Slovenia may not be the biggest country in Europe—not even close actually—but when it comes to talent, it overdelivers. Engineers trained at top EU universities, multilingual professionals, a business culture that bridges Central and Southern Europe—Slovenia has it all.
But once you try to hire someone, that’s when reality shows up. Suddenly it’s not just about finding the right person. It’s about the paperwork. Payroll rules that look totally different from what you’re used to. Labor laws with very specific expectations.
But here’s the good news: None of this has to be overwhelming. This guide walks you through the process, step by step. No guesswork, no legalese. Just what you actually need to know to hire in Slovenia—smoothly, confidently, and without late-night Googling.
Understanding the foundations
Before you hire your first employee in Slovenia, you need to know the ground rules. Local labor laws, collective agreements, and government requirements set the stage. Skip this step, and you risk compliance issues down the line.
Legal requirements for employers
If you’re a foreign company, you usually need to set up a local entity or branch with the Agency of the Republic of Slovenia for Public Legal Records and Related Services (AJPES). This registration lets you issue contracts, run payroll, and contribute to social security. Some industries also require special licenses.
Not ready to open a local office? That’s where an employer of record (EOR) comes in. EORs let you hire internationally without creating a legal entity, handling compliance, payroll, and benefits while you manage the day-to-day work.
Choosing employment types
You’ve got options, and each comes with rules:
- Permanent employment. The default. Full protections, notice periods, and severance.
- Fixed-term contracts. For temporary projects or replacements. Usually capped at two years.
- Contractors. Self-employed workers register as “s.p.”, but misclassification risks are high. They don’t get the same protections as employees.
Typical employment offer structure
A standard Slovenian employment agreement includes:
- Job description
- Contract type
- Working hours (typically 40 per week)
- Salary and pay schedule
- Benefits and bonuses
- Leave entitlements
Once signed, these terms are binding.
Preparing and signing employment contracts
Contracts in Slovenia aren’t optional. They must be signed before work starts and cover the essentials: role, pay, hours, leave, and notice periods. Employers also need to register the new hire with the Health Insurance Institute of Slovenia (ZZZS) before day one.
Don’t forget about collective agreements. They can add extra benefits or protections, like higher minimum pay or longer leave, depending on your industry.
Paying employees in Slovenia
Here’s where the details really matter. Payroll in Slovenia follows strict rules, and mistakes can cost you.
Salary structures, minimum wage, and overtime
The national minimum wage, updated every January, is €1,277 gross per month in 2025. Standard hours are 40 per week, with overtime capped at 8 hours weekly or 170 annually, always paid at higher rates.
Employees are paid monthly, usually by bank transfer. Payslips must show gross pay, deductions, and net pay.
Withholding, income tax, and social security contributions
Slovenia uses progressive tax rates, 16% up to 50%. You, as the employer, handle withholding and pay taxes directly to the Financial Administration of the Republic of Slovenia (FURS).
Social security is shared. Employers contribute about 16% of gross salary, employees about 22%. These contributions cover healthcare, pensions, unemployment, and parental leave.
Managing reporting and compliance
All payroll reporting goes through the eDavki system. Deadlines are strict. Miss them, and you face fines.
Managing employee benefits and leave
Employees in Slovenia get generous leave and benefits, and offering more than the basics makes you stand out.
Leave entitlements
- Annual leave: At least four weeks
- Public holidays: 13 days
- Maternity leave: 105 days, fully paid by social security
- Paternity leave: 30 days, 15 fully paid
- Sick leave: First 30 days covered by employer, then by social security
Social security, health insurance, and extras
All employees must be in the public health system. Many employers go further with supplemental insurance, transport allowances, or performance bonuses.
Hiring non-Slovenian and remote employees
If your new hire is an EU or European Economic Area (EEA) citizen, it’s simple: no work permit needed, just a residence registration after three months.
For non-EU and non-EEA nationals, you’ll need a single work and residence permit. Applications go through Slovenian embassies or administrative units and can take weeks. To learn more, read our Slovenia Work Visa Guide for Employers in 2025.
Remote hires are possible, but payroll and tax rules across borders get complex fast. Some companies take on remote workers directly and others use contractor arrangements, but many lean on EOR services to stay compliant.
Tips and resources for success
Double-check your contracts, confirm if collective agreements apply, and mark down payroll deadlines. The little details matter most in Slovenia.
This is where EORs change the game. An EOR hires on your behalf, runs payroll, withholds the right taxes, and makes sure your team gets the benefits they’re entitled to. You stay in charge of your people’s work and growth, while they handle the paperwork.
Success in Slovenia, the Pebl way
Hiring in Slovenia probably sounds complicated. And sure, parts of it are. There are deadlines, compliance rules, and payroll quirks you’ve probably never seen before.
But here’s the thing: it doesn’t have to be overwhelming. With a clear plan, a few solid resources, and help when you need it, expanding into Slovenia is totally doable. Follow the process, stay organized, and when things get messy—bring in the people who know how to untangle it.
That’s what Pebl is built for.
Instead of you juggling labor laws, tax rules, and benefits in a country you don’t live in, we walk you through it. Our Employer of Record (EOR) service makes sure your team gets paid on time, in the right currency, and with the right paperwork behind it.
So whether you’re hiring one person in Ljubljana or building a team across borders, we help you do it the right way. Strategically. Safely. Without the drama.
Reach out today to learn how.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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