BCM Group
Managing annual holidays for employees is one of the critical yet challenging responsibilities for human resource officers. Croatian Labour law [radno pravo] is a very important area and to avoid expensive legal troubles HR teams have to be very clear regarding many aspects such as labor laws, the annual leave [godisnji odmor] regulation, and many others. In this article, you will read about several strategies that Croatian HR practitioners can adopt to meet the demands of the annual vacations [godišnji odmori] legislation while at the same time satisfying organizational and employee needs.
Understanding Croatian Labor Law for Annual Vacation [godišnji odmori]
Indeed, Croatia’s labor legislation provides clear provisions regarding annual leave [godisnji odmor] which are critical for HR professionals to understand. According to these laws, minimum annual vacations [godišnji odmori] is set to be at least 20 days a year, and no employee is allowed to take more than 20 days a year – although starting and senior employees may begin on a reduced work schedule each year and thus be allowed more than 20 days each year, by special provision of their contract, or collective agreements. Failure to comprehend or provide correct dead-on implementation of some of these laws will attract legal repercussions such as fines and litigations.
Key points from Croatian labor law include:
Eligibility: Annual leave [godisnji odmor] is available to every employee after he/she has completed six months of service.
Accrual: Under no circumstances can annual leave [godisnji odmor] be different for part-time workers for it implies they must be awarded the same as full-time counterparts.
Carryover: Annual leave [godisnji odmor] not taken must be utilized by June 30 of the succeeding year, or it is lost unless the company has provided otherwise.
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