名義雇主 (EOR) 在​​  克羅埃西亞​​ 

在克羅埃西亞，雇主登記（名義雇主）產品和服務對於確保遵守該國複雜的就業法規至關重要。他們確保從招聘到最終聘用，整個僱用流程符合當地法律要求。 人工智能驅動的雇主服務包括從合法的僱傭合約和管理工資稅到確保營運活動合規的一切。​​ 

透過利用克羅埃西亞知名律師的專業知識，企業可以自信地應對各種監管要求，最大限度地降低法律風險。來自克羅埃西亞名義雇主（如G-P名義雇主）的支持，最大限度地減少了合規問題，使公司能夠專注於核心業務，並使其擺脫當地法律和稅務要求的複雜性。​​ 

在克羅埃西亞聘僱員工​​ 

The primary form of employment is the indefinite-term contract. Fixed-term contracts are allowed only for objective, justified reasons, such as seasonal work, temporary replacement of an absent employee, increased workload, or project-based work. The reason should generally be stated in the contract, and duration and renewal limits may apply. Using an EOR ensures that employment contracts are drafted in full compliance with these regulations.​​ 

A written employment contract should be in Croatian. If no written contract is issued, the employer must provide written confirmation before work starts. Bilingual contracts may be used, but the Croatian version should be included and usually prevail. It must specify key terms of employment, including parties' details, place of work, job title and description, start date, expected duration (for fixed-term contracts), annual leave entitlement, notice periods, and detailed information on salary and other compensation in Euros (EUR).​​ 

克羅地亞的工作時間​​ 

The standard workweek is up to 40 hours, usually over 5 or 6 days. Overtime is permitted for exceptional business needs, but generally cannot exceed 10 hours per week or 180 hours per calendar year. An applicable collective agreement may increase the annual cap to 250 hours. Employees working at least 6 hours a day are entitled to a 30-minute break, counted as working time. Daily rest must be at least 12 consecutive hours. Weekly rest must be at least 24 consecutive hours, generally combined with daily rest, so employees typically receive at least 36 consecutive hours of rest per week.​​ 

克羅地亞的公眾假期​​ 

Employees are entitled to 14 public holidays or statutory non-working days each year. They are generally paid when the holiday falls on a normal working day:​​ 

• 1 月1: 元旦​​ 

• 一月6: 顯現節​​ 

• 三月31,2025: 復活節​​ 

• 四月1,2025: 復活節星期一​​ 

• 五月1: 勞動節​​ 

• 五月30 ：建國日​​ 

• 六月19,2025: Corpus Christi​​ 

• 六月22: 反法西斯鬥爭日​​ 

• 8 月5: 勝利與家園感恩節​​ 

• 八月15: 聖母升天日​​ 

• 十一月1: 萬聖節​​ 

• 11 月18: 國土戰爭受難者紀念日暨 Vukovar 和 Škabrnja 受難者紀念日​​ 

• 12 月25: 聖誕節​​ 

• 12 月26: 聖史蒂芬日​​ 

註：復活節和聖體節為可移動假期；所示日期為2025 。​​ 

在克羅地亞度假和休假​​ 

克羅地亞年假​​ 

The statutory minimum paid annual leave is 4 weeks per calendar year. For a standard 5-day workweek, this equates to 20 working days. Employment contracts, collective agreements, work rules, or employer policies may provide more generous leave. Specific entitlement may be increased by an employment contract or collective agreement.​​ 

克羅地亞個人假期​​ 

Employees are also entitled to paid leave for important personal events. The Labour Act provides up to 7 working days of paid personal leave per calendar year for important personal events. These include marriage, childbirth, serious illness, or the death of a close family member. The exact use may be further specified by a collective agreement, work rules, or employment contract.​​ 

克羅地亞病假​​ 

An employee can take sick leave with a medical certificate. For the first 42 days of sick leave, the employer generally pays salary compensation. From the 43rd day onward, compensation is generally borne by the Croatian Health Insurance Fund (HZZO). The minimum compensation is generally 70% of the employee’s applicable average salary calculation base. Special rules may apply for work injury, occupational disease, pregnancy-related incapacity, or other prescribed medical circumstances.​​ 

克羅地亞的產假、父母和育嬰假​​ 

克羅地亞的產假​​ 

Pregnant employees are entitled to maternity leave, which may start 45 days before the expected due date and must start no later than 28 days before it. The mandatory period runs from 28 days before the due date through 70 days after birth. The mother may usually continue maternity leave until the child reaches 6 months. HZZO generally pays 100% of the compensation base, subject to statutory calculation and eligibility rules.​​ 

