The Slovak Republic is a central European parliamentary democracy that is well-known for its stunningly beautiful mountainous landscape as well as its historic and culturally significant old towns.
One of the countries in Europe with the highest level of social equality is Slovakia, thanks to its robust social security system and a free market economy. The 2.8 million people who are employed in Slovakia enjoy a high quality of life since the country provides free education, free healthcare for all residents, and excellent work-life advantages.
Why work in
Slovakia has recently become a prominent outsourcing destination. The country's manpower is available at very competitive rates while offering excellent work results.
Slovakia is a very appealing outsourcing market, particularly for enterprises situated in other European countries, because the time difference and cultural differences are low. There is also no need to be concerned about language obstacles, given that the majority of university graduates have a very excellent command of English.
Through the Gloroots’ Recrew platform, you can discover amazing talent in the Slovakia.
Grow your team in
Growing your team in Slovakia demands meticulous attention to hiring the right talent at the opportune moments for specific roles. Complying with Slovakia's employment regulations necessitates a local legal entity and access to local resources for seamless management of payroll, tax, benefits, and compliance, which can be challenging due to intricate employment laws.
Gloroots' esteemed global Employer of Record (EoR) service eases this burden by handling payroll, tax, benefits, and compliance, empowering you to focus on your paramount priorities: nurturing your employees and fostering exponential company growth.
Risks of misclassification
In Slovakia, misclassification of workers poses significant risks for businesses. Incorrectly classifying employees as independent contractors or freelancers can lead to legal and financial repercussions, including penalties and back pay for unpaid taxes and benefits. Non-compliance with labor laws and regulations may result in fines and damage to a company's reputation.
To mitigate these risks, partnering with a reputable PEO/EOR in Slovakia is crucial.
Employing in Slovakia entails adhering to the labor laws and regulations that safeguard the rights of the country's workforce, which comprises approximately 2.5 million individuals. The Slovakian Labor Code encompasses provisions to prevent discrimination based on age, religion, sexual orientation, gender expression, and race, ensuring equal opportunities for employees.
For enterprises seeking to hire employees in Slovakia, consulting with Gloroots is highly recommended to obtain comprehensive information on available options and to navigate the intricacies of the Slovakian employment landscape effectively.
Legal aspects of employing in
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In Slovakia, employment agreements must be in writing to be legally valid, and both the employee and employer must receive a copy. The contract must include essential terms such as the identification of both parties, commencement date (and employment duration for temporary contracts), workplace, job description, basic salary, and other compensation or benefits (unless specified in a collective agreement), payment details, working hours, total holidays, notice periods for termination, and any probation period if applicable.
By default, employment agreements in Slovakia are considered permanent, but fixed-term contracts are allowed as long as they don't exceed two years. The employment contract must be concluded no later than the employee's first day at work, ensuring clear terms and conditions for the employment relationship.
It’s important for employers to understand the intricacies of these programs before making a hire.
This might sound overwhelming—but it doesn’t have to be. A solution like Gloroots eliminates the barriers for you. With Gloroots’ Employer of Record offering, hiring and managing employees globally is a piece of cake.
Get an overview of what you need to know when hiring in Slovakia.
The typical workweek consists of 40 hours, with 8 hours dedicated to each working day.
All work exceeding the standard weekly working hours is considered overtime and is subject to regulation through employment contracts or collective agreements.
Overtime hours, which surpass 40 hours per week, are remunerated at a rate of 125% of the employee's average salary rate. In the case of work performed during night hours, overtime is compensated at 140% of the standard salary rate. Additionally, work completed on Saturdays is rewarded at 150% of the regular salary rate, while overtime on Sundays warrants a compensation rate of 200% of the standard salary rate.
Notably, executives and C-level workers are exempt from overtime regulations.
Public holidays that occur on weekends are typically forfeited or lost.
If a female employee is going to have a baby, she can take 34 weeks of paid time off from work. But if she's expecting more than one baby, like twins, she can have up to 43 weeks of maternity leave. And if she's a single mom, she can take 37 weeks off with pay. Normally, she can start her maternity leave about six to eight weeks before her baby is due, but it must be at least 14 weeks in total as required by the law.
During this time, the Social Security agency will give her 75% of her daily salary as her maternity pay.
The usual payroll frequency is monthly, with employers required to make salary payments at least once every month.
The minimum wage set by the government is 700.00 EUR per month.
Employees who have worked for their employer for a minimum of 60 days are eligible for at least four weeks of annual leave. However, employees over the age of 33 and those with children are entitled to five weeks of annual leave.
Slovakia's labor law recognizes 15 public holidays, which include Easter Sunday, during which employees are typically not obliged to work. If an employee's job requires work on any of these public holidays, they are entitled to receive double pay for their services.
To be eligible for sick leave, the absence must be approved by a medical professional.The employer covers the cost of sick leave for the initial 3 days at 25% of the employee's regular pay rate. From the 4th to the 10th day of sickness, the compensation is at 55% of the employee's standard salary. After the 11th day, sick leave is compensated by the Social Insurance Agency at 55% of the employee's regular salary.
SOCIAL SECURITY AND OTHER TAX