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What you pay, 2026

EOR Croatia pricing: what will you pay?

Your monthly bill rests on the 16.5% employer health contribution, which the law fixes, and our service fee, from €599 per employee. You set the salary, at €1,050 a month or more for full-time work in 2026. Everything statutory passes through at cost, without margin, on one euro invoice.

Our fee
from€599per employee

Flat for a given role

  • Labour Act contract drafted, signed and filed
  • Payroll in euro, with tax at the right town’s rate
  • JOPPD reports and insurance registrations
  • A named specialist and the client portal
The ‘from’ price moves with role and scope; we fix it in writing.
Set by law, passed through
16.5%of gross wage

no ceiling in 2026

  • €
    Gross salarySet by you; at least €1,050 a month full-time in 2026
  • €
    Employer health contribution16.5% of gross, uncapped, and the only employer contribution in 2026. Pension (20%) is taken from the gross.
  • €
    Extras you chooseBožićnica, regres or a meal allowance, tax-free up to the 2026 limits
  • €
    Expenses you approveEquipment, travel or home-working costs, at cost
No mark-up on any statutory or pass-through cost.
Euro on every bill Fee shown separately No mark-up on pay Costs worked out for your hire’s town
Covered by the fee

What do you get for the fee?

One fee covers the work of being the employer in Croatia, from the first contract to the last pay statement. Statutory costs are separate and pass through at cost.

A Labour Act contract

Drafted under the Labour Act with every required term, signed before day one, with a copy to the employee.

Monthly payroll

Gross-to-net at the municipal rate, salary by bank transfer and a written pay statement each month.

Filings with Porezna uprava and HZMO

JOPPD on every pay day, insurance registrations and changes, and HZZO sick pay refund claims.

Leave and absence rules

Annual leave, 14 public holidays, sick pay, parental leave and notice periods tracked and applied.

Help for HR and staff

Answers for your employee on payslips, leave and paperwork, and guidance for you on probation and exits.

Pensions and tax-free extras

Second-pillar pension routed via REGOS, and tax-free extras paid within the 2026 limits.

A named account specialist

One person who knows your team, from offer letter to exit.

A single euro bill

Salary, employer contribution and fee together on a single euro invoice.

Pricing questions

Cost questions, answered plainly

Why ‘from’ €599?+
Role and scope. A Croatian hire on our standard service starts at the €599 figure; a wider brief can cost more, and we put the exact monthly amount in writing before you hire. It then stays flat for that role. Salary and the 16.5% health contribution are billed separately at cost.
Is our fee linked to pay levels?+
No. It is a flat monthly amount per employee, agreed for the role. For scale, on our 2026 Zagreb example of €42,000 gross, the yearly fee of €7,188 adds about 14.7% to the employer cost of €48,930, taking the total to €56,118.
What does the employer contribution add?+
In 2026 the employer pays a single contribution, 16.5% of gross for health insurance, and no ceiling applies. On a €3,500 monthly salary that is €577.50, for an employer cost of about €4,078. Pension contributions of 20% come out of the employee’s gross and are capped at a monthly base of €11,958, so they do not add to your cost.
What passes straight through?+
Gross salary, the employer health contribution, any bonuses or allowances you approve, and expenses such as equipment or travel. Tax-free items stay free of tax only within the 2026 limits, for example €700 a year for the božićnica and regres together.
Do you invoice in euro?+
Euro. Croatia has used the euro since 1 January 2023, so salaries, contributions and our fee are all in euro and the payroll needs no conversion step. If your own accounts run in another currency, your bank converts the single invoice.
How long must we commit for?+
Our service terms, including how either side ends them, are set out in the agreement that comes with your quote. Ending the employment itself follows the Labour Act: minimum notice runs from two weeks in the first year of service to three months after 20 years, severance is due on dismissal after two years’ service (except for misconduct), and unused leave is paid out.