本文作者/The Authors：
多拉・霍尔瓦特
Dora Horvat
卢恰扬・洛耶
Lucijan Loje
本文译者/The Translator：
蓝银莹 Lan Yinying
一、前言 Foreword
位于欧洲中南部的克罗地亚，不仅是巴尔干半岛通往地中海的门户国家，更是中国“一带一路”倡议在中东欧地区的重要合作支点。2013年7月1日，克罗地亚正式加入欧盟，成为第28个成员国，其法律体系迅速与欧盟标准融合，劳动法规也迎来系统性重构。对于计划进军欧洲市场的中国企业而言，了解克罗地亚劳动法概况，成为投资合规的第一步。
Located in south-central Europe, Croatia serves not only as a gateway nation from the Balkan Peninsula to the Mediterranean, but also as a pivotal cooperation hub for China's Belt and Road Initiative in Central and Eastern Europe. On July 1, 2013, Croatia formally joined the European Union as its 28th member state. Since then, its legal system has rapidly aligned with EU standards, leading to a systematic overhaul of labor regulations. For Chinese enterprises planning to enter the European market, understanding Croatia's labor law landscape has become a crucial first step toward investment compliance.
在《克罗地亚劳动法概览》中，拥有多年实务经验的Dora Horvat、Lucijan Loje律师作为主要作者，系统地讲解了克罗地亚劳动法法律框架和特点，涵盖劳动合同签订、履行、终止的各个方面。本指南作为《克罗地亚劳动法概览》的译介版本，旨在帮助中国企业在这片流淌着法治与社会公平基因的土地上，构建合规、和谐、可持续的用工生态。
In the Croatian Labor Law Overview, the principal authors Dora Horvat and Lucijan Loje—attorneys with extensive practical experience—systematically elucidate Croatia's labor law framework and distinctive features, covering all aspects of employment contract formation, performance, and termination. As a Chinese-language adaptation of Croatian Labor Law Overview, this guide aims to assist Chinese enterprises in establishing compliant, harmonious, and sustainable employment ecosystems within this land shaped by the interplay of rule of law and social equity.
（下文为《克罗地亚劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之克罗地亚篇）
(The following content is excerpted from the Croatian Labor Law Overview - Part A. For the full version, refer to the Croatian Chapter in the Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、过去一年的主要变化 Main Changes in the Past Year
自2024年11月1日起，新的《贸易部门集体协议》生效。该协议有效期为3年，适用于贸易部门几乎所有的雇主和员工。
As of 1 November 2024, the new Collective Agreement for the Trade Sector entered into force. It shall be in force for 3 years and it is applicable to almost all employers and employees in the trade sector.
集体协议涵盖的最重要领域包括：工资；工资增长；奖金；交通费用；出差津贴；一次性援助；惊吓补偿；周年纪念奖；离职补偿金；加班；年假。
The most important areas covered with the Collective Agreement are: Salary；Increases in Salary；Bonuses；Transportation Cost；Per Diems；One-Time Aids；Fear Compensation；Jubilee Awards；Severance Payment；Overtime work；Annual leave.
2025年3月15日，克罗地亚《外国人法》的重大修正案生效，引入了更严格的雇主要求、更新后的劳动力比例规定、更长的许可期限，以及对欧盟蓝卡的相关变更。
On 15 March 2025, significant amendments to the Croatian Foreigners Act took effect, introducing stricter employer requirements, updated workforce ratios, longer permit durations, and changes to the EU Blue Card.
三、雇佣条款 Terms of Employment
（一）员工身份 Status of Employee
根据《克罗地亚劳动法》，即使劳动者未以劳动合同形式正式受雇，但其实际从事的工作本质上具有雇佣性质（即劳动者在雇主的指示与控制下工作，作为雇主组织的一部分，并定期获得报酬），则这种关系仍将被视为劳动合同关系，而非服务合同关系。
Under Croatian Labor Act, even if a worker is not formally employed under an employment contract, but the work they perform is essentially employment-like (i.e., the worker works under the employer's direction and control, as part of the employer's organization, for regular pay), the relationship will still be considered an employment contract rather than a service contract.
