LIVING AND WORKING IN CROATIAShort overview of the labour market
Croatia is a medium-sized European country geographically located between central and south-eastern Europe. Croatia borders Slovenia and Hungary to the north, Serbia to the east and Bosnia-
Herzegovina and Montenegro to the south-east, and has a maritime border with Italy to the west.
Croatia’s land area is 56 542 km2, and the surface of its territorial sea is 31 067 km2.
According to the 2011 census, Croatia has 4 284 889 inhabitants.
Croats make up 90.42% of the population, and the most important national minority are Serbs, who
make up 4.36% of the population, while other minority groups account for less than 1% of the population.
Its capital is Zagreb, which is the economic, cultural and political centre of the country.
Croatia is divided into 20 counties and the City of Zagreb has the status of a county.
The Croatian economy is one of the strongest economies in south-eastern Europe, the major economic sectors being agriculture, food, textile, wood processing, metal and oil industries, power
generation industry, construction, trade, shipbuilding, shipping and tourism.
The post-2000 period has been marked by economic development and growth; however, due to the financial crisis that affected Croatia towards the end of 2008, numerous Croatian enterprises
undergoing restructuring lost their sustainable competitive advantage in a globalised environment in
the four years that followed.
In 2009, the gross domestic product (GDP) fell by 6.9% and in 2010 by another 1.4%. In 2011, production volume did not increase, and it again fell by 2.0% in 2012 to a level 10.9% lower than the
production volume in 2008. Gross added value (GVA) fell in construction, manufacturing and trade.
Given the reduced demand for labour, employment was significantly reduced, and unemployment increased. In the period from December 2008 to 2012 the total number of registered employees fell
by 11.9%. More than 180 000 jobs were lost during the four-year period.
According to data from the Labour Force Survey, the employment rate of the population aged 20-64 fell from 64.7% in the third quarter of 2008 to 57.2% in the same quarter of 2012, which represented
a decline of 7.5%.
At the same time, the unemployment rate doubled, rising from 7.0% in 2008 to 14.6% in 2012. As to the movement of unemployment by age, the average number of unemployed persons increased in
most age groups. The most significant percentage increase in the average number of unemployed persons was recorded in the oldest age group. The unemployment rate among young people aged 15-
24 reached 37.6% in the third quarter of 2012.
Due to years of economic crisis followed by another recession, short-term unemployment grew into
long-term unemployment, so that the proportion of people in long-term unemployment rose from 4.4% in 2008 to 9.9% in 2012. In December 2012 the number of unemployed persons registered with
the Croatian Employment Service was 358 214. The average number of unemployed persons
increased from 305 333 in 2011 to 324 324 in 2012, an increase of 6.2%.
Compared to the previous year, the average number of unemployed persons increased in 2012 in all the counties except that of Lika-Senj. There was increased unemployment in almost all sectors, and
the increase in the number of unemployed persons in many sectors was quite significant, especially in the public sector, public administration, defence, compulsory social security, health care, public
welfare, education and the domains of arts, entertainment and recreation. In the private sector, there
was an increase in the number of unemployed people who had previously worked in the construction industry, manufacturing and trade, and the financial sector. There were significant differences in the
employment rate between groups of unemployed people of different levels of education, from which can be concluded that a higher level of education is associated with a higher rate of employment.
The economic crisis has contributed to a significant reduction in employment and increase in
unemployment, particularly youth unemployment and that of the long-term unemployed. However,
recent labour market indicators give reason for optimism. The transition from registered unemployment to employment increased by 32.6% in the first two months of 2013 compared to the
same period of the last year. Employment has increased, particularly in the hotel and catering sector, which is an early indicator of
a successful tourist season. Moreover, 2013 is expected to bring more favourable international
conditions, the positive effect of EU accession, progress beyond the first phase of consolidation of public finances and a more intensive implementation of the Government’s investment plans, while
2014 should also see the recovery of the labour market, which usually lags behind economic recovery.
In terms of the need for additional training of workers and the acquisition of new skills and qualifications, employers declare that for the more specific professional and technical positions,
worker training is needed more than the skills of team collaboration and communication, computer
skills, foreign language skills and customer relation skills.
The largest numbers of employees work in manufacturing and construction, wholesale and retail trade, and accommodation and catering, and these are the activities that create the most jobs.
The biggest Croatian companies by revenue are INA (Petroleum Industry), the Agrokor concern, Konzum, the HEP Group, the HT Group, Prirodni plin (Natural Gas), Zagrebaka banka (the Bank of
Zagreb) and the Atlantic group. The Croatian companies featured on the list are mainly in the consumer goods and energy sectors.
Public companies that employ the most workers are Croatian Railways, Croatian Post, Croatian Electricity (HEP) and Croatian Forests.
According to the latest division, Croatia is statistically divided into two NUTS-2 regions, Continental
and Adriatic Croatia.
Where are the available jobs?
The demand for workers in all sectors decreased significantly during 2012 and the unemployment rate increased.
Labour shortage by sectors and occupations is the greatest in the following activities:
construction: mason, carpenter, reinforcing iron erector, welder, joiner, graduate civil engineer, construction elements fitter, tinsmith;
hotels and catering: waiter, chef, chambermaid, pastry chef, cleaner;
manufacturing: locksmith, leather sewer, sewer, baker, production line worker, butcher, tailor,
shoe upper sewer, graduate mechanical engineer, straight stitch sewing machine operator, machinist, lathe operator;
education: teacher/professor of mathematics, teacher/professor of physics, professor of
musical subjects, teacher/professor of German, teacher/professor of English;
trade: sales assistant, merchant;
agriculture: agricultural worker.
The principal causes for company downsizing are the reorganisation of production, reorganisation of
the work process, a fall in production, loss of markets and other economic reasons. Notable characteristics of workers appearing as surplus in 2012 were older age, lower levels of
expertise, lack of interest in acquiring new knowledge, unsuitable occupation and out-dated skills.
Sectors and occupations with a high unemployment rate are the following:
construction: mason’s assistant, building worker, civil engineering worker;
hotels and catering: assistant waiter, kitchen worker, chambermaid, hotel/tourism clerk,
tourism and catering economist, cleaner; manufacturing: production line worker, sewer, textile sewer, warehouse worker;
trade: sales assistant;
administrative lawyer;
Finding a job
How to find a job
Employers publish their vacancies on the website of the Croatian Employment Service and private job
search portals as well as on their own websites. Vacancy announcements can be found in daily
newspapers and classified advertisement publications, professional journals and newspapers as well
as on the websites of professional organisations (chamber, associations). Jobs in the public sector
must be published in the Official Gazette. In smaller communities they are also published through
radio stations.
