Leave Policy in Slovenia

Slovenia's leave framework is governed by two statutes: the Employment Relationships Act (ZDR-1) and the Parental Protection and Family Benefits Act (ZSDP-1). Together, they set minimum entitlements that apply to all employees, regardless of contract type.

Key entitlements at a glance:

• 20 working days minimum annual leave under ZDR-1
• 105 days of maternity leave paid at 100% of the assessment base under ZSDP-1
• 160 days of parental leave per parent (320 days combined) under ZSDP-1
• 15 days of paternity leave at 100% of base pay, capped at 2.5 times the average monthly wage
• 13 public holidays across 15 calendar days

Gloroots supports employers managing Slovenian workforce compliance through its Global Employer of Record (EOR) service, providing local execution with centralized governance across employment, payroll, and statutory benefits.

Leave Policy at a Glance

Overview and Legal Basis for Leave in Slovenia

Slovenia's leave framework rests on two primary statutes. The Employment Relationships Act (ZDR-1) governs annual leave, sick leave, and personal circumstances leave. The Parental Protection and Family Benefits Act (ZSDP-1) covers maternity, paternity, parental, and adoption leave. The Health Care and Health Insurance Act (HCHIA) sets sick pay rates and regulates blood donation leave.

Statutory rules define minimum entitlements. Collective bargaining agreements (CBAs) and individual employment contracts may improve on those minimums but cannot fall below them. Employers using an entity-free employment model should understand how does EOR work to manage compliance with these layered obligations.

Leave categories covered under Slovenian law include:

• Annual leave
• Sick leave
• Maternity leave
• Paternity leave
• Parental leave
• Adoption leave
• Personal circumstances leave
• Blood donation leave

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Annual Leave (Earned / Privilege Leave)

Employees in Slovenia are entitled to a minimum of 20 working days (four weeks) of paid annual leave per calendar year under ZDR-1. Entitlement applies regardless of full-time or part-time status and is prorated during the first year of employment.

Additional days are granted based on personal circumstances. Qualifying factors include length of service, having children under 15, holding a disability rating of at least 60%, and caring for a child with special needs. Employees aged 55 and over receive an additional three days of annual leave under ZDR-1.

Standard carry-forward rules require employees to use at least two weeks of leave before the calendar year ends. The remaining balance may be taken by 30 June of the following year, by agreement with the employer. When leave goes unused because of illness, maternity leave, or parental leave, the carry-forward period extends to 31 December of the following year.

Encashment of unused annual leave is not permitted during active employment. Employees cannot receive a cash payment in lieu of untaken leave while the employment relationship continues. Encashment is only allowed on termination, and only when the employee could not take the leave before the contract ended. Employers comparing these rules with those in neighboring EU countries may find the leave policy in Germany a useful reference point.

Employers must schedule leave in a way that allows employees to use their full entitlement. Employees are expected to give reasonable notice when requesting specific dates, and the employer may adjust timing based on operational needs, provided the statutory minimums are met.

Public Holidays

Slovenia observes 13 public holidays spanning 15 calendar days in 2025. New Year's Day and Labour Day each carry a two-day observance, which accounts for the difference. If a public holiday falls on a weekend, it is not shifted to the next working day.

Employees required to work on a public holiday are entitled to a wage premium set by the applicable collective bargaining agreement (CBA). This table will be reviewed annually as movable dates change each year.

Easter Monday and Whit Sunday are movable. In 2026, Easter Monday falls on 6 April and Whit Sunday on 24 May.

Sick Leave

Slovenian sick leave rules split the cost between the employer and the Health Insurance Institute of Slovenia (ZZZS, known in English as HIIS).

For non-occupational illness, the employer pays compensation for the first 20 working days per sick leave instance, capped at 80 working days per year. For occupational illness or a work accident, the employer's obligation extends to the first 30 working days. ZZZS takes over from day 21 or day 31 onward, respectively, and continues until the employee returns to work or employment ends.

Compensation rates are set by the Health Care and Health Insurance Act (HCHIA), Article 31, paragraph 3. The rates are as follows: illness, 80% of the base (rising to 90% after 90 days of HIIS-covered absence); injury outside work, 70% (rising to 80%); occupational illness or work accident, 100%; organ donation or legally ordered isolation, 100%; and care for a sick family member, 80%.

Employees must submit a medical certificate promptly after the absence begins. Employers managing sick leave across multiple countries, including Slovenia, can compare funding structures with the leave policy in Poland, where a similar employer-then-state payer model applies.

Casual Leave

Slovenia does not have a statutory casual leave category separate from annual leave. The closest equivalent under the Employment Relationships Act (ZDR-1) is personal circumstances leave, which is distinct from annual leave.

Employees are entitled to up to 7 days of paid personal circumstances leave per year in total. Qualifying events include: own wedding, death of an immediate family member, a serious accident affecting the employee, and escorting a child to school on their first day of primary school.

The 7-day entitlement is an annual cap across all qualifying events, not a per-event allocation.

Maternity Leave

In Slovenia, mothers are entitled to 105 days of paid maternity leave. Leave typically begins 28 days before the anticipated delivery date. A minimum of 15 days must be taken, as required by law.

