Hiring guide in Slovenia

What should I know about hiring in Slovenia?

There are numerous legal and logistical considerations involved in making an employment offer in Slovenia, and they might lengthen the hiring process. Best practices in recruitment, employment contracts, and workplace management must be followed, as well as Slovenian labour laws, tax regulations, and social security obligations. 

Under Slovenian labour legislation, every employee is required to have a written employment contract outlining their position’s title, description, remuneration, hours worked, paid time off, notice period, and termination conditions. 

Companies in Slovenia are obligated to contribute to their workers’ social security, which includes medical, retirement, and unemployment benefits. Salary is a significant factor in determining the social security tax rate. In addition, taxes and social security payments must be deducted from employees’ paychecks by their Slovenian employers.

Why is Slovenia a good choice for finding remote employees?

As a first point, most Slovenes speak several languages fluently and are exposed to English as a second language beginning in elementary school. This facilitates easier communication with distant workers and eliminates the need for special language instruction. 

Second, Slovenia’s robust education system boasts several prestigious universities with various degree programs. This guarantees that even distant workers have the knowledge and expertise they need to do their jobs well. 

Third, many Slovenes regularly utilise technology, indicating a high level of digital literacy in the country. Staff members’ familiarity with digital tools and platforms facilitates remote work and increases accessibility. By tapping into Slovenia’s remote workforce, your company can benefit from the talent and expertise of highly qualified professionals committed to delivering high-quality work.

How can Native Teams help you hire in Slovenia?

Companies in Slovenia are increasing the value of their salary and benefits packages for remote workers to recruit and retain brilliant individuals. One approach that has shown to be beneficial is collaborating with Native Teams. With the help of Native Teams’ Employer of Record services, your business can easily acquire new workers, integrate them into the company, and meet all Slovenian legal requirements for their pay, taxes, and benefits.

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Hire your first Slovene employee with Native Teams.

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Legal requirements for hiring in Slovenia

Here are some legal requirements employers must adhere to in order to achieve a fully compliant hiring process. 

Legal framework

Types of employment contracts

There are two types of employment contracts in Slovenia: indefinite contracts and fixed-term contracts. 

Indefinite contracts have no set end date and continue until either party decides to terminate them. Fixed-term contracts, on the other hand, have a specified end date and end automatically when that date is reached. They are usually used for temporary or project-based work and provide less job security but offer flexibility for both employers and employees. 

Slovenian labour law also includes other employment arrangements, such as part-time and apprenticeship contracts. Part-time contracts involve fewer working hours than full-time employment, with proportional benefits and protections like pro-rated vacation and sick leave. 

Apprenticeship contracts are designed to provide vocational training and work experience, typically for young individuals pursuing a trade or profession. They combine on-the-job training with formal education or training programs.

Content of an employment contract

In Slovenia, employment contracts must contain specific essential elements to ensure clarity and protection for both parties. These elements include the names of the employer and employee, the job title with a brief description of the role, the work location, and the contract duration, specifying the start and end dates. 

The contract should also indicate whether the employment is full-time or part-time, outline the daily or weekly working hours and work schedule, and specify the net salary amount and any other compensation. Additionally, it must detail the payment day and method, annual leave entitlement, and the duration of notice periods.

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 Download a free employment contract for Slovenia through Native Teams.

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Oral, written or electronic employment contracts

Slovenian labour law mandates that employers provide written documentation of key employment terms within eight days of the employee starting work, regardless of the contract’s format. While oral contracts are valid under Slovenian law, written contracts provide greater clarity and protection for both parties. Electronic contracts are also recognised as legally binding.

Probationary period

According to Slovenian labour law, the maximum probation period for regular employees is 6 months and 3 months for managerial or supervisory roles. Employers must clearly communicate the terms and conditions of the probation period, including evaluation criteria and performance expectations.

Working hours

Full-time employees in Slovenia generally work a standard 40-hour week over five days. While overtime work may occasionally be required, it must be compensated according to labour regulations.

Night work

A night worker is considered any employee who works at least 3 hours of their daily working time at night or at least one-third of their annual working time at night. They also receive additional protections, including health assessments and measures to reduce the health risks associated with night work.

Breaks and types of leaves

Daily rest is the minimum rest between two consecutive working days, ensuring employees have enough time to recover and recharge. Weekly rest is the mandatory rest period of at least 24 consecutive hours within each seven-day period.

Annual leave

Every employee is guaranteed a minimum of 4 weeks of paid annual leave, which equates to 20 days for those working a five-day week and 24 days for those working a six-day week. 

Certain individuals are entitled to additional leave days. This includes elderly employees, disabled employees, those with at least 60% physical impairment, and employees caring for a disabled child. Moreover, employees caring for children under 15 years old receive an extra day of leave per child.

Moreover, collective bargaining agreements may provide additional annual leave days based on factors such as seniority. They may also offer extra paid leave for specific events like weddings, relocations, or the loss of close family members.

Public holidays

In Slovenia, national public holidays include New Year’s Day, Prešeren Day (Slovenian Cultural Holiday), Easter Sunday and Easter Monday, Day of Uprising Against Occupation, Labour Day, Whit Sunday, Statehood Day, Feast of the Assumption, Reformation Day, Day of Remembrance for the Dead, Christmas Day, and Independence and Unity Day.

Salary

As of January 2024, this minimum wage is €1,253.90 per month before taxes, specifically for full-time employment.

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

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Sick leave

Employees who become ill or injured outside of work are entitled to receive 80% wage compensation based on their salary from the previous month.

