What would you like to know about hiring in Croatia?
Croatian questions are rarely generic. Net pay on the same salary differs by town because each local unit sets its own income tax rates; a non-EU candidate needs an HZZ labour market test before the permit; and a non-compete is void if the employee earns below the national average wage. Ask us yours and you get an answer for your hire, not a country summary.
Replies from your future specialist
- Figures for your hire’s town, salary and contract type
- No obligation, and nothing to sign on the first call
Not taking new enquiries just now
Our Croatia team is at capacity at the moment, so we have paused new enquiries. Please check back soon.
Which part of hiring can we help with?
Pick a starting point; both lead to the same form and the same specialist.
Why do employers trust us with their Croatian staff?
Hiring here needs no Croatian registration of your own. The contract is signed with us as employer; we file with Porezna uprava and HZMO and pay the salary. Recruiting and daily management stay with you.
Sized for one hire up
A first hire in Croatia gets the same contract, payroll and named contact as a team of twenty, at a fee per person, so you can start small and add people later.
The monthly bill, itemised
Salary plus the employer’s 16.5% health contribution, both at cost, and our monthly fee per person, which is from €599. On €3,500 gross a month in Zagreb, the employer cost before our fee comes to about €4,078 and the employee’s net to about €2,294 (2026 rates, single, no allowances).
Croatian mechanics
Municipal income tax rates for each of 556 local units, the €600 monthly personal allowance, the 20% pension deduction and its €11,958 cap, the uncapped 16.5% health contribution, the JOPPD on pay day, employer-paid sick pay (70% or more) up to day 42 with HZZO refunds after that, and the tax-free limits for božićnica, regres and meal allowances.
Typical asks
Can I offer a non-compete? How much notice is owed after three years? What happens to pay during parental leave? May a non-EU hire begin work while the permit is pending? We answer questions like these in writing, with the rule behind the answer.
One named contact, always
You keep one named specialist from the first call, so nobody has to re-learn your team, your contracts or the history of a sick leave or a pay change.
Set up for each employee
Tax depends on where the employee lives and on their family and pension situation, so we set up each payroll for that person: the right municipal rates, the personal allowance with any supplements for children or dependants, the first or second pillar pension split, and tax-free allowances within the 2026 limits.
Your first month with us
- A written cost breakdown before you make an offer
- Contract and insurance registration ready before day one
- Monthly approval of payroll in the portal
- One euro invoice a month
Croatian HR, without a new hire of your own
Who handles HR for your team in Croatia?
A generic HR tool may mention that Croatian law has notice periods. We will tell you that your developer with three years’ service is owed one month and two weeks, that notice stops running while they are on sick leave, and that severance is due after two years.
Your managers deal with one specialist, and your employee deals with us on payslips, leave and paperwork, so nobody on your side needs to learn Croatian employment law.
- Answers in writing, with the rule cited
- Warnings, notices and dismissal letters drafted for you
Ready to make the offer?
No d.o.o. is needed on your side: we sign as employer for your candidate, and you direct the work as for any colleague.
Tell us the job, the gross pay you have in mind and where the candidate lives. You get back net pay, employer cost, our fee and a realistic start date.
Open the form