Slovenia
Min. wage
(x12 payments)
€1,481.88 /mo
About the minimum wage
Employer tax
16.10%
Understand employer tax
Annual leave
20 days
Learn about annual leave
Notice period
15-80 days (by tenure)
Termination and notice info
Updated
Sep 2026
The indefinite-term (permanent) employment contract is the default and legally preferred form of employment under the Employment Relationships Act (ZDR-1). If a written contract does not specify a duration, or if a fixed-term contract is concluded unlawfully, employment is presumed to be indefinite. Indefinite contracts offer employees the full range of statutory protections, including notice-period and severance entitlements on termination, and can only be ended by the employer for legally defined ordinary or extraordinary grounds following the applicable procedure.
Fixed-term contracts are allowed only for specific statutory reasons (e.g., work of limited duration, replacing a temporarily absent employee, seasonal work, a temporary increase in workload, or a specific project). Successive fixed-term contracts for the same work with the same employer may not exceed an uninterrupted total of 2 years, apart from a narrow set of legal exceptions (e.g., replacement of an absent worker, management-position contracts, or specific project/EU-funded work). A fixed-term employee must not be treated less favorably than a comparable indefinite-term employee, and unlawful use of successive fixed-term contracts converts the relationship into an indefinite-term contract by operation of law.
The statutory full-time working week is 40 hours (8 hours/day), with a legal minimum of 36 hours/week permitted for certain roles. Overtime is capped at 8 hours per week, 20 hours per month, and 170 hours per year; a collective agreement may raise the annual cap to 230 hours with the employee's written consent. Certain categories of workers (e.g., pregnant employees, minors, and those in hazardous roles) may not be assigned overtime.
A trial/probation period is optional and must be agreed in writing in the employment contract; it cannot exceed 6 months, even if extended for justified absence (e.g., sick leave). Either party may terminate during probation with at least 7 days' written notice, and the employer must state the reasons for an unsatisfactory-performance dismissal. No severance is owed for a probation-period dismissal.
Slovenia does not have a legally mandated 13th- or 14th-month salary in the conventional sense. However, every employee is legally entitled to an annual holiday allowance ('regres za letni dopust'), which is a distinct statutory payment tied to the right to annual leave rather than to salary itself. The regres must be at least equal to the national minimum wage (EUR 1,481.88 for 2026) and must be paid by 1 July of the current year (extendable to 1 November in cases of proven financial difficulty where permitted by collective agreement). It is paid pro-rata for partial-year employment and is owed even if the employee cannot use all leave days (e.g., due to illness or parental leave). Some employers additionally pay a discretionary, non-statutory 13th-month/Christmas bonus, which is a matter of company policy or collective agreement, not law.
Under ZDR-1, an employment contract must specify the job title/type of work (or a description of the work) the employee is hired to perform, which must correspond to the employer's internal job classification ('sistemizacija delovnih mest'). There is no general statutory licensing regime for job titles in the private sector, but a number of regulated professions (e.g., medical doctors, lawyers, architects, accountants/auditors, and certain trades) require professional licensure or chamber membership issued by the relevant Slovenian professional body before the title/role may be used.
Employer statutory social security contributions total 16.10% of gross salary, comprising: Pension and disability insurance 8.85%; Compulsory health insurance 6.56%; Injury at work and occupational disease insurance 0.53%; Parental protection insurance 0.10%; Unemployment insurance 0.06%. This figure excludes the mandatory annual regres (holiday allowance) and any payroll-adjacent costs such as meal/commute allowances, which are separate statutory or contractual obligations.
Employee statutory social security contributions, withheld from gross salary, total 22.10%, comprising: Pension and disability insurance 15.50%; Compulsory health insurance 6.36%; Unemployment insurance 0.14%; Parental protection insurance 0.10%. Progressive personal income tax (16%–50% across five bands, with a general annual allowance of EUR 5,551.93) is then applied to income remaining after these contributions are deducted.
In addition to statutory leave, employees are entitled to the following statutory benefits:
Slovenia funds its social security system through combined employer and employee contributions on gross salary, split across pension, health, unemployment, and parental protection insurance funds, plus an employer-only work-injury contribution.
Slovenia does not operate a separate standalone workers' compensation insurance scheme; work-related injury and occupational disease cover is folded into the compulsory health insurance system, funded by the employer's 0.53% "injury at work and occupational disease" contribution.
Severance pay is owed under ZDR-1 when an employer terminates an indefinite-term contract for business reasons (redundancy) or on grounds of incapacity/underperformance, calculated on the employee's average monthly salary over the preceding 3 months and scaled by length of service.
Slovenia does not mandate a traditional 13th- or 14th-month salary. Instead, the law requires a separate, distinct payment: the annual holiday allowance, known as regres za letni dopust ("regres"), which is linked to the statutory right to annual leave rather than functioning as an extra month's wage.
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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), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. 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).
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.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
