Easily manage employment in Croatia

Employee contracts can be terminated if a just cause is established, such as dishonesty, negligence, fraud, or any other work-related offences.

No matter the reason for an employee’s termination, the employer is expected to provide written notice in advance.

The statutory notice period depends on an employee’s tenure with the employer’s organisation.

• 2 weeks: e mployees with one year of service
• 6 weeks: e mployees with two years of service
• 8 weeks: e mployees with five years of service
• 10 weeks: e mployees with 10 years of service
• 12 weeks: e mployees with 20+ years of service

The notice period can either be limited to just 30 days, if an employer provides a valid justification, or halved if an employee breaches terms spelled out in the employment contract.

Employees who have worked at least two years with an employer are entitled to a severance package, equivalent to a third of a month’s wages per year of employment.

For instance, an employee who has worked with an employer for 12 years will be entitled to four months’ wages upon severance.

Probation periods are agreed upon by both parties and cannot exceed a year. We recommend that probation periods should not exceed 6 months and it is common to give 1 weeks notice during termination in probation period.