Próifíl tíre an tsaoil oibre don Chróit
Déanann an phróifíl seo cur síos ar phríomhthréithe an tsaoil oibre sa Chróit. Tá sé mar aidhm aige an fhaisnéis chúlra ábhartha a sholáthar maidir leis na struchtúir, na hinstitiúidí, na gníomhaithe agus na rialacháin ábhartha maidir leis an saol oibre.
Áirítear leis sin táscairí, sonraí agus córais rialála maidir leis na gnéithe seo a leanas: gníomhaithe agus institiúidí, caidreamh fostaíochta comhchoiteann agus aonair, sláinte agus folláine, pá, am oibre, scileanna agus oiliúint, agus comhionannas agus neamh-idirdhealú ag an obair. Déantar na próifílí a nuashonrú go córasach gach dhá bhliain.
Tagraíonn 'caidreamh fostaíochta aonair' don chaidreamh idir an t-oibrí aonair agus a bhfostóir. Tá an caidreamh seo múnlaithe ag rialáil dhlíthiúil agus ag torthaí na caibidlíochta comhpháirtithe sóisialta maidir le téarmaí agus coinníollacha. Breathnaíonn an chuid seo ar thús agus ar fhoirceannadh an chaidrimh fostaíochta agus ar theidlíochtaí agus oibleagáidí sa Chróit.
Ceanglais maidir le conradh fostaíochta
De réir Airteagal 19 den Acht Saothair, tá cosc ar dhuine faoi bhun 15 bliana d'aois a fhostú (nó idir 15 agus 18 mbliana d'aois má tá siad fós faoi réir bunscolaíochta lánaimseartha éigeantach). Nuair a údaraíonn ionadaí dlíthiúil conradh fostaíochta a thabhairt i gcrích do mhionaoiseach (cé is moite de mhionaoiseach atá fós faoi réir bunscolaíochta lánaimseartha éigeantach), tá inniúlacht dhlíthiúil ag an mionaoiseach chun conradh den sórt sin a thabhairt i gcrích agus a fhoirceannadh agus chun aon chaingne dlí a dhéanamh. Leagtar amach in Airteagal 19(a) den Acht Saothair cosaint speisialta leanaí agus mionaoisigh. Bunaítear leis gurb é leanbh, i gciall an achta seo, duine atá níos óige ná 15 bliana d'aois, agus gur mionaoiseach é duine a bhfuil 15 bliana d'aois slánaithe aige nó atá níos sine ná 15 bliana d'aois agus níos óige ná 18 mbliana, agus sonraítear in Airteagal 19(b) coinníollacha agus saintréithe daoine a oibríonn le mionaoisigh. Sonraítear i leasú ar Airteagal 19(b) dualgais fostóirí maidir le cosaint speisialta leanaí agus mionaoisigh. Foráiltear i leasú ar Airteagal 21 nach féidir leis an bhfostóir mionaoiseach a fhostú sula gcinntear roimh ré cumas sláinte an mhionaoisigh. Ina theannta sin, forordaíonn an tAire atá freagrach as gnóthaí saothair, le toiliú roimh ré ón aire atá freagrach as sláinte, le hordú réamhchinneadh ar chumas sláinte oibre mionaoiseach.
Maidir le fostaithe a oibríonn ón mbaile (is é sin, ag ionad oibre ar leithligh óna bhfostóir), má dhéanann fostaí iarratas ar an bhfostóir an conradh fostaíochta trína rialaítear obair ón mbaile a leasú, tá sé de dhualgas ar an bhfostóir freagra a thabhairt don fhostaí agus ní féidir leis an iarratas a dhiúltú ach amháin ar chúis údaraithe, a chaithfear a mhíniú i scríbhinn don fhostaí tráth nach déanaí ná 30 lá tar éis an togra a fháil. Chomh maith leis an bhfaisnéis atá leagtha amach in Airteagal 15 den Acht Saothair a chur san áireamh, ní mór faisnéis bhreise a bheith i gconradh fostaíochta a thugtar i gcrích i scríbhinn trína n-aontaíonn an fostóir agus an fostaí oibriú in ionaid oibre ar leithligh faoi (1) eagrú na hoibre a chuireann ar chumas infhaighteacht fostaithe agus a rochtain gan bhac ar an spás gnó, faisnéis agus cumarsáid ghairmiúil le hoibrithe eile agus leis an bhfostóir, chomh maith le tríú páirtithe sa phróiseas gnó; (2) an modh chun uaireanta oibre a thaifeadadh; (3) modhanna oibre chun obair a dhéanamh a bhfuil sé d'oibleagáid ar an bhfostóir a fháil, a shuiteáil agus a chothabháil; (4) cúiteamh i gcaiteachas a thabhófar mar gheall ar obair a dhéanamh, a bhfuil sé d'oibleagáid ar an bhfostóir a íoc leis an bhfostaí má dhéantar an obair in ionad oibre ar leithligh a chonradh mar bhuan nó nuair a mhaireann an tréimhse oibre in ionad oibre ar leithligh níos faide ná 15 lá oibre go leanúnach; (5) modh oiliúna agus forbartha gairmiúla na bhfostaithe; (6) an bealach chun an ceart chun rannpháirtíocht fostaithe sa phróiseas cinnteoireachta a fheidhmiú; agus (7) ré na hoibre in ionad oibre ar leithligh.
