Directives 96/71/EC, 2014/67/EU and (EU) 2018/957 regulate the posting of workers. In Croatia, these Directives are implemented by the Act on posting of workers to the Republic of Croatia and cross-border enforcement of decisions on fines (Zakon o upućivanju radnika u Republiku Hrvatsku i prekograničnoj provedbi odluka o novčanoj kazni, Official Gazette Nos. 128/2020 and 114/2022). The Foreigners Act (Zakon o strancima), as amended, separately regulates the entry, stay and work of third-country nationals.
For a complete overview of the Directives regulating the posting of workers, take a look at our guide on EU Posted Workers Directives.
Preliminary obligations for posting workers to the Republic of Croatia
According to Directive 96/71/EC, as amended, employers based in EU/EEA countries and Switzerland may post their workers to Croatia for provisions of services.
The posting may involve:
- a service provision to a receiving Croatian company;
- an intra-group posting; or
- a posting managed by a temporary agency.
The employer posting employees to Croatia must notify the national authorities responsible for labor and workplace safety inspections. They must submit a prior declaration of posting regardless of the duration of the posting. Specific rules apply to drivers in the road transport sector.
Required information in the prior Declaration of posting in Croatia
The posted worker notification must contain all the relevant information concerning the posting and the other related data, such as:
- Identification details of the foreign posting company and its representative;
- Information about the designed liaison person domiciled in Croatia;
- Address of the place where documents relating the posting are available;
- Data of the Croatian receiving company;
- Address of the workplace in Croatia;
- Description of the work or services;
- Date of the beginning and expected end of the posting to Croatia;
- Identification details of the posted workers.
The foreign employer who sends workers to Croatia must submit the duly completed declaration of posting before the workers start work or provide services in the Republic of Croatia.
Availability and storage of the documents concerning the posting to Croatia
Documentation related to a posting in Croatia must be available during the posting at the workplace or another clearly identified and accessible location in Croatia, in paper or electronic form, through an authorised person designated by the employer. After the posting ends, the employer must retain the documents for two years and, upon request, provide them to the competent Croatian authorities within one month, unless specific legislation provides otherwise. The required documents must be translated into Croatian at the request of the competent authorities.
Working and salary conditions during the assignment in the Croatian territory
The above-mentioned Act on posting of workers to the Republic of Croatia and cross-border implementation of decisions on fines and the Croatian Labour Act state working and salary conditions when posting workers to Croatia.
The foreign employer shall apply the provisions of Croatian legislation or universally applicable collective agreements concerning maximum working time and minimum rest periods, minimum paid annual leave, remuneration, including all mandatory components and overtime premiums, protection of health and safety at work, applicable accommodation conditions, and allowances or reimbursement for travel, board and lodging expenses for work-related travel during the posting, under the conditions laid down by Croatian law.
On January 1st, 2023, Croatia adopted the European single currency and joined the Schengen Area.
From January 1st to December 31st, 2026, the statutory minimum wage in Croatia is €1,050.00 gross per month for full-time work. Higher remuneration may be required under an applicable collective agreement.
However, where the law applicable to the employment relationship provides more favourable working conditions, those more favourable conditions must be maintained.
Do non-EU citizen workers need a work permit?
A third-country national lawfully employed by an employer established in another EU/EEA country or Switzerland and posted to Croatia for up to 90 days in any 180-day period does not need a Croatian stay and work permit or a work registration certificate. Entry and visa requirements must be assessed separately: a valid residence permit issued by a Schengen Member State generally exempts its holder from a short-stay visa requirement, subject to the applicable entry conditions and the 90-day limit in any 180-day period. Holding a residence permit issued by an EU Member State does not, by itself, establish an unconditional exemption from all immigration requirements.
In any case, the hotel or other accommodation provider must register the third-country national’s accommodation within one day of arrival at the accommodation. If the accommodation provider cannot complete the registration, the third-country national must register it within two days of entry into Croatia or a change of accommodation.
If the posting lasts longer than 90 days in any 180-day period, the third-country national must arrange temporary residence for the purpose of work as a posted worker in accordance with Article 57(1)(8) and (3) of the Foreigners Act. Different rules apply where the posting employer is established in a third country; a Croatian stay and work permit may be required.
Social security in Croatia
Pursuant to Regulation (EC) No 883/2004 and Regulation (EC) No 987/2009, the social security legislation of the sending Member State may continue to cover the posted worker in Croatia, provided that the applicable posting conditions are met.
The posting company must apply to the competent social institution for the issue of an A1 Certificate. It may have a maximum duration of 24 months or being valid for a single posting. In this case, it should be requested again for the following secondment. Moreover, in case of extension of the period of assignment, the A1 Certificate needs an extension too.
Additionally, the A1 Certificate must be available for inspection during the posting; the worker should carry a copy.
Long-term assignments and termination of the posting in Croatia
The posting of employees in Croatia which exceeds 12 months, or 18 months where the employer submits a duly reasoned notification extending the initial period, is considered a long-term posting. In Croatia, this notification must be submitted no earlier than two months and no later than one month before the initial 12-month period expires.
After the applicable threshold is exceeded, the employee is entitled to all additional mandatory working conditions under Croatian legislation and universally applicable collective agreements, except rules concerning the conclusion and termination of employment contracts, including non-compete clauses, and supplementary occupational pension schemes.
Penalties for non-compliance with Croatian obligations
Penal provisions are applicable when the posting employer/designed legal person fails to submit the prior declaration of posting or if s/he sends an incomplete or inaccurate posting declaration to the Labour Authorities. For these breaches, a foreign employer that is a legal person may be fined between €4,110 and €6,630. A fine of between €1,320 and €2,650 may also be imposed on the responsible person within that legal entity; the same range applies to a foreign employer who is a natural person. Other breaches may attract different penalties.