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Europe

Slovenia

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Employer of Record (EOR) in Slovenia

What you'll learn

  • Country Introduction
  • Tax Breakdown for Employers
  • Statutory Leave Laws
  • Minimum Wage and Working Hours
  • Termination Process
  • Additional Information
Slovenia Introduction

Slovenia is a country in central Europe bordered by Italy, Austria, Hungary, and Croatia. It is a mostly mountainous and forested country, and the country has historically been the crossroads of Slavic, Germanic, and Romance languages and cultures. Slovenia is a developed country with a high-income economy, and one of the lowest rates of income inequality in the world.

Paid Leave and Statutory Leave

Parental Leave

Pregnant employees are entitled to 105 days of paid maternity leave, usually beginning 28 days before the due date date of birth and paid for by social insurance. To be eligible for paid maternity leave, the employee has to have made 1 year worth payments to the Parental Care Insurance in the last 3 years.

Fathers/partners are entitled to 30 days of paid paternity leave — the first 15 days must be taken within 6 months of the birth, and the rest can be taken before the child finishes 1st grade. This leave is also paid for by social insurance. Slovenia also grants each parent up to 130 days of parental leave to care for a child, paid at up to 100% of their regular salary.

Sick Leave

Employees in Slovenia are entitled to sick leave, of which the first 30 days are paid by the employer, and the rest is covered by social insurance until the employees is deemed fit to return to work or their employment is terminated.

Paid Leave

There are 15 public holidays in Slovenia, and employees are entitled to at least 20 days of paid time off each year. Employees who have children under the age of 15 are entitled to 1 more day of paid time off per year for each child that is under 15. Employees can also take 7 days of paid personal leave for weddings, bereavement, etc.

Wage Requirements and Working Hours

The minimum wage is EUR 1,074 EUR per month, and a standard workweek is 40 hours at 8 hours per day. Overtime work is regulated by the employment contract or collective agreement, and has a maximum of 170 hours per year. Employers must provide written notice of any upcoming overtime work.

Termination Process

Process

The termination process depends on the employment contract or collective agreement and reason for termination. There are 2 types of terminations: regular and extraordinary. Regular terminations are in the case of redundancy, incompetence, or misconduct. Extraordinary terminations are when an employee commits a crime, presents false data, declines a transfer, or any other such serious breach. Terminations must have notice in writing so the employee is given the opportunity to explain their actions.

Notice Period

The notice period depends on how long the employee has worked at a company:

  • 0-1 year = 15 days notice
  • 1-2 years = 30 days notice
  • 2+ years = 30 + 2 days for every year worked past 2 years, of notice
  • At-fault dismissals = 15 days notice
  • Extraordinary dismissals = no notice

Severance Pay

Employees can receive severance pay for regular dismissals, and the amount depends on the employee’s length of service at the company:

  • 1-10 years = 20% of the average salary for each year of service
  • 10-20 years = 25% of the average salary for each year of service
  • 20+ years = 33% of the average salary for each year of service

Additional Information

While not mandatory, many employers give out a 13th-month salary bonus in December as a Christmas bonus. Some employers also give what is known as a “Jubilee” performance-based bonus on an employee’s anniversary of work.

OVERVIEW
Language(s):
Slovenian, Italian, Hungarian
Currency:
Euro (EUR)
Capital City:
Ljubljana
Population:
2.1 Million
Cost of Living Rank:
54th
VAT (Valued Added Tax):
22%
Employer TaxES
16.1%
(estimated)

★  8.85% - Pension Fund

★  6.56% - Health Insurance

★  0.06% - Unemployment Insurance

★  0.53% - Work Injury

★  0.1% - Parental Care

Simplified Global HR and Payroll.
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We've made the process really simple
with only 3 steps.

1

Remote candidate

You've sourced a full-time employee or contractor located in a country where your company is not incorporated.

2

Cost Calculation

Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.

3

Onboarding & Admin

Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.

Same-day onboarding
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How Remofirst employs in Slovenia

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.

How employees in Slovenia get paid
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. Remofirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees in Slovenia are paid on time in Euro (EUR). To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
Full-time Employees vs Global Contractors

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.

Dependable support for employees
Whenever the employee or employer has a question about benefits, Visas, or anything else related to international employment in Slovenia, they can use our platform's chat function to get answers from our team of experts. Every client of Remofirst also receives a dedicated account manager that will serve as a point of contact for global HR support.