Employer of Record in Slovenia

An Employer of Record (EOR) in Slovenia is a company that legally employs workers on your behalf. This means you can hire talent in Slovenia without setting up a local business entity. The EOR handles all the HR tasks, including payroll, taxes, benefits, and compliance with Slovenian labor laws. It’s a straightforward way to build a team in a new country. For companies looking to expand, an EOR like Rivermate simplifies the process, letting you focus on your business goals.

How an Employer of Record (EOR) Works in Slovenia

Using an EOR in Slovenia is a simple process. The EOR becomes the legal employer, while you manage your employee's day-to-day work.

Here is how it typically works:

• You Find the Talent: You recruit and select the candidate you want to hire in Slovenia.
• The EOR Hires Them: The EOR drafts a compliant employment contract and officially hires the employee under its local Slovenian entity.
• Onboarding Begins: The EOR manages the entire onboarding process, including setting up payroll and registering the employee with the necessary government authorities.
• Payroll and Benefits are Managed: The EOR handles monthly payroll, taxes, social security contributions, and any required benefits according to Slovenian law.
• Ongoing Compliance: The EOR stays up-to-date with any changes in local labor laws to ensure you remain compliant.
• You Manage Daily Tasks: You direct your employee's daily responsibilities and projects, just like any other team member.

Why use an Employer of Record in Slovenia

Using an EOR in Slovenia helps you enter a new market quickly and with less risk. It removes the need to navigate complex local laws and administrative hurdles on your own. This allows you to tap into Slovenia's skilled workforce and strategic European location without the usual delays.

Here are some key benefits:

• Fast Market Entry: Hire employees in days, not the months it can take to establish a legal entity.
• Compliance Assurance: EORs are experts in Slovenian labor law, minimizing your risk of legal issues.
• Cost Savings: Avoid the significant costs associated with setting up and maintaining a foreign subsidiary.
• Focus on Growth: You can concentrate on your core business operations while the EOR handles HR administration.
• Access to Expertise: Benefit from local knowledge on everything from standard benefits to cultural norms in the workplace.

Rivermate's transparent pricing model eliminates complexity with a single, competitive monthly fee per employee. Unlike traditional PEO providers, our pricing in Slovenia includes comprehensive HR support, benefits administration, compliance management, and access to our proprietary dashboard for real-time workforce analytics. No hidden costs, no setup fees—just straightforward pricing that scales with your business needs while ensuring full legal compliance in Slovenia.

Hiring in Slovenia is straightforward when you understand the local labor laws. The process is regulated, with a strong focus on protecting employee rights through formal agreements. If you are looking to hire here, you need to be familiar with the rules to ensure you are compliant. This guide will walk you through the key aspects of hiring in Slovenia.

Employment contracts & must-have clauses

When you hire an employee in Slovenia, you must provide a written employment contract. While oral agreements can be valid, a written contract is required by law and helps avoid disputes. You should give the employee a draft of the contract at least three days before they sign it. The contract must be in Slovenian, but you can use a bilingual version for clarity.

There are two main types of employment contracts in Slovenia:

• Indefinite-term contracts: These are the standard and do not have a set end date.
• Fixed-term contracts: These are for a specific period, up to a maximum of two years, and can only be used in certain situations, like for a specific project or to temporarily replace another employee.

Every employment contract must include the following details:

• Information about the employer and employee
• Job title and a brief description of the work
• Place of work
• Start date of employment
• Duration of the contract (indefinite or fixed-term)
• Daily or weekly working hours
• Base salary and any other compensation
• Payment schedule
• Annual leave entitlement
• Length of the notice period for termination

Probation periods

You can include a probation period in the employment contract to see if the employee is a good fit for the role. Here are the key points about probation periods in Slovenia:

• The maximum length of a probation period is six months and it cannot be extended.
• The probation period must be agreed upon in the written employment contract to be valid.
• During the probation period, either you or the employee can terminate the contract with a seven-day notice period.

Working hours & overtime

The standard work week in Slovenia is 40 hours, typically spread over five days. The law also sets clear limits on overtime to protect employees from overworking.

You must get the employee's consent for them to work more than 170 hours of overtime in a year, and even then, it cannot exceed 230 hours. Overtime pay increases for work on Sundays and public holidays.

