Guide to employment, payroll and benefits in


Rivermate offers complete payroll, benefits and compliance services for


01. Overview

Last updated: 

August 19, 2021

Ease of doing business
GDP growth

02. Grow your team in


with Rivermate

Payroll, benefits, taxes, and compliance can be difficult to manage in


, particularly if you don't have established local relationships. You can hire employees in


effectively, conveniently, and in full compliance with all relevant labor laws using Rivermate's global employment solution. We handle the responsibilities and legal risks associated with foreign employment so you can concentrate on growing your company.

03. Summary

Slovenia is a country in Central Europe that is officially known as the Republic of Slovenia. It is bordered on the west by Italy, on the north by Austria, on the northeast by Hungary, on the southeast by Croatia, and on the southwest by the Adriatic Sea. Slovenia is largely mountainous and forested, with a population of 2.1 million people and a land area of 20,271 square kilometers. Slovenes make up the vast majority of the population, with Serbs constituting the largest minority. The official language is Slovene, a South Slavic language. With the exception of the Slovene Littoral, which has a sub-Mediterranean climate, and the Julian Alps in the northwest, which has an Alpine climate, Slovenia has a predominantly continental climate. In Slovenia, the Dinaric Alps and the Pannonian Plain also cross. Ljubljana is the capital and largest city of Slovenia. Slovenia has long served as a cultural and linguistic crossroads for Slavic, Germanic, and Romance peoples. The Roman Empire, the Byzantine Empire, the Carolingian Empire, the Holy Roman Empire, the Kingdom of Hungary, the Republic of Venice, the Illyrian Provinces, the Austrian Empire, and Austria-Hungary have all claimed territories in modern-day Slovenia. Slovenes, Croats, and Serbs established the State of Slovenes, Croats, and Serbs in October 1918. They combined with the Kingdom of Serbia to form the Kingdom of Yugoslavia in December 1918. During WWII, Germany, Italy, and Hungary invaded and annexed Slovenia, with a small portion of the country passed to Croatia, which was a Nazi puppet state at the time. It joined Yugoslavia as a founding member in 1945. Yugoslavia was briefly associated with the Eastern Bloc after World War II, but it never joined the Warsaw Pact after the Tito-Stalin split in 1948, and in 1961, it became one of the leaders of the Non-Aligned Movement. Slovenia became the first republic to break away from Yugoslavia and establish itself as an independent sovereign state in June 1991. Slovenia is a developing nation with a high-income economy that ranks very high on the Human Development Index. It is a member of the European Union, the Eurozone, the Schengen Area, the OSCE, the Council of Europe, and NATO, among other international organizations.

04. Public holidays

05. Types of leave

Paid time off

Regardless of whether the employee is full-time or part-time, at least four weeks of paid vacation is required.

Public holidays

Slovenia recognizes fifteen public holidays.

Sick days

Employees can take as much sick time as they like as long as they provide a doctor's certificate. If the illness or injury was caused at work, the employer will cover the first 30 days. After that, social security will cover it.

Maternity leave

Slovenian maternity leave is paid for 105 days, including up to 28 days before the child's birth. Pay is determined by the average of the preceding 12 months' earnings.

Paternity leave

Paternity leave is paid for 30 days. Pay is based on a 12-month average of wages, up to 2.5 times the average monthly wage in Slovenia (currently EUR 3,664.31).

Parental leave

Up to 130 days of extended leave are available to each parent, paid at the same rate as maternity and paternity leave, up to 2.5 times the average monthly wage in Slovenia (currently EUR 3,664.31).A father can give his mother the whole 130 days, while a mother can give her father up to 100 days. Up until the child completes first grade, up to 75 days can be used.

Other leave

Employees over the age of 55, those with impairments, and those caring for a disabled child are all eligible for up to three additional paid days off. Parents with children under the age of 15 are entitled to an extra day per child.

06. Employment termination

Termination process

Dismissals are classified into two categories: regular and unusual. Dismissal on a regular basis occurs in the event of redundancy, incompetence, or misconduct. When an employee commits a crime, fails to report to work, presents false information, denies a transfer, or commits other major violations, this is considered extraordinary.

In both circumstances, the employer must notify the employee in writing and give the employee with an opportunity to defend himself.

In the case of an extraordinary dismissal, the termination must be in writing and must include the cause for the dismissal. It must also be delivered in person.

Notice period

The notice period for a regular dismissal is determined by the number of years the employee has worked for the company. The notice period is 15 days for employment of up to one year. The notice period is 30 days for employees with one to two years of service. For employment of more than two years, the notice period is 30 days plus two days for each additional year worked. If an employee is terminated for cause, the notice period is set at fifteen days. The notice period is fixed at seven days if the employee is terminated for failing to complete a probationary period. There is no notice requirement for extraordinary dismissal, but the employer must provide a termination notice within 30 days of the triggering incident.

Severance pay

When an employee is dismissed on a regular basis, he or she is entitled to a severance payment. For those who served between one and ten years, the employee receives one-fifth of the previous three months' average salary for each year served. Severance pay is 14 percent for those who served more than ten years; 1/3 for those who served more than twenty years.

Probation period

The employment agreement could include a probation period of no more than 6 months.

07. Working hours


Slovenia's standard work week is 40 hours spread over five days. Full-time work requires a minimum of 36 hours spread over at least four days. Employees performing hazardous jobs may work fewer than 36 hours per week.


Overtime is permitted only when an urgent business need or an emergency necessitates the additional work time. Employers must notify employees in writing of impending overtime, which cannot exceed eight hours per week, twenty hours per month, or one hundred and seven hours per year. On average, night work should not exceed eight hours per day. Overtime pay varies by industry and is typically included in the collective bargaining agreement.

Pregnant women, nursing mothers, and minors are not permitted to work at night, and other categories of employees, particularly parents of young children and the elderly, are permitted to work at night only with their consent.

08. Minimum wage


The monthly minimum salary is €1024.24.

09. Employee benefits


Employees pay a part of their gross wage to public health insurance, and the employer also contributes a share. The mandatory national health insurance covers all expenses for children and students, but not for adults, and coverage for prescription medicines is restricted. Slovenia also has private clinics and medical providers, and many people buy supplemental health insurance from private insurers to guarantee access to treatment beyond what is provided by the mandatory plan.

Employers generally do not offer additional private health insurance coverage. Employees of large companies are often given lunch coupons.

10. Why Rivermate as your Employer of Record / PEO?

Establishing an entity in


to hire a team takes time, money, and effort. The labor law in


has strong worker employment protection, requiring great attention to details and a thorough awareness of local best practices. Rivermate makes expanding into


simple and effortless. We can assist you with hiring your preferred talent, managing HR and payroll, and ensuring compliance with local legislation without the hassle of establishing a foreign branch office or subsidiary. Our PEO and Global Employer of Record solutions in


give you peace of mind so you can focus on running your business.

Please contact us if you'd like to learn more about how Rivermate can help you hire employees in


via our Employer of Record / PEO solution.

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