（二）劳动合同 Employment Contracts
劳动合同可分为以下两类：固定期限合同、无固定期限合同。固定期限合同的最长期限为36个月。若员工与同一雇主连续签订固定期限合同，合同总期限不得超过36个月。若违反固定期限合同的限制条件，该协议将被视为无固定期限合同。
An employment contract can be concluded as: Fixed-term contract；Indefinite-term contract. A fixed-term contract can be concluded for a maximum period of 36 months. If an employee works under consecutive fixed-term contracts with the same employer, the total duration of the contracts must not exceed 36 months. If any of the restrictions on the fixed term employment agreements are not observed, the agreements will be deemed as an indefinite-term contract.
克罗地亚的雇佣合同必须包含以下条款：合同双方、工作地点、职位或工作性质、合同签订日期与工作起始日期、合同类型、员工有权享受的带薪年假时长、终止程序与通知期、薪资总额、每日/周工时、工作类型、教育与职业发展权（如适用）、试用期条款。
Employment contracts in Croatia must include the following terms: Parties and their personal identification number and residence, or seat; Place of work；Job title, or the nature or type of work the employee is hired for, or a short list or description of tasks; Date of conclusion of the employment contract and the date of commencement of work; Whether the contract is concluded for indefinite or fixed-term, and the date of termination or expected duration of the contract in the case of a fixed-term contract; Duration of paid annual leave to which the employee is entitled；Procedure in the case of termination of the employment contract and the notice periods that must be adhered to by the employee or employer；Gross salary；Duration of the working day or week in hours; Whether the contract is for full-time or part-time employment; Right to education, training, and professional development if applicable; Duration and conditions of the probationary period, if agreed.
（三）工作时间 Working Hours
工作时间制度分为以下三类：全职工作，每周工作时间不超过 40小时；兼职工作，指短于全职工作时间的任何工时安排；缩短工时，适用于即使已采取所有必要的职业安全措施，仍无法充分保护员工免受其工作有害影响的情形。
There are three types of working hour systems: Full-time work，it is typically defined as a workweek that does not exceed 40 hours; Part-time work，it is any working time shorter than full-time work; Reduced working hours are used in cases where, even after applying all required occupational safety measures, it is not possible to fully protect employees from harmful effects of work they perform.
加班工作仅允许在不可抗力、工作量异常增加及其他紧急需求的情况下进行，且须基于雇主的书面要求。员工加班时，其每周总工时不得超过50小时。关于年度加班时长限制，除非集体协议另有规定，否则不得超过180小时/年；若集体协议另有规定，则最高可延长至250小时/年。克罗地亚对未成年人实行绝对禁止加班；对孕妇、有八岁以下子女的父母及为多个雇主兼职工作的员工实行相对禁止加班。
Overtime work is allowed only in cases of force majeure, extraordinary increase in workload, and other cases of urgent need, upon a written request from the employer. If the employee works overtime, the total duration of the employee's work cannot exceed 50 hours per week. Regarding the annual limit for overtime work, it must not exceed 180 per year, unless specified otherwise by a collective agreement, in which case it can last up to 250 hours per year. In Croatia, overtime work for minors is absolutely prohibited. For pregnant women, parents with a child up to eight years old, and employees working part-time for multiple employers, there is a relative prohibition.
（四）工资 Wages
2025年，每月最低工资为毛薪（gross I）970.00欧元。对于兼职工作或工作时长不足一个月的情况，该金额会按比例减少。未能支付最低工资的雇主可能会面临巨额的经济处罚。
For 2025, the monthly minimum wage is 970,00 euros gross I. The amount is proportionally reduced for part-time work or work lasting less than a month. Employers who fail to pay the minimum wage may face significant financial penalties.