Many large employers use online application forms on their websites to create a database of potential
candidates for future vacancies. Small private employers use private channels and recommendations
in addition to published advertisements in order to reach the best candidates.
Private agencies for casual and temporary employment provide the opportunity to enrol in their
database of candidates. Workers conclude an employment contract with the agency, which assigns
workers to perform tasks for the employer who has a temporary need for additional workers.
Links: Croatian Employment Service portal: http://burzarada.hzz.hr/ Moj posao: http://www.moj-posao.net/
Posao.hr: http://www.posao.hr/
How to apply for a job The method of applying is described in each job advertisement. The CV is composed chronologically
and includes personal details, education, additional skills and work experience as well as interests and hobbies. It is typed on the computer in the Croatian language unless otherwise requested, and a
photograph is not always necessary. References from former employers are not obligatory but it is good to enclose them if they are available.
For employers in the public sector the application must be accompanied by a CV, proof of qualifications and skills (certificates, diploma), a certificate of non-conviction, proof of citizenship
and residence and other documents as needed.
Private employers usually require an e-mail application which must contain a CV, and sometimes also
documents such as diplomas, certificates of professional examination and others depending on the specifics of the post. Online application on the website of the employer is sometimes required and
other forms of applying will not be considered, while some employers, usually small, allow applications by phone.
Unsolicited applications to employers are generally well accepted. As here one does not know what form of application is the most acceptable to the employer, it is advisable to accompany the CV and
the covering letter with evidence of qualifications and skills, as well as references or contact details of persons who can provide them, if any.
The application needs to be adapted to the employer one is addressing, and the CV should highlight the skills or experience relevant for the post being applied for. Also, contacting an employer in a
manner different from that required in the advertisement (by phone instead of e-mail, e-mail instead of regular mail, etc.) is generally not acceptable.
Before the interview with an employer it is well to find out in more detail about the employer’s
activities, the employment structure, the dress code and other aspects that may help make the best possible impression in the interview. Indifference, late arrival and untidy appearance will certainly
disqualify one from further proceedings.
During the process of selection of candidates for a position (interview, testing, questionnaires, etc.)
and the conclusion of the employment contract, the employer may not ask the employee to provide information that is not directly related to employment (family status, religion or nationality...).
Links: EUROPASS Croatia: http://www.europass.hr/ How to create CV: http://www.hzz.hr/default.aspx?id=4219 How to present yourself to employer: http://www.hzz.hr/default.aspx?id=4990
Finding accommodation
The most common way of looking for properties to rent or purchase is through public media (web
portals, newspapers), but a significant number of specialised agencies also mediate in the renting or purchase of flats. The commission is usually the amount of one month’s rent, and in the purchase of
an apartment about 3% of the property price. Also, most landlords ask for a deposit in the amount of
one month’s rent.
Flat rental Monthly rent, as well as the cost of buying a flat, varies in different parts of Croatia; the prices are the
highest in Zagreb, Split, Dubrovnik and other tourist centres, while in smaller continental communities
one can find rather cheaper accommodation. Prices also vary within cities depending on the age of the flat, its level of furnishing, its location and the amenities nearby.
Thus in Zagreb it is possible to find a flat of 50 m2 in the range of HRK 1500.00 to 4500.00 per month
(€200.00 to 600.00 per month), the average being HRK 2200.00 to 3000.00 per month (€300-400 per month).
The rent does not include utility bills which also vary, with an average of around HRK 1000.00 per
month (approximately €140.00), lower in the summer and higher in the winter months.
Flat purchase The average price of a flat per square metre is approximately HRK 11,250.00 per m2 (€1500.00 per
m2), ranging from an average of HRK 7,500.00 per m2 (€1000.00 per m2) in Osijek (eastern Croatia)
to HRK 17,250.00 per m2 (€2300.00 per m2) in Split (Adriatic region).
Links: Advertisements: http://www.oglasnik.hr/oglasi/nekretnine/index.html Real estate agencies: http://www.centarnekretnina.net/HR/agencije.htm Real estate prices: http://www.oglas.hr/cijenenekretnina
Parents submit applications for enrolment in a kindergarten after the announcement of admissions, usually in early May, and the eligible children are those who will be aged one by 31/08 of the current
year (only certain kindergartens accept younger children). Results are published in June and the
kindergarten year starts in the autumn.
Applications for primary school enrolment are submitted after admissions are announced by the local government (city, borough, etc.) unit, as a rule in the month of May. Applications are invited for
children aged six by 1st April of the current year, and those who will turn six by 31st August can apply by specific parental request. All children undergo a (physical and mental) health check.
Secondary school enrolment also requires applying for a screening which defines the enrolment terms and criteria, and since the school year 2013/14 applications are submitted online on the website
Upisi.hr (https://www.upisi.hr/upisi/).
University admissions are advertised at least six months before the beginning of classes and provide
information on the conditions for entry, the number of places available, the procedure, documents to be submitted and deadlines for application for selection and enrolment. From the moment of entry of
the Republic of Croatia into the full membership of the European Union students who are citizens of EU countries will have the same rights and enrol in studies under the same conditions as Croatian
citizens. Enrolment may be limited or its period reduced if the course in question relates to military or
police education or other studies of interest to national security.
Links: Kindergartens in Croatia: http://www.mzos.hr/dbApp/pregled.aspx?appName=Vrtici Private kindergartens in Zagreb: http://www.zagreb.hr/default.aspx?id=524 Schools in Croatia: http://www.skole.hr/skole/popis School year calendar: http://www.skole.hr/skole/kalendar_skolske_godine E-enrolment in secondary schools: https://www.upisi.hr/upisi/ Recognition of diplomas and qualifications: http://enic-naric.net/index.aspx?c=Croatia Study in Croatia: http://www.studyincroatia.hr/ List of faculties in Croatia http://www.skole.hr/skole/popis-fakulteta Application on studies: https://www.postani-student.hr/Ucilista/Default.aspx Study programs in Croatia: https://www.postani-student.hr/Ucilista/Nositelji.aspx
Registration procedures and residence permits
Nationals of an EEA member country or Switzerland have the right to stay in the Republic of Croatia for up to three months if they possess a valid passport or identity card. For stays of more than
three months one has to report a temporary residence to a police authority or station in the place of
residence, which promptly issues a certificate of registration of temporary residence. The right of permanent residence may be acquired after five years of continuous legal residence in the Republic of
Croatia. Temporary residence is granted to citizens of a third country who intend to stay or are staying in
the Republic of Croatia for the purpose of:
family reunification,
work as deployed workers.
