Hiring guide in Slovakia

What should I know about hiring in Slovakia?

The Slovak Republic’s Labour Code is the primary legislation governing the nature of work relationships in the country. The Labour Code requires an employment contract between an employer and an employee to establish employment relations.

The Labour Code recognises three other types of contracts besides employment contracts: work performance contracts, work activities contracts, and temporary student job contracts.

Employee registration is the responsibility of the company. The company must notify the relevant healthcare authorities within eight business days of the employee’s first job. Before starting work, the employee must register with the appropriate social authorities.

It’s important to note that there may be many qualified applicants in Slovakia because of the high unemployment rate.

Why is Slovakia a good choice for finding remote employees?

There are many reasons why Slovakia is a desirable location from which to recruit remote workers. First, compared to other developed countries, the cost of living in Slovakia is relatively low.

Secondly, Slovakia is a beautiful country with many attractive residential areas, such as the capital city of Bratislava and the gorgeous High Tatras mountains. This ensures that you will have a high standard of living as a remote worker! 

Furthermore, the internet in Slovakia is fast and reliable because of the country’s advanced infrastructure. Moreover, as a remote worker, you may easily maintain your connections and output even when working from home.

How can Native Teams help you hire in Slovakia?

There are a few things to bear in mind if you’re planning to hire in Slovakia. Of course, the first step is to team up with a reliable company that has already successfully recruited in the country. Working together with Native Teams is one technique that may be useful. Our Employer of Record services in Slovakia can help you find qualified candidates, welcome them into your organisation, and comply with all relevant laws and regulations regarding compensation, benefits, and taxes.

 Hire your first Slovakian employee with Native Teams.

Legal requirements for hiring in Slovakia

Employers need to comply with certain set of legal requirements to ensure that the hiring process is compliant. 

Legal framework

Types of employment contracts

In Slovakia, there are two types of employment contracts: indefinite and fixed-term. An indefinite employment contract lacks a specified end date, implying a continuous employment relationship until one of the parties decides to terminate it.

On the other hand, a fixed-term employment contract is set for a specific duration, usually not exceeding two years, and can be extended or renewed up to two times within this period.

It’s important to note that a fixed-term contract can be considered indefinite if certain conditions outlined in the agreement aren’t met or if changes to the contract make its duration unclear. Moreover, if a fixed-term contract isn’t documented in writing, the employment relationship is legally considered indefinite by default.

Content of an employment contract

The employment contract should include several essential elements to ensure clarity and mutual understanding between the employer and employee. It must precisely outline the assigned tasks and responsibilities and clearly describe the work involved. 

The contract should specify the designated workplace and the start date for employment duties and clearly define the wage structure and compensation package, unless already specified in a collective agreement, to ensure transparency and fairness in remuneration. Additionally, the contract should detail payment modalities, including working hours, paid leave entitlements, and the duration of the notice period.

Download a free employment contract for Slovakia through Native Teams.

Oral, written or electronic employment contracts

A written employment contract is a traditional format. Although not all employment contracts must be in writing, certain contracts, like fixed-term contracts and those with specific terms or conditions, are legally required to be written. 

In Slovakia, while oral contracts are legally binding, they are difficult to enforce due to the lack of written evidence to confirm the agreed terms.

Slovakia also acknowledges the validity of electronic signatures and documents under the Electronic Signature Act and the Act on Electronic Services.

Probationary period

An employment contract can include a probationary period, usually up to 3 months. However, for executive employees who report directly to the statutory body or its members and those reporting directly to such executives, the probationary period can be extended to 6 months.

Working hours

In Slovakia, employers have the authority to create work schedules that fit organisational needs and job requirements. Flexible work arrangements, such as part-time schedules, flexible hours, and remote work, can be agreed upon by both employers and employees.

Night work

Night work refers to any labour performed between 10:00 PM and 6:00 AM and is regulated by specific guidelines to ensure the well-being and rights of workers.

Types of leaves and breaks

According to labour regulations, employees working shifts longer than six hours are entitled to a mandatory 30-minute rest and meal break. These breaks do not count as part of the official working hours.

Moreover, there must be a minimum rest period of 12 consecutive hours within a 24-hour period between the end of one shift and the beginning of the next. Employees are entitled to two consecutive days of uninterrupted weekly rest, usually on Saturday and Sunday or Sunday and Monday.

Annual leave

The legal minimum duration of paid holiday entitlement is four weeks. However, employees who are 33 or older by the end of the calendar year are entitled to at least five weeks of paid holiday. 

Suppose an employee cannot use their full paid holiday entitlement within a given year because the employer failed to schedule it or due to work obstacles. In that case, the employer must ensure the holiday is taken by the end of the following calendar year.

Public holidays

In Slovakia, some of the designated public holidays are as follows: January 1 New Year’s Day (Deň vzniku Slovenskej republiky), January 6 Epiphany (Zjavenie Pána), Good Friday (Veľký piatok), Easter Monday (Veľkonočný pondelok), May 1 Labour Day (Sviatok práce), May 8 Victory in Europe Day (Deň víťazstva nad fašizmom), and more.

Salary

In 2024, Slovakia’s average monthly salary is about €1,693, resulting in an annual income of roughly €20,316. Salaries in Slovakia vary widely, typically from €660 to €6,500 per month, though some individuals may earn even more.

To calculate the salary and taxes in Slovakia, click here.

Sick leave

Attending physicians issue a certificate of temporary incapacity for work by documenting it electronically in the national health information system’s electronic health book. In the electronic record, the attending physician specifies the expected end date based on the nature of the illness.

