March 2026 | Croatia | Climate change
Climate Change and Its Impact on Workers – Legal Perspectives
Climate change is increasingly shaping the world of work. Extreme weather conditions driven by climate change are affecting workers’ health, safety, productivity and job security.
Rising global temperatures, more frequent heatwaves, floods, storms, hurricanes and tornadoes, droughts and wildfires are transforming working conditions across many sectors, such as agriculture, construction, transport, forestry, tourism and emergency services.
Extreme weather events increase existing risks and create new ones like heat-related illnesses, cardiovascular stress, renal dysfunction, reproductive disorders, infectious diseases, allergies, vector-borne diseases, chemical burns, reduced concentration, and higher accident rates.
In addition to the physical impacts, climate change can also affect workers’ mental health.
Stress from responding to climate‑related events, job insecurity due to climate disruption and long working hours during emergencies can lead to anxiety, depression, burnout, fatigue and reduced safety compliance.
Sometimes workers need new skills to adapt to changing conditions, such as operating climate-resilient technologies or transitioning to less climate exposed occupations.
Social dialogue and labour legislation have an important role in ensuring that workers’ rights and health are protected as climate risks intensify.
Equally important is the concept of just transition, which ensures that workers affected by climate change and environmental policies receive support, training and social security.
European Legal Framework
From a broader policy perspective, the European Green Deal and the European Climate Law aim to achieve climate neutrality by 2050 promoting green transition and resilience.
They support adaptation measures to reduce workers’ exposure to extreme heat, air pollution, and other climate-related hazards at the workplace and through sustainable policies encourage healthier work environments, including better indoor air quality and safer use of chemicals. They also promote the transition to green jobs while emphasising the importance of proper occupational health and safety standards during this transition.
In addition, the European concept of just transition, supported by mechanisms such as Just Transition Fund, ensure that workers affected by climate-related economic changes receive technical and advisory support, retraining and social protection. The Just Transition Platform actively promotes the sharing of knowledge and best practices among stakeholders involved in the transition process, through the organisation of events, the creation of good practice examples and the development of a network of experts and projects.
The cornerstone of EU worker protection is Framework Directive 89/391/EEC on Safety and Health at Work, which obliges employers to ensure the safety and health of workers in all aspects related to their work. This includes assessing and managing risks arising from extreme temperatures, severe weather, and other climate-related occupational hazards. Employers are required to implement preventive measures, adapt working conditions, and provide adequate training and protective equipment.
In addition, the European Commission and the European Agency for Safety and Health at Work (EU-OSHA) have issued guidance recognising heat stress and extreme weather as emerging occupational risks linked to climate change. These guidelines encourage measures such as adjusted working hours, rest breaks, hydration, protective clothing, and workplace adaptations.
Croatian Legal and Institutional Framework
Protection of workers from extreme weather in Croatia is primarily governed by the Occupational Safety and Health Act This law requires employers to assess workplace risks, including those caused by high or low temperatures, extreme weather, and natural hazards. Employers must organise work in a way that reduces exposure to harmful conditions, provide appropriate protective equipment, and ensure health surveillance where risks cannot be fully eliminated.
Employers shall also provide training for safe work under outdoor working conditions and shall inform workers of the hazards to which they are exposed during work, as well as of the measures to be taken with a view to protecting their health. Furthermore, workers shall be informed of the symptoms of illnesses caused by adverse climatic and microclimatic conditions and, in accordance with the applicable regulations, shall be trained in the provision of first aid.
In accordance with the Ordinance on Occupational Safety at Workplaces outdoor workplaces shall be designed, constructed and maintained in such a manner as to ensure that workers:
- are protected against adverse weather conditions and falling objects,
- are protected against physical, chemical and biological hazards, including exposure to harmful noise levels and to harmful external agents such as gases, vapours or dust,
- can evacuate their workplace rapidly in the event of danger or can be provided with rapid assistance,
- are protected against slipping and falling.