An application for a temporary residence permit is submitted to the Croatian diplomatic mission abroad or, if a visa is not needed for entry into the Republic of Croatia, the application may also be
submitted to the police authority/station of the foreigner’s intended place of residence or work, or the
place where the employer is based. Highly skilled workers from third countries submit their applications for a residence and work permit to
a Croatian diplomatic mission abroad or to the police authority/station in the place of work/residence. A residence and work permit ("EU Blue Card") is issued for a period of up to 2 years.
Links: Ministry of interior (information for foreigners): http://www.mup.hr/47.aspx Ministry of interior (information for foreigners in English): http://www.mup.hr/120027.aspx Work and stay permits: http://www.aik-invest.hr/investicijski-vodic/dozvole-za-boravak-i-rad-i-vize/ Work and stay permits (in English): http://www.aik-invest.hr/en/investment-guide/stay-and-work- permits-and-visas/ Aliens Act: http://narodne-novine.nn.hr/clanci/sluzbeni/2011_11_130_2600.html Overview of visa system in Croatia: http://www.mvep.hr/MVP.asp?pcpid=1161 Croatian diplomatic missions worldwide: http://www.mvep.hr/MVP.asp?pcpid=13
Checklist for before and after you arrive in a country
Prior to arrival, it is good to find out about Croatia, the manner and conditions of life and work. You can do this on the EURES portal http://ec.europa.eu/eures/ and on national websites such as the One
Croatia (http://onecroatia.info/) portal or the HIDRA portal:
(http://www.hidra.hr/hr_vodic/opci_podaci_o_republici_hrvatskoj).
It is desirable to have at least a basic knowledge of the Croatian language and a readiness to continue learning, although a large number of Croatian citizens can speak a foreign language (usually English,
although in some parts German and Italian are more common). It is advisable to arrange at least a temporary accommodation for the period after coming to Croatia.
Be sure to take with you important documents: identification documents and passport, driving licence if you have one, and other official documents that you might need (birth certificate, marriage
certificate, diplomas, certificates). If documents are not multilingual, you can have them translated in your home country or by a court interpreter upon arrival.
Take your European Health Insurance Card (issued by health insurance in your country: http://ec.europa.eu/social/main.jsp?catId=559), and if you suffer from an illness or are using
prescribed medication, also bring medical records. If you intend to use some of the transferable social security rights (e.g. unemployment benefit), be
sure to take the appropriate portable documents. Information about portable documents:
http://ec.europa.eu/social/main.jsp?catId=857&intPageId=980&langId=en.
The national currency is the Croatian kuna, and money can be exchanged at the airport. Credit card payment is common in most retail outlets.
For stays of more than three months one has to report a temporary residence to a police authority or
station in the place of residence, which promptly issues a certificate of registration of temporary
residence. When you apply you will receive a personal identification number (PIN) that is required to communicate with institutions, receive payments, register activities, engage in an employment,
exercise your rights and the like.
You will also need it to open a bank account (http://www.hnb.hr/supervizija/liste/hlista_banaka.htm),
and to register as a user of telecommunications services (http://novac.net/help-info/operateri/).
Before starting work, it is necessary to obtain a tax card from the Tax Administration in the place of residence: http://www.porezna-uprava.hr/kontakt/adresar.asp?id=b07d1.
The tax card is handed over to the employer at the start of employment.
Links: About Personal Identification Number: http://www.oib.hr/index.aspx Currency Exchange List: http://www.ecb.int/stats/exchange/eurofxref/html/index.en.html Banks in Croatia: http://www.hnb.hr/supervizija/liste/hlista_banaka.htm Telecommunication service providers: http://novac.net/help-info/operateri/
Types of employment
Persons older than 15 years and younger than 18 can be employed unless they are attending compulsory primary education.
Minors may not be employed in jobs that could endanger their safety, health, morals or development.
An employment is normally concluded for full time work for an indefinite period. Fixed-term work
contracts may be concluded because of a temporary increase in the scope of work, to replace absent workers and so on, but only in exceptional cases may such contracts be consecutively concluded for a
period exceeding three years. The probationary period is defined by the contract but cannot last longer than six months. A worker who has entered into a part-time work contract with one employer
may enter two or more contracts with several employers up to the full-time total.
Seasonal employment is mostly found in hospitality and tourism (mainly in the Adriatic region),
agriculture, commerce and the food industry. If an employer operates mainly seasonally, permanent seasonal jobs may be covered by a fixed-term contract for permanent seasonal work. In this case, the
employer is obliged to pay pension contributions for workers during idle periods.
A person who is being employed for the first time in the occupation for which he/she was trained can
be accepted on a probationary basis or be given professional training without an employment contract, which is one of the active employment policy measures.
Self-employment is taken to include trade and craft activities, free professions (medical professionals,
veterinarians, lawyers, notaries, auditors, engineers, architects, tax consultants, bankruptcy trustees,
interpreters, translators, tourism workers, scientists, writers, inventors, journalists, artists, athletes etc.), and agriculture and forestry .
The activity of nannies or babysitting can be performed if one has a business or residential space and
equipment that qualify for the performance of this activity (unless the nanny carries out her activity in the parents’ residence), and meets the other prescribed conditions:
http://www.hok.hr/press/novosti/novi_propisi/hrvatski_sabor_usvojio_zakon_o_dadiljama
In the case of temporary employment through recruitment agencies, workers sign with the agency a
contract for a definite or indefinite period of time, and the agency concludes an agreement with the end user about the assignment of workers for a period of up to one year. If the agency has concluded
with a worker a contract of indefinite duration it is obliged, in periods when the worker is not
assigned, to pay him wages in the amount of the average wage paid to him in the previous three months.
The current legislation is based on work security, but changes are on the way to introduce new forms
of work and strengthen the principle of flexicurity.