Compensation is paid at 100% of the employee's assessment base with no upper cap. The payer is the Health Insurance Institute of Slovenia (ZZZS), not the employer. To qualify, the employee must have made insurance contributions to the Parent Protection Insurance for at least one year in the three years before the pregnancy.

During breastfeeding, employees are entitled to at least one hour of paid break per day. This break counts as working time.

Employers in other European markets handle maternity pay structures differently. For a comparison, see the leave policy in Estonia, where parental leave provisions are among the most extensive in the EU.

Paternity Leave

In Slovenia, fathers are entitled to 15 days of statutory paternity leave under the Parental Protection and Family Benefits Act (ZSDP-1). This entitlement is set by law and is not discretionary.

The benefit is paid by the Health Insurance Institute of Slovenia (ZZZS), not the employer. Fathers receive compensation equivalent to 100% of their base salary during this period, subject to a statutory cap.

Fathers may also draw on their share of the parental leave allocation (130 days per parent) separately from paternity leave. The two entitlements are distinct under ZSDP-1 and can be used independently.

Adoption and Surrogacy Leave

Under ZSDP-1, adoptive parents in Slovenia are entitled to the same parental leave benefits as biological parents, provided the adopted child has not yet started first grade. Both adoptive parents qualify under this framework.

If the adopted child has already completed first grade at the time of adoption, the entitlement is reduced to 30 days. This reduced period applies regardless of which parent takes the leave.

The adoption leave entitlement sits within the same ZSDP-1 parental leave structure. Adoptive parents access the same 130-day-per-parent allocation that applies to biological parents, subject to the age-based conditions above.

ZSDP-1 does not explicitly address surrogacy arrangements. Surrogacy cases are treated under the general maternity and parental leave provisions of ZSDP-1, based on the legal status of the person who gives birth and the person who actually cares for the child, with no specific statutory surrogacy-leave entitlement.

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Bereavement Leave

Bereavement leave in Slovenia falls under the seven-day personal circumstances leave provided by ZDR-1. This leave is paid and applies when an employee loses a close family member.

Qualifying relationships include a parent, child, spouse, or common-law partner. Applicable collective bargaining agreements (CBAs) may extend entitlements beyond the statutory minimum. Employers should verify the relevant CBA for their sector before applying the baseline rule.

Other Leave Types

Slovenian law provides several additional leave categories beyond the core entitlements. Each type carries distinct rules on pay, duration, and reinstatement rights.

Parents of twins, children born prematurely, or children requiring special care are entitled to extended parental leave under ZSDP-1. Specific additional days depend on the circumstances. Leave policy in Poland offers a useful comparison for employers managing Central European workforces.

Parents of young children may work reduced hours under ZDR-1 and ZSDP-1. One parent caring for a child has the right to work part-time until the child reaches 3 years of age. If the parent is caring for at least two children, the right extends until the youngest child reaches 8 years of age. For a child with certain severe disabilities, the right may continue until the child is 18.

• Education leave: Paid leave is granted for first-time exam sittings under ZDR-1, covering both work-related and unrelated study programs.
• Military leave: The employment contract is suspended, not terminated, during military service. Reinstatement rights are protected by law.
• Jury duty leave: Unpaid and mandatory under Slovenian law.
• Voting leave: Unpaid and mandatory under Slovenian law.
• Blood donation leave: Paid leave granted per donation. Costs are reimbursable from the Health Care Insurance Institute of Slovenia (ZZZS) under the Health Care and Health Insurance Act (HCHIA).

Carry-Forward and Leave Encashment Rules

Unused annual leave beyond two weeks may be carried forward and taken by June 30 of the following year, provided the employer and employee agree in writing.

The carry-forward window extends to December 31 of the following year when leave goes unused due to illness, injury, maternity leave, or parental leave. In those cases, the extended deadline applies automatically under ZDR-1.

ZDR-1 prohibits paying out unused annual leave while employment is active. Encashment is permitted only on termination, and only when the employee was objectively unable to take leave before the employment relationship ended. For full details on annual leave entitlements, see the Annual Leave section above.

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Best Practices for Managing Leave Compliantly in Slovenia

Compliant leave management in Slovenia requires consistent documentation and clear internal policies. Four practices reduce legal exposure and support employee relations.

• Maintain written leave policies that meet or exceed ZDR-1 and ZSDP-1 minimums for annual, parental, and personal circumstances leave.
• Communicate all entitlements clearly to employees, including the sub-categories of personal circumstances leave and any applicable collective bargaining agreement (CBA) obligations.
• Document every leave request and approval. Require medical certificates where Slovenian law mandates them, and retain records for the statutory period.
• Where CBAs apply, review obligations regularly and consider offering flexibility above the statutory floor to remain competitive in the local market.

Companies managing Slovenian employees through EOR services can standardize these practices across their workforce without maintaining a local entity, keeping compliance governance centralized and auditable.

