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The new Labour Act, which met with fierce criticism from the Opposition and the dissatisfaction of trade unions and the national employers' association, has been enacted on 7th August according to dalje.com.
The new law makes it possible, with working-time redistribution, to extend the working week to 50 or 60 hours if so defined by a collective agreement.
Employers who have more than one company will be able to move their workers from one company to another for a period of up to six months.
Even though it was proposed that the period during which an agency worker is employed with the same hirer be limited to one year, the previous provision was retained, regulating that an agency worker may be hired for a period of up to three years and that at the company where they work, they shall have the same rights as other employees, except for the right to Christmas and holiday bonuses.
Proposals to restrict the number of fixed-term contracts that may be signed consecutively were not accepted, so upon the expiry of the first three-year employment contract, it will be possible to sign again a fixed-term employment contract.
The Labour Act contains a new provision making it possible for an employer to fire a pregnant worker if the business is about to be liquidated. Under the law, it will be possible to fire a worker with unsatisfactory performance during the period of probationary employment. Periods of notice will also run during an employee's holiday or sick leave if not determined otherwise by a collective agreement, employment contract or by company regulations. And workers will no longer have to wait for a month to launch industrial action over the non-payment of wages.
The Croatian parliament passed the Labour Act on July 15 with fierce criticism from the Opposition and the Independent Democratic Serb Party (SDSS). Activists of the Women's Front for Labour and Social Rights, who were watching the proceedings from the public gallery, were removed from the chamber because they sang ‘The Internationale’ after the adoption of the bill.
These changes like many other were covered in our Legs & Regs briefing, which is available to subscribing members only. To read them click here, or for more information on membership please contact Richard Thorne.