Remote’s guide to employing in

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Services available in this country:
Employer of Record ProductContractor Management
  • Capital City


  • Currency

    Euro (€, EUR)

  • Languages

    Slovenian, Italian, and Hungarian

  • Population size


Services available in this country:
Employer of Record ProductContractor Management
The stunning Slovenian countryside

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.