四、竞业限制条款 Non-competition Clauses
在克罗地亚，竞业限制条款分为两类：法定竞业限制与合同终止后的竞业限制（离职竞业限制）。法定竞业限制：根据《劳动法》，未经雇主批准，员工不得为自身或其他方开展属于雇主业务范围内的经营活动。合同终止后的竞业限制（离职竞业限制）：雇主和员工可以就雇佣关系终止后的期间约定竞业限制义务。这种合同终止后的竞业限制期限在雇佣关系终止后最长可达两年，并且必须以书面形式约定。员工通常有权获得相当于雇佣合同终止前三个月平均工资一半金额的经济补偿。
In Croatia, there are two types of non-competition clauses: statutory and post-contractual. Statutory Non-compete：According to the Labor Act, an employee cannot, without the employer’s approval, engage in business activities for their own or another party's account that are within the scope of the employer's business. Post-contractual Non-compete：Additionally, the employer and the employee can agree on a non-compete obligation for the period after termination of employment. This post-contractual non-compete can last up to two years after the termination of the employment relationship, and it must be agreed in writing. The employee generally has a right to financial compensation in the amount of half of the employee's average salary paid during the three months preceding the termination of the employment contract.
五、数据隐私法 Data Privacy Law
在克罗地亚，数据保护总体上受《通用数据保护条例》规范。除《通用数据保护条例》外，员工数据处理还受本地法规约束，例如《GDPR实施法》《劳动法》以及《员工记录内容与保存方式条例》。
In Croatia, the data protection is generally governed by the General Data Protection Regulation (GDPR). In addition to the GDPR, employee data processing is governed by the local regulations, such as the GDPR Implementation Act, the Labor Act and the Regulation on the Content and Method of Keeping Records of Employees.
六、外国公司雇佣规则 Employment Rules for Foreign Companies
若外国公司通过远程方式雇佣克罗地亚居民为境外市场提供服务，则无需在克罗地亚设立本地实体。然而，若外国公司拟在克罗地亚市场开展业务运营，则应在克罗地亚注册本地法律实体。从税务角度来看，未设立当地法律实体就雇佣克罗地亚居民在克罗地亚市场开展工作存在构成常设机构的风险，并且可能因无当地实体存在而开展永久性业务运营面临罚款。
A foreign company can employ Croatian residents without incorporating a local entity if employees are hired to provide services remotely on a foreign market. However, if a foreign company intends to conduct business operations on Croatian market, a local legal entity in Croatia should be incorporated. Employing Croatian residents to perform work on Croatian market without incorporating a local legal entity is associated with permanent establishment risk from tax perspective as well as potential fines for conducting permanent business operations without a local presence.
七、外籍员工 Foreign Workers
克罗地亚对外籍员工的雇佣实行严格监管，要求所有外籍员工（即非欧盟/欧洲经济区公民）必须持有有效的工作和居留许可。未取得相关许可可能导致雇主和外籍员工面临罚款；无有效许可的外籍员工还可能被驱逐出境。
The use of foreign workers is highly regulated in Croatia and requires that all foreign workers (i.e., non-EU/EEA citizens) hold appropriate work and stay permits. Failure to obtain work and stay permit may subject both the employer and the foreign worker to monetary penalties; the foreign workers without valid work and stay permit may also deported.
