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Slovakia is an emerging talent destination in Central Europe, offering a skilled, multilingual workforce and a business-friendly environment. As a member of the EU and Eurozone, Slovakia benefits from economic stability, modern infrastructure, and strong connectivity with key European markets. Its competitive labour costs and growing tech sector make it an attractive option for companies looking to build remote teams or establish a local presence in the region.
Located in the heart of Central Europe, Slovakia boasts a highly educated and multilingual talent pool, making it a prime destination for global companies seeking skilled professionals. Competitive labour costs and a favourable business climate further enhance its appeal. However, employers must navigate local labour laws that regulate minimum wages, employment contracts, social security contributions, and other key hiring requirements.
Discover more about salaries, employment costs, and legal requirements for hiring in Slovakia. Get the full hiring guide now!
In Slovakia, employment contracts must be in written form and comply with the Labour Code. Contracts may be for a fixed or indefinite term and must clearly outline the terms of employment, including job responsibilities, salary, working hours, and the rights and obligations of both employer and employee.
Notice periods: Ranging from 1 to 3 months.
Termination of employment: Can occur through regular notice, mutual agreement, or dismissal for cause, following legal procedures and proper documentation.
Want to ensure compliance when hiring in Slovakia? Get our full template now!
Employers in Slovakia provide a range of statutory and voluntary benefits to support employee well-being and foster retention. While certain benefits are mandated by law, many companies also offer additional perks to remain competitive in the talent market. Understanding both mandatory and common benefits is essential for attracting and keeping top talent.
Want a full breakdown of all employee benefits available in Slovakia?
Slovakia has a comprehensive tax system that applies to both individuals and businesses. Employers are responsible for withholding personal income tax and social security contributions from employees’ salaries, while companies must also comply with corporate tax and VAT regulations. Understanding the full range of tax obligations is crucial for maintaining compliance and effectively managing employment costs.
Personal income tax rate: Progressive rates of 19% for income up to €48,441.43 and 25% for income exceeding this amount.
VAT: Flat rate of 23%
Tax allowances: Basic personal allowance, dependent-spouse allowance and tax bonus on a child.
Additional tax reliefs: N/A
Curious to learn about Slovakia’s tax allowances and similar tax regulations?
Employers in Slovakia must process payroll in line with national labour laws and employment agreements. Salaries must be paid monthly and not fall below the statutory minimum wage. Employers are also responsible for withholding all applicable taxes and contributions and reporting payroll activity to the authorities.
Salary payment deadline: By the 15th of the following month.
Taxes and contributions payment deadline: By the 15th of the following month.
Payroll declarations deadline: By the 15th of the following month
Payroll currency: EUR
Slovakia’s labour framework is governed by the Employment Relationship Act, which outlines key aspects of employment, including contract types, minimum wage, working hours, probation periods, and employer obligations. Ensuring compliance with these regulations is essential for businesses hiring locally or managing remote teams.
Total employment cost:
Minimum wage: €816 gross per month
Probation period: Max. of 15 days
Using an Employer of Record (EOR) service in Slovakia allows you to hire talent legally without the need to establish a local legal entity. The EOR acts as the official employer on your behalf, assuming full responsibility for:
Using Professional Employer Organisation (PEO) services in Slovakia provides HR and administrative support while you remain the legal employer. PEO services are ideal for companies that already have a legal entity in Slovakia but require assistance in managing day-to-day workforce operations, such as:
Native Teams provides a payroll calculator adjusted per Slovak labour laws. Using our calculator, you can easily estimate net and gross salaries, employer/employee contributions, and other mandatory deductions in the country.
Note: The information provided above is for general guidance only and should not be considered a substitute for legal advice. We strongly recommend consulting with qualified professionals who specialise in local labour laws before making any hiring decisions. While the data was accurate at the time of writing, labour regulations are subject to change, and it is your responsibility to stay informed about the latest developments.
Last update: July 30, 2025
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Freelancers and gig workers in Slovakia are typically considered self-employed and must register with the Slovak Financial Administration. They are responsible for handling their own income taxes and social security contributions. As a client, you are not liable for these obligations, but it’s essential to ensure the work arrangement does not resemble traditional employment to avoid the risk of misclassification.
A clearly defined contract outlining the scope of work, deliverables, payment terms, and responsibilities is highly recommended when hiring freelancers.
