing the employment contract, the employer may not request the worker to provide information that is not directly related to the employment relationship (family status, pregnancy, religious or national affiliation, etc.).

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Definition

In Croatia, there is no official definition of a traineeship period. Legislation that defines traineeship categories 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).

Overview

Active employment measures are taken to boost workers’ competitiveness in the labour market and increase employment.

In Croatia, traineeship is one of the most popular active employment policy measures implemented by the Croatian Employment Service that aim to increase employability of young unemployed persons.

The objective of the support measure for traineeships and young unemployed people is to train such persons to work independently by stimulating employment through co-financing of the cost of gross salary (‘bruto 1’) and other expenses for employers.

The measure is aimed at unemployed persons registered in the register of unemployed persons managed by the Croatian Employment Service, who are employed for the first time for the purpose of performing jobs in the profession for which they were educated and for young people up to 29 years of age, regardless of the insurance period, registered in the register of unemployed persons kept by the Croatian Employment Service.

As a rule, traineeships last no more than one year, unless special legislation prescribes otherwise in order to become eligible to take the end-of-traineeship or professional examination for the profession or trade, but in any case co-financing for the trainee under this measure may not last longer than 24 months.

Eligibility

Citizens of the Member States of the European Economic Area may participate in the programmes under the same conditions as Croatian citizens. They must have a declared place of residence in Croatia, and have free access to the Croatian labour market. Third-country nationals referred to in Article 15. of the Labour Market Act (Official Gazette 118/18, 32/20, 18/22, 152/24) are entitled to use active employment policy measures only if they have been granted long-term residence or permanent residence by the Ministry of the Interior.

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-2025

Funding and support

Information on funding and support is available at the following link: https://mjere.hzz.hr/app/uploads/2024/12/3.-Potpore-za-pripravnistvo-i-mlade.pdf

Where to advertise opportunities

Employers have the possibility to advertise job vacancies on the Labour Exchange (Burza rada) portal of the Croatian Employment Service at the following link: Predajte oglas za zapošljavanje – HZZ

Funding and support

Information on funding and support is available at the following link: https://mjere.hzz.hr

Legal framework

The Croatian act regulating apprenticeships, among other things, is the Crafts Act (Official Gazette Nos 143/13, 127/19, 41/20).

The Vocational Education Act (Official Gazette Nos 30/09, 24/10, 22/13, 25/18, 69/22) regulates secondary vocational education, training and specialisation as an activity enabling the development and acquisition of competences required for obtaining vocational qualifications.

Description of schemes

Vocational schools are divided into technical, health, economic, commercial, agricultural and other schools, which last four or five years, and industrial and craft schools within the same professions, in which programmes last three years. Vocational education also includes education for simple professions lasting one to two years, leading to a lower qualification.

According to the duration of education, vocational programmes are divided into five-year, four-year, three-year, two-year and one-year professional programmes.

Vocational four-year education programmes (except for a five-year general care nurse/medical technician education programme) are aimed at preparing students for work in a particular area.

The task of these vocational schools is to provide good general and professional education in a particular area in order to enable students to perform a specific (first) occupation, or to continue their education at the study. In these schools general education subjects and special vocational content for individual professional areas are taught and practical classes are attended. Vocational subjects and practical classes depend on the type of school, i.e. the profession.

Secondary education of students in vocational four-year education programmes ends with the preparation and defence of a final project in the organisation and implementation of the school. Students take school-leaving state examinations only if they plan to continue their education at the university, except for grammar school students, whose state graduation is mandatory after completing the fourth grade.

Three-year education programmes prepare students for work in industry, economy and crafts, so there are programmes for occupations in industry and economy (so-called industrial occupations) and programmes for professions in crafts (so-called trade occupations).

The main task of industrial and related programmes is to prepare students for work in a particular profession and enable them to quick occupational integration. The Industrial model of Education (IG) includes theoretical and practical teaching in school classrooms, school workshops and industrial facilities. At the end of the school, students take the final exam and acquire secondary education and a certain occupation.

It is important to emphasize that in craft programmes education takes place according to a unique model of education (Jedinstveni model obrazovanja, JMO), where theoretical instruction is separated from practical work and practical instruction. The general educational and professional-theoretical part of apprenticeship is performed at school, while the practical teaching and apprenticeship exercises are carried out to a lesser extent at school, and to a greater extent at craftsmen or in a commercial company (enterprise), institution or cooperative. In order to carry out practical training and apprenticeship training, a craftsman or a legal person who receives an apprentice (student) must have a permit from the Croatian Chamber of Trades and Crafts or a licence, and conclude an apprenticeship contract with the student or his parent or legal guardian in writing. At the end of the apprenticeship, apprentices take a journeyman’s exam and acquire a journeyman’s title, and can also take a final exam if they have mastered general educational subjects. Apprentices who pass the final exam will receive a secondary education. Continuing education is possible in technical schools or in the acquisition of master titles, after two years of work experience in the profession. As already mentioned, education programmes in crafts last three years except for the profession of beauticians, which can last three or four years. More information on education in craft programmes is available on the website of the Croatian Chamber of Trades and Crafts www.hok.hr.

