Understanding different countries Anti-discrimination Acts is essential when expanding to ensure equality and fairness within the workplace. Anti-discrimination acts/ laws ensures that everyone is treated with respect and dignity and protects individuals from discrimination based on factors such as race, gender, religion, and more.
Below is an overview of Croatia’s Anti-discrimination Act and how it impacts both employers and employees.
Prohibited Forms of Discrimination in Croatia
Under the Anti-discrimination Act, it is illegal to discriminate against individuals based on various personal characteristics. These include:
Race or ethnic origins
Gender
Religion or political beliefs
Sexual orientation
Health condition or disability
Age, marital, or family status
Language, nationality, and social status
Union membership or education level
Discrimination is broadly defined as any act that places a person in a disadvantaged or less favourable position based on these factors. Victims of such acts have the right to seek compensation.
Fair Recruitment Practices: Gender-Neutral and Transparent
One of the most important elements of the law is its emphasis on fair recruitment. Employers are now required to conduct the hiring process using gender-neutral criteria. This means job postings must avoid biased language, and employers may not inquire about pay history during the hiring process.
Additionally, applicants have the right to receive pay ranges based on neutral factors that do not favour one gender over another. These criteria should be outlined clearly in the job offer, and any relevant provisions from applicable collective agreements must be disclosed to ensure transparency.
Pay Transparency and Gender Equality
Employees have the right to request information about how pay levels are determined, and employers must provide this information within two months of receiving a written request. Importantly, employees are entitled to data on pay differences broken down by gender, but they must keep the information confidential if it includes details about other employees. These requirements are mandatory only for employers with 50 or more employees.
Pay Gap Reporting Requirements
Starting from June 7, 2027, employers in Croatia with 150 or more employees will be required to disclose statistics on pay gaps between genders. The reporting timeline varies by company size:
Employers with 250+ employees: Annual disclosure of gender pay gap statistics.
Employers with 150–249 employees: Disclosure every three years.
Employers with fewer than 150 employees: No immediate obligation, but the requirement will apply starting June 7, 2031, with reports every three years.
These reports are essential in identifying systemic inequalities and working toward closing the gender pay gap. All disclosures must comply with Croatia’s data privacy laws, including the General Data Protection Regulation (GDPR).
Implications for Employers
Employers in Croatia must ensure compliance with all aspects of the Anti-discrimination Act.
Employers must review recruitment practices to ensure gender neutrality, establish transparent pay criteria, and prepare for the upcoming pay gap reporting requirements.