Note: As of July 2025, Croatia has not yet published draft legislation to transpose the EU Pay Transparency Directive. However, all EU Member States — including Croatia — are required to adopt the Directive’s provisions by June 7, 2026.
Currently, Croatia does not impose mandatory gender pay gap reporting for private employers. That will change under the Directive. Employers should begin preparing now for the upcoming transparency and reporting obligations that will apply based on company size.
Track the latest EU Member State transposition developments with our monitor.
Croatia reporting requirements
Who needs to report?
Under the EU Pay Transparency Directive, employers across all EU Member States — including Croatia — must comply based on company size:
- 250 or more employees: Annual reporting begins in 2027 (for 2026 data)
- 150–249 employees: Triennial reporting begins in 2027
- 100–149 employees: Triennial reporting begins in 2031
- Fewer than 100 employees: Not subject to mandatory reporting under the Directive
What to report?
Employers will be required to publish gender pay gap information and provide internal transparency to employees. Required disclosures include:
- Mean and median gender pay gaps for total pay and complementary or variable components
- Proportion of male and female workers receiving bonuses or other variable pay
- Gender distribution across pay quartiles
- Gender pay gaps by job category, broken down by fixed and variable pay
If an unjustified gender pay gap of 5% or more is identified within a category of workers and persists for six months, employers must conduct a Joint Pay Assessment in collaboration with worker representatives.
Where and when to report?
Regulatory filing
The Directive requires public reporting. Croatia is expected to designate a national platform — likely under its labor ministry or equality body — for submitting gender pay gap reports.
Internal disclosure
Employers must provide employees with:
- Gender pay gap data
- Explanations for pay differences
- Measures taken or planned to address disparities
Deadlines and cadence
Employers must report either annually or every three years, depending on size thresholds noted above.
Croatia pay transparency requirements
While Croatia does not currently mandate pay transparency in hiring, that will change under the EU Directive. Once implemented, employers will be required to:
- Include pay ranges or starting salary in job postings or communicate before interviews
- Avoid requesting salary history from candidates
- Use gender-neutral job descriptions and titles
Employment equity standards
Croatia’s Labor Act prohibits discrimination in employment, including on the basis of gender, and enshrines the right to equal pay for equal work. However, these protections lack the structured reporting and transparency mechanisms required by the EU Directive.
The EU Pay Transparency Directive will introduce enforceable standards for fair pay practices and increase scrutiny of employer compliance.
The risks of non-compliance
Once Croatia transposes the Directive, enforcement measures are expected to include:
- Reversal of the burden of proof in discrimination cases
- Employee rights to compensation and redress for discrimination
- Administrative penalties for non-compliance, as required by the Directive
- Oversight from a designated national enforcement body (likely the Labor Inspectorate or Office for Gender Equality)
Croatia’s proposed EU Directive legislation
As of June 2025, Croatia has not yet published any official draft of its transposing legislation. However, Croatia is obligated to adopt the full scope of the EU Directive’s provisions by June 7, 2026, including:
- Pay range disclosures in recruitment
- Salary history ban
- Gender pay gap reporting obligations
- Joint Pay Assessments
- Internal and external transparency mandates
We will update this section once Croatia releases its official proposal or guidance.
How Trusaic helps employers comply with Croatia requirements
1. Comply – Use RAPTR™ to complete required reporting by compliance deadlines.
Stay ahead of evolving regulations with Trusaic’s Regulatory Pay Transparency Reporting™ solution, designed to help you determine applicability, meet deadlines, and submit compliant reports across EU jurisdictions with the click of a button.
Our Pay Equity Software Suite ensures your pay systems are legally defensible, gender-neutral, and future-proof — automating complex reporting and enabling GDPR-compliant data sharing through certified integrations with major HCM platforms.
2. Correct – Use PayParity® to understand, explain and resolve pay disparities.
Use PayParity to identify, explain, and resolve pay disparities across gender, race, age, and more. Whether you’re conducting proactive assessments or responding to compliance triggers like the EU Directive’s Joint Pay Assessment requirement, PayParity delivers defensible, data-driven insights. Our Remediation Optimization Spend Agent (R.O.S.A.) works as PayParity’s AI remediation partner to ensure you lower your pay gap below 5% while maximizing the ROI of your remediation budget.
3. Communicate – Use the Pay Equity Product Suite to communicate narratives and share salary ranges with confidence.
Comply confidently with the EU Directive’s pay range transparency mandates using Trusaic’s Salary Range Finder, which provides data-driven guidance for equitable pay ranges that can be shared with candidates and employees.
Our Pay Transparency Agent answers reporting questions instantly, and our Communications Agent crafts context-specific narratives — in any language — to support your public disclosures and internal communications.
How to prepare to comply with the EU Directive
The EU Pay Transparency Directive, approved in 2023, gives Member States until June 7, 2026 to implement national legislation. Croatia must adopt these provisions by that date.
To prepare, employers in Croatia should:
- Conduct internal pay equity assessments
- Review compensation structures and job classifications
- Train HR and legal teams for employee pay data requests
- Update recruitment processes to comply with upcoming salary transparency and salary history ban requirements
Trusaic is GDPR-compliant and supports organizations across the EU in meeting both EU Pay Transparency Directive and EU Corporate Sustainability Reporting Directive obligations.
FAQ
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Who will be required to report gender pay gap data in Croatia?
Under the EU Pay Transparency Directive, Croatia must implement mandatory pay gap reporting requirements based on employer size:
- Employers with 250 or more employees will report first, by June 2027 (on 2026 data).
- Employers with 150–249 employees will also report starting in 2027.
- Employers with 100–149 employees will report starting in 2031.
- Employers with fewer than 100 employees are not required to report under the Directive.
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What kind of information will employers have to report?
Employers will be required to report:
- Mean and median gender pay gaps for total and variable pay
- The proportion of men and women receiving variable pay
- Gender distribution across pay quartiles
- Gender pay gaps by category of workers (same or equal value roles) If unjustified pay gaps of 5% or more persist for six months or longer, a Joint Pay Assessment will be required.
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Has Croatia published draft legislation to transpose the Directive?
As of mid-2025, Croatia has not yet published draft legislation for the EU Pay Transparency Directive. However, it must do so before the June 7, 2026 transposition deadline.
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What are the transparency obligations under the Directive?
Regardless of reporting size thresholds, all employers must comply with:
- Salary range disclosure in job postings or prior to interviews
- A ban on asking for salary history during the hiring process
- An employee right to request pay information for roles of equal value
- Employers with 50+ employees must also publish pay structures and progression criteria
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Will there be penalties for non-compliance?
Yes. The Directive requires penalties to be effective, proportionate, and dissuasive. Employers may also face:
- A shift in burden of proof in pay discrimination claims
- Employee rights to redress and compensation
- Legal or reputational risks if transparency obligations are not met
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How can employers prepare now, even without draft legislation?
Employers operating in Croatia should:
- Conduct internal pay equity assessments
- Align job architecture and compensation frameworks
- Prepare HR teams to respond to pay transparency data requests
- Review recruitment practices to ensure future compliance with pay range disclosure and salary history bans
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How can Trusaic help?
Trusaic’s full-suite solutions support employers at every stage:
- RAPTR™ for Regulatory Pay Transparency Reporting across EU jurisdictions
- PayParity® with R.O.S.A. for analyzing and resolving pay disparities
- Salary Range Finder and communications tools for salary transparency and narrative development
All solutions are GDPR-compliant and integrate with major HCM systems.