Slovenia
Make employment in Slovenia easy. Let us handle payroll, benefits, taxes, compliance, and even stock options for your team in Slovenia, all in one easy-to-use platform.
- Capital City
Ljubljana
- Currency
Euro (€, EUR)
- Languages
Slovenian, Italian, and Hungarian
- Population size
2,111,461
- Remote-Owned Local Entity
Facts & Stats
- Capital City
Ljubljana
- Currency
Euro (€, EUR)
- Languages
Slovenian, Italian, and Hungarian
- Population size
2,111,461
- Ease of doing business
Very easy
- Cost of living index
59.38 (2021)
- Payroll frequency
Monthly
- VAT - standard rate
22%
- GDP - real growth rate
3.2% (2019)
Sandwiched between Italy, Austria, Hungary, and Croatia, Slovenia (Slovene: Republika Slovenija) is an Eastern European beauty, littered with stunning mountains and lakes. Slovenia is a captivating blend of old and new. The nation is famous for its medieval charm, breathtaking vineyards, and kremšnita — deliciously addictive cream cakes!
Slovenia has solidified its status as a must-see European destination, but Ljubijana, the nation’s cosmopolitan capital, is fast-becoming a hotspot for digital nomads and remote workers. The city is buzzing with co-working spaces, single origin coffee shops, and a growing group of ambitious startups.
Grow your team in Slovenia with Remote
Looking to hire employees in Slovenia? Companies hiring in Slovenia must either own a local legal entity or work with a global employment platform like Remote that can legally provide employment services in the country.
Remote can employ team members in Slovenia and keep you compliant at all times. Remote can hire, onboard, and pay your Slovenian team so you don't have to set up local HR services in the region. Remote also makes it easy to pay contractors in. Sign up now to get started or talk to an expert for more details.
Risks of misclassification
Slovenia, like many other countries, treats self-employed individuals or contractors and full-time employees differently. Misclassification of contractors in Slovenia may lead to fines and penalties for the offending company.
Employing in Slovenia
Employment relationships in Slovenia are regulated by statutes spelled out across the Constitution of the Republic of Slovenia and the Employment Relationships Act (ERA-1), as well as the EU and the ILO’s labor resolutions which Slovenia is a signatory to.
Employees in Slovenia 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 Slovenia.
Minimum Wage
The Slovenian minimum wage is fixed at €1024.24 ($1198.04) per month.
Competitive benefits package in Slovenia
At Remote, we’re passionate about helping you craft the best possible employee experience for your team. We are leading the way in developing globally competitive benefits programs. This means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive, and your company has the localized expertise to needed attract and keep the best global talent.
Our benefits packages in Slovenia are tailored to fulfill the local needs of employees. Typically, our packages contain some or all of the following benefits:
Health Insurance
Dental Insurance
Vision Insurance
Mental Health Support
Pension or 401(K)
Life and Disability Insurance
Taxes in Slovenia
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Slovenia.
8.85%
Pension
6.56%
Health Insurance
0.06%
Unemployment
0.53%
Work Injury
0.10%
Maternity
Types of leave
Employees are entitled to at least four weeks of paid vacation, or proportional holiday entitlement if the worker is engaged with the employer for less than an entire year.
Employment termination
Termination process
Employee contracts can be terminated for either regular or extraordinary reasons: regular dismissal typically covers redundancy or misconduct. On the other hand, extraordinary dismissals cover situations where an employee makes a deliberate effort to sabotage the employer’s operations.
Employees must be informed of the reason behind their termination and must be provided the opportunity to defend or explain their actions.
Notice period
Employees who’re dismissed for regular reasons, i.e., redundancy or incompetence, are entitled to at least 15 days of notice before being let go from a job.
Up to a year of employment: 15 days’ notice
1 – 2 years of employment: 30 days’ notice
2+ years of employment: 30 days, plus two days for every extra year worked
Employees who’re let go for demonstrable faults are entitled to just 15 days of notice before they’re let go.
Severance pay
Without the appropriate termination notice, employees are entitled to receive a severance package equivalent to one month’s salary multiplied by the number of years the worker has stayed with the employer, up to 25 years.
Probation periods
Probation periods can last up to six months and employees must be informed at least seven days before they’re let go for unsatisfactory performance under probation.