PEO & Employer of Record in Slovakia | Hire Without Entity

Employer of Record in Slovakia & PEO

Hire Globally, Pay Locally, Expand Effortlessly

INS Global is an international provider of HR outsourcing services that offers PEO (Professional Employer Organization) and Employer of Record (EOR) solutions to companies that want to expand to Slovakia without establishing a separate legal entity in a foreign market.   

Like an international EOR, a PEO (Professional Employer Organization) provides companies with a way to simply and securely expand their operations overseas by outsourcing critical HR services to a third-party provider like INS Global. With a PEO in Slovakia, companies can office compliance assurance to employees worldwide in less than 72 hours.

When businesses need support throughout the global expansion process, an Employer of Record (EOR) in Slovakia offers cost-effective utility by taking care of employer responsibilities. Hire or transfer employees in markets worldwide in a fraction of the time of traditional methods with INS Global’s innovative employment outsourcing solution.

A PEO, or global EOR, can hire and manage HR functions for your staff abroad, allowing you to save time and costs. You can also operate confidently and in assurance of being completely compliant  with local labor laws. 

Want to have a Team in Slovakia TODAY?

Show me how to grow my business now!

We prefer to let others grow their business.

Want to have a Team in Slovakia TODAY?

Show me how to grow my business now!

We prefer to let others grow their business.

Employer of Record in Slovakia & PEO - Summary

Employer of Record in Slovakia & PEO

What Advantages Does a PEO Bring to Global Companies?

Be Assured of Total Legal and Regulatory Compliance

A PEO provides access to a team of legal experts who are on call at all times to provide legal guidance and advice in the face of unexpected challenges

Set Up and Succeed in Record Time

Rather than the months it can take to establish a new company overseas , a PEO allows you to begin operations in just a few days.

Avoid Expensive Procedural Steps

The fees and costs of setting up operations in a new country can be especially problematic for a company during periods of growth. A PEO allows you to begin abroad in the best and quickest way possible 

Enjoy Expert Support and Guidance

PEOs have teams of global expansion specialists on board to offer advice and show you the most efficient way to succeed in your target market

Avoid Structural Bloating or Unnecessary Risks

You can expand in the most cost-efficient way possible by minimizing your staff and structure in the new market

What Advantages Does a PEO Have Over Company Incorporation in Slovakia?

By partnering with a PEO or EOR service provider in Slovakia, companies can avoid many of the more complex or costly steps associated with international expansion.  

A PEO allows you to set up operations overseas without a separate legal presence in that country, meaning you can immediately focus on your growth and success goals in that market.  


  • Provides you with a convenient company structure in Slovakia 
  • Gives you access to expert support and guidance 
  • Assures total legal compliance with all local regulations 
  • Helps you streamline your own company structure during a crucial time 

PEO/EOR vs Company Incorporation

The Advantage in Figures

PEO/EOR Company Incorporation
80% Less Expensive
Market Entry
2-5 Days
6 Months
Employee Turnover
Decrease by 14%
98% of the Current PEO Clients
Administrative Fees
Saves an Average of $450
Costly Payroll and Compliance Fines
Help Avoid
Company Growth Rate
7 - 9%
Closed During Pandemic
Employer of record Slovakia


Manuel Ramos


Managing Director

We think INS Global is a good solution about starting business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.


How Does a PEO Function for Your Employees in Slovakia?

  1. After you make contact, an INS Global expansion specialist will get in touch to discuss your needs and strategize with you 
  2. INS Global provides a local entity in Slovakia to allow you to transfer or hire employees in the country 
  3. Our team organizes and manages all necessary HR services for your employees in the country 
  4. You and your team operate as usual while we take care of all other details 

What are PEOs and EORs, and how do they Differ?

While researching PEOs, you will likely see they discussed alongside or with EORs. The two types of services offer many of the same functions but operate differently in the way they relate to the client.  

A PEO is a third party that offers HR services to employees of other companies. In a PEO agreement, the contract is made between the two companies.  

An EOR officially hires and takes charge of all elements of EOR for employees of other companies on their behalf. An employment contract is made between the employee and the EOR in this case. 

To read about these two services in further detail, you can read our article here 

INS Global offers both PEO and EOR outsourcing services in Slovakia, meaning we can formulate a strategy to meet your specific requirements.  

Labor Law in Slovakia - Updated 2024

Employment Contracts In Slovakia

Employment agreements must be made in writing and lay out the main conditions and benefits of the job.  

Fixed-term contracts can be made for up to a maximum of 2 years. 

Probation periods are no longer than 3 months.  

Work Hours and Overtime in Slovakia

Standard working hours cannot exceed 40 hours per week, and overtime may not exceed 52 hours per week (except in the event of seasonal work).  

Overtime salary is paid as 125% standard rate. Employees are also eligible for special rates of 150% on a Saturday and 200% during a public holiday or Sunday.

Holidays and Annual Leave in Slovakia

There are 15 national holidays in Slovakia. Employers are expected to provide an additional day off if these holidays fall on a typical workday.  

Employees in Slovakia are also eligible for a minimum of 4 weeks of annual leave per year (5 weeks for employees over 33, or 8 weeks for employees in special industries). 

Sick Leave in Slovakia

Annual paid sick leave in Slovakia amounts to 10 days, compensated at 25% standard salary for days 1-3 and 55% for days 4-10. Sick leave beyond 10 days is paid at 55% salary via social security.  

Maternity and Paternity Leave in Slovakia

Female employees are eligible for up to 34 weeks of paid maternity leave (with more in specific circumstances). Maternity leave is paid for via social security at 75% standard salary.  

While there is no specific paternity leave mandated in Slovak labor law, parents may take parental leave until a child’s third birthday. Parental leave may be paid for by social security via a parental allowance.  

Tax Law and Social Security Contributions in Slovakia

Tax residents in Slovakia are taxed on worldwide income.  

Income amounts up to a specific amount based on subsistence levels are taxed at 19%. Income above this level is taxed at 25%.  

Employers should expect to contribute around 15% of an employee’s standard salary rate towards their social security payments. Employee amounts are 9.4%.

Employer of Record in Slovakia & PEO


Discover More Solutions in Slovakia


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 employees 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