Understanding working time regulations in Slovenia is fundamental for any employer operating within the country's legal framework. Compliance with the provisions of the Employment Relationships Act and relevant collective agreements ensures fair treatment of employees and avoids potential legal issues. These regulations govern everything from standard daily and weekly hours to mandatory rest periods and compensation for work performed outside of the standard schedule.
Navigating these rules, especially concerning overtime, night shifts, and record-keeping, is essential for maintaining a compliant and productive workforce. The requirements outlined below reflect the key aspects of Slovenian working time law as applicable in 2025, providing a clear overview for employers.
Standard Working Hours and Workweek Structure
The standard full-time working week in Slovenia is set at 40 hours. However, collective agreements can stipulate a shorter full-time workweek, but it cannot be less than 36 hours. The distribution of these hours across the week is typically five days, though alternative arrangements are possible provided they comply with daily and weekly rest requirements.
Employees can be employed for part-time work, which involves fewer hours than the standard full-time week. The specific number of hours for part-time employment is agreed upon in the employment contract.
Overtime Regulations and Compensation Requirements
Overtime work is permitted only in specific, legally defined circumstances, such as an exceptional increase in workload, emergencies, or other unavoidable circumstances. Overtime requires the employee's written consent, although consent is not needed in cases of force majeure or accidents preventing work.
There are strict limits on the amount of overtime an employee can work:
- Maximum 8 hours per week.
- Maximum 20 hours per month.
- Maximum 170 hours per year.
By collective agreement or with the employee's written consent, the annual limit can be increased up to a maximum of 230 hours.
Overtime work must be compensated with a higher rate of pay. The minimum statutory increase is 30% of the employee's base salary for the hours worked as overtime. Collective agreements or employment contracts may specify higher rates.
| Type of Work | Minimum Statutory Pay Increase |
|---|---|
| Overtime | +30% |
| Night Work | +30% |
| Sunday Work | +50% |
| Work on Holidays | +50% |
Note that collective agreements often stipulate higher percentage increases for these categories.
Rest Periods and Break Entitlements
Slovenian law mandates specific rest periods to ensure employee well-being. These include breaks during the workday, daily rest between shifts, and weekly rest.
| Type of Rest | Minimum Entitlement | Notes |
|---|---|---|
| Break during work | 30 minutes for a full-time working day (6+ hours) | Counts as working time |
| Daily Rest | 12 consecutive hours between two working days | Can be reduced to 11 hours in specific cases |
| Weekly Rest | 24 consecutive hours within a 7-day period | Usually includes Sunday |
The weekly rest can, under certain conditions and as defined by law or collective agreement, be accumulated and taken within a period not exceeding 14 days.
Night Shift and Weekend Work Regulations
Night work is defined as work performed between 9 PM and 6 AM. Employees who regularly work at night or whose work schedule includes night shifts are subject to specific protections. These may include mandatory health checks, limitations on the duration of night work, and the right to transfer to day work if night work negatively impacts their health. As mentioned, night work is compensated at a higher rate, with a minimum statutory increase of 30%.
Work performed on Sundays and public holidays is also subject to increased compensation, with a minimum statutory increase of 50%. Collective agreements often provide for higher rates for both night and weekend/holiday work.
Working Time Recording Obligations for Employers
Employers in Slovenia have a legal obligation to keep detailed records of the working time of all employees. These records must accurately reflect the start and end times of work, including breaks, overtime hours, night work, and work on Sundays and holidays.
The purpose of these records is to ensure compliance with working time regulations and facilitate inspections by labor authorities. Records must be accessible to employees upon request and must be stored for a specified period, typically five years after the data was created. Failure to maintain accurate and accessible working time records can result in significant penalties for the employer.