作者简介/About the Authors
多拉・霍尔瓦特 Dora Horvat
多拉・霍尔瓦特是拥有超过十年从业经验的合伙人，担任伊列伊律师事务所与卡兰诺维奇律师事务所合作机构的就业事务和争议解决事务负责人。此外，她定期为客户提供合同法和商法不同领域的法律咨询，并积极参与重要的竞争法事务和案件。多拉以全班前 2% 的优异成绩毕业于萨格勒布大学法学院，并在德国欧洲学院（Europa-Institut）获得欧洲经济与商业法硕士（LL.M.）学位。她曾在法兰克福的贝克・麦坚时律师事务所（Baker McKenzie）短期工作，定期为德语客户提供法律服务。
多拉提供战略性和日常事务支持，尤其擅长处理敏感的解雇事务以及设计复杂的薪酬和福利方案。她的工作范围包括协助客户管理雇佣关系的整个生命周期——从起草合同、员工手册和人力资源政策，到就纪律处分程序、内部调查、职场骚扰和举报人保护提供法律建议。多拉在代表跨国公司和本土企业处理劳动纠纷及法院诉讼方面拥有丰富经验，以平衡且高效地处理有争议的就业事务而著称。她还定期为外国客户提供移民和工作许可问题的法律咨询，助力国际人才顺利融入克罗地亚市场。
Dora Horvat is a Partner with over a decade of experience, and the head of the Employment and Dispute Resolution practice at Ilej & Partners in cooperation with Karanovic & Partners. Furthermore, she regularly advises clients in different fields of contract and commercial law matters, and she has been actively involved in important competition law matters and cases. Dora graduated among the top 2% of her class at the University of Zagreb Faculty of Law and holds an LL.M. in European Economic and Business Law from the Europa-Institut in Germany. She completed a secondment at Baker McKenzie in Frankfurt and regularly advises German-speaking clients.
Dora provides both strategic and day-to-day support, with particular expertise in sensitive terminations and the structuring of complex compensation and benefits packages. Her work includes assisting clients managing the full lifecycle of the employment relationship — from drafting contracts, handbooks and HR policies, to advising on disciplinary procedures, internal investigations, workplace harassment, and whistleblower protection. With significant experience representing both multinational corporations and domestic companies in labor disputes and court proceedings, Dora stands out for her balanced and effective handling of contentious employment matters. She is also regularly engaged in advising foreign clients on immigration and work permit issues, supporting the smooth integration of international talent into the Croatian market.
卢恰扬・洛耶 Lucijan Loje
卢恰扬・洛耶是伊列伊律师事务所与卡兰诺维奇律师事务所合作机构的律师。他专注于就业和劳动法事务，通过为国内外客户提供从雇佣合同签订到终止的所有就业相关法律咨询，以及就雇佣规则手册、集体谈判协议（包括谈判）等其他劳动法渊源和各类就业纠纷提供法律服务，在该领域积累了丰富经验。卢恰扬还为客户提供合同法和商法不同领域的法律咨询，并在房地产法、诉讼程序、尽职调查流程、税法和知识产权法方面具备实践经验。
他毕业于萨格勒布大学法学院，并在克罗地亚调解协会（Croatian Mediation Association）志愿服务期间积累了重要经验。卢恰扬积极为在克罗地亚开展业务的各类商业网络和协会撰写劳动法主题的文章。
Lucijan Loje is an Associate at Ilej & Partners in cooperation with Karanovic & Partners. He focuses his practice on employment and labor law matters. Lucijan has gained extensive experience in his field by advising both domestic and international clients on all employment aspects, from conclusion to termination of employment contracts as well as on other employment law sources, such as employment rulebooks and collective bargaining agreements, including their negotiation, as well as in various employment disputes. Lucijan also advises clients in different fields of contract and commercial law matters, and is experienced in real estate law, litigation procedures, due diligence processes, tax law and IP law.
He graduated from the University of Zagreb Faculty of Law and gained significant experience during his time volunteering at the Croatian Mediation Association. Lucijan is very active in writing articles for various business networks and associations doing business in Croatia on labor law topics.
蓝银莹 Lan Yinying
蓝银莹毕业于中央民族大学法学院，取得法律硕士学位。精研劳动法与社会保障法相关问题，擅长劳动争议处理。
Lan Yinying graduated from Minzu University of China with a Master of Laws (LL.M.). She specializes in labor law and social security law issues, particularly adept at labor dispute resolution.
