Onboard, pay and manage employees in Slovenia with Deel.
Usually, to hire in Slovenia, your business needs an entity. That means a local office, an address registered as a subsidiary, and an account with a local bank. All of this, plus navigating regional benefits, payroll, tax, and HR laws, can take months.
Deel lets you hire employees in Slovenia quickly, easily, and compliantly. We even automate tax document collection, payroll, benefits, and more. For your existing direct employees, we can manage your entire payroll operation from end-to-end.
All the necessary benefits for Slovenia
built right in
Deel allows you to provide localized benefits for employees in Slovenia within minutes. All in one manageable online dashboard.
- Holiday Allowance
- Meal Allowance
- Pension Insurance
- Public Health Insurance
- Work From Home Allowance
- Workers Compensation Insurance
- Private Healthcare - Unisure (optional)
- Private Healthcare - Allianz (optional)
Our quickstart guide to hiring in Slovenia
Navigate the tabs below to learn everything you need to know about hiring an employee in Slovenia
Minimum Wage Requirements
Individual Income Tax
The individual income tax ranges from 16% to 50%. Income tax is calculated [according to progressive rates]. Multiple additional factors may impact overall rates such as the household status and the number of children.
|Gross Annual Income||Tax Rate (%)|
|Up to EUR 8,500||16%|
|Up to EUR 25,000||26%|
|Up to EUR 50,000||33%|
|Up to EUR 72,000||39%|
|Over EUR 72,000||50%|
The employer cost range is 16.64% of the employee's salary.
- Pension and invalidity insurance - 8.85%
- Health insurance contributions - 6.56%
- Unemployment insurance contribution - 0.60%
- Occupational injury contribution - 0.53%
- Parental protection contribution - 0.10%
- Meal & Travel Allowance - EUR 175.12*
- Work from Home Allowance - EUR 50
Holiday Bonus - EUR 1,203.36
Overtime Pay & Maximum Hours
Standard working hours are 40 hours per day, 8 hours per week. The standard work week is from Monday to Friday.
Overtime payment is not mandatory. Hours outside of standard work hours can be considered overtime. Overtime wages should be agreed between the parties.
Employees are entitled to 130 days of parental leave each. This leave is extended in the event of the birth of twins or more children at the same time, a prematurely born child, or a child who needs additional care.
The amount of parental benefit is equal to 100% of the basic salary and may not be more than 2.5 times the amount of the average monthly wage.
There is no limitation to sick leave only if the employee presents a medical certificate. If the illness or injury is work-related, the first 30 days are borne by the employer. After that, it is covered by social security.
The amount of coverage and responsibility of payment will depend on the cause of leave. For example, sick leave for the child and injury at work will be paid by the Health Insurance.
Terminations must respect complex rules and the rules of an employee’s employment country. The off-boarding is always handled by the Employer with the primary stakeholders. It may include ad-hoc fees as well as required or recommended steps on specific termination cases.
Terminations can be done by mutual agreement, by the employer or employee. Contracts can only be concluded in writing and no other type of communication will be accepted.
The most common types of dismissal:
- Regular dismissal: in case of redundancy, incompetence, or misconduct. The employee is entitled to severance pay. For those who served between one year and 10 years, the employee receives 1/5 of the average salary from the previous three months for every year served. For those who served more than 10 years, severance is ¼; over 20 years gets 1/3.
- Extraordinary: when an employee commits a crime, fails to show up for work, presents false data, declines a transfer, and other serious breaches. The termination must be delivered in writing and express the reason for the termination and must be delivered in person.
The notice period will depend on what's agreed on in the employment contract. The maximum notice period is 60 days, and in case less notice is required by one of the parties it will have to comply with the law:
- Up to one year of employment 15 days
- After one year of employment 30 days.
Severance for Employees
The amount of severance pay is regulated by the Companies Act. And the payment will depend on the type of termination. Therefore early terminations, due to specific reasons, will be entitled to severance.
In case of severance will apply, the amounts will depend on each case, including the length of the employment. The following wages can be considered as a guide:
- If the employee has been employed for up to 10 years, severance will be half the average monthly gross salary for the past three months for each year of work.
- If the employee has been employed for up to 20 years, severance will be 1/4 the average monthly gross salary for the past three months for each year of work.
- If the employee has been employed over 20 years, severance will be 1/3 the average monthly gross salary for the past three months for each year of work.
Paid Time Off
Slovenia celebrates both 15 national holidays.
National public holidays include:
- New Year's Day
- Prešeren Day, the Slovenian Cultural Holiday
- Day of Uprising Against the Occupation
- Labour Day
- Statehood Day
- Day of Remembrance for the Dead
- Independence and Unity Day
- Feast of the Assumption
Employment Contract Details
Hiring in Slovenia, hassle-free
With Deel, your business can easily hire employees in Slovenia with our EOR solution. If you have an entity, our Global Payroll solution takes care of payroll and compliance for your direct employees. Our 250+ in-house experts handle everything from managing local laws, complex tax systems, or your payroll in Slovenia and 150+ countries.
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*of employee salary