LInks: Work legislature: http://www.mrms.hr/rad/katalog-zakona-i-propisa/ Types of contracts: http://www.iscemposel.hr/vodic/zaposljavanje/hrvatska/ugovori Voluntary work: http://www.iscemposel.hr/vodic/zaposljavanje/hrvatska/volontiranje_humanitarno Seasonal work in agriculture: http://www.obracun-placa.com/index.php/obracun-placa/sezonski- rad-u-poljoprivredi-obrazac-usp-1-vrijednosni-kupon-vaucher-od-062012/ Pension insurance: http://www.mirovinsko.hr/default.asp?ID=53
An employment relationship is based on a written employment contract. If the employer does not conclude with the employee a written employment contract before the start of work or issue a written
confirmation of the conclusion of the contract, the contract made with the worker is considered to be
of indefinite duration. The employer shall provide the worker with a copy of the application for mandatory pension and health insurance within fifteen days of the conclusion of the employment
contract or of starting work.
An employment contract must contain all the essential conditions and at least information on:
the parties and their residence or seat,
the place of work,
the job title or a brief list or description of duties,
the date of commencement of work,
the expected duration of contract in the case of fixed-term employment,
the duration of annual leave or method of determining the duration of annual leave,
notice periods or the method of determining notice periods,
the basic salary, salary supplements and salary payment periods,
the duration of a normal working day or week.
A probationary employment contract may be concluded for a fixed period. Having completed the probationary period, the employee takes a professional examination if required.
If a professional examination or work experience is established as a requirement for the performance
of duties of an occupation, the employer may admit a person who has completed training for such occupation for further professional training without employment. A person professionally trained for
work is subject to provisions on labour relations with the exception of those relating to the conclusion of an employment contract, wage and benefit payments and termination of employment.
Links: About employment in Croatia: http://www.mingo.hr/default.aspx?id=3243 Example of employment contract: http://www.iusinfo.hr/Tools/Pdf/Ugovor%20o%20radu.pdf Content of employment contract: http://www.aik-invest.hr/investicijski-vodic/zaposljavanje/sadrzaj- ugovora-o-radu/ Content of employment contract (in English): http://www.aik-invest.hr/en/investment- guide/employment/content-of-the-employment-contract/
Special categories
People with disabilities are employed on the open job market, in an institution or company established to provide employment for people with disabilities (employment centres and sheltered
workshops), in self-employment or on family farms. Employers who hire people with disabilities can have access to financial incentives for providing employment. The public sector must employ at least
one disabled person for every 19 employees. In the case of violation of rights as defined by law,
people with disabilities may contact the Ombudsman for Persons with Disabilities.
Pregnancy must not be a reason for refusal of employment or loss of employment, or for any changes to the employment contract, except on the proposal of the employee herself. If this is not
possible, the employee is entitled to leave with salary compensation. A pregnant woman must not
work at night unless she makes such a request herself and submits a physician’s positive opinion.
Night work is prohibited for minors, except in exceptional cases.
Asylum seekers can work in Croatia without a work permit, and employers can use grants for their recruitment.
Links: Fund for professional rehabilitation and employment of people with disabilities: http://www.fond.hr/ Disability ombudsman: http://www.posi.hr/ Croatian union of disabled persons associations: http://www.hsuti.hr/EasyWeb.asp?pcpid=2 Useful links: http://www.posi.hr/index.php?option=com_weblinks&view=category&id=2&Itemid=175 Asylum in Croatia: http://www.azil.com.hr/
One’s own business can be registered as an independent activity (trade, free profession, agricultural and forestry activity) or as a company.
A trade can be free, licensed or privileged. To set up a licensed business you must have adequate qualifications or a master’s qualification, or employ in these jobs persons who have the requisite
qualifications. Free professions include health workers, veterinarians, lawyers, notaries, auditors, engineers, architects, tax consultants, bankruptcy trustees, interpreters, translators, tourism workers,
scientists, writers, inventors, journalists, artists, athletes, etc.).
Independent activities are subject to income tax, and practitioners earning more than HRK 230,000
per annum must join the VAT system.
No qualifications or special exams are needed to set up a trading company. All companies are subject to profit tax at the rate of 20%.
Domestic and foreign companies trade under the same conditions, and a foreign investor may establish or participate in the establishment of a company and acquire rights and/or obligations under
the same conditions as any domestic investor.
Links: Founding of company in Croatia: http://www.mingo.hr/default.aspx?id=3242 Founding of foreign investors company: http://www.aik-invest.hr/investicijski-vodic/osnivanje- trgovackog-drustva/ Founding of foreign investors company (in English): http://www.aik-invest.hr/en/investment- guide/establishing-a-company/ Hitro.HR: http://www.hitro.hr/Default.aspx?sec=16 Ministry of Entrepreneurship and Crafts: http://www.minpo.hr/default.aspx?id=6 Investors Guide: http://www.mingo.hr/default.aspx?id=3219 Zakon o poticanju investicija i unapreenju investicijskog okruenja: http://narodne- novine.nn.hr/clanci/sluzbeni/2012_10_111_2391.html Incentives calculator: http://www.aik-invest.hr/investicijski-vodic/kalkulator-poticaja/ Incentives calculator (in English): http://www.aik-invest.hr/en/investment-guide/incentives- calculator/ Croatian Employers' Association: http://www.hup.hr/homehr.aspx Croatian Chamber of Trades and Craft: http://www.hok.hr/ Croatian Nursing Council: http://www.hkms.hr/ Croatian Medical Chamber: http://www.hlk.hr/Default.aspx Croatian Council of Physiotherapists: http://www.hkf.hr/ Croatian Council of Civil Engineers: http://www.hkig.hr/ Croatian Council of Architects: http://www.arhitekti-hka.hr/hr/
Minimum wage is the lowest monthly gross salary to which a worker is entitled for full-time work and it is a right belonging to all the workers employed in the Republic of Croatia. The level is set annually
and the Central Bureau of Statistics publishes it in the Official Gazette.
The minimum net wage for the period from 1 June 2012 to 31 May 2013 in the Republic of Croatia
amounted to HRK 2,814.00 (approximately EUR 373.00).
The method of determining wages can be prescribed by collective agreements, work regulations and individual work contracts. An employment contract may offer better terms, but not less favourable
than those stipulated by the collective agreement or work regulations. In any case, the employer must
pay the employee an appropriate salary under the same conditions for both genders.
Salary is paid monthly after the work is completed, and no later than the fifteenth day of the following month, in money usually paid into the worker’s bank account.
For difficult working conditions, overtime and night work and work on Sundays, holidays and other days which the law provides for rest the worker is entitled to increased pay.
It is a common practice for workers to obtain for each year of work a 0.5% rise (usually set down in
the collective agreement); some employers add to the wage a transport allowance (non-taxable), and
some employers also pay a hot meal allowance (included in the salary and taxable).