Parental leave

According to legal requirements, employers must grant parental leave upon request to both men and women, which can extend until the child reaches three years of age.

To meet procedural obligations, employees of both genders must notify their employer at least one month in advance of their intention to commence maternity or parental leave and any anticipated modifications or terminations of their leave arrangements.

Paternity and maternity leave

In the context of childbirth and newborn care, women are entitled to maternity leave lasting 34 weeks. Single mothers receive an extended maternity leave of 37 weeks. Similarly, mothers of twins or multiple children are granted an extended leave of 43 weeks to manage the complexities of caring for multiple newborns.

Alongside maternity leave, Slovakia values paternity leave to encourage fathers’ involvement and bonding with their newborns. The duration of paternity leave varies.

Methods of employment termination

In Slovakia, employment relationships can be terminated in several ways. These include mutual agreement between the employer and employee, termination with advance notice by either party, immediate termination without notice for serious misconduct, termination within a probationary period allowing either party to end the contract without cause, automatic termination upon the death of the employee, and conclusion of employment contracted for a fixed term upon the agreed expiration date.

Ordinary dismissal by employer

In Slovakia, employers possess the authority to dismiss employees for legitimate reasons, such as redundancy, organisational restructuring, subpar performance, breach of contract terms, or serious misconduct. Legal procedures usually mandate that employers provide a written notice detailing the reasons for termination.

Notice period and challenging the dismissal

The duration of the notice period correlates with the length of an employee’s service, where longer tenures generally entail longer notice periods. 

A minimum notice period of one month is generally required unless specified otherwise. Employers may offer longer notice periods voluntarily, either as a goodwill gesture or as stipulated in collective agreements or individual employment contracts.

Rights and obligations of unemployed individuals

Slovakia unemployment benefits are provided through the Social Insurance Agency (Sociálna poisťovňa). The duration of unemployment benefits varies based on the individual’s age and length of previous employment. 

Generally, the maximum duration is up to 10 months for those aged up to 29, up to 12 months for individuals aged 30 to 49, and up to 15 months for those aged 50 or older.

Severance pay

Under specific circumstances, the employer must provide severance pay when terminating an employee’s contract or ending employment by mutual agreement. 

These include situations where the company or business is dissolved or relocated, and the employee does not consent to the change, when an employee is made redundant,  technical equipment or organisational restructuring aimed at improving efficiency, or when an employee becomes unable to work due to health changes.

Prohibition of competition

An employee may engage in another employment activity that competes with their employer’s business only with the employer’s prior written consent. Consent is considered granted if the employer does not respond to the employee’s request within 15 days of receipt.

Employer and employee can also agree in the employment contract that after the employment ends, the employee will refrain from engaging in competitive activities for up to one year.

Remote working policy

Under Slovakian law, the employment relationship for remote work can be categorised into two main types: Home Work (Remote Work) and Telework (Remote Work Utilising Technology). 

Home work involves employees performing their duties from their own residence or a designated location specified in their employment contract. 

Telework refers to employment arrangements where employees work remotely, using information technology tools and resources. This type of remote work often includes using digital communication platforms, virtual collaboration tools, and electronic devices to carry out work tasks.

Responsibilities within a remote work arrangement

Employers must facilitate telework by providing, installing, and maintaining necessary hardware and software unless employees use their own equipment. They must ensure data protection, particularly concerning software, and inform employees of usage restrictions and associated penalties. 

Additionally, employers must prevent isolation among remote or telework employees by creating opportunities to interact with their colleagues.

Health and safety at home

Employers should help employees create a dedicated home workspace that is quiet, well-lit, and free from distractions. They should provide guidance on choosing ergonomic furniture like desks and chairs and ensure computer monitors are at eye level.

Intellectual property rights

Slovakia, copyright law safeguards creative works in literature, art, and science that result from unique intellectual creativity. Copyright protection begins when a work is expressed in a tangible form, and registration isn’t required. Personal rights are inherent to the author and expire upon their death, while property rights persist for the author’s lifetime plus 70 years.

Employee data privacy

According to Slovakian regulations, personal data must be processed with the explicit consent of the data subject unless another legal basis applies. Consent must be freely given, specific, informed, and unambiguous. Employers are responsible for ensuring that employees understand how their data will be used.

What are the advantages of hiring employees from Slovakia vs other countries?

Slovakia has an excellent educational system, particularly in science, technology, engineering, and mathematics (STEM) fields. This results in a highly skilled workforce capable of handling complex tasks.

Labour costs in Slovakia are significantly lower than in Western European countries. This allows businesses to hire highly skilled employees at a more affordable rate. As a member of the European Union, Slovakia benefits from the free movement of goods, services, capital, and labour. This provides businesses with easier market access and reduced trade barriers.

Why use Native Teams for hiring in Slovakia?

Native Teams lets you employ team members ‘like a local’ meaning you get all the benefits of a global team, wherever you are based. Here are the reasons why you should use Native Teams for hiring:

• No paperwork: We will handle all the necessary paperwork for you.
• Save on taxes: We help you handle your taxes.
• No company set up: You can expand your business using our company entitles.
• Online onboarding: We’re here to ensure your onboarding process is trouble-free.
• No accounting: We will handle all of your accounting needs, including invoicing, payroll, and more.
• Increase your profit: We assist you in growing your business and maximizing your profits.
• Compliance expertise: we can assist your company in navigating the regulatory environments and ensure you meet all relevant requirements.
• Local support: We can assist you in understanding and complying with the relevant local laws.