Managing Leave Policy in Slovenia with Gloroots

Slovenia's leave framework spans three statutes: ZDR-1 (Employment Relationships Act), ZSDP-1 (Parental Protection Act), and the Health Care and Health Insurance Act (ZZVZZ). Each statute assigns different obligations to employers and the national insurer, ZZZS.

Collective bargaining agreements add another layer, often extending minimums set by statute. Tracking which rules apply to each employee, and which costs fall to the employer versus ZZZS, requires precise record-keeping across every leave type.

Gloroots manages this through its employer of record software, which tracks leave balances, coordinates ZZZS reimbursement claims, integrates leave data with payroll, and produces audit-ready reports. See pricing for country-specific cost details.

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Frequently Asked Questions About Leave Policy in Slovenia

What is the minimum annual leave entitlement in Slovenia?

Employees in Slovenia are entitled to a minimum of 20 working days (four weeks) of paid annual leave per calendar year. This applies to both full-time and part-time workers.

Eligibility begins after six months of continuous employment, with leave prorated for that first period. Additional days may apply based on seniority, disability status, or having children under 15.

What happens when a public holiday falls on a weekend?

Slovenia observes 13 public holidays. When a public holiday falls on a Sunday, employees are generally entitled to a substitute day off on the following Monday.

This rule protects the value of each public holiday. Employers should confirm the applicable collective agreement, as some CBAs specify additional arrangements for Saturday coincidences.

How long is paternity leave in Slovenia, and what is the pay rate?

Fathers are entitled to 30 calendar days of paternity leave. The benefit is paid at 100% of the father's base salary.

Payment is capped at 2.5 times the average monthly wage in Slovenia. ZZZS funds the benefit directly, not the employer, once the father submits the required application.

Who pays for maternity leave in Slovenia?

Maternity leave in Slovenia lasts 105 days, beginning 28 days before the expected delivery date. The minimum period an employee must take is 15 days.

ZZZS pays the maternity benefit, not the employer. The benefit ranges from 55% of the minimum base salary up to double the average monthly salary, based on the employee's insurance contribution history.

How is sick leave pay split between the employer and ZZZS?

For the first 30 calendar days of sick leave, the employer pays compensation. The standard rate for ordinary illness is 80% of the employee's usual salary.

From day 31 onward, ZZZS takes over payment and continues until the employee returns to work or employment ends. Work-related illness or injury requires the employer to pay full salary from the first day.

Can unused annual leave be carried forward or paid out in Slovenia?

Employees must use at least two weeks of annual leave before December 31 each year. The remaining balance can be carried forward by agreement with the employer, but must be used by June 30 of the following year.

Slovenian law does not permit routine encashment of unused annual leave in place of actual time off. Leave can only be paid out on termination of employment.

What personal circumstances qualify an employee for special leave in Slovenia?

Employees are entitled to up to seven days of paid personal leave per year. Qualifying events include marriage, the birth of a child, and bereavement.

The specific number of days per event is set by the employment contract or applicable collective agreement. Employers should verify CBA terms, as some agreements grant additional days beyond the statutory minimum.

How many days of annual leave are employees entitled to in Slovenia?

Under ZDR-1, employees in Slovenia are entitled to a minimum of 20 working days (four weeks) of paid annual leave per calendar year, regardless of full-time or part-time status.

Additional days apply for employees aged 55 or older, those with a disability of at least 60%, workers with children under 15, and employees based on length of service.

Are public holidays in Slovenia moved to the next working day if they fall on a weekend?

No. Slovenian law does not provide substitute working days when a public holiday falls on a weekend. The day is simply lost.

Slovenia observes 13 public holidays spanning 15 calendar days. Employees receive no automatic carry-forward or replacement day for weekend-coinciding holidays.

How long is paternity leave in Slovenia and who pays for it?

Fathers in Slovenia are entitled to 15 days of paternity leave under ZSDP-1. The benefit is paid at 100% of the assessment base, capped at 2.5 times the average monthly wage. The Health Insurance Institute of Slovenia (ZZZS) funds this benefit directly. The employer bears no cost.

What is the maternity leave pay rate in Slovenia?

Maternity leave in Slovenia is paid at 100% of the assessment base under ZSDP-1, with no upper cap on the benefit amount. The Health Insurance Institute of Slovenia (ZZZS) funds the payment through social insurance contributions. The employer does not pay maternity leave compensation directly.

Who pays for sick leave in Slovenia — the employer or the government?

For non-occupational illness, the employer pays for the first 20 working days per instance, capped at 80 working days per year. ZZZS, the national health insurer, covers costs from day 21 onward.

For occupational illness or a work accident, the employer pays for the first 30 working days. ZZZS takes over from day 31.

Can unused annual leave be paid out in cash in Slovenia?

No. ZDR-1, Slovenia's Employment Relationships Act, prohibits encashment of unused annual leave during active employment.

One exception applies: if employment ends and the employee was objectively unable to take the leave before termination, the employer must pay out the unused balance in cash.

What qualifies as personal circumstances leave in Slovenia?

Under ZDR-1, employees are entitled to up to 7 days of paid personal circumstances leave per year. Qualifying events include an employee's own wedding, death of an immediate family member, a serious accident, and escorting a child to their first day of primary school.