Hire employees and contractors in Slovenia

Remote’s guide to employing in Slovenia.

  • Capital city


  • Currency

    (, EUR)

  • Population size

    (est. 2020)

  • Languages spoken


Facts & Stats

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!

  • Capital city


  • Currency

    (, EUR)

  • Languages spoken


  • Population size

    2,111,461 (est. 2020)

  • Ease of doing business

    Very easy

  • Cost of living index

    59.38 (2021)

  • Payroll frequency


  • VAT - standard rate


  • GDP - real growth rate

    3.2 (2019)

Grow your team in Slovenia with Remote

To employ in Slovenia, companies must own a local legal entity in the country or work with a global employment solution. Managing payroll, benefits, taxes, and compliance in Slovenia can get complicated, especially without established local relationships.

Remote’s global employment solution makes it easy for your company to employ workers in Slovenia 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.

of misclassification

Slovenia, like many other countries, treats self-employed individuals or contractors and full-time workers differently and there are risks associated with misclassification.

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.

Payroll Cycle

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.

Employers are also obligated to pay an annual leave allowance of at least a month’s salary at the current minimum wage, payable by June 30. Christmas bonuses in Slovenia are common and often tied to performance, but not required.

Competitive benefits package in Slovenia

Remote can help you provide a competitive and compliant benefits package for your employees in Slovenia. If you have questions or would like to offer a custom benefit, let us know and we can help.

  • Medical insurance plan
  • Dental insurance plan
  • Vision insurance plan
  • Additional paid holidays
  • Flexible work schedule
  • Pension scheme
  • Life insurance
  • Other insurance

Taxes in Slovenia

Learn how employment taxes affect your payroll and your employees’ paychecks in Slovenia.

  • Employer

    • 8.85% - Pension

    • 6.56% - Health Insurance

    • 0.06% - Unemployment

    • 0.53% - Work Injury

    • 0.10% - Maternity

  • Employee

    • 15.50% - Pension

    • 6.36% - Health Insurance

    • 0.14% - Unemployment

    • 0.10% - Maternity

  • Personal Income Tax Rates

    • 6% - 0-8,500 EUR ($9942.32)

    • 26% - 8,500-25,000 EUR ($9942.32 - $29242.12)

    • 33% - 25,000-50,000 EUR ($29242.12 - $58484.25)

    • 39% - 50,000-72,000 EUR ($58484.25 - $84217.32)

    • 50% - 72,000 EUR and up ($84217.32+)

Types of leave

Paid time off

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.

Public holidays

There are 13 public holidays employees can take off work. If they’re required to work on a public holiday, employees are entitled to a premium on their normal wages, generally agreed upon collectively.

Sick days

Employees are entitled to 30 days of paid sick leave, at each instance of illness. This is capped at 120 days of paid sick leave, compensated at 80% of the standard wage rate, in case of an illness or injury unrelated to the employee’s line of work, or a full 100%, if the worker’s illness or injury is work-related.

After 120 days of paid sick leave, employers are required to continue to provide sickness benefits, which are reimbursable from the health insurance fund.

Maternity leave

Female employees are entitled to 105 days of fully paid sick leave, starting 28 days before delivery.

Paternity/Parental leave

Fathers are entitled to 30 days of fully paid paternity leave, which can be split and taken part-time or full-time, or until the child in question turns six.

After maternity leave, parents are entitled to 130 days of paid parental leave each, with the full wages, capped at 2.5x the average monthly salary in Slovenia (i.e., €3664.31).

Fathers can transfer their entire entitlement of 130 days to their partners, and mothers can transfer up to 100 days to their partners.

Education leave

Employees who’re studying or undergoing training either related or unrelated to their current occupation, are entitled to paid leave when they take examinations for the first time.

Other leave

  • Personal leave: Employees are entitled to seven days of paid leave annually for any purpose, ranging from marriage, bereavement, serious injury or accident suffered, or even escorting a first grader to school on their first day.
  • Adoption: Adoptive parents of children who’re yet to get into the first grade are entitled to full parental leave benefits, although it’s reduced to just 30 days if the adopted child has completed the first grade.
  • Civil duty: Employers are required to provide unpaid time off work for employees to vote, perform jury duty, or fulfill any other civil obligations.
  • Blood donation: Employees can request paid time off work to donate blood and employers can file for reimbursement from the Health Insurance Institute.

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

The maximum length of probation is six months.

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