Croatian maternity leave is one of the most generous in the EU: 98 calendar days of paid leave at 100% of the employee’s salary. The benefit is paid by HZZO (the Croatian Health Insurance Fund), not the employer. For employers, the obligations are straightforward — grant the leave, file the paperwork, and hold the position open while the employee is away.
This guide covers maternity leave in Croatia in 2026: the 98-day entitlement, the 100% benefit rate, employer obligations, and what happens when the employee returns to work.
Key takeaways
- Maternity leave lasts 98 calendar days — at least 28 days before the expected due date and at least 70 days after birth — under Maternity and Parental Benefits Act (OG 85/2008).
- The benefit is 100% of the employee’s salary for the 98-day period, capped at a statutory ceiling.
- HZZO (Croatian Health Insurance Fund) pays the benefit — the employer does not fund the leave.
- An additional 8 months of parental leave are available after maternity leave, paid at a reduced flat rate.
- Dismissal protection applies from the start of pregnancy and continues throughout the leave and for a period after returning.
The 98-day entitlement
Croatian maternity leave is governed by the Maternity and Parental Benefits Act (OG 85/2008), which transposes EU Directive 92/85/EEC. The entitlement is 98 calendar days, divided as follows:
- At least 28 days before the expected due date — the employee must begin leave no later than 28 days before the due date, but can start earlier.
- At least 70 days after birth — this period is mandatory and cannot be shortened, even if the child is born early.
The total of 98 days is fixed. If the employee takes fewer than 28 days before birth, the post-birth period does not increase — the total remains 98 days.
If the child is born before the 28-day pre-birth period starts, the leave begins immediately and the post-birth period adjusts to ensure at least 70 days.
| Period | Duration | Requirement |
|---|---|---|
| Pre-birth leave | Minimum 28 days before due date | Employee must begin leave no later than this |
| Post-birth leave | Minimum 70 days after birth | Mandatory; cannot be shortened |
| Total | 98 calendar days | Fixed at 98 days regardless of birth timing |
Multiple births
For twins, the post-birth period extends to 70 days (same as single births — the 98-day total already accounts for the standard case). For triplets or more, the total leave period increases proportionally, though the exact extension depends on HZZO guidelines.
The 100% benefit rate
The maternity benefit under Article 47 of the Maternity and Parental Benefits Act is 100% of the employee’s salary — the salary on which social security contributions have been paid. This is one of the highest benefit rates in the EU.
To qualify, the employee must have at least 12 months of insurance in the 24 months before the leave begins. The benefit is subject to a ceiling set by HZZO, which is adjusted annually. In 2026, the ceiling is approximately 4,500 EUR per month.
The benefit is paid by HZZO, not the employer. However, the employer may advance the first month’s benefit if HZZO processing is delayed, and then seek reimbursement.
Worked example: Ivana’s maternity benefit
Ivana earns 2,000 EUR per month gross. Her maternity benefit is 100% of 2,000 = 2,000 EUR per month, paid for the full 98 days (approximately 3.3 months). HZZO pays this amount directly. The employer is not involved in funding the benefit.
Who pays the benefit?
The benefit is paid by HZZO (Hrvatski zavod za zdravstveno osiguranje), the Croatian Health Insurance Fund. The process works as follows:
- The employee provides the employer with a medical certificate confirming pregnancy and the expected due date.
- The employer files the claim with HZZO — including the medical certificate, the employee’s salary history, and insurance records.
- HZZO processes the claim and pays the benefit — either directly to the employee’s bank account or through the employer, depending on the arrangements.
The employer should file the claim at least 30 days before the leave starts to ensure timely benefit payments.
Parental leave after maternity
After the 98-day maternity leave, the parent is entitled to parental leave (roditeljski dopust) under the same Act:
- First 6 months: paid at a flat rate of approximately 560 EUR per month per parent.
- Additional 2 months: paid at a flat rate of approximately 280 EUR per month.
- Total available: 8 months of parental leave per parent (or up to 30 months if the parents alternate).
The parental leave can be taken by either parent, and they can alternate periods. This means a family can have up to 30 months of combined leave with at least partial benefits.
| Leave type | Duration | Benefit rate | Paid by |
|---|---|---|---|
| Maternity leave | 98 days | 100% of salary (capped) | HZZO |
| Parental leave (first 6 months) | 6 months | ~560 EUR/month flat rate | HZZO |
| Parental leave (additional 2 months) | 2 months | ~280 EUR/month flat rate | HZZO |
| Total combined | Up to 30 months | Varies by period | HZZO |
Employer obligations during maternity leave
Croatian employers have five core duties:
- Grant the leave — the employer must grant maternity leave from the date specified in the medical certificate.
