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由法治与社会公平相互作用塑造的土地上，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》节选内容下半部分，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 B. 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、集体劳动关系 Collective Relations
（一）工会 Trade unions
工会负责收集员工的意见、诉求及建议，并代表员工向雇主提出交涉，作为雇主决策的参考依据。工会有权发起集体谈判，以达成或修订集体协议。由于工会的行动可能对雇主不利，因此工会代表享有特殊保护，以防止遭受报复；未经工会同意，不得终止工会代表的劳动关系。在工人不再担任工会代表后的六个月内，这种保护仍然有效。此外，在同一时期内，不得恶化工会代表的工作条件。
Trade unions collect proposals, opinions, and requests from employees and relay them to the employer as a reference for decision-making. They are authorized to initiate collective bargaining aimed at conclusion or amendments to collective bargaining agreements. Since trade unions'actions may be unfavourable for the employers, trade unions'representatives are granted special protection against retaliation; they cannot be terminated without trade union's consent. This protection lasts for an additional six months after workers stop acting as union representatives. In addition, trade unions'representatives'working conditions cannot be worsened in the same period.
（二）员工委员会 Workers'council
员工委员会的设立可由工会或雇主20%及以上的员工发起。成立员工委员会必须通过选举（成员由选举产生而非任命）。员工委员会的核心职责是通过与雇主协商和共同决策，保护并提升特定雇主旗下员工的权益。员工委员会成立后，雇主须履行以下义务：1. 定期通报：向员工委员会通报可能影响员工经济与社会地位的事项；2. 决策前协商：在颁布内部规章制度、发出解雇通知等决策前与员工委员会协商；3. 事先批准：解雇60岁以上员工等特定决策需事先获得员工委员会批准。若雇主未履行上述协商义务，相关决策可能被认定为无效。
The process of establishing a workers'council can be initiated by a trade union or 20% (or more) of the employees employed by an employer. To establish a workers'council, elections must be held (workers'council is not appointed, it is elected). The general duties of a workers'council include protection and promotion of the interests of employees working for a specific employer through consultations and co-decision making with the employer on matters important to the employees'position. Once workers'council has been established, the employer is obliged to: regularly inform the workers'council of matters that may impact the economic and social status of the employees; consult the workers'council before enacting certain decisions (e.g., new bylaws, termination notices, etc.); seek prior approval from the workers'council before enacting certain decisions (e.g., termination of employment of an employee older than 60 years old). An employer's failure to comply with the above consultation requirements may result in its decisions being deemed null and void.
三、劳动关系的终止 Termination of Employment
（一）终止理由 Grounds for Termination
《劳动法》规定，在以下情况下，劳动合同终止：员工死亡；作为自然人的雇主死亡；作为工匠的雇主死亡，除非其手艺已转让；根据特别法依法终止手艺经营；固定期限劳动合同期满；员工年满65岁且养老保险涵盖的服务年限达15年，除非雇主和员工另有约定；向雇主送达关于员工因完全丧失劳动能力而退休的最终决定的通知；就终止劳动合同达成双方协议；单方面终止；法院关于终止劳动合同的裁决。
The Labor Act provides that the employment contract shall end in the following cases: the death of the employee; the death of the employer-physical person; the death of the employer-craftsman, unless the craft has been transferred; termination of the craft by virtue of law in accordance with special law; the expiry of a fixed-term employment contract; the employee reaching the age of 65 and 15 years of service covered by pension insurance, unless the employer and the employee agree otherwise; delivery of notification to the employer about the final decision on retirement of the employee due to total incapacity to work; mutual agreement on termination of the employment contract; unilateral termination; and a court decision on termination of the employment contract.
根据克罗地亚法律，雇主可以基于以下几种类型进行普通解雇：因业务原因解雇、因个人原因解雇、因员工不当行为解雇以及因试用期内未达到要求解雇。员工可以自由终止其劳动合同，无需说明终止理由，此时员工无权获得经济补偿，并且有义务在通知期内工作（除非雇主另有决定）。
There are several types of ordinary dismissals available to employers under Croatian law: dismissal due to business reasons, dismissal due to personal reasons, dismissal due to the employee's misconduct, and dismissal due to failure to meet the requirements during probation. Employees are free to terminate their employment contracts without stating a reason for the termination. In this case, the employees are not entitled to a severance pay and are obliged to work throughout the notice period (unless otherwise decided by the employers).
