Minimum Wage
Minimum wages are governed under the Minimum Wages Act of 2018 (Official Gazette No. 118/2018), as amended in 2021 and 2024. The Act describes minimum wage as the minimum monthly gross salary that the employee is entitled to work full time.
There are no occupational or regional minimum wages in Croatia. Minimum wage is determined at the national level annually (for the upcoming year) by a Government Decree. According to the latest Government Decree published in Official Gazette No. 124/2024, the minimum gross monthly wage for 2025 is set at €970.
The minimum wage rate is applicable to all workers and employers in Croatia. The minimum wage for a current year cannot be less than the minimum wage for the previous year (wage cuts are not allowed under article 7 of the Minimum Wages Act). In exceptional cases, a collective agreement may stipulate a lower minimum wage but not lower than 95% of the amount prescribed by the Government Decree.
Minimum wage level is determined by the government after consultation (by the Minister of Labour) with the social partners, i.e., the Croatian Employers' Association and the Union of Autonomous Trade Unions of Croatia. The social partners have representation in Economic and Social Council. The minimum wage is set by the Government after hearing the recommendations and proposals of the Economic and Social Council of Croatia about the coordination of the salary policy. Since 2019, a professional committee ("stručno povjerenstvo") was introduced as an additional advisory body, whose consultative role in the minimum wage setting process was reaffirmed in 2024.
Minimum Wage Act of 2018 prescribes the criteria for determining and revising the minimum wage rates. These criteria are the monthly poverty threshold for a single household, coefficient of the number of people (total population) in relation to the number of households, ratio of total population to the number of active persons, and the change in the average index of consumer prices of goods (CPI). The at-risk-of-poverty threshold, according to the Croatian Bureau of Statistics for 2024, amounted to €7,407 annually for a one-person household and €15,554 for a household comprising two adults and two children.
While proposing revision in minimum wages, Economic and Social Council also takes into account the effects of the fluctuation of prices and salaries on the economic stability and development.
The Labour Inspectorate ensures compliance with the provisions of Labour Code including those about minimum wages. Similarly, as stipulated in Article 9 of the Minimum Wage Act, the law enforcement is audited by authorized inspection bodies in charge of labour and employment inspections, i.e., the Labour Inspectorate. The minimum wage calculations and payments validity, legacy and related payment deadlines will be subject of audit by authorized inspection bodies within Ministry of Finance.
A fine from €7,960 to €13,270is imposed on an employer who fails to pay the employee the minimum wage prescribed the government decree.
Sources: Minimum Wage Act (Official Gazette No. 118/2018, amended by 120/2021 and 152/2024); §90 &221(3) of Labour Code 2014 (Official Gazette No. 93/2014, last amended by Official Gazette No. 151/2022 and 64/2023); Government Decree on the Minimum Wage for 2025 (Official Gazette No. 124/2024); §3 of the Labour Inspectorate Act 2014, Croatian Bureau of Statistics (2024). Indicators of Poverty and Social Exclusion in 2024. Zagreb: DZS.
For updated minimum wage rates, please refer to the section on minimum wage.
Regular Pay
Wages are the remuneration which an employer pays to an employee for work performed in accordance with an employment contract, legal instrument or a collective agreement. Wages are comprised of basic wages and additional remuneration, bonuses and additional payments paid in the cases prescribed by law.
The relevant law on payment of wages is the Labour Code (Official Gazette No. 93/2014, as amended by No. 151/2022 and 64/2023). Employers are obligated to pay wages according to the amount and period defined by a regulation, collective agreement, the employer’s internal rulebook, or employment contract. If the basis and criteria for the payment of wages are not governed by a collective agreement, the employer who employs at least twenty workers must establish such criteria in the employer rule book. Wages and salaries must be paid in cash (bank transfer is most common) upon completion of work. The wage payment period may vary for different workers however it cannot exceed one month.
According to Article 92(3) of the Labour Code 2014, the wage of the previous month must be paid within 15 days of the following month at the latest, unless other defined conditions from the Labour Code or a collective agreement stipulate otherwise.
If the wage level has not been established by law, employment contract, collective agreement or employer rulebook, the employer is required to pay the employee an appropriate wage.
An appropriate wage is a wage regularly paid for equal work, and if it is impossible to establish such a wage, then a wage is established by the court according to the circumstances of the case.
The employer must provide the calculation (pay slip) to the worker showing how the amount of remuneration/wages is determined, at the latest fifteen days from the date of payment of wages, benefits or severance pay.
There is a provision for a higher level of wages (wage premium) for workers employed under arduous working conditions. An employee has the right to wages during a period of time when work is interrupted due to the fault of the employer or due to other circumstances for which the employee is not responsible. The employer must not, without the consent of the employee, settle his or her claim against such employee by withholding payment of salary or part of salary.
The amendments to the Labour Act also introduced stricter rules to combat wage non-payment. If an employer fails to pay wages (or severance or unused leave compensation) by the due date, they must, by the month’s end, provide the worker two written calculations: one for the full amount due and one for the amount actually owed.
Sources: §90-97 of Labour Code 2014 (Official Gazette No. 93/2014, last amended by Official Gazette No. 151/2022 and 64/2023)
