Hire in Slovenia

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Slovenian Currency

Euro (EUR)

The Capital of Slovenia


Time Zone in Slovenia


Important Facts About the Country of Slovenia

Introduction to Slovenia

Slovenia, a nation bordered by Italy, Austria, Hungary and Croatia, gained independence from Yugoslavia in 1991. With a population of around 2 million, Slovenia is known for its stable economy and high standard of living. The country is also recognized for its advanced environmental policies, boasting over half of its land covered in forest and a commitment to renewable energy sources.

What to Know about Slovenia's Geography

Slovenia shares its borders with Austria to the north and Hungary to the far northeast. Its eastern, southeastern and southern boundaries stretch over a distance of 416 miles (670 km) alongside Croatia. Towards the southwest, Slovenia lies adjacent to the Italian port city of Trieste and possesses a segment of the Istrian Peninsula, granting it a significant coastline along the Gulf of Venice. To the west, lies Italy’s Friuli-Venezia Giulia region.

Climate in Slovenia

Slovenia hosts three main climatic zones: Istria in the southwest has a transition from Mediterranean to moderate continental climate, experiencing high precipitation in spring and autumn with peak temperatures in June and July. Central and northern Slovenia have a continental “cool summer” climate with summer rainfall and moderate temperatures. Eastern regions also have a continental climate with warmer summers, receiving less precipitation overall. Winter temperatures can dip below freezing but snow cover is becoming less frequent.

The Culture of Slovenia

Slovenia boasts a rich cultural life, with literature, art and music playing significant roles. While lesser known internationally, Slovenes take pride in their artistic heritage. Major holidays like Easter and Christmas are celebrated with weeklong festivities, including feasting and processions. Kurentovanje, a pre-Lenten festival, features people dressed as mythical figures chasing away winter. Summer is festive with events like the Ljubljana Summer Festival and the Kravji Bal (“Cows’ Ball”). Traditional Slovene cuisine includes sausages, cured ham, cheeses and desserts like gibanica.

Religions Observed in Slovenia

About three-fifths of Slovenes identified as Roman Catholic by the early 21st century, a decrease from four-fifths in the 1990s. Immigration of Muslims and Orthodox Christians in the 1970s and 1990s altered the religious landscape, with many Orthodox churches in Ljubljana and southeastern Slovenia. Muslims, the second largest religious group, are primarily concentrated in the capital, where the construction of Slovenia’s first mosque in 2004 faced significant opposition. Protestant communities exist in northeastern Slovenia while urban centers host practitioners of Buddhism and other faiths. Approximately one-fourth of Slovenians did not specify their religion in the 2002 census, reflecting sensitivity surrounding the topic.

Languages Spoken in Slovenia

Slovene, the designated official language of Slovenia, belongs to the South Slavic language group and shares connections with West Slavic Czech and Slovak. It preserves the dual grammatical number inherited from Proto-Indo-European and incorporates vocabulary from German and Italian. Eastern Slovene dialects exhibit a fusion with Kajkavian variants of Serbo-Croatian, although standard Slovene maintains distinctions from Croatian. Additionally, Italian and Hungarian are spoken in Slovenia, particularly in areas populated by these ethnic communities.

Slovenian Human Resources at a Glance

Employment Law Protections in Slovenia

The main legislation regulating employment relationships in Slovenia is the Employment Relationships Act which applies to local and foreign employers and employees in both the private and public sectors. The legislation provides employees a minimum level of rights and further rights might be granted under collective agreements, employers’ internal rules or employment contracts. Other industry-specific acts are Health and Safety at Work Act, Pension and Disability Insurance Act, Labor Market Regulation Act, Labor and Social Security Registers Act, and Personal Data Protection Act.

Employment Contracts in Slovenia

An employment agreement must be documented in writing and in the Slovenian language. The contract is considered finalized upon the signatures of both the employee and the employer. These contracts can be established for either a fixed or indefinite duration and for full-time or part-time positions. Within an employment arrangement, every employee is entitled to benefits such as pension, disability, health, and unemployment insurance coverage.

