The concept of "New Work" is gaining more and more importance in the world of work. Many companies in Croatia are adopting flexible working time models, home office, digital workspaces, and an open corporate culture. There is a growing demand for "New Work" in Croatia. However, employers must ensure that they comply with the legal conditions and adhere to Croatian labour laws. In this blog post, we will take a closer look at the topic and explain what employers in Croatia should pay attention to.
"New Work" refers to new work models and methods aimed at improving working conditions and making the workday more flexible and efficient. It includes a variety of approaches such as home office, flexible working hours, project work, or the use of digital tools. However, when implementing "New Work," employers must also consider the legal aspects and framework conditions in Croatia.
Legal aspects of "New Work" in Croatia:
Employers in Croatia must also comply with legal regulations on working hours, employment contracts, and workplace safety when introducing "New Work." Working hours are legally limited to 40 hours per week. The working time models must be in line with labour laws, and a mutually agreed-upon agreement between the employer and the employee is necessary in any case.
Home office is considered as a means of improving work-life balance and reducing commuting time. However, employers must ensure that the working conditions for their employees working at home are safe and that they have all the necessary tools and resources to perform their work. The requirements for equipping home office workspaces are regulated in the Occupational Safety Act. Employers must ensure that the working conditions comply with the requirements and that their employees can also perform their work effectively in home office.
Employers should also ensure that the employment contract contains all the necessary information and complies with Croatian labour law. In addition to the mandatory provisions prescribed by the Croatian Labour Act (provisions on working hours, salary, vacation entitlements, notice periods, etc) the employment contract regulating home office must contain some additional provisions also regulated by the Labour Act like the way the working hours are recorded, if the employee uses his/her technical equipment or if the resources are provided by the employer, etc. In case the home office is permanent or if lasts longer than seven working days for one month, the employer is obliged to pay to the employee the compensation for expenses incurred due to home office (compensation for gas, electricity, heating etc.) Employers should also familiarize themselves with the regulations on the dismissal of employees to avoid possible legal disputes.
In addition, it is important for employers in Croatia to comply with the regulations on workplace safety and health protection of their employees. They must ensure that their employees work in a safe working environment and receive all the necessary training and equipment to perform their work safely.
Conclusion:
Overall, it is essential for employers in Croatia to carefully observe the legal conditions and regulations when implementing "New Work" to avoid potential legal disputes. They should work closely with their employees and mutually agree on the working conditions. Especially when introducing home office, employers should ensure that their employees have the necessary resources and technical equipment to perform their work effectively. It is also essential for employers to inform their employees about their rights and obligations as well as to ensure that they work in a safe and healthy working environment.
By considering these points, employers can successfully introduce "New Work" and provide their employees with a better work-life balance.