Public & regional holidays

Employees in Slovenia are entitled to paid time off for public holidays. Here is a list of the public holidays for 2025:

• January 1 & 2: New Year's Day
• February 8: Prešeren Day, the Slovenian Cultural Holiday
• April 20 & 21: Easter Sunday and Monday
• April 27: Day of Uprising Against Occupation
• May 1 & 2: Labour Day
• June 8: Whit Sunday
• June 25: Statehood Day
• August 15: Assumption of Mary
• October 31: Reformation Day
• November 1: All Saints' Day
• December 25: Christmas Day
• December 26: Independence and Unity Day

Hiring contractors in Slovenia

Hiring independent contractors can be a flexible way to get specific tasks done without the commitment of a full-time employee. However, it is crucial to classify workers correctly. Misclassifying an employee as a contractor can lead to significant penalties, including back taxes and fines.

An independent contractor is self-employed, works autonomously, and is not integrated into your company's structure. They typically use their own equipment and set their own work hours. An employee, on the other hand, works under your direction and is part of your organization.

An Employer of Record (EOR) can help you avoid misclassification risks. An EOR acts as the legal employer for your workers in Slovenia, ensuring that they are classified correctly and that all local labor laws are followed. This allows you to work with talent in Slovenia without having to set up a legal entity in the country, and it gives you peace of mind that you are compliant with all regulations.

Paying your team in Slovenia is straightforward. You need to understand the local rules for employee compensation, taxes, and contributions. This guide breaks down what you need to know to pay your Slovenian employees correctly and on time.

Payroll cycles & wage structure

In Slovenia, you typically pay employees monthly. You must pay wages within 18 days after the end of the pay period. Payments go directly to an employee’s bank account in Euros. You are also required to provide a payslip with each payment, which can be in paper or digital form.

While not required, it is common to give employees a "13th-month" salary, often as a Christmas bonus. Other common bonuses include performance-based incentives and "Jubilee" bonuses to recognize service milestones.

Overtime & minimums

The standard work week in Slovenia is 40 hours, based on an eight-hour day, Monday to Friday. Any work beyond 40 hours a week is considered overtime.

Overtime is limited to eight hours per week, 20 hours per month, and 170 hours per year. The pay for overtime work must be at a higher rate, which is usually defined in a collective bargaining agreement. As of 2024, the minimum monthly wage is €1253.90.

Employer taxes and contributions

As an employer in Slovenia, you are responsible for making several social security contributions for your employees. These are calculated as a percentage of the employee's gross salary.

Employee taxes and deductions

Employees in Slovenia also contribute to social security and pay a progressive income tax. You withhold these amounts from their gross salary.

Social Security Contributions

Income Tax

Slovenia's income tax is progressive, with rates increasing as income rises.

In Slovenia, the law provides strong protections and benefits for employees. This includes generous leave policies and social security programs that support workers. If you are hiring in Slovenia, you need to understand these legal requirements to stay compliant.

Statutory leave

Slovenian law requires employers to provide several types of paid leave.

• Annual Leave You must give employees at least four weeks of paid annual leave. Workers who are over 55, disabled, or care for a disabled child get at least three extra days.
• Personal Leave Employees can take up to seven days of paid personal leave each year.
• Sick Leave If an employee is sick or injured, you must provide sick pay for up to 20 days for each absence, with a limit of 80 days per year. The pay rate is typically 80% of the employee's regular salary. For absences longer than 30 days, the national Health Insurance Institute takes over the payments.
• Maternity Leave Female employees receive 105 days of fully paid maternity leave. They must start this leave 28 days before the expected due date.
• Paternity Leave Fathers are entitled to 30 days of fully paid paternity leave.
• Parental Leave After maternity leave ends, parents can share 260 days of childcare leave. Each parent is entitled to 130 days of this leave.

Public holidays & regional holidays

Employees in Slovenia are entitled to paid days off for public holidays. There are no major regional holidays observed across the country.

Typical supplemental benefits

You must provide all statutory benefits. Offering non-statutory benefits can help you attract and keep talented employees.

How an EOR can help with setting up benefits

Setting up and managing employee benefits in a new country can be complex. An Employer of Record (EOR) simplifies this process for you.