Slovenia's Contract Terms

Employment contracts in Slovenia must include specific mandatory details as prescribed by law. These include:

  • Names and personal data of the parties involved.
  • Start date of employment.
  • Job title or type of work, along with a brief job description.
  • Workplace location.
  • Duration of the contract for fixed-term contracts, including reasons for its fixed term and provisions regarding annual leave.
  • Indication of full-time or part-time employment.
  • Details of daily or weekly working hours.
  • Basic salary amount.
  • Other payments or salary components, payment period and method of salary payment.
  • Provisions regarding annual leave or how it is determined.
  • Notice periods.
  • Reference to binding collective agreements and employer’s general rules.

Pre-Employment Checks

Employers in Slovenia must adhere to strict guidelines when requesting information or conducting background checks on candidates:

  • Information requested must be relevant to the candidate’s ability to perform the job.
  • Candidates may undergo tests or examinations directly related to job requirements.
  • Employers can only obtain information from doctors regarding a candidate’s ability to meet specific job-related health requirements.
  • Questions about personal matters, like family status or health issues unrelated to job performance, are prohibited.
  • When requiring a clean criminal record, employers must apply the principle of proportionality.
  • Third parties conducting background checks must also follow these guidelines.

Slovenia's Guidelines Regarding Probation Period

Employers in Slovenia have the option to include a probationary period clause in employment contracts, the duration of which depends on the qualification level and position. Typically, probationary periods may last up to six months, unless specified differently in a collective bargaining agreement. Both the employee and employer retain the right to terminate the employment relationship during this period, due to unsatisfactory work, with a notice period of seven days.

Regulations and Rules Regarding Working Hours in Slovenia

Full-time employment is limited to a maximum of 40 hours per week. Employees are granted a 30-minute rest break if they work eight hours per day, or a proportional break according to the hours worked if at least four hours are completed. Workers are entitled to a minimum 12-hour uninterrupted rest period within a 24-hour timeframe, as well as an additional 24-hour rest period over seven consecutive days. A minimum of 12 hours of uninterrupted rest between two successive working days within a 24-hour period is required. Although specific regulations for shift workers are not stipulated by law, they can be established through collective agreements.

Slovenian Laws Regarding Overtime

Employers have the authority to request overtime work under specific circumstances, with restrictions set at eight hours per week, 20 hours per month and 170 hours per year. With the employee’s consent, overtime can extend up to 230 hours annually. There are exceptions for overtime during natural disasters and certain groups of workers are exempt from overtime requirements. Legal regulations regarding working hours, breaks and rest periods are compulsory and cannot be circumvented through contractual agreements. Overtime work mandates additional compensation as stipulated by collective agreements.

Rules Regarding Bonus Pay in Slovenia

Bonuses are typically governed by individual employment contracts. Performance-related pay considers factors like the economy, quality and scope of work, as well as the employer’s operating performance. Collective agreements or employment contracts may include additional bonuses such as the 13th month salary, Christmas bonus and Jubilee bonus based on length of service. Employee profit sharing can be agreed upon in contracts and is subject to legal restrictions. For companies limited by shares, profit-sharing bonuses are capped at 20% of profits in a financial year and 10% of annual gross salaries. Additionally, individual employees cannot receive more than EUR 5,000 in bonuses per year.


Dismissal procedures vary based on the type of dismissal, either regular or extraordinary. Regular dismissals require written notice to employees, allowing them to defend themselves, with additional steps for certain reasons like misconduct or probationary period failure. Dismissal due to disability follows specific regulations, including a review by a special commission. Employee protections against dismissal include providing valid reasons, adhering to correct procedures and protections for various categories of employees such as representatives, pregnant workers and the disabled. Dismissal during temporary incapacity typically occurs upon the employee’s declared fit-for-work date unless the employer is winding up.

Slovenia's Requirements Regarding Notice Periods

Notice periods for dismissals vary based on the type of dismissal. Regular dismissals, which include reasons like business needs or employee incompetence, have notice periods ranging from 15 to 80 days depending on length of service. For instances of extraordinary dismissals, specific grounds may allow for immediate termination without prior notice, such as cases involving serious misconduct or unjustified absence from work. These regulations ensure dismissals are carried out with proper notice periods and legal justifications in Slovenia.

Severance Pay in Slovenia

Severance pay is granted to employees in cases of regular dismissal due to redundancy, employee incompetence or an employee being unfit for work due to disability. Severance pay is calculated based on the average monthly salary over the last three months and the length of service:

  • For service up to 10 years: one-fifth of the basic monthly salary per year
  • For service between 10 and 20 years: one-fourth of the basic monthly salary per year
  • For service exceeding 20 years: one-third of the basic monthly salary per year

There’s a cap of ten times the basic monthly salary. Severance pay is also provided for fixed-term contract terminations, with amounts based on service length.

