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If you are interested in hiring a remote team in Slovenia, or even just individual remote employees in Slovenia, then you have come to the right place!
Rivermate is an Employer of Record (EOR) that offers Slovenia payroll solutions. As a Slovenia payroll provider, we will cover everything from salary, benefits, employer-to-employee contributions, and especially payroll compliance in Slovenia. We are confident Rivermate’s payroll solutions Slovenia will help you grow as a business—because now, you won’t have to worry about your payroll solutions Slovenia. We take care of everything payroll!
With Rivermate, you can run Slovenia payroll services in just one click—regardless of currency, benefits, insurance, and your local labor laws. Everything is automated. Our priority is for you to focus on your company’s strategy and growth.
Our Rivermate Global Payroll services are made especially for startups and scaleups. We know that startups try to be extra prudent when it comes to choosing a payroll provider, so it is our mission at Rivermate to be your most reliable and cheapest payroll provider option. So if you’re looking for global payroll providers for small businesses, look no further and book a call with us now!
Once you've determined the best Slovenia payroll option for your company, you'll need to collect some information from employees in order to add them to your payroll. Begin by acquiring their personal identification number, tax deduction card, and emergency contact information. When an employee begins working and provides you with their tax deduction card, they become a part of the social security system and are eligible for benefits.
Slovenia's social security system includes several categories into which both employers and employees pay, including:
1. Employees contribute 15.5% to pension and disability insurance, while employers contribute 8.85%.
2. Health insurance: Employees pay 6.36%, while employers pay 6.56%.
3. Employment contributions: Employees contribute 0.14%, while employers contribute 0.06%.
4. Parental insurance: Both pay 0.10%.
5. Workplace injury and disease: Employers contribute 0.53%.
Companies that wish to expand their operations globally have four different payroll options in Slovenia. These payroll options are:
1. Internal Payroll. This payroll option is applicable for already established companies in Slovenia. It includes devoting an entire Human Resources staff to running the company's payroll procedures.
2. Remote Payroll. Smaller firms may lack the capacity to handle their own payroll, but they may add their workers to the parent company's payroll. This action, on the other hand, requires considerable thinking. You must guarantee that you follow the rules and laws of each nation.
Working with a local outsourcing firm is one method to retain money in the local economy, but you'll still need to study all of the local rules and regulations, since you'll be held responsible.
3. Slovenia payroll outsourcing: Outsourcing your payroll to an Employer of Record in Slovenia, such as Rivermate, is another alternative for Andorra payroll outsourcing. We can manage all aspects of your payroll, including compliance. Send us a note and we'll get back to you as soon as possible!
It is the obligation of the employer to ensure that all payroll-related transactions are properly documented and recorded. All salaries and compensation payments must adhere to the local minimum wage as well as other applicable laws and regulations.
Rivermate's payroll services in Slovenia can assist you in staying in compliance with the country's ever-changing payroll rules. We provide an all-inclusive solution that covers everything from compliance and reporting to salary payments.)
Companies that have a business presence in Slovenia have different ways of managing payroll. However, most of the options you have for running payroll in Slovenia are either expensive or require establishing a subsidiary in Slovenia. The cheapest, most efficient, and most reliable payroll processing system in Slovenia is by outsourcing payroll to Employers of Record (EOR) in Slovenia. Rivermate is one of those Employers of Record.
At Rivermate, we offer you the most efficient, most compliant, and cheapest HR and Payroll Management services in Slovenia. We do this by taking care of your payroll-related needs, such as keeping track of your employees’ financial records, including incentives, gross and net salary, and payslips, all the while staying compliant with the labor laws in Slovenia. Because we do your online payroll management for you, you can have absolute focus on your business’ strategy and growth.
Rivermate is all about growth through collaboration and we achieve this by offering the most reliable yet cheapest services for managing payroll for small businesses in Slovenia.
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.
The monthly minimum salary is €1024.24.
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.
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.
