Slovakia is located in central Europe and is a parliamentary democracy. It is bordered by Poland to the north, Ukraine to the east, Hungary to the south, Austria to the southwest, and the Czech Republic to the northwest. Slovakia’s mostly mountainous territory spans about 49,000 square kilometers. Important industries in Slovakia include automobiles, machinery, steel, ceramics, chemicals, textiles, food and beverage processing, arms, and petroleum products.

 

*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Slovakia.

Hauptstadt :
Bratislava
Währung :
Euro (EUR; €)
Gesprochene Sprachen :
Slovak
Einwohnerzahl :
5.45 million (2020 est.)
Mindestlohn :
€646 (monthly)
Lebenshaltungskostenindex :
$$$ (70 of 139 countries)
Payroll Frequency :
Monthly
Mehrwertsteuernormalsatz :
20%
reales BIP-Wachstum :
3% (2021 est.)

Statutory Holidays

Employees are entitled to the following 15 public holidays with pay.

The holidays mentioned below are valid for the year 2022.

 

Date
Holiday Name
Extra Information
January 1
Day of the Establishment of the Slovak Republic
January 6
Three Kings’ Day
April 15
Good Friday (Dyngus Day)
Movable
April 18
Easter Monday
Movable
May I
Labor Day
May 8
Day of Victory over Fascism
July 5
St Cyril. And Methodius Day
August 29
Slovak National Uprising Day
September 1
Constitution Day
September 15
Day of Our Lady of Sorrows
November 1
All Saints Day
November 17
Day of Freedom and Democracy
December 24
Christmas Eve
December 25
Christmas Day
First Christmas Holiday
December 26
St Stephen’s Day
Second Christmas Holiday

Onboarding Time


When hiring new employees in Slovakia through WorkMotion, the approximate onboarding time is only 4 or more business days. This time may be affected by events beyond our control at present.

 

Our team ensures compliance with local employment legislation, as well as a quick and efficient onboarding process. The minimum onboarding time begins from the moment that WorkMotion has received all required information from both the client and the employee. 

 

For more complex onboardings, this time may increase depending on the selected bouquet of contract inclusions and the right-to-work status of the employee.

What You Need To Know


  • Employees who are at least 33 years old by the end of the current calendar year or who have a child in their permanent care are entitled to a longer annual leave at a minimum of five weeks.
  • Employment contracts are terminated due to the fact that an employee can no longer perform the job as a result of an occupational accident, occupational disease, or the risk of such a disease attract a high severance pay of at least 10 times the employee’s average monthly earnings.
  • Remote work regulations mandate that employees and employers must reach an agreement on the terms and conditions of remote work and these terms must be clearly defined in the employment contract.

Labor Conditions


Working Hours

The statutory working week in Slovakia may not exceed 40 hours. Depending on the type of work, normal working hours may range from 37.5 to 40 hours a week. Employees normally work five days a week. 

The Labor Code also provides for a minimum uninterrupted daily rest period of 12 hours in a 24-hour day, uninterrupted rest of two consecutive days per week.

 

Overtime

The average weekly work time, including overtime, must not exceed 48 hours. An employee can perform overtime work up to the maximum extent of 150 hours in a calendar year.

An employee working overtime is entitled to the wages earned and an additional payment of at least 25% of the employee’s average earnings. An employee working overtime and performing hazardous work is entitled to the wages earned and an additional payment of at least 35% of the employee’s average earnings.

 

Probation Period

The employment contract may specify a probation period that may not be more than three months, and for managerial posts, the probation period is a maximum of six months. A probation period is extended by each day the employee does not complete the entire work shift for their own reasons.

Termination Notice Period

The notice period is at least one month.

The notice period given to employees for termination of the employment contract due to the employer being wound up or the redundancy and health condition of the employee is presented in the table below.

 

TenureNotice Period
Below 1 year1 month
1 to 5 years2 months
Over 5 years3 months

 

The notice period for an employee who is given notice for reasons other than those stated in the previous paragraph must be at least two months if the employer in employment relationship has employed the employee for at least one year as at the date of delivery of notice.

If notice is given by an employee who has been employed in an employment relationship by the employer for at least one year as at the date of delivery of the notice, the notice is at least two months.

Leave / Time Off

Annual Leave

The basic annual leave allowance is a minimum of four weeks.

Employees who are at least 33 years old by the end of the current calendar year or who have a child in their permanent care are entitled to a minimum of five weeks annual leave.

Employees are entitled to claim annual leave from their employer after working at least 60 days in a calendar year. If they do not work for the whole year (but at least 60 days) for the employer, they are entitled to pro-rata annual leave. The pro-rata portion for each calendar month is calculated as 1/12th of the annual leave.

Sick Leave

A certificate of temporary incapacity for work from a medical doctor is required when applying for sick leave. Employees are eligible for paid sick leave as follows:

Sick Leave DurationPay
Days 1 to 325% of the normal wage paid by the employer
Days 4 to 1055% of the normal wage paid by the employer
11 or more days55% of the normal wage paid by the Social Insurance Agency

Parental Leave

Employees may request parental leave from their employer in order to spend more time looking after their children. Employers must grant such a request. Parental leave is provided for as long as the parent requests it (as a rule for at least one month) until the child reaches three years of age. If a child suffers long-term ill-health requiring special care, employers must approve a request for parental leave until the child reaches six years of age.

 

Maternity Leave

Maternity leave lasts for 34 weeks (37 weeks for a single mother, or 43 weeks if the mother has two or more babies at the same time). As a rule, the entitlement to maternity leave starts at a minimum of six and a maximum of eight weeks before the due date.