Employers must pay severance to employees with at least five years of service who are nearing retirement. The amount is two average monthly salaries or two average monthly salaries of the worker, whichever is higher.

In cases of insolvency, employees may receive up to 4.5 times the minimum wage from the State Guarantee Fund depending on their total claims against the employer.

Restrictive Covenants

During employment in Slovenia, employees must obtain written consent from their employer before engaging in certain activities:

  • Performing work for personal gain or for a third party’s benefit.
  • Undertaking activities identical to the employer’s or in direct competition with the employer.

After termination of employment, employees and employers can agree to a non-competition clause, prohibiting competitive activities for up to two years. The clause must allow the employee to find alternative employment and include reasonable compensation, at least one third of the average monthly salary over the last three months before termination. The non-competition clause automatically expires if both parties agree or if the employee terminates due to the employer’s serious violation, provided they declare non-binding within a month of termination.

Fixed Term Contacts for Slovenian Employees

A fixed-term employment contract is allowed only in certain situations, including:

  • Work that is inherently limited in duration
  • Temporarily replacing an absent employee (excluding retirees)
  • Meeting a temporary increase in workload
  • Providing training or preparing for work
  • Engaging in seasonal or project-based work

Generally, these contracts are limited to a maximum duration of two years, except in cases of temporary replacements or projects lasting longer than two years.

Data Protection

The Personal Data Protection Act predates the EU General Data Protection Regulation (EU GDPR) and remains applicable in Slovenia as no new legislation has been enacted to complement the EU GDPR. The Information Commissioner Act outlines the responsibilities and authorities of the Information Commissioner.

The Electronic Communications Act establishes guidelines for electronic communications networks and services, covering aspects such as cookies and electronic direct marketing. The Act incorporates the EU Privacy and Electronic Communications Directive into Slovenian law.

Tax and Social Security Information for Employers in Slovenia

Personal Income Tax in Slovenia

Employers must have a Slovenian tax number to report payroll data to the Slovenian Tax Authorities and the Statistical Authorities (AJPES) monthly and annually. Payroll data must be electronically filed before salary payment dates. Different types of returns, such as REK-1 for employment income and 1-ZAP/M for monthly cumulative salary data, must be submitted to the relevant authorities. Employers are also required to provide employees with a report of earnings for the previous year by the end of January and submit control data on tax relief for dependent family members annually.

Tax rates on employment income vary based on income levels, ranging from 16% to 50%. Employers deduct and pay income tax prepayments for employees monthly, which are considered in the personal income tax assessment issued by the Tax Administration of Slovenia.

Income Band Tax Rate %
€0 to €8,755 16%
€8,755 to €25,750 26%
€25,750 to €51,500 33%
€51,500 to €74,160 39%
€74,160 and above 50%

Social Security in Slovenia

Upon concluding an employment contract in Slovenia, employers are mandated to register employees for health, pension, disability and unemployment insurance within eight days. This involves filing form M-1 with the Institute for Pension and Disability Insurance and providing a copy to the employee within 15 days of employment commencement.

Registration is facilitated through the e-VEM portal for legal entities. Pension registration is automatic upon electronic registration via the M-1 form on the e-VEM portal. Voluntary pension schemes can be established by companies, allowing employees to opt in.

Types of Contribution Contribution rate by employer (%) Contribution rate by employee (%)
Pension and disability insurance 8.85% 15.50%
Compulsory health insurance 6.56% 6.36%
Parental care 0.10% 0.10%
Unemployment insurance 0.06% 0.14%
Insurance in case of injury at work and occupational disease 0.53%
TOTAL 16.10% 22.10%

Important Information for Slovenian Employees

Salary Payment

Employers must inform employees of the payment day and any changes to this should be communicated beforehand in writing. Salaries, work-related expense reimbursements and other entitled benefits are deposited into the employee’s bank account in Euros. No additional special controls apply, and payments can be made from a foreign bank account.


The employer is required to provide the employee with a statement of remuneration paid by the end of the payment day in which all the data on salary, wage compensation, reimbursement of work-related expenses and other benefits to which the employee is entitled are evident (i.e., pay slip). The pay slip should be distributed (via email or physically) at the latest on the day of the payment.