Income tax is paid at the rate of 12%, 25% and 40%, pension contributions at the rate of 20%, health insurance 13%, contribution for employment 1.7%, contribution for occupational injuries 0.5%,
and local tax from 0 to 18% (depending on residence). The pension fund contribution is deducted from the salary and the other contributions are added to the salary.
The employer must submit to the worker the calculation showing how these amounts are determined within fifteen days of payment of a salary, benefit or severance pay. Contributions from the wages
and to the wages are calculated by the employer, and the worker receives a net amount after all the deductions.
Links: Croatian Bureau of Statistics: http://www.dzs.hr/ Salaries: http://www.mingo.hr/default.aspx?id=3243#place Salaries: http://www.aik-invest.hr/investicijski-vodic/zaposljavanje/place/ Salaries (in English): http://www.aik-invest.hr/en/investment-guide/employment/salaries/
Working time
Full-time is considered to be eight hours a day or 40 hours a week. An employee who works at least six hours a day has the right to a daily break of at least thirty
minutes, which is paid and included in the working time.
Daily rest period is at least twelve hours continuously. An exception is workers in seasonal jobs,
whose daily rest is a continuous period of at least ten hours, and the difference has to be compensated every eight days.
Workers are entitled to a weekly continuous rest period of at least twenty-four hours. It is typically
used on Sundays, on the day that precedes it and on the day that follows it.
Where there are justifiable reasons, a worker may work overtime at the employer’s request, but not
more than eight hours a week, 32 hours per month or 180 hours per year.
Overtime is prohibited for minor workers while a pregnant woman, a parent with a child under three
years of age, a single parent with a child under six years of age and a worker who works part-time may do overtime if they consent to such work in writing.
Overtime is paid at a higher rate or one can use days off instead of a payment.
Links: About employment in Croatia (working hours): http://www.mingo.hr/default.aspx?id=3243#radno_vrijeme Working hours: http://www.aik-invest.hr/investicijski-vodic/zaposljavanje/radno-vrijeme/ Working hours (in English): http://www.aik-invest.hr/en/investment-guide/employment/working- hours/
Leave (annual leave, parental leave etc.)
A worker has, for each calendar year, the right to paid annual leave of at least four weeks (for minors and people who work in hazardous conditions at least five weeks), and this right may be
exercised after six months of starting work.
To the basic number are added days of annual leave to account for difficult conditions, job complexity,
age, family status or work performance, and with most employers the maximum annual leave cannot exceed 30 working days. Public holidays and non-working days specified by law are not included in
the duration of annual leave. A period of temporary incapacity for work declared by an authorised physician is not included in the duration of annual leave. A worker may not waive the right to annual
leave nor exchange the use of annual leave for money.
During the calendar year a worker is entitled to paid leave of up to seven days for important
personal needs (marriage, spouse’s childbirth, severe illness or death of a close family member). An even longer duration of paid leave can be set by collective agreement, work regulations or
employment rules. An employer can grant a worker’s request for unpaid leave, during which time the
rights and obligations arising from employment are suspended.
The public holidays in the Republic of Croatia are: January 1st (New Year)
January 6th (Epiphany)
Corpus Christi May 1st (Labour Day)
June 22nd (Anti-Fascist Resistance Day) June 25th (National Day)
August 5th (Victory and Homeland Thanksgiving Day)
August 15th (Assumption) October 8th (Independence Day)
November 1st (All Saints) December 25th and 26th (Christmas Holiday)
In Croatia, public holidays are non-working days.
Links: Holidays and leaves: http://www.mingo.hr/default.aspx?id=3243#odmori Holidays and leaves (from the Labour Law): http://www.zivotopis.hr/karijera/procitaj/odmori-i- dopusti/21/ Public holidays in Croatia: http://www.hnb.hr/aktualno/hpraznici.htm
Ending employment
A fixed-term employment contract ends with the expiry of the period for which it was concluded, and under certain conditions can be cancelled before this term. A contract may be terminated by the
worker or by the employer or they can draw up an agreement concerning this.
An agreement to terminate a work contract must be concluded in writing, which applies to other
forms of employment contract cancellation as well.
Ordinary termination The employer may terminate the employment contract with a notice period (two weeks to four
months, depending on the length of service), if he has reasonable grounds (due to business reasons,
a personally conditioned dismissal or dismissal due to the employee’s misconduct). An employee can terminate his employment contract with the prescribed or agreed notice period without stating the
reason. The notice period is defined by the Employment Act, but in practice the most common notice period is of one month.
Summary termination The employer and employee have a valid reason for terminating employment without a notice period
(extraordinary termination) if due to a serious breach of employment obligations or some other highly important fact continued employment becomes impossible. The contractual party which summarily
terminates the employment contract is entitled to claim damages for non-performance of
commitments under the employment contract.
The employer must, within fifteen days of the date of termination of employment, return to the employee all his documents, give him a copy of the cancellation of the mandatory pension and health
insurance and issue to him a certificate of the type of work he was performing during his employment. The certificate must not indicate anything that would make it more difficult for the worker to conclude
a new employment contract.
Pensions
Pensions may be age (early and full) or disability related (due to professional or complete inability to work). Entitlement to an old age pension is acquired at the age of 65 and with at least 15 years of
pensionable service, and the right to an early retirement pension is acquired when the insured reaches
the age of 60 and 35 years of pensionable service.
To be entitled to a disability pension an employee must satisfy the condition of incapacity together with the length of service (at least a third of his working life must be pensionable service), which is
more closely defined by law. If the disability was caused by a work-related injury or occupational illness, the entitlement to a disability pension is acquired regardless of the length of pensionable
service.
Family members of a deceased insured person can obtain a survivor’s pension if they meet the
prescribed conditions: http://www.mirovinsko.hr/default.asp?ID=73.
Representation of workers
Workers have the right to establish a trade union (at least 10 people are needed), and to join one. The union negotiates a collective agreement; it can represent members in labour disputes and provide
free legal advice to members. There is the possibility of loans or financial assistance to members in
difficulties, and appropriate gifts are commonly distributed at public holidays.
The first level of organisation are union branches at the company level, next are the unions, which represent all members in a particular branch of industry, and which then form federations in order to
strengthen their negotiating position.
Approximately 30% of employees are organised in trade unions, mainly in the public sector and with
large employers, while their number is negligible among the staff of small employers. The membership application form is available from the trade union representative if such exists in a
company, or online on the websites of most trade unions. Membership fees are paid as a percentage of gross salary.