Maternity benefits of 75% of the employee’s salary are paid by the Social Security Agency. 

 

Paternity Leave

There is no statutory entitlement for paternity leave. However, upon the birth of a child, men can take 28 weeks of parental leave (31 weeks for a lone man), provided they are responsible for the care of the newborn child. This form of parental leave for fathers is paid by the Social Security Agency.

 

Adoption Leave

Employees who adopt or foster a child are entitled to leave for up to 28 weeks. A single man and woman are entitled to adoption leave of up to 31 weeks. An employee (male or female) taking care of two or more children is entitled to leave for 37 weeks. Adoption leave allowances are paid by the Social Security Agency. 

Further parental leave can be provided until the child is three years old or, in cases where the child at the time of adoption was already three years old until the child reaches six years of age.

Other Types of Paid Leave

Paid Leave to Obtain More Qualifications

This leave may be provided by the employer with a salary amounting to the employee’s average earnings for seven days, especially if the qualifications to be obtained by the employee are relevant to the employer’s needs. ‘Obtaining more qualifications’ is also taken to mean the acquisition of new qualifications or an extension of existing qualifications.

Paid leave may also be granted for the following reasons:

Reason for Paid Time offDuration
The examination or treatment of an employee at a healthcare facility7 days
Accompanying a family member to a healthcare facility, accompanying a disabled child to a social care facility, or special school7 days
The death of a family member2 days and 1 additional day for attending the funeral
The employee’s own wedding1 day

Unpaid Leave

Unpaid leave may be granted for unforeseen interruptions or delays in regular public transport; if the employee has not been able to reach the place of work by other appropriate means.

Unpaid leave for a maximum period of one day is granted for relocation of an employee who is moving personal home furnishings in the same municipality, and unpaid leave for two days when moving to another municipality. If such relocation occurs due to the request, or need of the employer, such leave is compensated.

One day of unpaid leave is granted to the employee to attend the wedding of their child or parent.

Statutory Benefits

The Social Insurance System in Slovakia is comprised of:

  • Sickness insurance,
  • Pension insurance,
  • Accident insurance,
  • Unemployment insurance,
  • Guarantee insurance, and
  • Reserve fund of solidarity

Employer contributions towards social security are capped at 25.2%, plus the mandatory contribution of 10% towards health insurance. A breakdown of the employer contributions to the social security system is presented below.

 

Insurance typeEmployer Contribution
Unemployment Insurance1%
Sickness Insurance1.4%
Reserve fund of solidarity4.75%
Pension Insurance14%
Health Insurance10% (5% for people with disabilities)
Guarantee Insurance0.25%
Disability Insurance3%
Accident Insurance0.8%

Health Insurance

The Slovak healthcare system runs on mandatory health insurance contributions. General outpatient healthcare is provided to persons with public health insurance based on an agreement on the provision of healthcare concluded with a general practitioner in writing, free of charge, and for a minimum period of six months.

Specialized outpatient healthcare covered in part or in full by public health insurance is provided only upon a referral from a general practitioner. A referral is not required for psychiatry (including child psychiatry), dermato-venerology, and ophthalmology when it comes to prescribing the spectacles.

The employer’s health insurance contributions total is 10% of remuneration (5% for employees living with disabilities).

Other Insurances

Accident Insurance

 

Accident insurance is compulsory for all employers. It was established to protect the employer from the risk of economic burden in the case of their liability for accident or death as a result of an occupational accident or occupational disease. Unlike sickness insurance and old-age insurance, compulsory accident insurance is only tied to the employer in terms of accident insurance premiums. 

Employers contribute 0.8% towards the accident insurance fund.

Unemployment Insurance

 

A job seeker (compulsorily insured unemployed person – employee or voluntarily insured unemployed person) who has fulfilled qualifying conditions to this benefit is entitled to unemployment benefits.

The basic qualifying condition of the unemployment benefit is that the insured person was insured for the risk of unemployment for at least two years in the last four years prior to being registered into the Jobseekers Register, i.e. 730 days.

Employers contribute 1% towards unemployment insurance.

Public Pension

To be entitled to an old-age pension, an insured person must:

  • Achieve at least 15 years of the pension insurance period; and
  • Reach pensionable age.

The retirement age is based on the year of birth, sex, and the number of children raised with a maximum retirement age of 64 for both men and women. 

Employers contribute 14% towards the public pension.

Other Statutory Benefits

Guarantee Insurance

The benefit of guarantee insurance is a benefit paid out of the basic guarantee insurance fund after the statutory conditions are met. It serves to satisfy claims resulting from employment due to the insolvency of the employer.

Employers contribute 0.25% towards the guarantee insurance fund.

 

Sickness Insurance

The sickness benefit is provided to the insuree who has been recognized as temporarily incapacitated for work as a result of their sickness or accident or is obliged to respect a quarantine measure (hereinafter “temporary incapacity for work”).

Employers contribute 1.4% towards the sickness insurance benefit.

Disability Insurance

An insured person is entitled to a disability pension if:

  • The employee is disabled and;
  • They have achieved the required number of years within the pension insurance period and;
  • As of the day of the occurrence of the disability they have not met the eligibility criteria for entitlement to an old-age pension nor were they granted an early old-age pension.

The employer contributes 3% to the disability insurance.

 

Reserve Fund of Solidarity

Contributions to the solidarity reserve fund is paid by:

  • Employers;
  • Self-employed persons for whom retirement pension insurance is mandatory;
  • Voluntarily insured persons in the old-age insurance scheme; and
  • The State, from tax revenues.

Employers contribute 4.75% of the assessment basis towards the reserve fund of solidarity.

Disclaimer

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.

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