Eligibility

Pursuant to the Vocational Education Act (Official Gazette Nos. 30/09, 24/10, 22/13, 25/18, 69/22), citizens of EU Member States have the same right to vocational education and apprenticeship as Croatian citizens, and they enrol in VET institutions in Croatia under the same conditions as Croatian citizens.

Living and working conditions

In Croatia, apprenticeship falls under the competence of the Ministry of Science, Education and Youth and the Ministry of Economy.

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

Where to advertise opportunities

Information on crafts or legal persons involved in the implementation of apprenticeships can be found at: https://www.hok.hr/obrazovanje/mjesta-za-naukovanje-praksu

Funding and support

Regarding apprentices arriving from abroad, employers can contact the Agency for Mobility and EU Programmes, https://ampeu.hr, which is competent for implementing the Erasmus+ programme in Croatia https://ampeu.hr/programi and for funding apprentices arriving from abroad.

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

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 a one-room apartment in Zagreb is about EUR 500-700 per month and up. The cost of rent does not include utilities, which also vary, and on average amount to about EUR 158.00 a month. Utility bills are lower during the summer and higher during the winter.

Purchasing an apartment

In the second half of 2024, the average price per square metre of a new apartment was approximately EUR 2 652.00/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. The properties are the most expensive in Dubrovnik-Neretva, Istria and Split-Dalmatia Counties. 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, except the City of Zagreb, online registration in the first grade of elementary school was introduced through the National information system and applications are submitted on the website of the Education Portal. 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 a year)
• long-term residence [dugotrajno boravište] (unlimited)
• permanent stay [stalni boravak] (unlimited)

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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Before arriving, you are advised to do some research on Croatia, the lifestyle and living and working conditions. Some of the information is available in the Living & Working in Croatia brochure.

At least a basic knowledge of Croatian and willingness to learn more are desirable, although a large number of Croatian citizens speak another language (most often English, and in some parts German and Italian are common). It is advisable to arrange at least temporary accommodation for the period after you arrive in Croatia.

Make sure that you have all the important documents: identity documents (an identity card and/or passport), a driver's licence, if applicable, and other official documents that you may need (birth certificate, marriage certificate, diplomas, qualifications, etc.). If the documents are written in only one language, you could have them translated in your home country or you may request that a sworn translator translates them upon your arrival.

Bring your European Health Insurance Card (issued by the healthcare provider in your country: http://ec.europa.eu/social/main.jsp?catId=559); if you have an illness or take prescribed medication, bring your medical details.

If you intend to use one of the transferable rights from social security (e.g. unemployment compensation), be sure to bring the appropriate transfer documents. Information on transfer documents:

http://ec.europa.eu/social/main.jsp?catId=857&intPageId=980&langId=en.

Domestic currency is Euro and payment by credit or debit cards is common at most retail outlets.

After arriving in Croatia, if you intend to stay for longer than three months, you should register your temporary residence at the police station/authorities in the place of residence, no later than eight days from the expiry of the three-month period. The police authorities shall immediately issue a certificate on registration of a temporary residence. When registering residence, you will receive a personal identification number (OIB), if you have not previously received it. The OIB is necessary to interact with institutions, make payments, register activities, get a job, exercise various rights, etc. You will also need it to open a bank account and to register for telecommunication services.

Before you start working, you need to request a tax card from the Tax Administration in the place of residence: https://www.porezna-uprava.hr/baza_znanja/Stranice/PoreznaKartica.aspx

You must deliver the tax card to your employer when you start working.

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Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

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 under special regulations
  persons employed on the basis of a permanent seasonal employment contract
• persons whose general incapacity for work has been established, persons insured by extended insurance in accordance with a special regulation (e.g. seafarers);
• minors (under 15 years of age);
• persons exercising maternity or parental rights based on special regulations.

This type of employment cannot last for more than 90 days in total. 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 must pay VAT in 2025.

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 2025 amounts to EUR 970.

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 2025, it falls on 20 April)
• Easter Monday (second day of Easter; in 2025, it falls on 21 April)
• 1 May (Labour Day)
• 30 May (Statehood Day)
• Corpus Christi (in 2025, it falls on 19 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 term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.