Termination of labour contract

What

An employer may terminate a work contract, with a mandatory or contractual period of notice (ordinary dismissal), if there is a justified reason, in the following cases:
• if due to economic, technological or organisational reasons the job becomes redundant;
• if, due to his/her enduring traits or abilities, the worker cannot properly perform his/her duties;
• if the worker breaches his/her employment-related duties;
• if the worker fails to perform in a satisfactory way during the trial period.

Both the employee and the employer are entitled to extraordinary termination of employment contract in case of a severe breach of obligations arising from employment, where continuation of employment is no longer possible.

How

Notice of termination must be delivered to the employer or to the worker in written form. The employer must explain the decision in writing.

When

The length of the notice period may be stipulated by the Labour Act or in the employment contract (max. one month if the employee is giving notice; two weeks to three months if the employer is terminating the contract, depending on the length of employment).

Good to know

Labour Act: https://goo.gl/t350ea (in Croatian)

Where

Zagreb, Croatia

Ministarstvo rada, mirovinskoga sustava, obitelji i socijalne politike (Ministry of Labour, Pension System, Family and Social Policy)

Ulica grada Vukovara 78

10000 Zagreb
T List of all contacts: https://mrosp.gov.hr/kontakt-4124/4124

Attention

An employer who terminated a work contract due to the redundancy of such a job may not hire another worker for the same job for at least six months after delivering the decision on the termination of the work contract.