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Slovenia is an increasingly attractive talent hub in Central Europe, known for its highly educated, multilingual workforce and strong economic ties with the EU. With a stable business environment, modern infrastructure, and relatively low operational costs, Slovenia offers excellent opportunities for companies looking to expand their remote or on-site teams. Its strategic location also makes it an ideal gateway to both Western and Southeastern Europe.
Situated in Central Europe, Slovenia offers access to a highly skilled, multilingual workforce and a stable, business-friendly environment. With strong ties to the EU, competitive employment costs, and modern digital infrastructure, it’s an ideal location for companies looking to scale internationally. Employers must comply with local regulations around employment contracts, minimum wage, working hours, and social security contributions.
Discover more about salaries, employment costs, and legal requirements for hiring in Slovenia. Get the full hiring guide now!
In Slovenia, employment contracts must be concluded in written form and adhere to the country’s Employment Relationship Act. Contracts can be for a fixed or indefinite term and must clearly define the terms of employment, including job duties, salary, working hours, and the rights and obligations of both parties.
Notice periods: Ranging from 15 to 60 days
Termination of employment: Can occur through regular notice, mutual agreement, or dismissal for cause, in line with legal procedures and required documentation.
Want to ensure compliance when hiring in Slovenia? Get our full template now!
Employers in Slovenia are required to provide statutory employment benefits in accordance with national labour laws. To remain competitive in the talent market, many companies also offer additional perks that support employee well-being and work-life balance. Understanding both mandatory benefits and common extras is key to attracting and retaining top talent.
Slovenia has a well-defined tax system that applies to both individuals and businesses. Employers are responsible for withholding income tax and social security contributions, while companies must comply with corporate tax and VAT obligations. Understanding the full scope of taxation is essential for staying compliant and managing employment costs effectively.
Personal income tax rate: Progressive rates from 16% to 50%, based on income brackets.
VAT: 22% standard rate; 9.5% reduced rate for specific goods and services.
Tax allowances: Personal tax allowance, dependent family members, certain work-related expenses.
Additional tax reliefs: Capital gains tax reductions based on asset holding period.
Curious to learn about Slovenia’s tax allowances and similar tax regulations?
Employers in Slovenia are required to process and pay salaries in accordance with employment contracts and national labour regulations. Salaries must not fall below the statutory minimum wage and must be paid on a monthly basis, typically no later than the 10th of the following month.
Salary payment deadline: By the 10th of the following month.
Taxes and contributions payment deadline: By the 15th of the following month.
Payroll declarations deadline: By the 20th of the following month
Payroll currency: EUR
Slovenia’s labour framework is governed by the Employment Relationship Act, which outlines key aspects of employment such as 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: €1,277.72 gross per month
Probation period: Up to six months
Using EOR services in Slovenia allows you to employ individuals legally in the country without establishing a local legal entity. The EOR takes over all the legal responsibilities as an official employer, including:
Using PEO services in Slovenia offers HR and administrative support, allowing you to remain the legal employer. PEO services are ideal for employers who already have legal entities in Slovenia but need support to manage their workforce operations, including:
Native Teams provides a payroll calculator adjusted per Slovenia’s 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 Slovenia are generally classified as self-employed and must register accordingly with the Financial Administration. They are responsible for managing their own taxes and social security contributions. As a client, you’re not liable for these payments, but it’s important to ensure that the working arrangement does not resemble a standard employment relationship in order to avoid misclassification risks.
Clear service agreements outlining the scope of work, deliverables, payment terms, and responsibilities are strongly recommended when engaging freelancers.
