Hiring foreign workers in Croatia has become a standard part of workforce planning for employers across hospitality, construction, manufacturing, and logistics. With domestic labor shortages intensifying year over year, more companies are turning to third-country nationals to fill essential roles. But hiring internationally in Croatia is not as simple as posting a job ad. Employers must follow a defined legal process governed by the Aliens Act (Zakon o strancima) and administered through the Croatian Employment Service (Hrvatski zavod za zapošljavanje, or HZZ) and the Ministry of the Interior (MUP).
This guide breaks down the process step by step.
Before an employer can hire a foreign worker in Croatia, the law requires a labor market test (test tržišta rada). The purpose is to verify that no suitable domestic or EU candidate is available for the position.
The employer submits a request to their local HZZ office, including a description of the role, required qualifications, working conditions, and salary. HZZ publishes the vacancy on its job portal for at least 15 days. During that period, registered unemployed persons who match the requirements may be referred to the employer.
If no suitable candidates are found through this process, HZZ issues a positive opinion confirming that the employer may proceed with hiring a third-country national.
There are exemptions from the labor market test. If the role is classified as a shortage occupation (deficitarno zanimanje) on the HZZ list, the test is waived. Seasonal employment in agriculture, forestry, hospitality, and tourism for up to 90 days is also exempt. Permit renewals for the same employer and the same worker do not require a new test.
Once the employer receives a positive opinion from HZZ, they have 90 days to submit an application for a stay and work permit (dozvola za boravak i rad) through the joint HZZ/MUP platform. The application is filed for a specific worker, identified by name and passport details.
Required documents typically include a valid employment contract, the worker’s passport, proof of accommodation in Croatia, health insurance, and evidence that the employer meets legal requirements, including that at least 10% of employees are Croatian or EU nationals working full-time relative to the number of third-country nationals employed.
The Ministry of the Interior reviews the application. Standard processing time is 30 to 60 days, though the 2026 amendments to the Aliens Act extend the deadline to up to 90 days.
Once the stay and work permit is issued, the worker can enter Croatia and begin employment. The employer must register the worker’s residence within the legally required timeframe, recently extended from 3 to 15 days under the proposed 2026 amendments.
The permit is typically valid for up to one year and ties the worker to the specific employer and occupation listed on the permit. Changing employers requires a new permit, although the 2026 amendments introduce the right for workers to change employers after six months without requiring a new stay and work permit.
Employers hiring foreign workers in Croatia must be aware of several compliance obligations. Employing or benefiting from the work of an illegally staying third-country national carries fines ranging from EUR 9,290 to EUR 19,900 per worker. Companies must not have a blocked bank account for more than 30 consecutive days and must demonstrate minimum financial inflows over the past 12 months: EUR 100,000 for legal entities or EUR 40,000 for sole traders (as proposed in 2026 amendments to the Aliens Act).
Under the proposed 2026 amendments, foreign workers will also be required to pass a Croatian language exam at A1.1 level after one year of residence in order to renew their permit. Employers should factor language support into onboarding and retention planning.
The State Inspectorate now has explicit authority to inspect accommodation provided to seasonal workers, so employers should ensure that housing meets basic standards of safety, hygiene, and livability. Cutting corners on accommodation is both a compliance risk and a retention risk, as workers in poor conditions are more likely to leave.
Onboarding should be structured even for short-term seasonal roles. Workers arriving from different countries need orientation on workplace procedures, safety protocols, local regulations, and basic practical information about living in Croatia. Under the proposed language requirements, workers staying longer than one year will need to pass a Croatian language exam, making early language support a strategic investment.
The administrative complexity of hiring foreign workers in Croatia, from the labor market test to permit coordination to ongoing compliance, is one of the primary reasons employers engage specialized recruitment agencies. Agencies like DPoslovi manage the full process end-to-end, from candidate sourcing and documentation to permit coordination and onboarding, reducing the employer’s administrative burden and compliance risk.
If you are planning to hire foreign workers in Croatia and need structured support,
contact our team to discuss your requirements.
