Radna i socijalna prava zaposlenih u nepunom radnom vremenu

Unatoč izraženim potrebama tržišta rada za različitim oblicima radnog angažiranja fizičkih osoba u manjem opsegu od punog radnog vremena, rad u nepunom radnom vremenu u Hrvatskoj se još uvijek ne koristi u mjeri koja bi snažnije poticala smanjivanje stope nezaposlenosti. U prilog tome govore pokazatelji razvijenih zemalja Europe čije su relativno niske stope nezaposlenosti (niske u odnosu na Hrvatsku), jednim dijelom i rezultat većeg učešća rada s nepunim radnim vremenom. Propisi radnog i socijalnog prava u Hrvatskoj poznaju institut rada s nepunim radnim vremenom, ali razrada tog instituta nije cjelovita. Radno i socijalno zakonodavstvo regulira neka prava radnika zaposlenih u nepunom radnom vremenu jednako kao i za radnike koji rade s punim radnim vremenom, a neka prava su određena razmjerno trajanju nepunog u odnosu na puno radno vrijeme. Pri tome zakonodavna regulativa nepunog radnog vremena nije ni dosljedna ni poticajna.Despite the marked needs of the labour market for various forms of the employment of physical persons in the scope lesser than fulltime employment, part-time employment is still not being used in Croatia to the extent which would more significantly encourage the reduction of the unemployment rate. The indicators of the developed countries of Europe, the relatively low unemployment rates of which (low in comparison with Croatia) are partly the result of a larger share of part-time employment, support that fact. Labour and social security law regulations in Croatia recognise the institute of part-time employment, but the elaboration of that institute is not comprehensive. Labour and social security law regulates some rights of workers employed part-time equally as the rights of persons who work full-time, and some rights are determined in proportion to the duration of part-time employment in relation to full-time employment. In this matter, the legislative regulation of part-time employment is not consistent or encouraging