（二）通知期 Notice Period
通知期取决于员工为雇主连续服务的时长，具体如下：服务期不足一年，通知期为两周；服务期为一年，通知期为一个月；服务期为两年，通知期为一个月零两周；服务期为五年，通知期为两个月；服务期为十年，通知期为两个月零两周；服务期为二十年，通知期为三个月。此外，如果员工年满50岁且为雇主工作了二十年，通知期延长两周；如果员工年满55岁，通知期延长一个月。在因不当行为而解雇的情况下，通知期减为标准通知期的一半。
The notice period depends on the length of the employee's continuous service with the employer, as follows: less than one year of service，the notice period is two weeks; one year of service，the notice period is one month; two year of service，the notice period is one month and two weeks; five year of service，the notice period is two months;ten year of service, the notice period is two months and two weeks; twenty year of service, the notice period is three months. Additionally, if the employee is over 50 years old and has worked for the employer for twenty years, the notice period is extended by two weeks, and if the employee turned 55, the notice period is extended by one month. In the case of dismissal due to misconduct, the notice period is reduced to half of the standard notice period.
（三）经济补偿 Severance
只有当员工为雇主连续工作至少两年时，才支付经济补偿。经济补偿的数额不得低于员工在劳动合同终止前三个月平均工资的三分之一，每满一年的服务期对应相应金额，最高为六个月的工资（即服务三年的经济补偿等于一个月的平均工资，服务18年的经济补偿等于六个月的工资）。如果合同因员工的不当行为而终止，或者员工在终止合同时年满 65 岁且养老保险覆盖的服务年限达15年，则员工无权获得经济补偿。
Severance is paid only if the employee has worked for the employer for at least two years without interruption. Severance pay cannot be agreed in the amount that is lower than 1/3 of the average salary paid to the employee in three months prior to termination for each full year of service, up to the maximum of six salaries (i.e., for three years of service severance is equal to one average salary while for 18 years of service severance is equal to six salaries). However, the employee is not entitled to a severance pay if the contract is terminated due to misconduct or if the employee is 65 years old with 15 years of pensionable service at the time of termination.
四、劳动争议 Employment Disputes
为了对解雇行为提出质疑，员工需要在收到终止通知之日起15天内首先向雇主提出申诉。雇主可以在15天内对该请求作出回应，方式为接受请求（并撤销解雇通知）或拒绝请求（并维持解雇通知）。如果雇主未对员工的请求作出回应或拒绝了请求，员工有权在收到雇主的决定之日起15天内，或在向雇主提交请求而雇主未作回应的情况下，在提交请求15天后，向法院对解雇通知提出质疑。
In order to challenge the termination, the employee needs to first appeal the termination notice to the employer within 15 days as of the day on which the termination notice has been served to the employee. The employer may respond to such request within 15 days, by accepting it (and setting aside the termination notice) or by rejecting it (and upholding the termination notice). In case where the employer fails to respond to the employee's request or rejects the request, the employee is entitled to challenge the termination notice before the court only within 15 days as of receipt of the employer's decision or 15 days after submitting the request to the employer in the event the employer failed to respond.
五、替代性争议解决 Alternative Dispute Resolution
（一）仲裁 Arbitration
仲裁是在仲裁庭进行争议解决的过程，仲裁庭是非国家机构，其权力源自双方的协议。仲裁庭由双方选择的仲裁员组成，如果未达成一致，则仲裁庭由三名仲裁员组成。双方还可以选择商定程序规则、仲裁地点和沟通语言。虽然《劳动法》允许通过仲裁解决劳动争议，但在实践中，仲裁并不常用。
Arbitration is a process of dispute resolution before an arbitral tribunal, which is a non-state body whose powers derive from the parties'agreement. The arbitral tribunal consists of arbitrators chosen by the parties, and if not agreed upon, the tribunal is composed of three arbitrators. The parties also have the option to agree on procedural rules, the place of arbitration, and the language of communication. While the Labor Act allows labor disputes to be resolved through arbitration, in practice arbitration is not often used.
（二）调解 Mediation
在克罗地亚，存在司法调解和庭外调解程序。司法调解在法院进行，法院可以在诉讼的任何阶段将双方当事人移交调解。庭外调解由调解中心或私人进行。通过调解达成的和解协议，若包含所谓的可执行条款，则具有可执行性。
In Croatia, there are judicial and out-of-court mediation processes. Judicial mediation takes place before the court and the court can refer the parties to mediation at any stage of the litigation. Out-of-court mediation is conducted by mediation centers or private individuals. A settlement reached through mediation can be enforceable if it contains a so-called enforceability clause.
六、社会保险 Social Insurance
社会保险主要围绕两大支柱构建：养老保险和健康保险。养老保险确保在年老、残疾或死亡的情况下提供经济保障，而健康保险则提供获得医疗服务的途径，并保障公民免受高额医疗费用的影响，确保为所有公民提供基本医疗保健服务。
Social insurance is structured around two main pillars: pension insurance and health insurance. Pension insurance ensures financial security in cases of old age, disability, or death, while health insurance provides access to healthcare services and protection from high medical costs, ensuring basic healthcare for all citizens.
七、住房公积金 Housing Accumulation Funds
在克罗地亚，无强制缴纳住房公积金的规定。
There are no obligatory payments to any housing accumulation fund in Croatia.
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.
