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Euro (EUR) – €
16.64%
Slovenian
2.1 million
Monthly
Emerald can hire and payroll your workers, quickly and compliantly with their ready to go entity. Make growing your team simple with Emerald as a global partner.
Hiring employees in Slovenia offers several advantages as well as some drawbacks. On the positive side, Slovenia boasts a highly educated workforce with strong skills in fields such as engineering, IT, and finance, largely due to its well-regarded educational system. The cost of labour in Slovenia is competitive compared to Western Europe, providing a cost-effective solution for companies while maintaining high-quality standards. Additionally, Slovenia’s central location in Europe facilitates easy access to major European markets, and its stable political and economic environment contributes to a reliable business climate.
However, employers may face challenges such as navigating complex labour laws and regulations, which can be time-consuming and require careful compliance. Additionally, while English proficiency is relatively high in urban areas, it may be lower in more rural regions, potentially affecting communication within international teams. Furthermore, the relatively high social security contributions and benefits, including mandatory holiday pay and severance, can add to the overall employment costs.
Employers should consider hiring remotely in Slovenia to access a highly skilled and multilingual workforce, particularly in sectors like technology and finance. Slovenia’s robust digital infrastructure supports efficient remote work, allowing employers to leverage local talent without geographical constraints.
The country’s talent pool is well-versed in English and other major languages, facilitating smooth communication in international teams. Moreover, hiring remotely from Slovenia can offer cost advantages, as labour costs are generally lower than in Western Europe, while still ensuring high standards of work. This flexibility also allows employers to tap into Slovenia’s competitive and specialized skill sets, enhancing innovation and productivity across global projects.
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Typically lasts up to 6 months.
Emerald Technology can onboard employees in Slovenia within 48 hours.
In Slovenia, maternity leave is provided to mothers for a duration of 105 days, beginning 28 days before the expected birth date. During this period, the mother receives a maternity benefit, which is fully funded by the state and calculated based on her average earnings over the previous year.
Fathers are entitled to 30 days of paternity leave from the birth of their child, covered in full by the employer.
In Slovenia, parental leave is available to both parents, with each entitled to 160 days of leave following the birth or adoption of a child. Of these 160 days, 60 are non-transferable, ensuring both parents take some time off to care for the child, while the remaining 100 days can be transferred between them. This allows one parent to potentially take up to 260 days of leave if the other transfers their share. Parental leave can be taken full-time or part-time, and during this period, parents receive a state-funded parental allowance based on their average earnings, ensuring financial support while maintaining job security.
The first 20 days are covered by the employee if a medical certificate is provided. Beyond this 85% of the regular salary will be covered by social security.
As the legal employer, Emerald Technology requires the following employee documents to ensure complete compliance:
When an employer dismisses an employee it must be with just cause and they must give them notice. The notice period starts from the day after the employer notifies the employee of the termination. Notice must be given in accordance with the following schedule at a minimum:
7 days’ notice for dismissal during probation period | |
15 days’ notice for up to 1 year of service | |
30 days’ notice for 1 to 2 years of service | |
80 days’ notice for above 2-5 years of service. |
If an employee is made redundant, they are entitled to a payment based on years of continuous service.
In Slovenia, severance pay is required for employees who are terminated due to business reasons or if they are dismissed after reaching the age of retirement. The amount of severance pay depends on the length of service with the employer: | |
| Up to 1 year of service | 1/5 of the employee’s average monthly salary for each year of service. |
| 1 to 10 years of service | 1/4 of the employee’s average monthly salary for each year of service. |
| More than 10 years of service | 1/3 of the employee’s average monthly salary for each year of service. |
Annual Leave: Full time workers in Slovenia are eligible for at least 20 days of paid vacation.
€1,253.90 per month
Typically 40 hours (maximum) but must be at least 36 hours to be considered full-time employment.
In Slovenia, employees are entitled to overtime pay at a minimum rate of 130% of their regular wage for hours worked beyond the standard 40-hour workweek. The law limits overtime to 8 hours per week and 170 hours per year, with a possible extension to 230 hours in exceptional cases.
Monthly
Not required by law
| Income Bracket (EUR) | Tax Rate |
| Up to 8,500 | 16% |
| 8,501 – 25,000 | 27% |
| 25,001 – 50,000 | 34% |
| Over 50,000 | 39% |
In Slovenia, there is a universal health insurance managed by the Health Insurance Institute of Slovenia and it means that all citizens and legal residents are required to have health insurance coverage. This means that it is mandatory for employed individuals to be covered and their contributions are automatically deducted from their salaries. Employers contribute around 8.45% of each employee’s gross salary and employees contribute 6.36% of their gross salary to health insurance.
In Slovenia, social security contributions are managed by the Social Security Institute of Slovenia to ensure there is funding for benefits such as pensions and health insurance. It is mandatory for employers and employees to pay towards social security. Employers contribute approximately 17.36% of each employee’s gross salary and employees contribute around 22% of their gross salary. There is also a contribution ceiling which means that contributions are only calculated up to a maximum income level, meaning that anyone who earns above this threshold does not pay additional contributions.
Similar to other countries, Slovenia has strict rules on classifying individual contractors and full-time employees differently. Misclassifying your workers can put your business at risk of fines.
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