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Employer of Record in Slovenia

Employer of Record in Slovenia: A Quick Glance

Your guide to international hiring in Slovenia, including labor laws, work culture, and employer of record support.

Capital
Ljubljana
Currency
Euro
Language
Slovene
Population
2,078,938
GDP growth
5%
GDP world share
0.06%
Payroll frequency
Monthly
Working hours
40 hours/week
Slovenia hiring guide
Lucas Botzen

Lucas Botzen

Founder & Managing Director

Last updated:
September 21, 2025

What is an Employer of Record in Slovenia?

View our Employer of Record services

An Employer of Record (EOR) in Slovenia is a company that legally hires employees on your behalf. While you manage your team's day to day work, the EOR handles all the legal and HR tasks. This includes everything from payroll and taxes to benefits and employment contracts. Using an EOR allows you to hire talent in Slovenia without the need to set up a local company. For EOR services in Slovenia and beyond, consider working with a provider like Rivermate.

How an Employer of Record (EOR) Works in Slovenia

Using an EOR in Slovenia simplifies the process of hiring and managing a workforce in the country. Here is how it typically works:

  1. Agreement: You partner with an EOR and select the candidate you want to hire.
  2. Employment Contract: The EOR drafts a legally compliant employment contract that meets Slovenian labor laws.
  3. Onboarding: The EOR officially hires the employee and handles the entire onboarding process.
  4. Legal and HR Management: The EOR takes care of all administrative tasks, including payroll, taxes, and social security contributions. They also ensure that all employment practices are in line with Slovenian regulations.
  5. Ongoing Support: The EOR continues to manage HR and legal responsibilities throughout the employment period, allowing you to focus on your business goals.

Benefits of Using an EOR for Hiring in Slovenia

Partnering with an EOR in Slovenia offers several advantages for companies looking to expand into the country. It is a smart and efficient way to grow your team while minimizing risks.

  • Faster Market Entry: You can hire employees and start operations in Slovenia much faster than if you were to set up your own legal entity.
  • Compliance with Local Laws: EORs are experts in Slovenian labor laws, so you can be confident that your hiring practices are fully compliant.
  • Cost Savings: You avoid the high costs and administrative burdens associated with establishing a subsidiary in Slovenia.
  • Focus on Your Business: By outsourcing HR and legal tasks, you can concentrate on your core business activities and strategic goals.
  • Access to Local Expertise: An EOR provides you with valuable local knowledge on everything from payroll to cultural norms.

Responsibilities of an Employer of Record

As an Employer of Record in Slovenia, Rivermate is responsible for:

  • Creating and managing the employment contracts
  • Running the monthly payroll
  • Providing local and global benefits
  • Ensuring 100% local compliance
  • Providing local HR support

Responsibilities of the company that hires the employee

As the company that hires the employee through the Employer of Record, you are responsible for:

  • Day-to-day management of the employee
  • Work assignments
  • Performance management
  • Training and development

Costs of using an Employer of Record in Slovenia

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.

EOR pricing in Slovenia
499 EURper employee per month

Hiring 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.

Category Regulation
Standard Hours 40 hours per week, usually 8 hours per day.
Maximum Overtime 8 hours per week, 20 hours per month, 170 hours per year.
Overtime Pay At least 30% above the employee's regular hourly rate.

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.

Compensation and Payroll in Slovenia

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.

Contribution Rate
Pension & Disability 8.85%
Health Insurance 6.56%
Unemployment 0.06%
Work Injury 0.53%
Parental Care 0.10%
Total 16.10%

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

Contribution Rate
Pension & Disability 15.50%
Health Insurance 6.36%
Unemployment 0.14%
Parental Care 0.10%
Total 22.10%

Income Tax

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

Annual Income Bracket Tax Rate
Up to €8,755 16%
€8,755 – €25,750 26%
€25,750 – €51,500 33%
€51,500 – €74,160 39%
Over €74,160 50%

How an Employer of Record, like Rivermate can help with payroll taxes and compliance in Slovenia

An Employer of Record (EOR) manages monthly payroll calculations, employer contributions, and tax filings in-country on your behalf. Rivermate handles registrations, payslips, statutory reporting, and remittances to authorities so you stay compliant with local rules and deadlines—without setting up a local entity. Our specialists monitor regulatory changes and ensure correct rates, thresholds, and caps are applied to every payroll cycle.

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Benefits and Leave in Slovenia

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.

Holiday Date in 2025
New Year's Day January 1
New Year's Holiday January 2
Prešeren Day February 8
Easter Sunday April 20
Easter Monday April 21
Day of Uprising Against Occupation April 27
Labour Day May 1
Labour Day Holiday May 2
Whit Sunday June 8
Statehood Day June 25
Assumption of Mary August 15
Reformation Day October 31
All Saints' Day November 1
Christmas Day December 25
Independence and Unity Day December 26

Typical supplemental benefits

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

Statutory Benefits (Required by Law) Non-Statutory Benefits (Optional)
Social Security Contributions 13th Month Salary
Minimum Wage Christmas Bonus
Paid Annual Leave Performance-Based Bonuses
Paid Sick Leave Jubilee Bonus (for length of service)
Maternity, Paternity, and Parental Leave Private Health Insurance
Public Holidays Off Food Vouchers
Severance Pay Tuition Assistance
Pension Contributions Flexible Work Schedules

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.

How an Employer of Record, like Rivermate can help with local benefits in Slovenia

Rivermate provides compliant, locally competitive benefits—such as health insurance, pension, and statutory coverages—integrated into one EOR platform. We administer enrollments, manage renewals, and ensure contributions and withholdings meet country requirements so your team receives the right benefits without added overhead.

Termination and Offboarding in Slovenia

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.

Length of Service Minimum Notice Period
Up to 1 year 15 days
1 to 2 years 30 days
More than 2 years 30 days, plus 2 days for each additional year 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.

Visa and work permits in Slovenia

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

How an Employer of Record, like Rivermate can help with work permits in Slovenia

Navigating work permits can be complex and time‑sensitive. Rivermate coordinates the entire process end‑to‑end: determining the right visa category, preparing employer and employee documentation, liaising with local authorities, and ensuring full compliance with country‑specific rules. Our in‑country experts accelerate timelines, minimize refusals, and keep you updated on each milestone so your hire can start on time—legally and confidently.

Frequently asked questions about EOR in Slovenia

About the author

Lucas Botzen

Lucas Botzen

Lucas Botzen is the founder of Rivermate, a global HR platform specializing in international payroll, compliance, and benefits management for remote companies. He previously co-founded and successfully exited Boloo, scaling it to over €2 million in annual revenue. Lucas is passionate about technology, automation, and remote work, advocating for innovative digital solutions that streamline global employment.