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Remote makes employment in Slovakia easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence.
Remote-Owned Local Entity
We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.
The Slovak Republic (Slovenskà Republika) is a Central parliamentary democracy, famous for its breathtaking mountainous terrain and ancient towns with rich history.
Slovakia combines a free market economy with a strong social security system into one of the most equitable countries in Europe. Quality of life in Slovakia is strong thanks to universal healthcare, free education, and generous work-life benefits for its workforce of 2.8 million.
5,464,060 (est. 2020)
Ease of doing business
Cost of living index
$$ (70 of 139 nations)
VAT - standard rate
GDP - real growth rate
To employ in Slovakia, companies must own a local legal entity in the country or work with a global employment solution. Managing payroll, benefits, taxes, and compliance in Slovakia can get complicated, especially without established local relationships.
Remote’s global employment solution makes it easy for your company to employ workers in Slovakia quickly, efficiently, and in full compliance with all applicable labor laws. We take on the responsibility and legal risks of international employment so you can focus on hiring great talent and growing your business. If you are looking to employ workers in Slovakia, contact Remote to learn about your options.
The Slovak Labor Code of 2001 is the principal statute guiding employment relations, including workers’ rights and entitlements across Slovakia’s eight regions.
Employees in Slovakia enjoy protections against discrimination based on age, religion, sexual orientation, gender expression, and race.
Common questions that could come up during the hiring process include the minimum wage, overtime rates, and guaranteed paid time off. Remote can help you offer a complete, competitive, and compliant benefits package to your employees in Slovakia.
Below are national public holidays applicable for all regions in this country. Remote customers have access to a detailed list of regional public holidays within the Remote platform. Sign up now to access all public holiday information.
|Saturday, January 1, 2022||New Year’s Day / Slovak Republic Day (Nový rok / Deň vzniku Slovenskej republiky)|
|Thursday, January 6, 2022||Epiphany (Traja králi)|
|Friday, April 15, 2022||Good Friday (Veľkonočný piatok)|
|Monday, April 18, 2022||Easter Monday (Veľkonočný pondelok)|
|Sunday, May 1, 2022||Labour Day (Sviatok práce)|
|Sunday, May 8, 2022||End of the World War II (Deň víťazstva nad fašizmom)|
|Tuesday, July 5, 2022||Saint Cyril & Methodius Day (Sviatok svätého Cyrila a Metoda)|
|Monday, August 29, 2022||Slovak National Uprising Day (Výročie Slovenského Národného Povstania)|
|Thursday, September 1, 2022||National Day of Slovak Constitution (Deň Ústavy Slovenskej Republiky)|
|Thursday, September 15, 2022||The Day of the Virgin Mary of the Seven Sorrow (Sviatok Sedembolestnej Panny Márie)|
|Tuesday, November 1, 2022||All Saints Day (Sviatok Všetkých Svätých)|
|Thursday, November 17, 2022||Day of the Fight for Freedom & Democracy (Deň boja za slobodu a demokraciu)|
|Saturday, December 24, 2022||Christmas Eve (Štedrý deň)|
|Sunday, December 25, 2022||Christmas Day (Prvý Sviatok Vianočný)|
|Monday, December 26, 2022||Saint Stephen’s Day (Druhý Sviatok Vianočný)|
Factoring in pay for the 13th month, which is often prorated over the year, the Slovakian minimum wage is evens out to 623 Euros per month.
For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.
We can help you get a new employee started in Slovakia fast. The minimum onboarding time we need is only 20 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Slovakia are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Slovakia.
10% - Health insurance
1.4% - Sickness insurance
14% - Pension contribution
3% - Disability insurance
1% - Unemployment insurance
0.25% - Guarantee insurance
0.8% - Accident insurance
4.75% - Reserve fund
4% - Health insurance
1.4% - Sickness insurance
4% - Pension contribution
3% - Disability insurance
1% - Unemployment insurance
19% - up to €37,981
25% - €37,981 and above
The Slovakian Labour Code stipulates an annual leave entitlement for different classes of workers, depending on age, personal circumstances, occupation, and complexity or physical demand of an occupation.
Employees that have worked for less than 60 days are still entitled to 1/12 of their yearly entitlement.
Except for those employed in a few essential industries, employees are entitled to paid time off on Slovakia’s 14 public holidays and employers cannot enter into negotiations to get them to work.
Employees are entitled to paid sick leave, at a fraction of their normal wages.
Through the first three days of an employee’s illness, the employee will receive 25% of the normal wage s/he’s entitled to, paid by the employer; until day 10 the sickness benefit will be paid out at 55% of the normal wage.
From the 11th day of an illness, employees can draw a sickness benefit equal to 55% of the full wages, paid by the Social Insurance Agency.
Pregnant employees are entitled to 37 weeks of paid maternity leave, starting up to eight weeks before delivery at a rate equivalent to 75% of the employee’s normal wages. Likewise, if an insured employee other than a postpartum mother takes care of a child, the employee will be entitled to 28 weeks of paid leave.
Slovakian maternity leave policy entitles only one insured person to draw a maternity benefit for childbirth, i.e., either the mother or the insured employee taking care of the child.
Slovakian maternity leave is paid by social security funds at a rate of 75% of the gross daily salary.
Employers are required to grant partners of postpartum employees a paid parental leave that will last until the end of the mother’s leave.
Additionally, parents can request time off work completely until their child turns three, or six — if the child has any disability. In this case, such employees will be entitled to a parental allowance equivalent to €203.20 per month.
Employees can be terminated for just cause, such as redundancy, dishonesty, negligence, fraud, any work-related offenses. This can either be with prior notice provided or during the probation period.
Notice periods in Slovakia depend on how long an employee has worked with the employer.
The Employer needs to give the following notice periods based on Slovak labor law:
Employees are entitled to severance payment, ranging from one to 10 month’s salary, depending on the circumstances of the severance.
For employees terminated by notice, the severance pay can be anywhere from:
If an employer terminates an employee due to an occupational disability acquired while on the job (by accident, etc.) the employee will be entitled to a severance package equal to 10 months’ pay.
An employment contract can specify a probationary period of three months, or six when hiring for managerial positions.