Regarding protection against adverse weather conditions, in particular work performed at low or high temperatures in outdoor environments, the employer shall act in accordance with the instructions and guidelines issued by the competent public health authority in the field of occupational medicine.
In accordance with the regulations governing specific healthcare protection and health insurance, prior to the commencement of work involving outdoor activities and exposure to adverse climatic conditions, the employer shall be required to refer the worker to a preliminary medical examination conducted by a competent specialist in occupational medicine for the purpose of determining the worker’s state of health including the assessment of any conditions that may constitute an impediment to the performance of such work.
For example, work in high-temperature environments is contraindicated or shall be restricted for workers with severe cardiovascular diseases, chronic respiratory diseases, certain neurological and endocrine disorders, chronic kidney diseases, disorders of thermoregulation, as well as other health conditions that increase the risk of heat stress.
The employer shall also be required to refer the worker, within the prescribed time limits, to periodic medical examinations conducted by a competent specialist in occupational medicine for the purpose of regular monitoring and assessment of the worker’s state of health in relation to the performance of the work involving exposure to adverse climatic conditions.
The monitoring of the worker’s state of health through preliminary and periodic medical examinations is carried out at the expense of the Croatian Health Insurance Fund. The purpose of these medical examinations is the prevention and/or early detection of health impairments and conditions resulting from the harmful effects of workplace risk factors.
The Labour Act also plays an important role by regulating working time, rest periods and the employer’s duty to protect workers’ dignity and health. During extreme weather events, flexible working arrangements, temporary work stoppages or adjusted schedules may be legally justified to safeguard workers’ health.
From a climate policy perspective Croatia has adopted the Climate Change and Ozone Layer Protection Act, which regulates the reduction of greenhouse gas emissions, emissions trading and sets the framework for mitigation and adaptation measures.
One of the key strategic documents is the Integrated National Energy and Climate Plan (INECP), which defines targets for increasing the share of renewable energy sources, improving energy efficiency and reducing emissions by 2030. The implementation of this plan encourages the development of new jobs in the solar and wind energy sectors, energy-efficient building renovation and sustainable transport. At the same time, it foresees a gradual reduction of activities that have a negative impact on the climate, leading to the transformation of existing occupations.
Another important document is the National Development Strategy of the Republic of Croatia until 2030, which recognises sustainable development and the green transition as key development priorities. The Strategy emphasises the need for investment in education, research, and innovation to adapt the workforce to new labour market requirements. Special attention is given to the development of green and digital skills, which are becoming increasingly in demand.
In the context of worker protection, the concept of a just transition plays an important role and is implemented with the support of the Just Transition Fund and other European Union funds. These funds are used for worker retraining, entrepreneurship support and the development of alternative economic activities.
A particularly important role in the implementation of climate policies is played by the Environmental Protection and Energy Efficiency Fund, which finances projects related to energy renovation, the use of renewable energy sources and pollution reduction. These projects directly contribute to the creation of new jobs, especially in the construction sector, engineering and technical professions.
In conclusion, the Croatian legal and strategic framework seeks to ensure a high-quality transition towards a green economy, while facilitating the Republic of Croatia’s active participation in coordinated European efforts to mitigate climate change and adapt to its effects.
Future Directions
Current regulations provide important tools for protecting workers’ health and safety, primarily through occupational safety and health legislation and climate policy frameworks.
The fight against climate change opens the door to new employment opportunities. The development of renewable energy sources, such as solar and wind energy, creates a demand for new experts, engineers, and technicians. In addition, increasing emphasis is placed on energy efficiency, recycling and sustainable resource management. These new jobs are innovative and sustainable in the long term.
However, despite existing legal frameworks, significant challenges remain. Climate change is advancing faster than regulatory adaptation. Stronger enforcement, proactive adaptation measures, and more detailed sector-specific guidelines could further improve worker protection.
Protecting workers should remain a central pillar of climate resilience and sustainable economic development. ●