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Get expert helpSlovakia might not be the first place you think of when expanding your team, but maybe it should be. This Central European country is full of bright, multilingual talent, with a business environment that’s more welcoming than you’d expect. But like any new market, it comes with its own set of rules.
This guide walks you through what it actually takes to hire and pay employees in Slovakia—from drafting contracts to running payroll—so you can build your team confidently and stay compliant every step of the way.
For more insights across other markets, visit Pebl’s global hiring and pay blog.
Navigating the Slovak hiring landscape
Hiring in Slovakia isn’t rocket science, but there are steps you need to follow closely. Whether you’re welcoming your first Slovak hire or scaling a team across the region, it pays to know the process up front.
Here’s how your hiring timeline might look:
Weeks 1-2: Write your job post and publish it. Start interviewing candidates.
Week 3: Pick your hire. Gather documents—think ID, tax numbers, and residence permits (if needed).
Week 4: Finalize the employment contract. If required, schedule a pre-employment health check.
Week 5: Register your new employee with the Slovak authorities before they start.
Employment contract essentials
Employment in Slovakia is regulated by the Labour Code, which mandates what must be included in employment contracts:
- Job title and description
- Location of work
- Start date
- Employment type (fixed-term or indefinite)
- Working hours and pay
Fixed-term contracts are limited to two years and can be renewed twice. Missing paperwork can invalidate the contract. Always put it in writing.
Residency and work permits
If you’re hiring Slovak citizens or EU nationals who don’t usually reside in Slovakia, the good news is that they don’t need a work permit. Just remember: if they’re staying longer than 90 days, you’ll need to register them with the local labor office.
Hiring someone from outside the EU? You’ll probably need to sponsor a Single Permit (covers both residence and work). Processing can take up to 90 days, so plan ahead. Typical documents include:
- Valid passport and signed employment contract
- Proof of accommodation
- Criminal background check
- Health insurance paperwork
Check the Ministry of Interior for the latest requirements.
First-time employer setup
Before your new hire’s first day, register with:
- The Commercial Register (if you’re a new legal entity in Slovakia)
- The Social Insurance Agency
- A health insurance company
- The tax office (Financial Administration)
Heads-up: You need to notify all of these agencies before your employee starts. No exceptions.
Payroll and payment foundations in Slovakia
Once you’ve got your team, you’ll need to pay them properly. That means registering, reporting, and keeping up with compliance.
Payroll registration and obligations
You’ll need to:
- Create payroll records for each employee
- File monthly reports with the Social Insurance Agency and a health insurer
- Deduct and submit taxes and contributions
- Issue paper or digital payslips
These tasks are usually due by the 20th of the following month.
Salary structures and minimum wage
Slovakia’s minimum wage in 2025 is €816 per month, but that’s just the baseline. There are six wage levels that are determined by job complexity. For example, manual labor yields a lower wage, while technical and managerial roles command more.
Most salaries are paid monthly, by the end of each month. Overtime can be compensated through additional pay or time off, depending on what’s agreed upon in the contract. Bonuses are not mandatory, but are common in some sectors.
Payment methods and currency considerations
- Currency. You must pay in euros.
- Method. Bank transfer is standard. Cash is allowed but discouraged.
- Payslips. Must be in Slovak and include gross pay, deductions, and net pay.
Employees expect their salary by the last working day of the month unless the contract says otherwise.
Understanding employer and employee contributions
Slovakia’s payroll contributions are split between the employer and the employee, but it’s on you to manage the whole process.
Income tax and social security deductions
- Employees pay 19% income tax on earnings up to €47,537.98, and 25% above that.
- Employer contributions are about 35.2% of gross salary.
- Employees contribute about 13.4%.
Example:
If you offer €2,000/month gross:
- Employer pays ~€704 in contributions
- Employee pays ~€268
- Net take-home is ~€1,732
You can model exact numbers using the official Slovak tax calculator.
Additional leave and benefits
- Paid annual leave. 20 days (25 if the employee is over 33)
- Sick leave. Split between the employer and the Social Insurance Agency
- Maternity leave. 34 weeks minimum with paid parental benefits
Track and report all leave to stay compliant. For a broader look at global benefits, check out this paid maternity leave by country guide.
Navigating common challenges and user questions
Hiring abroad presents many gray areas and raises a lot of questions. Here are a few of the most common:
Can I hire a contractor instead of an employee?
Yes, but tread carefully. Contractors must:
- Work as sole traders or entities
- Use a service agreement
- Handle their own tax filings and insurance
Misclassifying someone to avoid taxes can backfire.
What’s the average salary in Slovakia?
The average gross monthly salary is about €1,674, but it varies by city and role. For up-to-date salary insights, check Trading Economics or Numbeo.
How much does hiring cost, really?
Aside from the salary, plan on paying about 35% extra in employer contributions. Also account for setup fees, legal advice, and onboarding costs.
Tips and resources for a successful application
- Get paperwork early. Delays often start with missing ID numbers or health documents.
- Don’t wing it on compliance. Work with experts who know local labor laws.
- Bookmark official resources. The Ministry of Labour and the Financial Administration post real-time updates.
For help tracking global employment metrics, check out HR KPIs: Top 10 HR Metrics You Should Track.
Partnering with EOR providers
Don’t have the time or resources to open a Slovak legal entity or handle social insurance filings? That’s where an Employer of Record (EOR) comes in.
An EOR legally hires your team on your behalf. They take care of:
- Contracts
- Payroll and taxes
- Social contributions
- Local compliance
You get the team you want without the legal setup or local payroll complexity. It’s a smart move when entering a new market or scaling fast.
Slovakia’s hiring landscape is easier than you think
Hiring in a new country always comes with unknowns. But when you break it down, Slovakia’s employment rules are pretty straightforward. From creating compliant contracts to handling payroll and benefits, there’s a clear path forward.
Understand the basics, stay up to date, and don’t be afraid to get support when you need it.
How Pebl can help
You shouldn’t have to become an expert in Slovak labor law to hire someone in Bratislava. As an EOR, Pebl’s services make it easy to hire, pay, and manage employees in Slovakia and 185+ other countries without setting up a local entity.
We handle registration, tax filings, payroll, and compliance so your team can hit the ground running right out of the gate. Whether you’re growing into Central Europe or building a distributed team, let’s chat about doing it right.
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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