Employment in Slovenia is governed by the Employment Relationships Act (ZDR-1), with sector collective agreements setting many pay supplements. Employers also pay a statutory annual holiday allowance and reimburse meals and commuting. Here is what employers need to know about leave, pay, tax and ending employment.
ZDR-1 sets a minimum of 4 weeks' annual leave, with extra days for certain groups. Sick pay is split between the employer and the Health Insurance Institute (ZZZS), and family leave is paid by the state.
At least 20 days for a 5 day week, plus extra days for employees aged 55 or over, employees with disabilities and parents of children under 15.
The employer pays sick pay for up to 30 working days of each absence due to illness or injury. Health insurance (ZZZS) pays from the 31st working day.
Starting 28 days before the expected birth, paid by the state at 100% of the mother's earnings base.
15 calendar days, to be used by the time the child is 3 months old. Paid by the state at 100% of the earnings base, up to 2.5 times the average wage.
Each parent is entitled to 160 days of parental leave. 60 days of each parent's share cannot be transferred, while the remaining 100 days can be passed to the other parent. Parental benefit is paid by the state at 100% of the parent's earnings base, subject to a cap.
Set up each Slovenian leave type in IceHrm with its own accrual, carry forward and approval rules, including extra days for parents and older employees and a 30 June carry forward expiry. Employees see their live balance before they apply, and managers see who is away on a shared team calendar. Leave management →
The minimum wage is reviewed every January, taking account of living costs and consultation with the social partners. Collective agreements set higher basic pay for many jobs.
Gross, for full-time work, from 1 January 2026.
Full-time work cannot be shorter than 36 hours a week, and full-time hours cannot exceed 40.
Overtime is also capped at 8 hours a week and 20 hours a month. The annual limit can be extended to 230 hours with the employee's written consent.
Capture attendance, overtime and night or Sunday hours in IceHrm and feed them straight into payroll, so supplements and meal allowances reflect the days and hours actually worked. Time & attendance →
Employers withhold personal income tax advances from each salary payment. The Financial Administration (FURS) prepares an informative annual assessment for most employees, which they can accept or correct.
| Annual net taxable base | Rate | Tax on this income |
|---|---|---|
| Up to EUR 9,721.43 | 16% | 16% of the base |
| EUR 9,721.43 – EUR 28,592.44 | 26% | EUR 1,555.43 plus 26% over EUR 9,721.43 |
| EUR 28,592.44 – EUR 57,184.88 | 33% | EUR 6,461.89 plus 33% over EUR 28,592.44 |
| EUR 57,184.88 – EUR 82,346.23 | 39% | EUR 15,897.40 plus 39% over EUR 57,184.88 |
| Over EUR 82,346.23 | 50% | EUR 25,710.33 plus 50% over EUR 82,346.23 |
Social security contributions are calculated on gross salary, without an upper cap. The employer pays its own share and withholds the employee's share, including the long-term care contribution introduced on 1 July 2025.
| Contribution | Employer | Employee |
|---|---|---|
| Pension and disability insurance | 8.85% | 15.5% |
| Health insurance | 6.56% | 6.36% |
| Injury at work | 0.53% | – |
| Unemployment insurance | 0.06% | 0.14% |
| Parental protection | 0.1% | 0.1% |
| Long-term care | 1% | 1% |
| Total | 17.1% | 23.1% |
Employees also pay a flat compulsory health contribution, which the employer withholds from pay. It is EUR 39.36 a month from March 2026 to February 2027.
Build Slovenian pay the way you already structure it, with your own salary components, deductions and formula columns, such as contribution, meal allowance and holiday allowance columns. Want to know how well IceHrm handles payroll calculations for Slovenia? Contact us or see Payroll →
An employer can only dismiss for a justified reason: business reasons, incapacity (poor performance), fault (breach of obligations), or failing probation. Notice must be in writing and state the reason. For fault-based dismissal, the employee must first be warned in writing and given a chance to respond.
| Length of service with the employer | Notice |
|---|---|
| Less than 1 year | 15 days |
| 1 year to less than 2 years | 30 days |
| 2 years to less than 25 years | 30 days + 2 days per year, max. 60 days |
| 25 years or more | 80 days (or at least 60 by collective agreement) |
Severance is due on dismissal for business reasons or incapacity. It is based on the employee's average monthly salary over the last 3 months, for each full year of service with the employer. Employees whose fixed-term contract expires are also generally entitled to severance of 1/5 of a monthly salary per year of service, with some exceptions.
| Length of service | Severance per year of service |
|---|---|
| 1 to 10 years | 1/5 of monthly salary |
| More than 10 up to 20 years | 1/4 of monthly salary |
| More than 20 years | 1/3 of monthly salary |
Slovenia has 15 work-free public holidays. Holidays that fall on a weekend are not moved to a weekday.
Several other national days, such as Solidarity Day on 14 August, are public holidays but ordinary working days.
Keep the Slovenian holiday calendar in one place, and use leave groups to give offices in other countries their own calendars, so everyone gets the right days off automatically. Holiday calendars →
Employment contracts must be in writing, and a signed copy must be given to the employee before they start work. Contracts are indefinite unless a statutory reason for a fixed term applies.
Send contracts for e-signing before the first day, store them on the employee's record, and track onboarding with task lists, including insurance registration, so nothing is missed. Documents & e-signing →
This guide is general information to help you plan HR processes, not legal, tax or financial advice. Employment law and rates change regularly and awards, enterprise agreements and state rules may give employees more than the minimums shown here. Always confirm current requirements with the official sources or a qualified adviser.
Configure leave types, accrual rules and public holidays for Slovenia, keep employee records and contracts in one place, and run payroll with your own salary components. Want to know how IceHrm handles payroll calculations for Slovenia? Talk to us.
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