Timesheet & Record Keeping

It is mandatory for employers in Slovenia to keep records of time worked by employees, including the time the employee starts and ends work.

Annual Leave

The entitlement to annual leave cannot be less than four weeks in a calendar year, regardless of full-time or part-time employment. Additional days may be granted for specific reasons outlined in the collective agreement. Employers must pay holiday allowance to eligible employees, amounting to at least the minimum wage, by July 1 of the current calendar year.

Sick Leave

Employees have the right to paid leave for illness or injury, receiving 80% of their salary for non-work-related matters and their full salary for work-related issues. This compensation continues until the employee resumes work or is classified as permanently disabled. Absences must be substantiated with a medical certificate and there is no specified maximum duration for such leave. Unpaid leave for personal reasons is determined by the employer, although collective agreements may address this. The state reimburses sick pay from the employer when absences surpass certain thresholds.

Maternity & Parental Leave

Maternity leave in Slovenia spans 105 days, during which maternity benefits cover 100% of the base salary, without any cap on the benefit amount. Furthermore, both mothers and fathers are granted 130 days of parental leave each, totalling 260 days.

Parental leave may be extended under certain circumstances, such as the arrival of twins, premature birth or when the child requires specialized care. During parental leave, benefits are equivalent to 100% of the base salary, capped at 2.5 times the average monthly wage. Furthermore, accommodating work arrangements, like breaks for breastfeeding, contribute to harmonizing both career and familial responsibilities.

Paternity Leave

Fathers in Slovenia are entitled to 30 days of paternity leave, with the benefit covering 100% of the basis and capped at 2.5 times the average monthly wage. This allows fathers to actively participate in childcare from an early age.

Compassionate & Bereavement Leave

Workers in Slovenia are entitled to paid absence from work for personal circumstances, such as bereavement, for up to seven days per calendar year. This includes situations like the death of a spouse, common-law partner, child or parents. Although unpaid leave isn’t mandated by law, it can be negotiated and arranged with the employer if both parties agree.

Marriage Leave

In addition to the annual leave, workers in Slovenia are entitled to paid absence from work for their own wedding or other personal circumstances, for up to seven days per calendar year. While unpaid leave is not guaranteed by law, it can be arranged if agreed upon with the employer.

Urgent Leave

The following groups are entitled to extra leave of at least three additional days: elderly employees, disabled employees, employees with at least 60% physical impairment as well as employees nursing a disabled child.

Employees taking care of children are entitled to one additional day of annual leave for every child under the age of 15 years.

Public Holidays

Slovenia typically observes 12 public holidays each year, including both secular and religious celebrations such as New Year’s Day, Easter Monday, Labor Day (May 1st), Whit Sunday– Whitsuntide Holiday, Statehood Day (June 25th), Christmas Day and others.

Benefits to the Employee in Slovenia

Other Common Benefits

  • Short-term sickness benefit
  • Compensation for travel costs when receiving medical care
  • Dental insurance
  • Pensions & disability benefits
  • Long-Term Care Benefits
  • Meal subsidy
  • Employee development and training courses
  • Mobile phones

Rules Regarding Visas and Foreign Workers in Slovenia

General Information

The legal framework for foreign nationals working in Slovenia is primarily governed by Slovenian labor laws. However, there are provisions allowing for the application of foreign laws in employment contracts, subject to Slovenian mandatory regulations protecting workers’ rights.

For Slovenian workers posted abroad, employment agreements must include key details like work duration, holidays, minimum leave, salary, health insurance, and return conditions.

Foreign nationals need a single permit for work and residence, with exemptions for EU, EEC and Swiss citizens who must register their residence within three months. Highly skilled individuals may qualify for an EU Blue Card.

Representatives of foreign companies must also obtain a single permit, with simplified procedures for smaller enterprises.

Public Holidays Recognized by Slovenia in 2024

Occasion Date
1. New Year Holiday January 1 – 2
2. Prešeren Day, the Slovenian Cultural Holiday February 8
3. Easter Sunday, Easter Monday March 31 – April 1
4. Day of Uprising Against the Occupation 27th April 27
5. Labor Day May 1 – 2
6. Whit Sunday– Whitsuntide Holiday May 19
7. Statehood Day June 25
8. Feast of the Assumption August 15
9. Reformation Day October 31
10. Day of Remembrance for the Dead November 1
11. Christmas Day December 25
12. Independence and Unity Day December 26

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