Slovakia is a landlocked country in central Europe, bordered by Poland, Ukraine, Hungary, Austria, and the Czech Republic. The country is known for its very mountainous terrain, with the Carpathian Mountains extending across most of the northern half of the territory. Slovakia is a developed country with an advanced high-income economy, and ranks highly in measurements of civil liberties, press freedom, internet freedom, democratic governance, and peacefulness.
Pregnant employees are entitled to 34 weeks of paid maternity leave (by law, no less than 14 can be taken), normally beginning 6-8 weeks before the expected due date. Social Security pays for the maternity leave at 75% of the employee’s regular salary.
Fathers/partners are entitled to paternity leave of 28 weeks if the mother is not receiving leave benefits. Parents or guardians can also request parental leave before their child turns 3 years old, paid by social insurance.
Employees in Slovakia are entitled to paid sick leave, of which the first 10 days are paid by the employer at 25%-55% of the base salary, and the rest is paid by social security for up to 1 year total.
There are 15 public holidays in Slovakia, and employees are entitled to at least 4 weeks of paid time off each year, which can increase up to 5 weeks for employees over 33 years old, and 40 days if the employee has children. Employees can also qualify for military leave, civic duty leave, and others.
The minimum wage in Slovakia is EUR 646 per month, and a standard workweek is 40 hours at 8 hours per day. Overtime is regulated by employment contracts and collective agreements, and is paid at between 125%-200% of the regular salary.
The termination process in Slovakia depends on the employment contract or collective agreement and reason for termination. Terminations must come with written notice.
The notice period in Slovakia depends on the employees’ length of service, ranging from a 1 month minimum to 3 months for employees with 5+ years at the company.
Employees can receive severance pay if they were terminated due to economic reasons, redundancy, or inability to perform job due to health reasons.
★ 25.2% - Social Insurance
★ 10% - Health Insurance
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You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
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Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.