Managing employee leave and vacation entitlements is a critical aspect of compliance and employee satisfaction when operating in Slovakia. Understanding the statutory requirements for various types of leave, including annual vacation, public holidays, sick leave, and parental leave, is essential for employers. Adhering to these regulations ensures fair treatment of employees and avoids potential legal issues.
Slovak labor law provides clear guidelines on minimum leave entitlements, aiming to balance employee well-being with business operations. Employers must be aware of these minimums and how they apply based on factors such as age and length of service. Navigating these requirements effectively is key to smooth HR operations in the country.
Annual Vacation Leave
In Slovakia, the minimum annual leave entitlement is set by law. Employees are generally entitled to a minimum of four weeks (20 working days) of paid annual leave per calendar year.
Employees who are at least 33 years old by the end of the calendar year are entitled to a minimum of five weeks (25 working days) of paid annual leave. This increased entitlement applies regardless of the employee's length of service.
The timing of vacation leave is determined by the employer, taking into account the employee's interests and the operational needs of the business. Employees are generally required to take at least four weeks of leave per year if they are entitled to it. Leave from the previous year should ideally be taken by June 30th of the following year.
Public Holidays
Slovakia observes several public holidays throughout the year. Employees are generally entitled to paid time off on these days. If an employee is required to work on a public holiday, they are typically entitled to premium pay or compensatory time off, as stipulated by law or collective agreement.
Here are the public holidays observed in Slovakia in 2025:
| Date | Holiday |
|---|---|
| January 1 | Day of the Establishment of the Slovak Republic |
| January 6 | Epiphany (Three Kings) |
| April 18 | Good Friday |
| April 21 | Easter Monday |
| May 1 | Labour Day |
| May 8 | Victory over Fascism Day |
| July 5 | Saints Cyril and Methodius Day |
| August 29 | Slovak National Uprising Anniversary |
| September 1 | Constitution Day of the Slovak Republic |
| September 15 | Our Lady of Sorrows Day |
| November 1 | All Saints' Day |
| November 17 | Struggle for Freedom and Democracy Day |
| December 24 | Christmas Eve |
| December 25 | Christmas Day |
| December 26 | St Stephen's Day |
Sick Leave
When an employee is temporarily unable to work due to illness or injury, they are entitled to sick leave. The employee must typically provide a medical certificate from a doctor to their employer.
Sick pay is not paid directly by the employer for the entire duration. Instead, it involves a combination of employer-paid compensation and state social insurance benefits.
- First 3 days: The employer pays 25% of the employee's daily assessment base.
- Days 4 to 10: The employer pays 55% of the employee's daily assessment base.
- From day 11 onwards: The employee receives sickness benefit from the Social Insurance Agency (Sociálna poisťovňa), typically at a rate of 55% of their daily assessment base, up to a maximum duration defined by law (generally up to 52 weeks).
The daily assessment base is calculated based on the employee's income in the previous year.
Parental Leave
Slovak law provides entitlements for leave related to childbirth and childcare, including maternity leave, paternity leave, and parental leave.
Maternity Leave
Maternity leave is primarily for mothers and typically starts 6 to 8 weeks before the expected date of childbirth. The standard duration is 34 weeks. For single mothers, it is 37 weeks, and for mothers who give birth to two or more children, it is 43 weeks. During maternity leave, the mother receives a maternity benefit from the Social Insurance Agency, calculated based on her previous income.
Paternity Leave
Fathers are also entitled to leave related to childbirth. A father can take leave for up to 28 weeks (or up to 31 weeks for a single father, or up to 37 weeks if caring for two or more children) to care for the child, typically after the mother's maternity leave ends, up to the child's third birthday. This is often referred to as parental leave taken by the father. Additionally, fathers are entitled to a specific paternity leave period of up to two weeks within the first six weeks after childbirth, provided they are registered as caring for the child. During this period, they may be entitled to paternity benefit from the Social Insurance Agency.
Parental Leave
Following maternity leave, either parent can take parental leave until the child reaches the age of three (or six if the child has long-term adverse health condition). During parental leave, the parent is entitled to a state-funded parental allowance, which is a fixed monthly amount, not based on previous income. The employer is obliged to hold the employee's position open or provide a comparable position upon their return from parental leave.
Adoption Leave
Similar entitlements apply in cases of adoption. The duration of leave and benefits are comparable to maternity and parental leave, depending on the age and number of adopted children.
Other Leave Types
Beyond the main categories, Slovak law and common practice recognize other types of leave:
- Bereavement Leave: Employees are entitled to paid leave in the event of the death of a family member. The duration varies depending on the relationship (e.g., one day for the death of a close relative, plus one day to attend the funeral).
- Study Leave: Employees may be granted leave for study purposes, often unpaid, though specific arrangements can be made or required by law in certain circumstances (e.g., professional development required by the employer).
- Sabbatical Leave: Sabbatical leave is not a statutory entitlement in Slovakia but may be agreed upon between the employer and employee, typically as unpaid leave for an extended period.
- Leave for Personal Obstacles: Employees are entitled to paid or unpaid leave for various personal reasons defined by law, such as attending a wedding, moving house, or accompanying a family member to a medical appointment. The specific entitlement depends on the event.
