Explore workers' rights and legal protections in Slovakia
In Slovakia, the law strictly outlines the grounds on which an employer can terminate an employee's contract. These reasons include organizational reasons such as the employer ceasing operations or relocating, and employee redundancy due to organizational change. Health reasons such as the employee losing the medical capacity to perform work or the risk of an occupational illness also qualify. Employee behavior or performance issues like failure to meet work expectations despite provided support, or a serious breach of workplace discipline can also lead to termination. Other specific circumstances like the employee losing security clearance necessary for the job can also be grounds for dismissal.
For a standard termination notice, it must be in writing and delivered to the other party. Minimum notice periods exist based on the length of an employee's tenure. It's at least 1 month in general, at least 2 months if employed for 1 year to 5 years, and at least 3 months if employed for at least 5 years. Immediate termination or dismissal is permitted only in cases of an employee being sentenced for an intentional criminal offense or an especially serious breach of labor discipline. The employer must notify the employee in writing within 2 months of becoming aware of the reason and within 1 year of the reason occurring.
In cases of dismissal due to organizational reasons or medical incapacity, Slovakia mandates severance pay. The amount of pay is determined as follows: at least one month's average wage if employed for less than 2 years, at least two months' average wage if employed for 2 to 5 years, and at least three months' average wage if employed for 5 to 20 years.
Employment contracts may provide for longer notice periods or more generous severance packages than those legally required. Special protections may apply to certain categories of employees, such as pregnant women, employees on parental leave, or trade union representatives.
In Slovakia, the Anti-Discrimination Act (Act No. 365/2004 Coll.) is the main legislation that governs anti-discrimination. This law, in conjunction with the Slovak Labour Code, offers strong protection against discrimination in various areas, including employment.
Discrimination is prohibited in Slovakia on the following grounds:
Several options are available for individuals who experience discrimination to seek redress:
Employers in Slovakia are legally obligated to prevent discrimination and harassment in the workplace. This includes:
In Slovakia, the Labour Code outlines regulations that uphold a standard of worker well-being. These regulations cover aspects such as working hours, rest periods, and ergonomic requirements.
The typical workweek in Slovakia comprises 40 hours, with a daily maximum of 8 hours and a monthly maximum of 150 hours. Extending beyond these standard hours is possible with the consent of the employee. However, the maximum permitted overtime is 48 hours per week and 250 hours annually.
Employees in Slovakia are entitled to rest breaks during the workday. The duration and frequency of these breaks depend on the total working hours. For a workday exceeding 6 hours, a minimum 30-minute break is mandated. Slovakian labor law also guarantees at least two consecutive days of rest each week, typically including Sundays.
The Slovakian Labour Code emphasizes workplace safety and health. Employers are generally obligated to evaluate potential hazards within the workplace and implement preventative measures to minimize risks. They also have a responsibility to furnish employees with suitable work tools and equipment that comply with ergonomic principles. In some cases, employers may be required to provide training on safe work practices and proper posture to minimize the risk of work-related injuries.
Slovakia has a strong emphasis on employee well-being, with a comprehensive framework for health and safety (OSH) at work.
Under Slovakian law, employers bear a significant responsibility to ensure a safe and healthy work environment. This is dictated by the Act No. 124/2006 Coll., the Act on Safety and Health at Work. Key employer duties include:
Employees have rights that enable them to actively participate in maintaining a safe work environment. These include:
The Slovakian government enforces OSH regulations through a network of agencies. These include:
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