Slovenia is a country in Central Europe, known for its mountains, ski resorts, and lakes. Slovenia is bordered by Austria to the north and Hungary to the far northeast. To the east, southeast, and south, Slovenia shares a 670 kilometers long border with Croatia. Slovenia covers a total land area of 20,271 square kilometers.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Slovenia.
Euro (EUR, €)
Languages spoken :
2.1 million (2021 est.)
Minimum wage 2023 :
EUR 1,203.36 per month
Cost of Living index :
$$$ (45 of 139)
Payroll Frequency :
VAT - standard rate :
GDP - real growth rate :
8.1% (2021 est.)
The approximate time for sharing the contract with an employee in Slovenia is 10 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee
Full working time is fixed on a weekly basis and usually amounts to 40 hours a week. It can be shorter, but not less than 36 hours a week. Where there is an increased risk of injury or harm to health, full working time may be less than 36 hours a week. Full working hours may not be spread over less than 4 days a week. During the day’s work, a full-time worker shall be entitled to a break of 30 minutes.
The employer must give employees prior written notice if they have to perform overtime, and must pay them accordingly. However, overtime is limited to a maximum of 8 hours a week, 20 hours a month, or 170 hours a year. Exceptionally, and with the worker’s approval, overtime of up to 230 hours a year is allowed in certain sectors, e.g. healthcare, but this has to be stipulated in the collective agreement for a particular sector or a particular profession.
In Slovenia, probation periods are outlined in the employees’ employment contracts. The probation period can be no more than six months.
In the event of regular dismissal by the worker, the period of notice given is based on the following guidelines.
|Length of Service||Notice Period|
|Up to 1 year||15 days|
|More than 1 year||30 days.|
A longer notice period may be agreed with an employment contract or collective agreement, but not longer than 60 days.
Termination by the Employer
In the event of regular dismissal by the employer on business or for the reason of incompetence, the period of notice is given under the following guidelines:
|Length of Service||Notice Period|
|During Probation||7 days|
|Up to 1 year||15 days|
|Between 1 and 2 years||30 days|
|Over 2 years||30 days plus 2 days for each extra year completed-up to 60 days|
|Over 25 years||80 days (a collective agreement may give a different notice period, but should not be less than 60 days)|
In the event of dismissal by the employer on a guilty plea, the notice period is 15 days.
Employees are entitled to annual leave of at least four weeks in every calendar year, regardless of whether they work full-time or part-time. An elderly worker with a disability, a worker with at least 60% physical impairment, and a worker who cares for and protects a child in need of special care and care in accordance with the rules governing family benefits are entitled to at least three additional days of annual leave. A worker is entitled to one additional day of annual leave for each child who has not yet reached the age of 15.
Employees are entitled to be absent from work in the event of temporary incapacity to work due to illness or injury.
In the instance that the injury or illness is a consequence of work, the insured person is entitled to sick leave benefits until they are able to return to work. The first 30 days of benefit for each absence from work are paid by the employer. In the case of further absence, the benefit is covered by the compulsory health insurance system. The employer compensates them at 100% of their regular salary.
Employees are also entitled to wage compensation in the case of illness or injury occurring outside work. The first 30 days of benefit are paid by the employer. In the case of further absence from work, the benefit is covered by the compulsory health insurance system. The employer compensates them at 100% of their regular salary.
Parental leave may be taken by the mother or the father under certain conditions (each of them is entitled to 130 days, and the mother can take the father’s 130 days as well, while the father may take only 100 days of the mother’s entitlement), or by another person after the end of maternity leave. It is intended for the provision of childcare and lasts 260 calendar days. Parental leave benefits are funded by the social security system.
Maternity leave, which lasts 105 days, is intended for pregnant women so that they can prepare for childbirth and then care for their child in the period immediately after birth. In order to be entitled to maternity leave, employees must have parental protection insurance. Mothers start their maternity leave 28 days before the expected date of delivery. Maternity leave benefits are paid at 100% of the base by the social security system.
Fathers are entitled to 30 days of paternity leave (plus additional 10 days for the birth of twins or 20 days for triplets). Fathers must take 15 days of paternity leave one month after the end of parental leave. They are entitled to take another 15 paid days of paternity leave; this may be taken at any time between the end of parental leave and the end of the child’s first year at primary school.
Paternity benefits are funded by the social security system. Employees receive compensation in the amount of 100% of the average base while on paternity leave.
Employees are entitled to seven working days of paid leave per calendar year for personal reasons such as:
Employers are required to provide unpaid time off work for employees to vote, perform jury duty, or fulfill any other civil obligations.
Slovenia has compulsory health insurance for all citizens of the Republic of Slovenia.
The insured persons are guaranteed the following:
Employers contribute 6.56% towards health insurance.
Insurance against injuries at work and occupational diseases is a specific type of insurance that is compulsory for all company employees in Slovenia and they already have this insurance covered on the basis of compulsory social security contributions.
Employers contribute 0.53% towards accident insurance.
Contributions to unemployment insurance are compulsory in Slovenia. Unemployed persons who were compulsorily insured and who became unemployed against their own will or not as a result of their own fault are entitled to unemployment benefits.
In Slovenia, employers contribute 0.06% towards unemployment insurance.
The pension system in the Republic of Slovenia is based on intergenerational solidarity. Every person reaching the defined age and fulfilling the required number of years from the pension qualifying period is entitled to an old-age pension.
The conditions for qualifying for the old-age pension are:
Employers contribute 8.85% towards pension and disability insurance.
In Slovenia, employees are entitled to maternity leave benefits, paternity leave benefits, and parental leave benefits.
Employer contributions towards parental care insurance are capped at 0.10%.
The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.
Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.