Workers can set up a workers’ council to protect and promote the interests of workers employed by a given employer, inform them about its work, receive their proposals and cooperate with the union.
Links: Union of Autonomous Trade Unions of Croatia: http://www.sssh.hr/hr Association of Worker Trade Unions of Croatia: http://www.ursh.hr/ Independent Croatian Trade Unions: http://www.nhs.hr/ Work of labourer's council: http://www.poslovniforum.hr/about/ovlastenja_i_rad_radnickog_vijeca.asp Trade union rights: http://www.sssh.hr/hr/static/radnicka-prava/sindikalna-prava-83 Collective negotiations: http://www.sssh.hr/hr/static/radnicka-prava/kolektivno-pregovaranje-36
Labour disputes - strikes
Unions have the right to call and carry out a strike in order to protect the interests of their members.
The strike must be announced to the employer indicating the reason for the strike, its place and starting time. The strike may not begin before the end of the conciliation process. The conciliation
process may end in agreement or it may go to arbitration.
Employers can engage in a lockout only in response to an on-going strike. Lockout may not begin
before the expiration of eight days from the beginning of the strike. The union and the employer jointly prepare and adopt rules about indispensable jobs that must not be interrupted during a strike
or lockout. A worker must not be placed at a disadvantage because of his participation in a strike, no
worker may be forced to participate in a strike, and a worker who participated in a strike may have his salary and allowances, except for the child allowance, reduced in proportion to the time of his
participation in the strike. Workers in Croatia generally go on strike after prolonged and severe violations of labour relations,
such as several months of unpaid wages.
Links: Collective labour disputes: http://www.socijalno-partnerstvo.hr/default.aspx?id=48 Regulations in the field of labour disputes: http://www.socijalno-partnerstvo.hr/default.aspx?id=51 Strike and collective labour disputes: http://www.sssh.hr/hr/static/radnicka-prava/strajk-i-kolektivni- radni-sporovi-37
The political system
The Republic of Croatia is a parliamentary democracy with a separation of powers into legislative,
administrative and judicial.
The President of the Republic of Croatia is elected through direct elections for a five-year term.
The Croatian Parliament, the representative body of the people vested with legislative power, has a
minimum of 100 and a maximum of 160 members who are elected directly by secret ballot for a term
of four years. The current, seventh assembly of the Croatian Parliament consists of 151 representatives. Most members come from the Social Democratic Party of Croatia (SDP) and the
Croatian Democratic Union (HDZ). The Administrative system
The Government of the Republic of Croatia, the supreme body of executive power in the country, is
composed of the Prime Minister and Ministers and responsible for the application of laws, making
legislative and state budget proposals and conducting internal and external affairs. Counties (20) are local self-government units in charge of affairs of regional importance, while cities (127) and
municipalities (429) are responsible for the needs of citizens at the 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. In Croatia there are 20 police districts, within which operate police stations. Contacts: http://www.mup.hr/MainPu.aspx?id=1255
The courts of general jurisdiction are the municipality (108) and county courts (21), and the Supreme Court of the RC as the highest court. The courts of special jurisdiction are the Administrative Court,
the High Commercial Court, the commercial courts, the High Magistrates Court and the magistrates courts (110). Since 01/01/2012 there is also the Municipal Labour Court in Zagreb as the first of its
kind in Croatia. The Constitutional Court of the Republic of Croatia does not form part of the judiciary. It decides on
matters of constitutionality of the law and the conformity of other regulations with the Constitution and the laws, rules on constitutional complaints and decides on other matters prescribed by the
Constitution. It is considered the fourth lever of the Croatian state’s power.
The institution of the Ombudsman has been established as an independent body that protects the
constitutional and legal rights of citizens in proceedings before the state administration and public authorities. The scope of work of special ombudsmen is limited to certain groups of citizens; thus we
distinguish special ombudsmen for gender equality, for children and for people with disabilities.
The Croatian Employment Service is the key labour market institution, directly responsible to the Ministry of Labour and Pension System. Along with a Central Office, there are 22 regional offices and
96 branches.
The Labour Inspectorate supervises the implementation of laws and regulations governing the relationship between employers and workers and operates within the framework of the State
Inspectorate.
Incomes and taxation
The current tax system of the Republic of Croatia determines the following taxes: profit tax, income
tax, value added tax, excise duties (passenger cars and other motor vehicles, vessels and aircraft, soft drinks, coffee, excise duty on alcoholic beverages, tobacco products, energy products and electricity),
tax on motor insurance premiums, property tax, charges for organising games of chance and certain types of taxes which represent the revenue of local and regional governments.
The standard VAT rate in Croatia as of 1 March 2012. is 25%, while for certain products and services discount rates of 10% and 5% apply.
Income tax is paid at the rates of 12%, 25% or 40% on the tax base, depending on the amount of
income. There are also pension contributions (20%), health insurance (13%), contributions for
employment (1.7%), contributions for occupational injuries (0.5%), and a local tax from 0-18% (depending on the place of residence).
Example calculation: http://www.aik-invest.hr/investicijski-vodic/zaposljavanje/place/.
Information on tax exemptions and reliefs can be found on http://ccenterclient.porezna-uprava.hr/.
The average monthly salary in Croatia amounted to HRK 7,894 (HRK 5,487 net) in December 2012.
Above-average salaries are recorded in the sectors of financial intermediation, information and
communication, scientific and technical activities, electricity supply and mining. The lowest salaries are paid in the auxiliary services, construction, the hotel industry and agriculture.
Links: Tax Administration: http://www.porezna-uprava.hr/en/EN_porezni_sustav/Stranice/THE- CROATIAN-TAX-SYSTEM.aspx Taxes: http://www.mingo.hr/default.aspx?id=3245 Tax and customs system: http://www.aik-invest.hr/investicijski-vodic/porezni-i-carinski-sustav/ Tax and customs system (in English): http://www.aik-invest.hr/en/investment-guide/tax-and- customs-system/ Example of salary calculation: http://www.aik-invest.hr/investicijski-vodic/zaposljavanje/place/
Cost of living
In the structure of expenditure of Croatian households the expenditure on food and beverages with an average HRK 2,280.00 per month accounts for one third of total expenditure, and together with
housing costs (HRK 1,320.00/month) it reaches more than half the total cost of living.
Next come transport costs (HRK 760.00) and clothing and footwear (HRK 460.00/month), while only 46% of households spend money on culture, recreation and entertainment (HRK 180.00/month).
