🛠️ Guide for Migrant Workers and Their Colleagues

RIGHTS OF MIGRANT WORKERS IN CROATIA

Migrant workers are people who come to work in a country where they do not hold citizenship. With their energy, knowledge, and effort, they contribute to our cities, economy, and communities. But even though their work builds our society, they - like many of us - face difficulties at work, and are even more often exposed to precarious working conditions, discrimination, and exploitation.

Additional challenges migrant workers face include not knowing the language or their rights, dependence on their employer for documents, fear of retaliation or job loss (and the resulting risk of deportation), and lack of a social support network (which affects housing, transportation, translation, etc.), as well as discrimination, racism, and isolation.

We must all stand up for workers’ rights - both our own and those of our colleagues. Migrant workers are guaranteed the same labor rights as domestic workers, and by advocating for respect of our colleagues’ rights, we help build a fairer system for everyone - creating workplaces where we are safer, more satisfying, and respected. The rights of migrant workers are not a privilege but fundamental human rights that everyone deserves, regardless of where we come from.

🔸 Note: The same rights apply regardless of whether the migrant worker is employed directly or through an agency.

The Charter of Fundamental Rights of the European Union (Article 15) states that “nationals of third countries who are authorised to work in the territories of the Member States are entitled to working conditions equivalent to those of citizens of the Union.”

The Charter further guarantees the following rights to all workers:

• Right of workers to information and consultation within the undertaking (Article 27)
  
• Right of collective bargaining and action (Article 28)
  
• Right of access to placement services (Article 29)
  
• Protection in the event of unjustified dismissal (Article 30)
  
• Right to working conditions which respect his or her health, safety and dignity (Article 31)
  
• Right to limitation of maximum working hours (Article 31)
  
• Right to daily and weekly rest periods (Article 31)
  
• Right to an annual period of paid leave (Article 31)
  
• Prohibition of child labor and protection of young people at work (Article 32)
  
• Protection against dismissal for a reason connected with maternity (Article 33)
  
• Right to paid maternity and parental leave following the birth or adoption of a child (Article 33)
  
• Right to social security benefits and social services providing protection in cases such as maternity, illness, industrial accidents, dependency or old age, and in the case of loss of employment (Article 34)
  
• Right to health care (Article 35)

Workers’ rights in Croatia must align with the rights guaranteed in the EU Charter. Most rights are defined by the Labor Act, but also by a number of other laws (the Aliens Act, Mandatory Health Insurance Act, Anti-Discrimination Act, etc.).

Unlike Croatian or EU workers, migrant workers must obtain a residence and work permit issued by the Ministry of the Interior in order to work in Croatia. The process is often long and complex.

Before hiring a migrant worker, employers must ensure that there are no unemployed persons in Croatia with the required qualifications, skills, or experience by requesting a labor market test (Article 98 of the Aliens Act). This ensures that jobs are first offered to unemployed persons already residing in Croatia. If no suitable candidates are found, the Croatian Employment Service allows the employer to apply for a residence and work permit within 90 days.

The labor market test is not required:

• for renewal of an existing residence and work permit (same employer, position, and worker),
• for occupations defined as deficit occupations,
• for seasonal employment in agriculture, forestry, hospitality, and tourism,
• for key personnel in companies, holders of EU Blue Cards, intra-company transfers, etc.,
• and in other special cases defined in Article 110 of the Aliens Act.

➡️ More information on the residence and work permit process can be found here.

Residence and Work Permit – Key Points:

• The employment contract is the basis for obtaining the residence and work permit.
• The permit is tied to a specific employer. If the employment contract ends, the worker has 60 days to find a new job (the allowed period of unemployment).
• Employers must not employ anyone without a signed employment contract!
• Employers must not withhold personal documents of the worker!

Employment Relationship – Contract and Probation

• Work starts only after signing the contract.
• The contract must include duration of employment, gross salary, payment method, and the length of the paid annual leave.
• If there is a probation period, it must be stated (maximum 6 months).

 👉 Tip: Don’t sign anything you don’t understand – ask for a translation or legal help.
 ✨ Note: You are not required to sign any promissory notes or financial guarantees to obtain employment!

Working Hours and Rest

• Full-time work: 40 hours per week (up to 50 with overtime).
• Overtime, night work, Sundays, and holidays must be paid extra.
• Break: at least 30 minutes if working more than 6 hours.
• Daily rest: at least 12 hours.
• Weekly rest: at least 24 hours (usually Sunday).
• Annual leave: minimum 4 weeks per year, cannot be replaced by money.

Wages and Payment

• Minimum gross wage in 2025: €970.
• Wages must be paid by the 15th of the month, directly to a bank account.
• Workers must receive and check their payslip (wage statement).
• Equal pay for equal work applies to both women and men.

Health Insurance and Sick Leave

• All workers have the right to basic health insurance (medical care, hospitals, medication).
• Sick leave is paid with a doctor’s certificate.
• Employers must report workplace injuries.
• Pregnancy or use of parental leave cannot be grounds for dismissal.
  
  

✨ For more details, see the Guide for Third-Country Nationals, which offers concise information and practical instructions on accessing health services and finding a doctor in Croatia. The guide is available in Croatian, English, French, Arabic, Ukrainian, Nepali, and Hindi.

Discrimination, Hate Speech, and Hate Crimes

• Discrimination: No one may be treated unfairly based on origin, skin color, language, religion, gender, sexual orientation, or any other personal characteristic.
• Hate speech: Public incitement to violence or hatred based on characteristics such as race, religion, nationality or ethnic origin, language, or skin color is prohibited.
• Hate crime: A physical attack or other act of violence motivated by hatred based on these characteristics is considered a criminal offense.

Termination and Protection

• Termination must always be in written form.
• If you receive notice of termination, do not sign anything you don’t understand.
• After the contract ends, you have 60 days to find a new job.

✨ Remember: Workers’ rights apply equally to everyone — whether local or migrant workers.

❓Where and How to Report Rights Violations

If any of these or other rights are violated, there are institutions to which violations can be reported.
 You can read more about violations and how to report them on the Ombudsperson’s website: “Information for (Foreign) Workers – How to Protect Your Rights at Work?”

On the same link, this information is also available in English, German, French, Ukrainian, Macedonian, Albanian, Turkish, Nepali, Bengali, Hindi, and Filipino.

The video was created using an artificial intelligence tool.