Learn about the legal processes for employee termination and severance in Slovakia
In Slovakia, the Labour Code provides the legal framework for notice periods during employment termination. The length of these periods can vary, depending on whether the termination is initiated by the employer or the employee, and the duration of employment.
The Labour Code sets out minimum notice periods. While employers and employees can agree to a longer notice period in the employment contract, they cannot agree to a period shorter than the legal minimums.
The notice period begins on the first day of the calendar month following the receipt of the notice. For example, if an employee is handed a termination notice on April 15th, their official notice period starts on May 1st and ends on May 31st.
In Slovakia, the law outlines several circumstances where employees are entitled to severance pay (Slovak: odstupné) at the conclusion of their employment. The specific conditions and amount of entitlement are detailed in the Slovak Labour Code.
Employees are entitled to severance pay if their employment is terminated due to the employer's organizational changes, the merger/division of the employer, relocation, or the employee becoming redundant. If an employee is no longer physically capable of performing their duties due to work-related illness or injury, they are entitled to severance pay upon termination. Employees who reach eligibility for a retirement pension (old-age or early retirement) can claim severance pay, but they must apply for their pension either before termination or within ten days after their employment ends.
The severance pay amount is dependent on the duration of the employee's service with the employer:
The employer is obligated by law to pay severance pay. Employment contracts or collective agreements may stipulate higher severance pay amounts, but cannot provide less than the legal minimum.
The termination of an employment relationship in Slovakia is regulated by the Slovak Labour Code. The process can vary depending on how the termination is initiated.
This is the simplest method, where both parties mutually agree to end the employment relationship. A written agreement must be reached, specifying the termination date.
Both the employer and the employee have the right to terminate an employment contract by providing notice.
An employee can terminate their employment relationship for any reason or without providing a reason. Written notice is mandatory, and it must be delivered to the employer.
The employer can only terminate an employment contract for specific reasons explicitly stated within the Labour Code. Some examples include redundancy, company restructuring or relocation, or the employee's inability to perform their job duties. Written notice, clearly stating the reasons for termination, must be delivered to the employee.
In specific, severe situations, either party can annul the employment contract with immediate effect. This type of termination is only permitted in the following cases:
If the conditions for immediate termination are met, termination must occur within two months after the party becomes aware of the grounds for it, and at the latest within one year of the event.
Employment during a probationary period can be terminated both by the employer and the employee, with a shorter notice period and without having to specify the reason. Both parties must provide written notification at least three days before the intended termination date.
We're here to help you on your global hiring journey.