EOR Service in Slovenia

Hire, Onboard and Pay Employees in Slovenia Quickly and Efficiently

Hiring in Slovenia at a glance

CURRENCY
Euro (EUR)
working hours
40 hours, spread across five working days.
public/bank holidays
15
capital
Ljubljana
language
Slovenian
date format
DD/MM/YYYY
remote workers
1.2M
tax year
1 Jan- 31 Dec
minimum hourly salary
No minimum wage
CURRENCY
Euro (EUR)
working hours
40 hours, spread across five working days.
public/bank holidays
15
capital
Ljubljana
language
Slovenian
date format
DD/MM/YYYY
tax year
1 Jan- 31 Dec
payroll frequency
Monthly
GDP
$62.12B (2021)

Employer of Record in Slovenia

An EOR in Slovenia nullifies employment risks for foreign employers by ensuring compliant hiring. payrolling and benefits administration. By alleviating these aspects of employment,  employees can focus on screening the talent, creating a strong employer brand and managing the day-to-day activities of the employee. The EOR acts as the legal employer, easing administrative burdens for efficient compliance with Slovenian employment regulations. 



Why use Slovenia EOR?

EOR Costs in Slovenia

Why work in Slovenia?

What’s a Rich Text element?

The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

How to customize formatting for each rich text

Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.

Grow your team in Slovenia

Expanding your team in Slovenia involves strategic hiring aligned with business needs. Navigating Slovenia's employment landscape requires a local entity to handle compliance, payroll, tax, and benefits management. The intricacies of Slovenian employment regulations can be challenging, emphasizing the need for meticulous compliance. Opting for Gloroots's global Employer of Record (EoR) service empowers you to delegate the complexities of payroll, tax, benefits, and compliance to experts. With Gloroots handling the administrative burdens, you can focus on what truly matters: nurturing your team and fostering company growth in Slovenia.

Risks of misclassification

Misclassifying employees in Slovenia poses risks by potentially depriving them of legal protections. Engaging a PEO/EOR mitigates these risks, ensuring compliance with labor laws, accurate classification, precise payroll, and comprehensive benefits, allowing businesses to focus on core operations while entrusting employment responsibilities to experts.


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Employing in Slovenia

What’s a Rich Text element?

The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

How to customize formatting for each rich text

Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.

Tax

Tax and Social Security contribution:

Both employees and employers contribute to the social security system. As part of the Social Security program, it is mandatory for employers to provide their employees with contributions towards the pension fund system, Medicare coverage, life insurance, and labor risk insurance. 

Employers are required to pay a corporate income tax. The nation follows a progressive taxation model, wherein the tax rate on income rises proportionally with the company’s earnings.

Payroll Tax Contributor Rate
Pension Employer 8.85%
Health Insurance 6.56%
Unemployment 0.06%
Work Injury 0.53%
Maternity/Parental Care 0.10%
Total Employment Cost 16.10%

Payroll Tax Contributor Rate
Pension Employee 15.50%
Health Insurance 6.36%
Unemployment 0.14%
Maternity/Parental Care 0.10%
Total Employee Cost 22.10%

Employee Income tax

Rate Income Range
16% 0-8,755 EUR
26% 8,755-25,750 EUR
33% 25,750-51,500 EUR
39% 51,500-74,160 EUR
45% 74,160 EUR and above

Separation

Termination 

The termination procedures differ depending on the existing employment or collective agreement and hinge on the contract type and the grounds for termination. Two categories of dismissals exist: regular and extraordinary. Regular dismissal occurs for reasons such as incompetence or misconduct, while extraordinary dismissal is invoked when an employee engages in criminal activities, rejects a transfer, or commits a similarly severe breach. All dismissals, irrespective of type, must be formally communicated to the employer in writing, and the employee is entitled to present a defense. In cases of extraordinary dismissal, the termination notice must be both in writing and delivered in person.

Severance Pay

Employees receive severance pay based on their length of service:

1. Employees with one to ten years of service are entitled to 1/5 of their average salary from the preceding three months for each year of service.

2. For employees with more than ten years of service, the severance pay is 1/4 of the average salary from the previous three months for each year of service.

3. Those with over 20 years of service receive severance pay equivalent to 1/3 of their average salary for each year of service from the past three months.

Notice Period

In Slovenia, the notice period is contingent on the employee's tenure:

1. For service up to one year, a 15-day notice is applicable.

2. Employees with one to two years of service have a 30-day notice period.

3. Those with over two years of service require 30 days' notice plus an additional two days for each year served beyond two.

In cases where the employee has not completed their probation period, the notice period is shortened to 7 days; for at-fault dismissals, it is 15 days.

There is no notice period for an extraordinary dismissal. However, the employer must still communicate the termination within 30 days of the incident leading to termination.

Probation period

In Slovenia, the probationary period is specified within the employee's employment contract and cannot exceed six months.

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