Slovenia is located in southern Europe, east of Italy and south of Austria. It was part of Yugoslavia until it declared independence in 1991. It was one of 10 countries to become a member of the European Union in 2004 and, in 2007, became the first of those 10 countries to begin using the euro. Information and communications technologies are major industries in Slovenia and have grown rapidly in the last decade, along with financial services and e-business. Forestry, traditionally a large part of Slovenia’s economy, remains alive and well in the country today, with woodworking and the production of pulp, paper, and other wood products continuing to be important industries.
Employment contracts in Slovenia are either indefinite or for a fixed term. Indefinite contracts are favored; fixed-term contracts may not be for longer than two years and are only allowed for legally recognized reasons such as work that will last for a definite and defined period, seasonal work or a few other situations. The fixed-term contract must state the reason for the fixed term.
Written contracts are the norm and are strongly recommended. Written employment contracts may be in any language as long as there is also a version in the Slovene language. The employee must be given a draft contract at least three days before the planned signing date and must receive a copy of the final signed contract.
The employment contract should state:
The standard work week in Slovenia is 40 hours over five days. The minimum number of hours for full-time work is 36, and they must be distributed over at least four days. Employees whose jobs are particularly dangerous may work less than 36 hours per week.
Overtime is allowed only when there is an urgent business need or an emergency that makes the extra work time absolutely necessary. An employer must give employees written notice of upcoming overtime, and it may not exceed eight hours per week, 20 hours per month, or 170 hours per year.
Night work may not exceed eight hours per day on average. Pregnant women, nursing mothers, and minors may not work at night, and other classes of employees, particularly parents of young children and the elderly, may only work at night if they have agreed to do so.
Employees receive a month of paid sick leave during which the employer pays a substantial portion of the employee’s salary. If the employee is absent because of a work-related illness or accident, the employer pays 100% of their wages. The employee should notify the employer as soon as possible and present a medical certificate as soon as they can. After 30 days, the employee will receive a social security benefit until they either return to work or are declared disabled and their employment is terminated. The amount of the social security payment depends on several factors and can vary significantly.
Female employees who have made a year of parental protection insurance payments within the last three years receive 105 days of paid maternity leave, beginning 28 days before the estimated date of birth. They must take a minimum of 15 days of leave. The mother, if she is eligible, receives a social security maternity benefit determined using a base amount calculated from past social security contributions. The amount paid will be between a minimum amount of 55% of a base minimum salary and twice the average monthly salary in the country.
Fathers receive 30 days of paid paternity leave. The first 15 days must be taken in the first six months of the child’s life, while the remaining 15 may be used any time before the child has finished first grade. Each parent receives 130 days of parental leave to care for a child. The mother may transfer up to 100 days to the father, while the father may transfer his entire allocation to the mother.
Parental leave is longer in cases of multiple births, premature births, and children who require special care. Employees who adopt a child receive up to 130 days of leave, beginning no later than 15 days after the child is placed with the family, and which can be taken until the child has completed their first year of school.
Bonuses are fairly common in Slovenia. Many employees receive a 13th month’s salary at Christmastime or shortly after the new year begins. “Jubilee” bonuses for the anniversary of an employee’s start with the employer, and performance-based bonuses are sometimes paid.
Employees in Slovenia are entitled to a minimum of 20 days of paid annual leave. Employees who are 55 or older, who are disabled or who are caretakers for a disabled child receive three extra days. Collective bargaining agreements may grant additional leave to some or all employees covered by the agreement. Unused days of leave may be carried over to the next year but must be used by June 30. An employer may require that an employee use at least two weeks of leave in the current calendar year. Employees also receive up to seven days of paid personal leave for events such as family weddings, births, and deaths. There is no statutory provision for unpaid leave, but employees may take it if the employer agrees.
Slovenia observes the following holidays:
Employees contribute a portion of their gross salary towards public healthcare insurance and the employer contributes a percentage as well. The compulsory national health insurance covers all costs for children and students, but not for adults, and coverage for prescription drugs under the compulsory insurance is limited. Slovenia also has private clinics and medical providers, and many residents purchase additional health insurance from private insurers to ensure access to care beyond what the compulsory plan provides.
An employer may terminate an employee using normal termination procedures because of a business or economic reason such as redundancy, because the employee has become disabled or otherwise become incompetent to do their job, because of misconduct, or because the employee has failed their probation period. Notices of termination should always be in writing, and should state the reason for the termination.An employee who fails the probation period may be terminated with one week of notice.
We understand that local laws and regulations change and sourcing an accurate reference guide is not easy. Our data is researched and verified by our team of local international Employment Attorneys, HR and Benefit Professionals and Tax Accountants through our Atlas team and consultants, to ensure information up-to-date and accurate.
Our team of regional experts are here to support you with your global expansion plans. If you have any questions, just get in touch and we will be delighted to help.