Expenditure on education is an item in 30% of Croatian households (HRK 524.00/month). Petrol: HRK 10.45 /l (varies weekly)
Electricity: HRK 0.84/kWh (certain fees and VAT are added to the consumption)
Food prices vary depending on seasonal changes in supply, point of purchase (market, supermarket or
small shop) and special offers. Clothing stores have seasonal discounts of 20% to 70%, and recent years have seen the popularity of
group buying portals through which products and services can be obtained up to 90% cheaper. Shopping centres are open seven days a week, typically from 9.00 to 21.00 hours, while other shops
are open from Monday to Saturday, and less frequently on Sundays.
Average food prices
Bread (loaf, about 700 g): HRK 6-8 Milk (litre): HRK 5-7
Eggs (10): HRK 10-15
Links: Petrol prices: http://www.hak.hr/info/cijene-goriva/ Electricity prices: http://www.hep.hr/ods/kupci/tarifni.aspx Association for consumer rights protection: http://www.potrosac.hr/ Prices information: http://www.supermarketi.info/ Consumers basket: http://www.nhs.hr/gospodarstvo/kosarica/
The share of private ownership of real estate in Croatia is one of the highest among the countries of the European Economic Area. For most people flat rental is a temporary solution. One of the reasons,
along with tradition, certainly is the neglected flat rental market. Flats for rent are rarely built with
that intention, and landlords are generally individuals with a surplus of properties which they place on the market to generate income.
Due to a slackening in the property market, prices of real estate have declined in each of the four
largest cities in Croatia (Zagreb, Split, Rijeka, Osijek), and the same trend is noted along the Adriatic coast when it comes to holiday homes or flats.
The most expensive are Zagreb and Split (approximately HRK 17,000.00/m2), followed by Rijeka
(approximately HRK 11,640.00/m2) and Osijek (about HRK 8,200.00/m2).
In a flat rental transaction, the rental agreement defines the rights and obligations of the parties and the period covered by the contract. The contract must be notarised, and the lessor is the taxable
party. Overhead costs are not usually included in the rent.
In flat purchase, it is the purchaser who is liable for tax at the rate of 5%. Before buying it is
important to verify that all documentation related to the property is in order, that the property is registered at the land registry and the like. Such services are offered by estate agents and lawyers.
Links: Real estate centre: http://www.centarnekretnina.net/HR/wiki-cn/indeks.htm First property Croatia: http://www.firstpropertycroatia.com/hr/ Blue advertisements: http://www.oglasnik.hr/oglasi/nekretnine/index.html Real estate transfer tax: http://www.porezna-uprava.hr/en/EN_porezni_sustav/Stranice/REAL- ESTATE-TRANSFER-TAX.aspx Land ownership registry: http://e-izvadak.pravosudje.hr/home.htm Cadastre: http://www.katastar.hr/dgu/ind.php
Health care provided by mandatory public health insurance (three levels)
Primary level: obtained from the chosen primary health care physician, a family (general) practitioner, a gynaecologist, a dentist or a paediatrician.
Secondary level: specialist/consultative health care and hospital health care
Tertiary level: the most complex forms of health care from specialist/consultative and hospital
services.
Referral to hospital treatment in the nearest contracted hospital facility according to the place of
residence is made by the patient’s chosen primary care physician or a physician from the emergency medical services. In the event of an emergency medical intervention such treatment is possible
without a referral. The telephone number of the emergency medical services is 112.
As part of the mandatory health insurance there is a right to use medicines from the basic HZZO
(Croatian Health Insurance Fund) reimbursement list. The insured persons participate in the cost of some medicines, while other medicines are supported in full. Medicines prescribed by a physician
(prescription drugs), as well as over-the-counter medicines, can be purchased in pharmacies.
Citizens of the European Union who are travelling to Croatia, or are for any other reason temporarily
staying in Croatia, and have public health insurance in one of the EU member states, are entitled to use necessary health care by virtue of their European Health Insurance Card.
Links: Croatian Health Insurance Fund: http://www.hzzo-net.hr/index.php Ministry of Health: http://www.zdravlje.hr/ Croatian Medical Chamber: http://www.hlk.hr/Default.aspx
Educational Systems
Preschool education and child care are the part of the education system of the Republic of Croatia intended for children aged from six months to elementary school age.
There are 1348 kindergartens in Croatia.
Elementary education lasts eight years starting with enrolment in the first grade of elementary school and is compulsory for all children, generally from the age of six to the age of fifteen. This
applies to all children who reside in the Republic of Croatia regardless of their citizenship. The
Republic of Croatia has 2136 primary schools, 12 of which are private.
Following primary education, secondary education enables everyone, under equal terms and
according to their capabilities, to acquire knowledge and skills required for work and continued education. Programmes for the acquisition of secondary school diplomas and professional degrees
from basic and secondary vocational schools provide the knowledge and skills required for work and
continued education. Training and development programmes complement the acquired skills and abilities for work in a profession. Secondary education typically includes the age span from completion
of elementary school to adulthood (between 13-15 and 17-19 years of age).
Depending on their type of curriculum, secondary schools are called: gymnasiums (general or
specialised) vocational schools (technical, industrial, trade and other, which is determined by their type of curriculum) and art schools (music, dance, visual arts and other, determined by their type of
curriculum). Adult secondary education includes special programmes for acquiring secondary school diplomas or professional degrees, lower professional degrees, retraining programmes and training and
development programmes.
In Croatia there are 715 secondary schools, 49 of which are private.
Higher education is provided by institutions of higher education. The higher education institutions
are universities with faculties and academies of arts as their units, polytechnics and colleges. University studies enable students for work in science and higher education, business, the public
sector and society at large. University studies comprise three levels: undergraduate, graduate and
postgraduate studies.
Polytechnics and colleges are established to provide higher education through the organisation and conduct of professional studies and can perform professional, scientific and artistic activities in
accordance with the Science and Higher Education Act and their own statutes. Professional studies provide students with an appropriate level of knowledge and skills required to
work in applied professions and prepare them for direct integration in the working process.
Professional studies are on two levels: professional studies and specialised graduate professional studies.
In the Republic of Croatia there are 133 higher education institutions, 32 of which are privately
owned.
Cultural and social life
Many Croats spend their leisure time in an organised way in associations and clubs, but also in informal socialising. Weekends are devoted to visits to relatives and friends, or to outings. Residents
of the capital can get to the seaside in one and a half hours, while residents of Adriatic Croatia visit
nearby mountain locations. Evenings out until late at night are a must for the young, both in clubs and bars and at home parties or spontaneous parties out of doors, especially during the summer months.
