Employer of Record in Slovakia & PEO

In Slovakia, the price of expert EOR services is calculated as a percentage of a coworker’s monthly wage. This price includes all HR tasks required to ensure compliance with all local employment rules.  

Managing employer responsibilities in Slovakia through an EOR is secure, legitimate, and efficient without the requirement for a particular corporate structure in Slovakia. EOR services accomplish this by retaining top-notch HR assistance and hiring local legal professionals. 

With an EOR service agreement, your team members will be completely protected by the law, get correct and timely monthly payments, and have access to all employee benefits in Slovakia.  

While having total control over their work, independent contractors who deal with their clients inside a Slovak EOR framework may be eligible for many or all of the same benefits as regular employees. This is what would happen if they were using an umbrella organization.  

Our team of recruiting consultants can find the best local talent in Slovakia for your requirements by utilizing their broad professional networks, in-depth knowledge of regional business resources and benchmarks, and steadfast commitment to ethical hiring practices.  

As a result, compared to when they were hired using more conventional hiring procedures, integrating these new hires into our Slovak EOR framework will be easier and more effective. 

You obtain thorough compliance-assured employment outsourcing assistance from a genuinely global EOR services provider through INS Global. This observes all local, state, and federal laws.  

There’s a chance that certain PEO or EOR service providers in Slovakia have strict hiring requirements or a limit on the number of employees you may hire at once. INS Global is aware, however, that based on your worldwide business plan, you can at any one time need to scale up or down quickly. Working with us provides you with the freedom to employ as few or as many people as you need to accomplish your goals. 

Payroll costs, recruiting fees, signing bonuses, and other direct and indirect expenses, such as incentive programs, managing the taxes of international employees, and social insurance, should all be considered when calculating the cost of hiring in Slovakia. 

By using Slovak PEO services, you can avoid time-consuming incorporation laws by avoiding the need for a local site.  

It is still a good idea to give your team the option to work in a shared workspace or the freedom to do so whenever and wherever it’s most convenient. 

Absolutely. If Slovak citizens or foreigners are subject to different local employment laws, tax laws, or employee benefits, we can manage the necessary differences including visa and work permit processes.  

The best EOR and PEO solutions are available for organizations of all sizes, from SMEs to multinational corporations, to ensure the efficient and secure employment of foreign or local staff. Our services can easily scale up if necessary to meet escalating labor demand and even replace more complex internal HR requirements.  

The legal expertise provided by PEO and EOR services would be very helpful for businesses in various industries that either don’t have their own structures in a target country (or seek to avoid cost-scaling difficulties while focusing on expansion).  

Staffing firms and umbrella corporations are two different types of third parties that can be used to directly or indirectly hire independent contractors.  

In Slovakia, most independent contractors are self-employed or run their own small businesses. According to Slovak law, contractors must be hired using a labor agreement rather than an employment contract. 

An independent contractor may be asked for a CV, portfolio, confirmed references, and a signed NDA before the project starts.  

Employers in Slovakia typically organize payroll once per month, but this may be more regular for some jobs. All payments have to be made in euros, with a payslip being provided that breaks down the payment in detail.

The minimum monthly wage in Slovakia was raised to 700 euros in 2023, meaning a minimum rate of just over 4 euros per hour. 

Citizens of an EU state don’t require any additional paperwork to live and work in the country. For non-EU citizens, the following options are available (in addition to a Schengen area visa if applicable): 

• A Business visa – An invitation letter from a Slovak company and proof of the reason for the trip are required. This visa allows the holder to perform basic work operations such as attending meetings or conferences, and it can last for 90 days (out of a period of 180 days). 
• A Slovakia Single Permit – Used by the holder to fill a position posted by an employer in Slovakia. These permits are available for up to 2 years at a time, and the holder will also need to apply for a temporary residence permit in this case.  
• A Work Permit – In more specific cases, workers can apply for a work permit valid for 2-5 years. These are nontransferable and may be renewed repeatedly.  
• EU Blue Card – Used to live and work in most EU countries. These have higher application requirements but are valid for 4 years typically.  

In Slovakia, employers are required to manage tax and social security contributions as part of the payroll process. This means making deductions at source and reporting tax on behalf of their employees. The employer’s contributions to an employee’s social security fund are the equivalent of 35% of the employee’s salary and fund all employee’s benefits.  

Employees in Slovakia are entitled to health insurance, social insurance, sickness insurance, disability insurance, retirement insurance, a Guarantee Fund, accident insurance, and unemployment insurance. All of these are funded by employer and employee contributions to social security funds.  

While employers in Slovakia need the employee’s written consent to alter many aspects of an employee‘s contract or working conditions, employers are required to provide written confirmation of any and all changes.   

Thanks to social security contributions, Slovakia has universal healthcare coverage, with users sometimes required to pay for a portion of the cost of treatment. Employees can also choose to pay for additional private healthcare, but contributions to the public healthcare system are mandatory, with employees able to choose between 3 national healthcare providers.  

In cases of redundancy, employees may be eligible for severance pay in Slovakia. This payment is equivalent to a month’s average earnings for service periods of less than 2 years, 2 months’ salary for service periods of 2-5 years, 3 months’ salary for service periods of 5-10 years, and 4 months’ salary for service periods beyond 10 years.  

Notice periods are typically 1-2 calendar months (with the period starting at the beginning of the next calendar month after notification).   

The National Labor Inspectorate oversees all regulations relating to employment in Slovakia.  

Employees are eligible for 15 days of paid public holidays per year.