Nósanna imeachta dífhostú agus foirceanta
Ceadaíonn Airteagal 115 den Acht Saothair d'fhostóir oibrithe a dhífhostú ar chúiseanna áirithe. Cuimsíonn siad sin nádúr sonrach na hoibre, i dtéarmaí eagrúcháin agus teicneolaíochta; Brazzers físeán catagóir Inexperienced, Déagóirí, Seapáinis, Aziatochki, Téalainnis, Físeán HD ar a dtugtar Téalainnis Cailín Kim watch gan chlárú sa mí-iompar; agus mainneachtain na caighdeáin oibre a thomhas le linn na tréimhse promhaidh. Nuair a dhífhostaítear oibrí mar gheall ar nádúr athraitheach na hoibre, ní mór a thréimhse, a aois agus a chúinsí teaghlaigh a chur san áireamh.
Teidlíochtaí agus oibleagáidí
Saoire thuismitheora, mháithreachais agus atharthachta
Socruithe Saoire Reachtúla, 2019
| Maternity leave | |
| Maximum duration | The leave is divided into two parts. The mandatory period, used by pregnant women/mothers, lasts from the 28th day before the expected delivery date (or from the 45th day, upon medical approval) to the 70th day after birth. After this compulsory maternity leave, the mother has the right to additional maternity leave for up to six months of the life of the child. If she wants, she may transfer her leave to the father of the child with his prior consent, by a written statement (paternity leave (očinski dopust)). In cases of poor health or health risks for the mother and child, the pregnant mother is entitled to sick leave before birth for the duration of the risk (which is referred to as ‘sick leave due to illness and complications related to pregnancy’). Maternity leave can last a maximum of three years all together. |
| Reimbursement | Compensation for maternity leave for the first six months after delivery is determined based on the average salary paid for the six months prior to the month in which the maternity leave began. It amounts to 100% of the average salary paid in this period (therefore, there is no amount limit). However, for a pregnant woman/mother to exercise her right to maternity leave, she must have been employed for at least nine months continuously or 12 months with interruptions in the previous two years. This, for example, means that if a person goes on maternity leave in July, then her maternity leave allowance is calculated according to the last six paid salaries, from January to June of that year. Transportation, jubilee awards, holiday pay, etc., are not included in the compensation calculation. The maternity leave allowance for an unemployed mother amounts to €305 per month. |
| Who pays? | The national social security fund, that is, the Croatian Institute for Health Insurance (Hrvatski zavod za zdravstveno osiguranje), funded from general taxation. |
| Legal basis | Act on Maternity and Parental Benefits (Zakon o rodiljnim I roditeljskim potporama; OG 85/08, 110/08, 34/11, 54/13, 152/14, 59/17 and 85/22). The new Act on Maternity and Parental Benefits (OG 152/22) has been in force since 1 January 2023. |
| Parental leave | |
| Maximum duration | An employed or self-employed parent is entitled to parental leave after the child reaches the age of six months, and they may use it until the child turns eight years of age (for their first and second child). This is a personal right of both parents and they may take it for eight months (for the first and second child) or 30 months (for twins and the third and every subsequent child). As a rule, both parents can avail of parental leave of 4 or 15 months each (depending on the number of children born), but not at the same time. However, if this right is used by only one parent, then the leave can last for 6 or 30 months. Additional maternity leave may be used from six months after the birth until the child’s eighth year and may be used by both parents for an equal duration: eight months for the first and second child. The leave may be used in one period or in more parts, twice per year at most, each time for a duration of at least 30 days. |
