The issue of company management is seen as one of the basic problems of contemporary business operations. A modern business practice is often faced with the events such as bad and inefficient management of companies, high compensations for work to managers or members of supervisory board, which do not correspond to the achieved business results. misuse of one's status and authority by a company's management board member, etc. The new Provision of the Croatian Companies Act from 2003 introducted the obligation of publishing the Code of Corporate Management for all the public liability companies. This represents a relatively new practice in operations of share holding companies. The main goal is to increase transparency of a company's business operations and to raise the quality of company's management, which is especially important for the countries such as Croatia, where share holding companies have not existed for a long time. The new Provision of the Companies Act in 2007 introduced into the Croatian legal system the so-called monistic model of structure of company's organs. According to this new concept of the structure of company's organs a share holding company can choose between the management or supervisory board to have just a management board comprising its executive and non-executive directors.
Zakon o trgovačkim društvima sadrži šest kaznenih djela, te ista sadržajno predstavljaju samostalnu cjelinu odredaba trgovačkog kaznenog prava. Predmetno kazneno djelo "Davanja netočnih podataka" iz čl. 624. ZTD može počiniti osnivač, član uprave, izvršni i neizvršni direktor, zamjenik člana uprave, član nadzornog odbora ili likvidator koji dade netočne podatke ili prešuti važne okolnosti za društvo u zakonu predviđenim slučajevima. Novelom ZTD-a iz listopada 2007. te posljednjoj iz studenog 2009. koja stupa na snagu 1. svibnja 2010. dijelom je izmijenjeno kazneno djelo iz čl. 624. te neki blanketne odredbe ZTD-a koje upućuju na njega. Sukladno europskim rješenjima temeljni kapital se može povećati i ulozima u stvarima odnosno u pravima, a da se pritom ne provodi revizija povećanja temeljnog kapitala, uz određene pretpostavke pod kojima je takvo povećanje temeljnog kapitala moguće.
The new Labour Act became effective on 1 January 2010. In view of the contract on temporary employment the situation is now substantially different. The former Labour Act contained namely the provision on presumed transformation of temporary employment into permanent employment. The transitional and final provisions of the new Labour Act contain the presumptions of more favourable rights. The new Labour Act does not permit for the temporary employment contract to last for more than three years regardless of the posts an employee had, whereas according to the former Labour Act the contract on temporary employment could last for three years for each post. Therefore, the procedures of exercising and protection of the labour rights, which started before the new Labour Act became effective, should be completed according to the provisions of the new Labour Act, because it is more favourable for an employee.
