In Croatia, an employer’s social contributions total 16.5%. Health Insurance is paid at 16.5% of an employee’s gross salary, and is not capped.

Employees in Croatia pay between 24% and 36% in taxes depending on their income bracket.

A probationary period in Croatia cannot exceed six months. During the agreed probationary period, the termination period must be at least seven days.

In Croatia, full-time employment cannot be more than 40 hours per week. An employee can work up to 48 hours in a week, but eight of these will be overtime.Employees are entitled to a minimum of 12 hours break between two consecutive work days and at least 24 consecutive hours once a weekIt is a legal obligation in Croatia to include details of any leave on a payslip, so all time off must be recorded and approved.

All terminations must be notified to the employee in writing and there can be regular or exceptional terminations. The types of terminations are as follows:Regular termination (with agreed notice):Notice for business reasons: This can include redundancy of an employee’s role due to economic, technical, or organisational reasons. The employer must first check that they cannot engage the employee in another role and is not allowed to hire someone in the same role for at least six months.Notice for personal reasons: This means the employee is unable to fulfil their contractual duties due to a permanent characteristic or capabilities. Again, the employer must check that they can't engage the employee in another suitable role first.Notice for employee's misconduct: This refers to breach of contract. The employee should get a written warning with the possibility of termination in case of continuing breach of contract—unless circumstances mean it is reasonable not to give this warning. Notice due to failing probationary period: This type of termination means that an employee does not perform to expectation during the probationary period. Exceptional terminations can be executed with only 15 days' notice from learning about an issue where there is a serious breach in employment relationship or other highly important fact.