How to hire and pay employees in Slovenia
With Instahirin, your business can easily hire employees in Slovenia. No more worrying about local laws, complex tax systems, or managing international payroll.
Before hiring
EMPLOYEES IN The Slovenia
Before hiring employees in Slovenia, one key thing employers should be aware of is compliance with the EU General Data Protection Regulation (GDPR). Employers must ensure that employee personal data is collected and processed lawfully, with clear consent and proper safeguards especially when transferring data outside the EU.
Another important consideration is understanding Slovenia’s labor laws and mandatory benefits governed by the Employment Relationships Act. Employers must register employees with the social security system, which provides healthcare, pensions, unemployment insurance, and parental leave. Employees are entitled to a minimum of 20 days of paid annual leave, sick leave, maternity/paternity leave, and public holidays. Employment contracts must be in writing and must comply with national and sectoral collective agreements that may set additional obligations regarding working time, wages, and dismissal procedures.
At a glance
CURRENCY
Euro EUR
OFFICIAL LANGUAGE
Slovenian
PAYROLL FREQUENCY
Monthly
EMPLOYER TAXES
16.1%
of gross salary
13th / 14th SALARY
N/A
Good to know
Slovenia offers universal healthcare through a mandatory public health insurance system, funded by employer and employee contributions. The system covers doctor visits, hospitalization, and prescriptions. Many employees also take out voluntary complementary insurance to cover co-payments and extended services.
The standard workweek is 40 hours, usually 8 hours per day over 5 days. Overtime is permitted and must be compensated at at least 130% of regular pay, rising to 150% or more for night, weekend, or holiday work. Employees are entitled to a minimum of 20 days of paid annual leave, plus public holidays.
Labor laws in Slovenia
Working hours and overtime
Standard working hours are 40 hours per day, 8 hours per week. The standard work week is from Monday to Friday.
Overtime payment is not mandatory. Hours outside of standard work hours can be considered overtime. Overtime wages should be agreed between the parties.
Employment contracts
Contracts must be in Slovenian and can be bilingual. The agreement should include information such as, salary, working hours, trial period, termination date or undefined, confidentiality, among others.
Probationary period
Probation periods are not mandatory. The minimum probation period is 30 days and the maximum probation period is 180 days (6 months).
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Benefits and leave in Slovenia
Annual leave in Slovenia
In Slovenia, employees are entitled to a minimum of 4 weeks (20 working days) of paid annual leave per year. This entitlement increases based on factors like age, disability, and caregiving responsibilities. Annual leave must be used within the calendar year or by June 30 of the following year unless otherwise agreed.
Sick leave
There is no limitation to sick leave only if the employee presents a medical certificate. If the illness or injury is work-related, the first 30 days are borne by the employer. After that, it is covered by social security.
The amount of coverage and responsibility of payment will depend on the cause of leave. For example, sick leave for the child and injury at work will be paid by the Health Insurance.
Parental leave
Employees are entitled to 160 days of parental leave each. 60 days are non-transferable for each parent. This leave is extended in the event of the birth of twins or more children at the same time, a prematurely born child, or a child who needs additional care.
During this period, the Government will pay the basic salary, capped at 2.5 times the last known average gross salary in the Republic of Slovenia for the previous year.
Holidays
There are 15 national public holidays, of which 12 are typically non-working days.
Employer tax
In Slovenia, employers contribute approximately 16.1% of an employee's gross salary to mandatory social security schemes, including pension and disability insurance (8.85%), health insurance (7.09%), unemployment insurance (0.06%), maternity leave insurance (0.10%), and injury at work insurance (0.53%).
Individual tax
In Slovenia, individuals pay progressive income tax ranging from 16% to 50%, along with mandatory social security contributions of around 22.1%. Employers contribute approximately 16.1% toward social insurance, covering pensions, healthcare, and unemployment benefits.
Termination in The Slovenia
Terminations can be done by mutual agreement, by the employer or employee. Contracts can only be concluded in writing and no other type of communication will be accepted.
The most common types of dismissal:
- Regular dismissal: in case of redundancy, incompetence, or misconduct. The employee is entitled to severance pay. For those who served between one year and 10 years, the employee receives 1/5 of the average salary from the previous three months for every year served. For those who served more than 10 years, severance is ¼; over 20 years gets 1/3.
- Extraordinary: when an employee commits a crime, fails to show up for work, presents false data, declines a transfer, and other serious breaches. The termination must be delivered in writing and express the reason for the termination and must be delivered in person.
Notice period
The notice period will depend on what's agreed on in the employment contract. The maximum notice period is 60 days, and in case less notice is required by one of the parties it will have to comply with the law:
- Up to one year of employment 15 days
- After one year of employment 30 days
Start hiring employees in
Slovenia
Setting up a business entity in every country where you want to hire isn’t scalable it’s time-consuming, expensive, and legally complex. In Slovenia, navigating labor laws, income tax obligations, social security contributions, and mandatory benefits can be challenging. Managing contracts, payroll, and compliance manually through spreadsheets and emails often leads to inefficiencies and compliance risks.
With InstaHirin, you can easily manage HR, payroll, and automate compliance in Slovenia and 180+ countries all from one user-friendly platform so you can hire quickly and confidently without setting up a local entity.
Disclaimer: The information provided in this resource is for general educational purposes only and shall not be construed as legal advice. While InstaHirin yster strives to provide current and accurate information, InstaHirin makes no warranties or representations as to the correctness of the content provided and accepts no liability or responsibility for any errors or omissions in the content provided. By using this resource you acknowledge and agree that you do so at your own risk. The content of this resource is subject to change without notice.
