Last updated 2025-08-22
Quick overview
Croatia has long guaranteed the principle of equal pay for equal work through its Labour Act. Women and men must receive the same salary for equal work or work of equal value, and any contractual clause to the contrary is null and void.
Reporting requirements
Which companies must report?
At present, no Croatian employer is obliged to report on gender pay gaps.
What information needs to be reported?
There are currently no formal pay gap reporting obligations.
When and where to send the data?
Not applicable.
Who can see the results?
Not applicable.
Equal pay laws
The Croatian Labour Act enshrines the principle of equal pay for equal work and work of equal value. This applies to both the private and public sectors.
If an employment agreement, collective agreement, or internal regulation contradicts this principle, that provision is null and void.
Croatian law also:
Prohibits discrimination and retaliatory measures in employment
Requires gender-neutral job vacancy notices
Enforces transparency of pay setting in the public sector
Provides employees with the right to request information on salary criteria for comparable roles
Prohibits contractual terms preventing employees from sharing their salary information
Employee rights
Employees who believe they have been discriminated against can claim damages. In such cases, the burden of proof is reversed — meaning the employer must prove that discrimination did not occur.
Employees can also initiate enforcement proceedings under anti-discrimination law, and both administrative and criminal fines may be imposed on employers.
Risks of non-compliance
If an employer breaches equal pay rules, risks include:
Financial damages claims from employees
Administrative fines
Criminal penalties in serious cases
Reputational damage due to non-compliance with equality standards
Although Croatia has no reporting obligations today, failing to respect the equal pay principle exposes employers to significant legal and financial risk.
What will change by 2026
New EU-wide rules
The EU Pay Transparency Directive introduces detailed reporting and transparency requirements across all Member States. Employers will have to report on gender pay gaps, disclose pay ranges in job advertisements, and refrain from asking candidates about salary history.
How Croatia is likely to apply them
The Croatian National Plan for Gender Equality 2023–2027 confirms the government’s commitment to transpose the Directive. Given the high proportion of small employers in Croatia, it is likely that reporting requirements will also apply to companies with fewer than 100 employees — going beyond the EU minimum.
Additional measures under consideration include:
Allowing public partners to terminate contracts if the equal pay principle is breached
Shifting litigation costs in civil procedures in favor of employees
Strengthening oversight by the Labour Inspectorate or the Office for Gender Equality
Employers should anticipate robust enforcement and higher compliance expectations.
FAQ
Is equal pay already required in Croatia?
Yes. Equal pay for equal work or work of equal value is a legal obligation.
Do companies need to report gender pay gaps today?
No. Reporting is not yet required, but it will be mandatory under EU rules by 2026.
Which companies will need to report?
Companies with 100 or more employees, with thresholds determining frequency of reporting. Smaller employers may also be included by national law.
What happens if we fail to comply?
Sanctions will include damages claims, administrative penalties, and reputational risks. Under the Directive, fines and enforcement will be mandatory.
How should employers prepare?
Start with a pay audit to identify gaps. Build internal processes for regular monitoring and reporting. Train managers and HR teams on transparency requirements and adjust job ads to include pay ranges.
Helpful resources
Croatian Labour Act (Zakon o radu)
Croatian National Plan for Gender Equality 2023–2027
European Commission – Pay Transparency Directive information
