How Croatia can bring back its construction workers from abroad

Why Croatian builders left – and what must change to bring them home (Photo: Promo)

Croatia’s construction sector continues to face a major labour shortage, but solving the problem requires more than simply raising wages.

According to Croatian construction engineer Saša Perko, the roots of the issue stretch back more than a decade and require structural changes across the entire sector.

Crisis years drove workers abroad

The origins of today’s shortage can be traced to the period between 2009 and 2015, when the global financial crisis hit Croatia’s construction industry hard.

Many companies collapsed, projects stalled and thousands of skilled workers lost their jobs. At the time, the sector was firmly a “buyer’s market” for employers, with far more workers than available positions.

The prevailing attitude of “if you won’t do it, someone else will” damaged the long-term perception of construction as a stable profession.

When labour markets in Western Europe opened further after Croatia joined the EU, many skilled Croatian workers left for countries such as Germany and Austria in search of better and more predictable conditions.

In the years since, Croatia has not produced enough new workers to replace those who departed.

Wage gap still exists – but is narrowing

One of the key questions is whether Croatia can realistically compete with Western European salaries.

Perko explains that qualified construction workers such as carpenters typically earn around €22–€25 per hour in Germany and €20–€23 in Austria.

In Croatia, gross hourly rates are usually between €12 and €15, depending on experience and the employer.

While the numbers still favour Western Europe, Perko says the difference is significantly smaller than it was a decade ago.

When accommodation, travel costs and the reality of living away from family are taken into account, the financial advantage abroad is not always as large as it first appears.

“As wages in Croatia increase and living costs remain lower, overall quality of life can become comparable,” he explains. “That is why we are increasingly seeing workers who once left deciding to return.”

Working hours remain a challenge

However, working conditions remain an important factor.

In many Western European countries, the 40-hour working week is strictly respected. In Croatia, construction projects still often rely on overtime and Saturday work in order to meet deadlines.

Perko believes this reflects deeper structural issues within the sector.

“Our industry is still less efficient,” he says. “Projects often depend on overtime because of poor organisation, outdated equipment or incomplete project documentation.”

He estimates that if Croatia strictly followed a 40-hour week under current conditions, the industry would need around 20% more workers to complete the same volume of work.

Modernisation could reduce physical strain

Another key step is modernising construction equipment and processes.

Technological improvements can significantly reduce the physical strain on workers. For example, modern plastic formwork can often be moved by a single worker, while older steel versions can weigh more than 100 kilograms and require cranes.

(Photo: Promo)

Such innovations not only increase productivity but also allow workers to remain in the profession for longer.

Perko believes that long-term reform, rather than short-term financial incentives, is essential if Croatia wants to encourage workers to return.

“People didn’t leave only because of salaries,” he says. “They left because of uncertainty and working conditions.”

The priority, he argues, should be creating a stable and predictable construction sector with reliable employment, well-organised construction sites, properly prepared project documentation and regular and secure salaries.

Workers who return from abroad expect clear organisation and stability similar to what they experienced in Western Europe.

“If the sector becomes more professional and predictable, many workers will return naturally,” he says.

Higher wages have helped restore some pride in construction professions, which were once often viewed as a “last resort”.

However, pay alone is not enough to attract workers back.

Perko highlights several factors that employees value just as highly, including job security and continuity of work, organised and well-planned building sites, respectful treatment from employers and opportunities to move into less physically demanding supervisory roles over time.

Experienced workers, he says, should gradually transition into positions such as foremen or team leaders where their knowledge and expertise are valued.

“When workers feel respected and secure, returning home becomes a logical decision.”

Attracting the next generation

Alongside encouraging returning workers, Croatia must also motivate young people to enter construction trades.

Scholarships and apprenticeships can play an important role in demonstrating that professions such as bricklayer, electrician or plumber are respected and financially rewarding careers.

“These jobs can often pay more than office work today,” Perko says.

He also expects technology and robotics to gradually reduce the most physically demanding tasks, allowing workers to focus on skilled, precise work where experience matters most.

Perko’s own company, DOM Invest, has seen relatively low turnover, with only two workers leaving to work abroad so far.

Saša Perko (Photo: Promo)

While neither has returned yet, one may soon come back, a sign, he says, that strong employer-employee relationships can make a difference.

“When cooperation is fair and professional, the door for returning always remains open.”

For Croatia’s construction sector, the message is clear: bringing workers home will depend not only on higher wages, but also on stability, organisation and respect for skilled labour.