The labor market in Croatia is going through a phase of deep transformation, driven by a chronic labor shortage and growing demands for equality.

As employers compete for every skilled professional, the issue of publicly disclosing pay is no longer a taboo topic and is becoming a standard mandated by European regulation. This very topic sparked a heated discussion on the platform Reddit, where a user בשם ObservedPhenomena on the Ask Croatia subreddit raised the question of why domestic employers are still hesitant to publish financial details in job ads.

In the post, the user notes that the legal deadline for compliance with the European directive on the obligation to state salary ranges is approaching, yet in everyday practice they still keep coming across ads that still omit this key information entirely, wondering whether employers are literally waiting until the last moment.

Legal framework and the role of specialized portals

European Directive 2023/970 on pay transparency lays new foundations for a fairer market, and member states, including Croatia, have until June 7, 2026 to fully implement it into national legislation.

Under these rules, companies will have to inform candidates about the starting salary or at least an approximate pay range before the selection process even begins.

Although on our portal raditi.eu it is already common to see ads with clearly stated amounts, such practice has still not become a universal rule at all levels of the Croatian labor market.

It is important to explain that European Directive 2023/970 does not necessarily mean a strictly fixed figure in every ad, but rather the employer’s obligation to communicate the financial framework in a timely manner before the job interview or in the early stage of selection. Once the rules are fully integrated into domestic laws, failure to meet these obligations will be subject to oversight and sanctions under national regulations.

In addition, the directive gives workers the right to request official data on the average salaries of their colleagues performing the same job.

Mutual benefits of clear communication

Introducing transparency brings concrete advantages to both employers and candidates.

For job seekers, the benefit is extremely clear because it drastically saves time and allows them to focus exclusively on opportunities that align with their competencies and life expectations.

On the other hand, employers who publish financial conditions in advance receive significantly higher-quality applications because the people responding to the ads have consciously accepted the offered framework. This speeds up the selection process and reduces hiring costs, while the company itself builds a reputation as a fair and open partner in the market.

Fear of internal tensions and hiding the cards

Still, participants in the public discussion on Reddit warn that many domestic managers continue to rely on the informational advantage they have in negotiations. The discussion produced very concrete observations, so one participant logically concludes that the amounts are hidden primarily to keep peace in the house. 'They keep those who already work there at the minimum amount they can, and even if they are willing to give a bit more money for a new and better-quality worker, current workers must not see that they are offering a salary of up to 1500 euros while they themselves have been working for 1100 euros for years,' this user points out.

A similar view is shared by another participant in the discussion, who explains the harsh negotiating practice by stating that employers do not publish the amount "so that in negotiations they can shortchange those who negotiate less well." In his words, the fact that candidates are in a weaker position is of no concern to the employer, who later only publicly complains that skilled people are leaving en masse.

Sarcasm as a mirror of worker frustration

Criticism of current practices in job ads is often infused with sharp irony that perfectly reflects the real mood of the workforce. Users regularly mock vague phrases about a dynamic environment, which often serve solely as a cover for poor working conditions. Illustrating this selection practice, one of them ironically remarks: 'Because they think that during the selection process you will fall in love with their table football, table tennis, bean bags filled with Styrofoam, and their big family, so you will agree not only to a lower salary than the one you wanted, but also to one lower than your current one.'

Some go a step further in dissecting domestic reality, so one comment very sharply sums up the situation on the ground: 'The amount is not stated because it is mostly the minimum wage, while the rest is paid in cash through various bonuses and meal allowances. There is overtime, but it is not paid; instead, you get a random day off when you need it most, and that happens in ninety-nine percent of cases.' In addition, users note a major imbalance in expectations, stating that it is fascinating that companies demand complete honesty about workers’ flaws while they themselves guard salary information as if it were a strictly guarded state secret.

According to available data and trends, Croatia is struggling with a serious labor shortage, which is slowly shifting decision-making power into the hands of those seeking work. A professional labor market requires clear criteria and a fair relationship, and hiding salaries is slowly becoming a relic of the past that no longer brings employers the desired advantage or serious candidates.

The transition to a transparent pay model will be challenging for those who have spent years building their business on hiding information, but in the long term it is extremely beneficial for the stability of the entire economy. At a time when living costs are constantly rising, workers are no longer willing to accept uncertainty. Employers who naively believe they will still be able to attract top talent without a clear financial offer may soon be left without those they need most for survival. The time of hiding behind vague phrases is slowly running out, and the new rules are finally bringing much-needed professionalization and equality.

Reference: European Union Directive 2023/970 on strengthening the application of the principle of equal pay for men and women through pay transparency.