Collective Bargaining, Information & consultation, Croatia

The SDLSN is calling on the government to change the rules on representativeness for civil service pay negotiations. The union is involved in various working groups that are discussing the new pay structure for the public sector but it is concerned that the current rules on representativeness exclude it, and other trade unions, from the formal negotiations. It argues that only the police trade union meets the representativeness criterion for the main negotiations leaving many areas of the civil service without proper trade union representation as the SDLSN and other unions fall below the

Public service trade unions, including SDLSN and HSMSS-MT, have expressed major concerns at the attempt by the government to rush to set up a new pay system covering the 240,000 workers in the public sector. The unions argue that there are many factors at play covering different groups of workers that make it impossible to complete negotiations by the end of June. The government says that the changes are needed as part of the reforms required by the European Union for Croatia to access funds from the EU’s Recovery and Resilience Facility. The unions are worried that legislation will be put

The HSSMS-MT nurses’ union reports that public sector unions are considering industrial action in response to the government’s proposal to increase pay by only 2% from 1 April. The latest negotiations, involving 11 public sector unions, took place on 8 April and the union negotiating committee unanimously rejected the government’s offer and continued to insist on a 4% base increase from 1 April and the resumption of negotiations at the end of May on a base increase in the second part of the year, depending on the evolution of inflation, the movement of other wages in the country and the

The HSSMS-MT health union reports that the latest round of collective bargaining left public sector trade unions disappointed as the government failed to consider their call for a 4% increase in basic pay in the light of increasing inflation and particularly rising energy prices. The government said that a 2% pay increase from 1 April was all that was possible and that any further increases would have to be discussed later in the year. However, no further negotiations were timetabled. The unions said that they would report back to their members and consider the next steps.

Health unions have managed to ensure that the government will honour the current collective agreement that commited it to pay increases of 3% and 4% this year. The unions were forced to organise a high-profile national campaign - "5 to midnight" - when the government indicated it would not implement the increases. The campaign highlighted the state of the health service, understaffing and overwork and the need to recognise health workers' commitment. The unions are now looking forward to the start of the next pay negotiations and will continue their campaign on the need to invest in the health

Health unions were due to meet the government on 23 August to continue negotiations over the current collective agreement and previously agreed pay increases. The unions are threatening strike action if there is not a positive outcome and confirmation that pay increases included in the current collective agreement will be honoured. Pay increases of 3% (in August) for health workers in general and 4% (in October) for staff with diagnostic responsibilities are part of the annex to the collective agreement in force until 31 October. However, the government said it wouldn't confirm the increases

(March 2017) The ETUC is calling for a pay rise for workers across Europe and in the latest initiative in its campaign reveals that wages are lower now than they were eight years ago in seven EU member states while in 18 EU countries wages have grown much slower over the seven years after the crisis than in the eight years before that.In the 7 years 2009-2016 real wages (adjusted for inflation) have fallen every year by an average of 3.1 % in Greece; 1 % in Croatia; 0.9 % in Hungary; 0.7 % in Portugal; 0.6 % in Cyprus; 0.4 % in UK, and 0.3 % in Italy.