克羅地亞的陪產假​​ 

Fathers are entitled to 10 working days of paid paternity leave for one child, or 15 working days for twins, triplets, or other multiple births. This leave is an individual right, non-transferable, and must be used within the first 6 months after the child's birth. It is fully compensated by the HZZO.​​ 

克羅地亞的育嬰假​​ 

產假結束後，每位家長均有權為其第一個子女和第二個孩子獲得 4 個月的父母假（總共 8 個月）。如果是雙胞胎或第三個及以後的孩子，每位父母的假期可延長至15 個月（總共30 個月）。一般而言，2 ，父母雙方各自享有的月數不可轉讓。假期可使用至孩子滿8 歲。育嬰假期間的報酬由 HZZO 支付，但上限為限。​​ 

克羅地亞的健康保險和附加福利​​ 

克羅地亞健康保險​​ 

克羅地亞有一個由社會安全供款資助的強制性公共健康保險系統。雖然該系統提供全面的保障，但雇主可以提供額外私人健康保險，作為一項高價值的保障，以支付公共計劃中不包括的費用，並提供私人診所的機關。​​ 

克羅地亞附加福利​​ 

除了基本薪水之外，克羅地亞的常見做法是雇主提供附加福利，其中許多福利都可以以節稅的方式提供。這些通常包括​​ 

• 伙食津貼​​ 

• 交通津貼​​ 

• 績效獎金​​ 

• 補充健康與退休金計劃​​ 

• 商務和個人使用的公司汽車和手機​​ 

克羅地亞的結束聘用和遣散​​ 

A probationary period may be set in the employment contract for a maximum of 6 months. During this period, the contract can be terminated with a minimum notice of 1 week, unless a longer period applies under the contract, collective agreement, work rules, or another applicable source.​​ 

雇主可能因業務相關原因、個人原因（僱員無能力）或僱員不當行為終止不定期合約。每個原因都需要遵循具體和公平的程序，以避免錯誤的解僱申請，確保公司遵守克羅地亞僱傭法。結束聘用的通知期間（不是因不當行為而導致）取決於員工在雇主的服務長期：​​ 

• Less than 1 year of service: 2 weeks​​ 

• 1 連續年份：1 月​​ 

• 2 連續年份：1 月和2 週​​ 

• 5 連續年限：2 個月​​ 

• 10 連續年：2 個月和2 週​​ 

• 20 連續年限：3 個月​​ 

克羅地亞遣散費​​ 

Employees terminated by their employer after at least 2 years of continuous employment with the same employer, for reasons other than misconduct, are entitled to statutory severance pay. The minimum amount is one-third of the employee's average gross monthly salary over the 3 months before termination for each completed year of service. Total statutory severance is capped at 6 times the employee's average monthly salary, unless more favorable terms apply.​​ 

在克羅地亞繳稅​​ 

僱主負責從僱員的總薪金中預扣和退還所得稅和社會安全繳款。導航克羅地亞的稅務系統是名義雇主提供的關鍵功能，確保遵守當地稅務義務。一名名義雇主管理薪資的複雜性，幫助公司迅速履行其稅務責任。​​ 

克羅地亞所得稅​​ 

As of 2025, personal income tax is commonly described as two progressive bands: 20% on annual taxable income up to EUR 50,400 and 30% above that threshold. Local governments may set PIT rates within prescribed ranges, so effective rates can vary by municipality or city.​​ 

• 20% 年收入不超過50 EUR ,400 。​​ 

• 30% 年收入超過 EUR50,400 。​​ 

這些稅率可能會由當地市政稅率提高，這些稅率因地點而異（例如，薩格勒布的稅率為 23。6% 和 35。分別 4%）。此制度取代了之前的地方附加稅 (prirez)，2024 。​​ 

克羅地亞社會保障貢獻​​ 

主要供款將從員工的總薪水中扣除：​​ 

• Pension Insurance (Pillar I and II): 20% of gross salary, usually split as 15% to Pillar I and 5% to Pillar II. Employees insured only under Pillar I pay the full amount there.​​ 

• Health Insurance: 16.5%, paid by the employer on gross salary​​ 

僱主還支付工作健康保障的供款，這是總薪水的小百分比。​​ 

為什麼選擇 G-P？​​ 

G-P 名義雇主是屢獲殊榮的 人工智慧 驅動的 軟體即服務 (SaaS) 平台，使雄心勃勃的 公司 能夠建立 全球團隊。在幾分鐘內加入、管理和付款超過 180 國家的頂尖人才，繞過本地實體設置的典型時間、成本和複雜性。G-P 名義雇主 是領先的 HCM、PEO 和薪資平台的首選合作夥伴。將您的勞動力資料整合在一個地方，以維護現有的工作流程，同時確保整合式系統中的資料一致且準確。​​ 

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常見問題​​