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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Slovenia, with over 80% of its population holding tertiary-level degrees, boasts a highly educated and skilled workforce, ensuring a continuous talent supply.
Proficiency in multiple languages, particularly English, facilitates seamless communication with international partners.
Its strategic location in Europe provides easy access to major markets and transportation networks, fostering international business.
Slovenia also nurtures innovation and entrepreneurship, evident in its thriving startup scene and supportive government policies.
Employment contracts in Slovenia must be written in Slovenian, although bilingual contracts are acceptable. These agreements should clearly outline crucial terms such as:
Probation periods in Slovenia are optional, with a minimum duration of 30 days and a maximum of 180 days (6 months).
A standard workweek in Slovenia is 40 hours - must be at least 36 hours for full-time employment. An employee’s weekly working time must be spread over at least 4 days, with a 5-day workweek being most common.
Overtime in Slovenia is work exceeding the standard 40-hour weekly limit. It can only be requested under exceptional circumstances, documented in writing. Limits apply: 8 hours per week, 20 hours per month, and 170 hours annually.
As of August 2023, the monthly national minimum wage in Slovenia is EUR 1,203.36 gross.
In Slovenia, 13th-month payments are not mandatory.
The individual income tax in Slovenia ranges from 16% to 50%, calculated based on progressive rates. Various factors, including household status and the number of children, can influence the overall tax rates.
In the Republic of Slovenia, the pension system operates on the principle of intergenerational solidarity. Individuals who reach the specified age and meet the requisite number of years in the pension qualifying period are eligible for an old-age pension.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Slovenia tailored to your needs.
According to the Norwegian Working Environment Act (Arbeidsmiljøloven), employers are required to provide advance notice before terminating an employee. Dismissal must be objectively justified based on factors related to the business, the employer, or the employee.
In Slovenia, the notice period varies based on the employee's seniority:
Severance or redundancy pay is not legally mandated in Slovenia. These provisions can be included in collective agreements.
Slovenia has 15 national holidays:
There is a compulsory social security insurance system in Slovenia. It consists of four schemes namely:
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
By leveraging dedicated support from in-house legal and compliance experts for case by case questions and more.
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