An EOR acts as the legal employer for your workers in Slovenia. They handle all the administrative tasks, including:

• Ensuring your benefits package complies with Slovenian labor laws.
• Enrolling employees in mandatory social security programs.
• Managing payroll and tax contributions.
• Administering both statutory and supplemental benefits.

Using an EOR saves you time and reduces risk. You can be sure that your team receives the correct benefits, and you can focus on growing your business.

When an employment relationship ends in Slovenia, you need to follow a clear and structured process. The law protects employees, and you must adhere to specific steps for a termination to be lawful. This involves providing a written notice that clearly states the reasons for the termination. The process differs depending on whether the termination is due to business reasons, the employee's performance, or misconduct. For certain dismissals, like those for business reasons or incompetence, you may need to consult with a works council or trade union. If you are terminating an employee for fault, you must first issue a written warning and give them an opportunity to respond.

Notice periods

Notice periods protect both you and your employee. They provide time to find a replacement or for the employee to secure a new job. The minimum notice periods are set by law and depend on the employee's length of service.

In cases of termination due to an employee's fault, the minimum notice period is 15 days. A shorter period of at least 7 days can be agreed upon in an employment contract or collective agreement. During the notice period, employees are entitled to paid time off to look for new employment, typically two hours per week.

Severance pay

Employees are entitled to severance pay if you terminate their contract for business reasons or due to their incompetence. You do not owe severance pay for terminations due to employee fault. The amount of severance pay is based on the employee's average monthly salary over the last three months and their years of service with your company.

Here is how severance pay is calculated:

• 1/5 of the average monthly salary for each year of service for the first 10 years.
• 1/4 of the average monthly salary for each year of service after 10 years.
• 1/3 of the average monthly salary for each year of service after 20 years.

How Rivermate handles compliant exits

Navigating employee terminations in another country can be complex. We make sure every step of the offboarding process is handled correctly and in full compliance with Slovenian law.

We manage the details so you don't have to. This includes:

• Ensuring proper procedure: We make sure all legal requirements are met, from drafting the written notice to calculating the correct notice period.
• Calculating final pay: We handle the calculation of severance pay and any other outstanding payments to ensure your former employee receives everything they are entitled to.
• Reducing your risk: By managing the process for you, we help minimize the risk of legal disputes or claims of unlawful termination.

We take care of the entire exit process, ensuring a smooth and compliant transition for both you and your departing employee.

Navigating visas and work permits in Slovenia can feel complicated, but it boils down to a few key paths. If you are not a citizen of an EU or EEA member state, you will need a permit to work in Slovenia. The most common route is the Single Permit, which combines your authorization to both live and work in the country. Think of it as your all-in-one ticket. For professionals with advanced qualifications, Slovenia offers the EU Blue Card, which can provide more flexibility and a clearer path to long-term residency.

Employment visas & sponsorship realities

When you work with an Employer of Record (EOR), we act as your legal employer in Slovenia. This means we can sponsor your work visa, saving you the headache of setting up your own local entity. We handle the paperwork and ensure everything is compliant with Slovenian law.

Here’s what that looks like in practice:

• We sponsor the Single Permit. This is the standard option for most professionals we employ on behalf of our clients.
• We can also sponsor the EU Blue Card. If you are a highly qualified professional, we can help you navigate this process.
• There can be limitations. It's important to be aware that Slovenia, like many countries, may have visa quotas. We will assess your specific situation and advise on the best route.
• No sponsorship for contractors. Independent contractors follow a different process and are not eligible for employer sponsorship.

An EOR simplifies the process by managing the application and ensuring all legal obligations, like paying taxes and social security, are met.

Business travel compliance

For short-term business trips, you need to follow the rules for the Schengen Area, of which Slovenia is a member. Many non-EU nationals can enter for up to 90 days for business without a visa.

Keep these points in mind for short business visits:

• Permitted activities. Business travel usually covers meetings, negotiations, or attending conferences and trade fairs. It does not permit actual employment.
• Schengen Visa (Type C). If you are from a country that requires a visa for the Schengen Area, you will need to apply for a short-stay visa.
• Required documents. You will typically need to provide:
  • A valid passport
  • An invitation letter from a Slovenian company
  • Proof of sufficient funds for your stay
  • Travel health insurance with a minimum coverage of €30,000