The probation period in Croatia is a crucial part of hiring new workers, as it allows the employer and the employee to evaluate the job arrangement. Employers in Croatia try to find the very best employees through recruiting, screening, and interviewing suitable candidates; however, this doesn’t guarantee that you’ll secure the right match. For new employees, the chance to apply their skills in the work environment improves their confidence when performing their job duties. 

This is where the probation period is most valuable. While it is not legally required in Croatia, it is immensely helpful for employers who want to ensure that a new employee is qualified and fits within the company culture before offering a permanent position. 

In this guide, employers and employees can improve their understanding of the probation period in Croatia, its regulations, and why it is a vital step in the hiring process.

Definition of a Probation Period in Croatia

The probation period, or “probni rad” in Croatia, is the time during which the employer assesses the experience and abilities of the new employee. When new hires are placed on trial, the employer determines whether they can effectively execute their job duties and roles. This includes evaluating their dynamic with co-workers and their suitability for the company culture. 

Employees benefit from probation periods as they can familiarize themselves with the work environment and culture. 

Probation periods in Croatia start as soon as the employee attends their first day of employment. If the employer is satisfied with the employee’s performance, they’ll be offered a full-time position. In the event of employment contract termination, Croatian employees must first be issued with notice. Probation periods can be extended, but only up to the proposed limit. 

To successfully hire a workforce in Croatia, consider providing new employees with probation periods to assess their skills, attitudes, and motivations.

Lengths of Probationary Periods in Croatia

The probation period in Croatia is six months. It is not legally required, but employers are encouraged to provide their new workers with time to prove themselves in their positions. The timeframe for probation can vary, provided it falls within the six-month limit and is dependent on the employee’s contract.

Permanent or Indefinite Contracts

The maximum probation period for permanent or indefinite contracts in Croatia is six months. Employees in Croatia are entitled to the same benefits as full-time workers, such as sick leave and annual leave. If an employee is absent due to sick leave, probation may be extended, but only for the duration of the absence. 

Fixed-Term or Definite Contracts

In Croatia, probation periods are not typically given to employees on fixed-term or definite contracts. Should an employer decide to evaluate fixed-term workers, the maximum probationary period is six months. 

Legal Considerations for Probation Periods in Croatia

The Croatian Labour Act (ZOR) permits the inclusion of a probation period, but again, it is not mandatory. 

Employees on probation receive the same entitlements as their non-probationary co-workers. Employers must be aware of registering their new employees for payroll and issuing the relevant leave entitlements from their first day of employment. 

Remember, when you place a new hire on probation, you cannot simply dismiss them if you are dissatisfied with their performance. To terminate the employment contract of a probationary worker, you must issue notice. Understanding the legalities involved in Croatian probation periods prevents the costs and complexities of failing to uphold employee rights or hiring the wrong person for the job.

Pay and Working Conditions

In Croatia, all employees who are placed on probation receive the same pay grades and working conditions as their full-time co-workers. This includes the provision of salaries above the monthly gross minimum wage of €1,050. 

Croatia’s standard workweek is 40 hours over five days, but this can be amended based on collective bargaining agreements. Employees who work beyond these standard hours must receive overtime pay. However, overtime cannot exceed 180 hours per year. 

Croatian employees on probation must receive the same rights and mandatory benefits as permanent workers. These benefits include paid leave, health insurance, and perks as negotiated in the employment contract. In addition to statutory benefits, all employees must have a safe working environment and receive training to execute their job duties.

Termination and Notice

When you place an employee on probation and wish to terminate the employment contract, you must provide them with seven days’ written notice. Seven days is the minimum requirement, but employers can negotiate longer notice periods, which are stipulated in the employment contract. 

Croatian employees also have the right to terminate the employment agreement during their probation, but must provide notice to the employer seven days before leaving their job.

Vacation / Holidays

In Croatia, employees receive four weeks of paid annual leave. This annual leave is issued to employees who have worked for the same employer for a minimum of six months. Probationary employees are entitled to the same amount of paid leave, but it is accrued from their first day of employment. Accrued annual leave is calculated as 1.5 times the full yearly leave entitlement for every month worked during the six-month probation. For instance, if an employee completes three months of service, they will earn 25% of their fully paid annual leave. 

Croatian workers must receive paid time off for public holidays and be paid double their regular salaries if they are required to work on a public holiday. Additional leave entitlements include sick leave, maternity leave, and paternity leave. 

Benefits of Probation Periods in Croatia

International and domestic employers hiring employees in Croatia can simplify finding full-time employees with probation periods. Probation serves as a structured and regulated trial, allowing you to evaluate new workers. It offers the following benefits for employers and employees: 

  • Pros

Employees can practically apply their experience in the work setting to showcase their skills. 

They can determine whether the job and work environment are suited to their skills and values. 

Employees still receive mandatory benefits that are accrued while on probation. 

  • Cons

Employers can find the right fit of employee without committing to a long-term employment contract, mitigating risk. 

The probation period simplifies the termination of an employment contract and requires issuing a seven-day written notice to the employee. 

Employers will have the time to integrate new workers into the company, which includes proper onboarding procedures.