They receive their full regular salary for work-related illnesses or injuries, averaged over the past 3 months. These payments continue until the worker either returns to work or is permanently disabled, which may lead to termination of their employment contract.

Workers can take time off due to illness or injury with a medical certificate, and there’s no legal limit on the duration of this absence.

Parental leave

Each parent is entitled to 130 days of parental leave. A mother has the option to transfer 100 days to the father, with the remaining 30 days being non-transferable. Alternatively, a father can transfer all 130 days to the mother. Parental leave must commence immediately after maternity leave ends or, if no maternity leave is taken, when the child reaches 77 days old.

Paternity and maternity leave

Mothers must take at least 15 days of maternity leave but are entitled to up to 105 days. Maternity leave typically starts 28 days before the expected delivery date. 

Fathers are entitled to 30 days of paternity leave following the birth of a child, with an additional 10 days for twins or 20 days for triplets. This entitlement cannot be transferred. The father must take at least 15 days of this leave continuously, fully or partially, between the child’s birth and one month.

Methods of employment termination

Termination methods include ordinary or extraordinary termination by either party, mutual agreement, court decision, termination by law, expiration of fixed-term contracts, or the employee’s death.

Employers can terminate an employee’s contract for valid reasons, such as disciplinary issues or poor performance. However, they are limited to a 6-month timeframe for these grounds.

Ordinary dismissal by the employer

In Slovenia, ordinary dismissal can occur for various reasons, including business-related factors such as redundancy, employee incompetence, misconduct, inability to work due to disability, or failure to pass a probationary period. Each reason carries different notice periods.

Employees can resign at any time, provided they give notice according to the specified period, which ranges from 30 to 150 days.

Notice period and challenging the dismissal

If an employer terminates the employment contract due to business reasons or employee incompetence, the notice period varies depending on the employee’s length of service. For ordinary termination due to employee fault, the notice period is typically 15 days. 

Notice periods for redundancy or incompetence vary based on years of service. Employees with up to one year of service receive 15 days’ notice. Those with over one year but less than two years receive 30 days’ notice. Employees with two years or more get 30 days’ notice plus an additional two days for each year beyond two, up to a maximum of 60 days. Employees with 25 years or more get 80 days’ notice unless otherwise specified in a collective agreement.

Fault-based dismissal has a standard notice period of 15 days. If an employee fails their probationary period, the notice period is 7 days. The notice period for employees deemed unfit for work due to disability is the same as for redundancy.

Rights and obligations of unemployed individuals

Formerly insured individuals who become unemployed through circumstances not of their own fault are entitled to receive unemployment benefits. To qualify for these benefits, individuals must have been insured for at least 10 months within the last 2 years (or 6 months if they are under 30).

They must also apply unemployment benefits to the appropriate authority (ZRSZ) within 30 days of becoming unemployed.

Severance pay

When employees are terminated under normal conditions due to business-related reasons, such as redundancy, incompetence, or disability affecting work, they qualify for severance pay. The amount of severance pay is calculated based on the employee’s average monthly salary from 3 months before dismissal, and it varies depending on their tenure with the company.

Prohibition of competition

During employment, employees are prohibited from engaging in competitive work or transactions without the employer’s prior written consent, which could potentially harm the employer’s interests. The employer has up to 3 months from becoming aware of such actions to claim damages or 3 years from completing the work or transaction.

Employers and employees may agree to include non-competition clauses in the employment contract if employees gain proprietary knowledge, technical skills, or business contacts during their employment.

Remote working policy

Certain criteria must be met to be legally recognised as remote work in Slovenia. This includes establishing a new employment contract specifically for remote work, as merely adding an annexe or addendum to an existing agreement is insufficient. 

It should also address compensation for the employee’s use of personal resources. Additionally, employers are obligated to inform the Slovenian Labour Inspectorate about each employee designated for remote work.

Responsibilities within a remote work arrangement

Employers may agree to employees using personal resources, but compensation must be provided accordingly.

The arrangement can either mirror the office schedule or be adjusted to accommodate more flexible working hours, provided that health and safety standards are upheld. Clear guidelines for timekeeping and reporting must be established, with employers responsible for maintaining accurate records of working hours. 

Notifying the labour inspectorate is mandatory and can be completed electronically through the SPOT portal.

Health and safety at home

Employers have a fundamental duty to prioritise the safety and welfare of their employees, whether they are working remotely or in a conventional office environment. This duty encompasses continually updating safety protocols and conducting comprehensive risk assessments, particularly considering the distinctive challenges presented by the ongoing pandemic.

Intellectual property rights

Copyright protection in Slovenia automatically belongs to the author upon creation of a work, encompassing economic, moral, and other rights. However, if an employee creates a work as part of their employment, the economic rights are transferred to the employer for ten years, after which they revert to the employee.

Employee data privacy

Employers are permitted to collect and process employee data only when necessary to fulfil rights and obligations from the employment relationship or when mandated by law. They must also implement adequate technical and organisational measures to safeguard employee data from unauthorised access, disclosure, alteration, or destruction.

Employee consent for data processing is required only in exceptional circumstances; otherwise, data processing must be justified by legal or contractual obligations.

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

Hiring employees from Slovenia than other countries offers several benefits. Firstly, Slovenes are known for their strong work ethic, dedication, and high productivity levels, which can improve overall business performance.

Slovenia’s unique geographical and cultural position provides its workforce with an understanding of both Western and Eastern European business practices, facilitating easier cross-cultural business interactions.

Finally, compared to Western Europe, labour costs in Slovenia are relatively lower, providing cost-effective solutions without compromising the quality of work.