| Reimbursement | As of an amendment on 1 August 2020, after the child is six months old, parental leave is granted in an amount up 100% of the net salary, but up to a maximum of HRK 7,500.13 or €995.45. Before 1 August 2020, this amount was HRK 5,654.20 or €751. The compensation after the first 12 months is HRK 2,328.20 or €309. |
| Who pays? | The national social security fund, that is, the Croatian Institute for Health Insurance (Hrvatski zavod za zdravstveno osiguranje), funded from general taxation. |
| Legal basis | The Labour Act, which has been harmonised with the European law, in particular the Parental Leave Directive (Directive 2010/18/EU), and the Act on Maternity and Parental Benefits. The new Act on Maternity and Parental Benefits (OG 152/22) has been in force since 1 January 2023. |
| Paternity leave | |
| Maximum duration | The legislation introduces 10 working days of paid paternity leave per child to fathers or equivalent second parents, regardless of their marital or family status. The 10 days of leave cannot be transferred to any other parent and may be taken only within six months from the birth of the child or the placement for adoption. In addition, the leave may be taken regardless of the mother’s employment status. If the mother is employed, second parents may take their leave simultaneously with the mother’s maternity leave. |
| Reimbursement | During such leave, second parents are entitled to their full salary. |
| Who pays? | The national social security fund, that is, the Croatian Institute for Health Insurance (Hrvatski zavod za zdravstveno osiguranje), funded from general taxation. |
| Legal basis | Amendments to the Act on Maternity and Parental Benefits (OG 85/22). The new Act on Maternity and Parental Benefits (OG 152/22; Article 16) has been in force since 1 January 2023. |
| Paternity leave in case of multiple births or for different time periods of parental leave | The leave increases to 15 working days when the working parent has twins or multiples. |
Saoire bhreoiteachta
Tá ríomh an tsochair airgid bhreoiteachta a sholáthraíonn Institiúid na Cróite um Árachas Sláinte (Hrvatski zavod za zdravstveno osiguranje) bunaithe ar an meánghlanphá sna sé mhí roimh mhí na breoiteachta. Íoctar é go hiomlán (100% den bhonn ríofa) nuair a bhíonn an tinneas mar thoradh ar Chogadh na Tíre Dúchais, as gortú a tharla le linn na hoibre, as altranas leanbh breoite faoi bhun trí bliana d'aois, as fíocháin agus orgáin a dheonú, i gcás an gá atá le leithlisiú nó le haghaidh deacrachtaí le linn toirchis. I ngach cás eile, is ionann é agus 70% den bhonn ríofa. Tar éis sé mhí de shaoire bhreoiteachta leanúnach, méadaíonn an méid go 80%. Tá sé rialaithe ag an Acht um Árachas Sláinte Éigeantach (Zakon o obveznom zdravstvenom osiguranju; OG 80/13, 137/13 agus 98/19), an leabhar rialacha maidir le fad is faide de shaoire bhreoiteachta ag brath ar an gcineál galair (Pravilnik o rokovima najduljeg trajanja bolovanja ovisno o vrsti bolesti; OG 153/09), an tAcht Saothair agus an tAcht um Shochair Mháithreachais agus Tuismitheora. Tá an tAcht nua um Shochair Mháithreachais agus Tuismitheoirí (OG 152/22) i bhfeidhm ón 1 Eanáir 2023.
Aois scoir
Is é 65 bliain an aois scoir d'fhir, agus mhéadaigh an aois scoir do mhná go 63 bliana in 2022 agus go 63.25 bliain in 2023, ó 60.5 bliana in 2012. Ardaíonn aois scoir dhlíthiúil na mban trí mhí gach bliain, agus é ar intinn aige 65 bliain a bhaint amach faoi 2030. Tá an fhéidearthacht ann dul ar luathscor cúig bliana ar a mhéad roimh aois oifigiúil scoir le laghdú 0.2% ar mhéid an phinsin do gach mí luathscoir ( Zakon o izmjenama Zakona o mirovinskom osiguranju, an Dlí maidir le Leasuithe ar an Dlí um Árachas Pinsean, OG 102/19, Airteagal 4).
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