Managing employee leave and vacation entitlements is a crucial aspect of compliance and employee satisfaction when operating in Slovenia. The country's labor laws provide clear guidelines on various types of leave, ensuring employees receive adequate time off for rest, personal matters, illness, and family responsibilities. Understanding these regulations is essential for employers to maintain legal compliance and foster a positive working environment.
Slovenian labor legislation outlines minimum requirements for annual leave, public holidays, sick leave, and various forms of parental and other special leaves. Employers must adhere to these statutory minimums, and collective agreements or individual employment contracts may provide for more favorable terms. Navigating these requirements ensures smooth operations and proper employee management.
Annual Vacation Leave
Employees in Slovenia are entitled to a minimum amount of paid annual leave. The statutory minimum is four weeks per calendar year, regardless of the employee's length of service. This minimum is calculated based on a full-time work week.
Specific categories of employees are entitled to additional days:
- Employees aged 53 or older: At least three additional days.
- Employees with a child under 15 years of age: At least two additional days per child.
- Employees with disabilities or chronic illnesses: At least three additional days.
The total annual leave entitlement can be further increased based on factors such as years of service, complexity of work, working conditions, and social circumstances, as defined by collective agreements or internal company rules. Annual leave is typically taken in agreement with the employer, considering the needs of the work process and the employee's wishes. At least two weeks of leave must be taken consecutively. Leave from the previous year can generally be carried over and used by June 30th of the following year, provided at least two weeks were taken in the current year.
Public Holidays
Slovenia observes a number of 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 increased pay or compensatory time off, as stipulated by law or collective agreements.
Here are the public holidays observed in Slovenia in 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| January 2 | New Year's Day |
| February 8 | Prešeren Day, Slovenian Cultural Holiday |
| April 20 | Easter Sunday |
| April 21 | Easter Monday |
| April 27 | Day of Uprising Against Occupation |
| May 1 | May Day |
| May 2 | May Day |
| June 8 | Whit Sunday |
| June 25 | Statehood Day |
| August 15 | Assumption Day |
| October 31 | Reformation Day |
| November 1 | All Saints' Day |
| December 25 | Christmas |
| December 26 | Independence and Unity Day |
Sick Leave
Employees in Slovenia are entitled to sick leave in case of illness or injury. The process and compensation for sick leave depend on the duration of the absence.
- Short-term sick leave (up to 30 days per calendar year): For the first 30 working days of absence in a calendar year, compensation is typically paid by the employer. The compensation rate is usually 80% of the employee's average wage from the previous 12 months, although collective agreements may specify higher rates. A doctor's certificate is required.
- Long-term sick leave (exceeding 30 days per calendar year): For absences exceeding 30 working days in a calendar year (or 90 days for the same illness over two years), compensation is paid by the Health Insurance Institute of Slovenia (ZZZS). The compensation rate is typically 80% of the employee's average wage from the previous 12 months, but can be higher (e.g., 90% or 100%) depending on the reason for absence (e.g., work injury, occupational disease, organ donation). A doctor's certificate and approval from a medical commission are required for longer absences.
During sick leave, the employment relationship remains active, and the employee is protected against dismissal, except in specific circumstances defined by law.
Parental Leave
Slovenian law provides comprehensive entitlements for parental leave, including maternity, paternity, and parental leave, as well as adoption leave. These leaves are designed to allow parents time to care for their newborn or newly adopted child.
- Maternity Leave: A female employee is entitled to 105 days of maternity leave. This leave typically starts 28 days before the expected date of birth and continues after the birth. Compensation during maternity leave is paid by the Health Insurance Institute of Slovenia and is calculated based on the employee's average wage.
- Paternity Leave: A father is entitled to 30 days of paid paternity leave. This leave can be taken flexibly until the child reaches the age of three. Compensation for paternity leave is paid by the Health Insurance Institute of Slovenia.
- Parental Leave: After the expiration of maternity and paternity leave, parents are jointly entitled to 260 days of parental leave for the first child (additional days for multiple births). This leave can be used by either parent or shared between them until the child reaches the age of eight. Compensation during parental leave is paid by the Health Insurance Institute of Slovenia.
- Adoption Leave: Similar entitlements apply to employees who adopt a child, with leave durations depending on the child's age at adoption.
Compensation for parental leaves is generally calculated based on the parent's average wage, with payments made by the Health Insurance Institute of Slovenia.
Other Types of Leave
In addition to the main categories, Slovenian labor law and collective agreements recognize other types of leave that employees may be entitled to:
- Bereavement Leave: Employees are typically entitled to paid leave in the event of the death of a close family member (e.g., spouse, child, parent). The duration is usually 2-3 days, but can vary.
- Leave for Personal Circumstances: Employees may be entitled to a few days of paid leave per year for specific personal reasons, such as moving house, getting married, or attending certain family events.
- Study Leave: Employees pursuing education may be entitled to paid or unpaid leave for exams or other study-related activities, as defined by collective agreements or company policy.
- Sabbatical Leave: While not a statutory right for all employees, longer periods of unpaid leave (sabbatical) may be agreed upon between the employer en employee, often for personal development or extended travel.
- Leave for Force Majeure: In unforeseen circumstances preventing the employee from coming to work (e.g., natural disaster), paid leave may be granted.
The specific conditions, duration, and compensation (if any) for these other types of leave are often detailed in collective agreements or internal company regulations.
