Profil države poklicnega življenja za Hrvaško
Ta profil opisuje ključne značilnosti poklicnega življenja na Hrvaškem. Njen cilj je zagotoviti ustrezne osnovne informacije o strukturah, institucijah, akterjih in ustreznih predpisih v zvezi z delovnim življenjem.
To vključuje kazalnike, podatke in regulativne sisteme o naslednjih vidikih: akterji in institucije, kolektivna in individualna delovna razmerja, zdravje in dobro počutje, plača, delovni čas, spretnosti in usposabljanje ter enakost in nediskriminacija pri delu. Profili se sistematično posodabljajo vsaki dve leti.
"Individualna delovna razmerja" se nanaša na razmerje med posameznim delavcem in njegovim delodajalcem. Ta odnos oblikujejo pravna ureditev in rezultati pogajanj socialnih partnerjev o pogojih. Ta oddelek obravnava začetek in prenehanje delovnega razmerja ter pravice in obveznosti na Hrvaškem.
Zahteve glede pogodbe o zaposlitvi
V skladu z 19. členom delovnega zakona je prepovedano zaposlovati osebe, mlajše od 15 let (ali med 15. in 18. letom starosti, če je še vedno obvezno redno osnovnošolsko). Kadar zakoniti zastopnik odobri sklenitev pogodbe o zaposlitvi za mladoletno osebo (razen mladoletnika, ki še vedno opravlja obvezno redno osnovnošolsko šolanje), je mladoletnik pravno pristojen za sklenitev in prekinitev take pogodbe ter za izvajanje kakršnih koli pravnih postopkov. Člen 19(a) zakona o delu določa posebno varstvo otrok in mladoletnikov. Določa, da je otrok v smislu tega zakona oseba, mlajša od 15 let, mladoletna oseba pa oseba, ki je dopolnila 15 let ali je starejša od 15 let in mlajša od 18 let, člen 19(b) pa določa pogoje in značilnosti oseb, ki delajo z mladoletniki. Predlog spremembe člena 19(b) določa dolžnosti delodajalcev v zvezi s posebnim varstvom otrok in mladoletnikov. Sprememba člena 21 določa, da delodajalec ne sme zaposliti mladoletnika, dokler se ne ugotovi njegova zdravstvena sposobnost. Poleg tega minister, pristojen za delo, s predhodnim soglasjem ministra, pristojnega za zdravje, z odlokom predpiše predhodno določitev zdravstvene sposobnosti za delo mladoletnikov.
Za zaposlene, ki delajo od doma (torej na delovnem mestu, ločenem od delodajalca), če delavec zahteva spremembo pogodbe o zaposlitvi, s katero je urejeno delo od doma, je delodajalec dolžan delavcu odgovoriti in lahko zahtevo zavrne le iz upravičenega razloga, ki ga je treba delavcu pisno pojasniti najpozneje v 30 dneh po prejemu predloga. Pisna pogodba o zaposlitvi, s katero se delodajalec in delavec dogovorita za delo na ločenih delovnih mestih, mora poleg navedb iz 15. člena delovnega zakona vsebovati tudi dodatne informacije o (1) organizaciji dela, ki omogoča razpoložljivost zaposlenih in njihov neoviran dostop do poslovnega prostora, informiranje in strokovno komuniciranje z drugimi delavci in delodajalcem ter tretjimi osebami v poslovnem procesu; (2) način evidentiranja delovnega časa; (3) delovna sredstva za opravljanje dela, ki jih je delodajalec dolžan pridobiti, namestiti in vzdrževati; (4) nadomestilo za stroške, nastale zaradi opravljanja dela, ki jih je delodajalec dolžan plačati delavcu, če je delo na ločenem delovnem mestu sklenjeno za nedoločen čas ali če delo na ločenem delovnem mestu traja neprekinjeno več kot 15 delovnih dni; (5) način usposabljanja in strokovnega razvoja zaposlenih; (6) način uveljavljanja pravice delavcev do sodelovanja v postopku odločanja; in (7) trajanje dela na ločenem delovnem mestu.
Postopki odpusta in odpovedi
Člen 115 Zakona o delovnih razmerjih delodajalcu omogoča, da iz določenih razlogov odpusti delavce. Ti vključujejo posebno naravo dela v smislu organizacije in tehnologije; osebne značilnosti zaposlenega; Kršitve; in neizpolnjevanje delovnih standardov v poskusni dobi. Kadar je delavec odpuščen zaradi spreminjajoče se narave dela, je treba upoštevati njegov mandat, starost in družinske okoliščine.
Pravice in obveznosti
Starševski, porodniški in očetovski dopust
Zakonska ureditev dopusta, 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. |
Bolniška odsotnost
Izračun denarnega nadomestila za bolezen, ki ga zagotavlja Hrvaški zavodza zdravstveno zavarovanje, temelji na povprečni neto plači v šestih mesecih pred mesecem bolezni. Izplača se v celoti (100 % osnove za izračun), kadar je bolezen posledica domovinske vojne, za poškodbe, ki so nastale med delom, za nego bolnega otroka, mlajšega od treh let, za darovanje tkiv in organov, v primeru potrebe po izolaciji ali za zaplete med nosečnostjo. V vseh drugih primerih znaša 70 % osnove za izračun. Po šestih mesecih neprekinjenega bolniškega dopusta se znesek poveča na 80%. Ureja ga zakono obveznem zdravstvenom zavarovanju (Zakon o obveznom zdravstvenom osiguranju; UL 80/13, 137/13 in 98/19), pravilnik o rokovih o najdaljšem trajanju bolniškega dopusta glede na vrsto bolezni (Pravilnik o rokovima najduljeg trajanja bolovanja ovisno o vrsti bolesti; NN 153/09), delovni zakon in zakon o porodniškem in starševskem nadomestilu. Novi zakon o porodniškem in starševskem nadomestilu (NN 152/22) velja od 1. januarja 2023.
Upokojitvena starost
Upokojitvena starost za moške je 65 let, upokojitvena starost za ženske pa se je s 60,5 leta 2012 zvišala na 63 let v letu 2022 in na 63,25 leta v letu 2023. Zakonsko določena upokojitvena starost za ženske se vsako leto dvigne za tri mesece, do leta 2030 pa naj bi dosegla 65 let. Obstaja možnost predčasne upokojitve največ pet let pred uradno upokojitveno starostjo z znižanjem zneska pokojnine za 0,2 % za vsak mesec predčasne upokojitve (Zakon o izmjenama Zakona o mirovinskom osiguranju, Zakon o spremembah zakona o pokojninskem zavarovanju, UL 102/19, člen 4).