A wide range of cultural events take place in bigger cities, together with sports events. Summer
festivals have become internationally recognised in recent years. In smaller towns, the availability of organised content is significantly lower, but even the smallest towns and villages have active choirs,
tambura ensembles, vocal groups, carnival associations, volunteer fire departments, etc.
Croatian regional diversity is reflected in the leisure time of the population. Social life in rural areas
contributes to the preservation of the rich traditional heritage of the Croatian people in costumes, music, customs and competitions in old sports.
The Adriatic coast and islands are distinguished by water sports and traditional games such as boules, while mountaineering and winter sports are more common in continental Croatia. Hunting and angling
are equally represented on the coast and inland.
Gastronomy is an important part of Croatian culture and identity. Climatic diversity, a clean
environment and historical influences have resulted in a wealth of offerings, from fish dishes along the coast, via spicy specialities in Pannonian Croatia and simple but delicious dishes typical of
mountainous areas, to many desserts, wines and home-made brandies.
Coffee culture is one of the typical features. Bars open their terraces with the first rays of sunshine. With coffee we socialise, transact business or just silently read the newspapers. Saturday morning
coffee in the city centre is typical of the whole of Croatia.
Links: Office for cooperation with NGOs: http://www.uzuvrh.hr/defaulthrv.aspx Associations’ registry: http://www.appluprava.hr/RegistarUdruga/ National parks of Croatia: http://www.zastita-prirode.hr/Zasticena-priroda/Zasticena- podrucja/Nacionalni-parkovi Croatian National Tourist Board: http://croatia.hr/hr-HR/Naslovna Rijeka Carnival: http://www.rijecki-karneval.hr/ Taste of Croatia: http://www.tasteofcroatia.org/
Private life (birth, marriage, death)
Birth: all the facts of birth of people that have been born in the Republic of Croatia and the births of Croatian citizens abroad are entered in the register of births. The birth of a child in a health care
institution is reported by the health care institution. The birth of a child outside a health care institution may be reported by the child’s father, the person in whose residence the child is born, the
mother when she is capable of it, a midwife or a physician involved in the delivery or a person who
has learned of the child’s birth. The birth of a child is reported within 15 days of the event. More on: http://www.uprava.hr/default.aspx?id=658
Marriage: In the Republic of Croatia marriage is concluded on the basis of consensual declaration of
a woman and a man.
Marriage can be concluded in a civil form (before a registrar) or a religious form having the effects of a civil one (before an official of a religious community which has established legal relations with the
Republic of Croatia). Marriage may be entered into by a person who has attained 18 years of age (an adult and legally capable person). A person who has attained sixteen years of age may exceptionally
enter into marriage with prior permission of the court. Foreigners must meet the same conditions for marriage as Croatian citizens. More on: http://www.uprava.hr/default.aspx?id=659
The rights and obligations of same-sex unions in the RC are regulated by a separate act.
Death: Death is reported to the registrar of the locality where the death has occurred or where the
deceased was found within three days of the date of death or the date when the deceased was found. More on: http://www.uprava.hr/default.aspx?id=660
Links: Registries in Croatia: http://www.uprava.hr/default.aspx?id=10990
Transport
The shape of the Republic of Croatia and its territorial reliance on northern lowland transport routes on the one side and the Adriatic coast on the other clearly point to the vital importance of transport
infrastructure for its development, and of the essential role of the Croatian territory in land and sea
connections between the countries of Southeast Europe and Central Europe.
In terms of traffic, the Croatian territory is highly favourable for transit, as shown by the passage of three Pan European Corridors (V, VII, and X) through the Republic of Croatia.
Croatia has the following transport network infrastructure:
roads: 26,907.4 km (including motorways and semi-motorways 1,413.1 km) railways: total length of
2,722 km of track; seaports: of national interest, three predominantly freight - Rijeka, Ploe, Šibenik and three mostly
passenger: Zadar, Split and Dubrovnik; navigable waterways: total length of 804.1 km on the rivers of Danube, Sava, Drava, Kupa and Una,
with the following ports: Osijek, Sisak, Slavonski Brod and Vukovar.
Airports in Croatia: Zagreb, Dubrovnik, Split, Zadar, Pula, Rijeka and Osijek, and two airfields: Mali Lošinj and Bra.
Road toll rates: http://www.hak.hr/info/cestarine/
Zagreb public transport: http://www.zet.hr/media/171572/cjenik.pdf
Osijek public transport: http://www.gpp-osijek.com/web/documents/CJENIK%20BUSCARD.pdf Rijeka public transport fares: http://www.tz-rijeka.hr/Home.aspx?PageID=87
Poveznice: Ministry of Maritime Affairs, Transport and Infrastructure: http://www.mppi.hr/default.aspx Croatian motorways: http://www.hac.hr/en/toll-rates/toll-payment-conditions/ Hrvatski autoklub: http://www.hak.hr/ Croatian railways: http://www.hznet.hr/ Jadrolinija: http://www.jadrolinija.hr/ Zagreb Airport: http://www.zagreb-airport.hr/
E-forms
When searching for employment in another Member State, a citizen of EU / EEA and Switzerland may
transfer certain rights enjoyed in the mother country, primarily the right to financial compensation for unemployment and the right to health care. The method of rights transfer used are portable
documents (PD) issued by the competent institutions of the Member States. The Croatian Employment Service (http://www.hzz.hr/) is responsible for coordinating the right to
unemployment benefit. PDU forms are used for the purpose. We will mention the most important
ones:
PDU1: contains information on the benefit claimant’s periods of employment which serve as
the basis for determining the right to a benefit, the level of compensation and the duration of this right.
PDU2: is used for transferring the right to unemployment-related benefit enjoyed in one
Member State when moving to another Member State in order to seek employment
The right to health care is realised at the Croatian Institute for Health Insurance (http://www.hzzo-
net.hr/) using the PDS form. For migrant workers the most important form is PDS1, which allows them to register and realise their entitlement to health care in the country where they live even
though they have health insurance in another country.
Links: Croatian Employment Service: http://www.hzz.hr/ Croatian Health Insurance Fund:: http://www.hzzo-net.hr/ Croatian Pension Insurance Fund: http://www.mirovinsko.hr/default.asp?ID=2971 Central Registry of Affiliates: http://www.regos.hr/default.aspx?id=877