How Sick Leave Works in Croatia: A Practical Guide for Employers

When an employee in Croatia falls ill or is injured, the rules around sick leave can seem complex. Getting them right matters for both sides: employees need to know their rights, and employers must handle absences correctly to stay compliant and keep operations running smoothly.

Who is entitled to sick leave?

All employees with mandatory health insurance are entitled to sick leave. This includes full-time and part-time workers, as well as those on fixed-term contracts. Self-employed people can also arrange cover through voluntary health insurance, but the process differs slightly.

How to notify an employer

An employee should inform their employer about the illness as soon as possible, usually on the first day of absence. This can be done by phone, email or any agreed method. The employer may have a specific procedure, so it is wise to follow that. Failure to notify promptly can lead to disciplinary action or even dismissal in severe cases.

The medical certificate

To qualify for sick leave, an employee must obtain a medical certificate from a doctor. In Croatia, a general practitioner (GP) can issue a certificate for up to 30 days at a time. For longer periods, a medical commission may need to approve the extension. The certificate states the expected duration of absence and any specific restrictions.

Who pays for sick leave?

Compensation during sick leave is paid partly by the employer and partly by the Croatian Health Insurance Fund (HZZO). For the first 42 days of sick leave, the employer pays the employee directly at a rate set by law, typically 70% of the employee's average salary in the previous six months. From day 43 onwards, HZZO takes over payment, though the employer may still be responsible for forwarding the claim. The exact percentage can vary depending on the cause of illness, such as a work-related injury or occupational disease.

Employer obligations

Employers must keep accurate records of sick leave and ensure that the employee's absence is properly documented. They are also required to protect the employee's personal data and medical information, sharing it only with authorised personnel. When an employee returns, the employer may ask for a fitness-for-work certificate if the absence was long or the job involves safety risks.

Practical tips

For employees, always keep a copy of the medical certificate and communicate clearly with your employer about your expected return date. For employers, create a simple sick leave policy that outlines notification steps and documentation requirements. This reduces confusion and helps maintain productivity while respecting everyone's rights.

Understanding these basics makes sick leave less stressful for everyone. When both sides follow the rules, the workplace remains fair and compliant.