- File the HZZO claim — the employer must submit the benefit claim to HZZO promptly, including all required documentation.
- Do not dismiss — under Article 16 of the Labour Act (OG 149/2009), an employer cannot dismiss an employee during pregnancy, maternity leave, or parental leave. Dismissal during this period is null and void.
- Hold the position open — the employee returns to their previous role (or an equivalent one) after leave.
- Maintain insurance status — the employee’s health and pension insurance status continues throughout the leave.
Notice requirements
Croatia has specific notice requirements:
Employee notice
- Before leave starts: the employee must provide a medical certificate confirming pregnancy and the expected due date at least 30 days before the intended start of pre-birth leave.
- Before returning from parental leave: the employee must give at least 30 days’ written notice.
Employer notice
- Filing with HZZO: the employer must submit the benefit claim at least 30 days before the leave starts.
- Processing the return: the employer must accommodate the return within 15 working days of receiving the employee’s return notice.
| Notice requirement | Who | Deadline |
|---|---|---|
| Medical certificate to employer | Employee | 30 days before leave start |
| HZZO benefit claim | Employer | 30 days before leave start |
| Return to work notice (from parental leave) | Employee | 30 days before return |
| Return processing | Employer | 15 working days after notice |
Return to work rights
When the employee returns from maternity or parental leave, they are entitled to:
- Their previous position — or an equivalent position with the same pay, status, and conditions.
- Discontinuation of dismissals — the employer cannot dismiss the employee for a period after returning (typically until the child turns 3).
- Flexible working arrangements — parents of children under 8 can request reduced hours or flexible scheduling under certain conditions.
- Breastfeeding breaks — nursing mothers are entitled to breaks during the working day for breastfeeding (typically 60 minutes per day until the child is 12 months old).
Common pitfalls
1. Miscalculating the 98-day period
The 98 days are calendar days, not working days. Employers who count working days end up granting leave that is too short, exposing the company to claims.
2. Filing the HZZO claim late
Late filing delays benefit payments. The employer should submit the claim at least 30 days before the leave starts.
3. Dismissing during the protected period
The dismissal ban extends throughout pregnancy, maternity leave, and parental leave. Dismissal during this period is null and void, and typically results in reinstatement or significant compensation.
4. Confusing maternity with parental leave
Maternity leave (98 days, 100% pay) and parental leave (up to 30 months, flat rate) are separate entitlements with different durations and benefit rates. Conflating them creates payroll and compliance errors.
5. Not providing breastfeeding breaks after return
The employer must provide breastfeeding breaks (60 minutes per day) until the child is 12 months old. Failing to do so violates the Labour Act.
Frequently asked questions
How long is maternity leave in Croatia?
Maternity leave in Croatia lasts 98 calendar days — at least 28 days before the expected due date and at least 70 days after birth. The benefit is paid at 100% of the employee’s salary, capped at a statutory ceiling.
Who pays the maternity benefit?
HZZO (the Croatian Health Insurance Fund) pays the benefit. The employer files the claim on behalf of the employee and may advance the first month’s benefit if HZZO processing is delayed.
Can the employee return to work before the 98 days end?
No. The employment ban prohibits work during the 98-day leave period. The employee must wait until the full leave period expires before returning.
What is parental leave in Croatia?
Parental leave follows the 98-day maternity leave and can last up to 30 months (8 months per parent if they alternate). The first 6 months are paid at approximately 560 EUR per month, and the additional 2 months at approximately 280 EUR per month.
Does the employee keep their job during parental leave?
Yes. The employment contract is suspended during parental leave. The employee returns to their previous position (or an equivalent one) when the leave ends.
Putting it into practice
Five steps cover most Croatian maternity leave compliance:
- Confirm the employee’s insurance history to establish eligibility for the 100% benefit rate.
- Grant leave from the date specified in the medical certificate and file the HZZO claim at least 30 days before the leave starts.
- Track the 98-day period and flag the transition to parental leave so the flat-rate benefit begins without a gap.
- Plan for the employee’s return, including breastfeeding breaks, position availability, and flexible working arrangements.
- Verify the dismissal protection period on the employee record to prevent accidental termination.
A leave management system that handles Croatian-specific entitlement periods, automates HZZO claim deadlines, and flags return-to-work requirements keeps you compliant without the manual tracking.
Sources
- HZZO — Croatian Health Insurance Fund (primary source)
- Maternity and Parental Benefits Act (OG 85/2008)
- Labour Act (OG 149/2009)
- EU Directive 92/85/EEC — Pregnant Workers Directive
Last updated: 26 July 2026. This article is general guidance, not legal advice. Croatian benefit ceilings and rates change annually — confirm current figures with HZZO and check the applicable collective bargaining agreement.