Employer of Record in Slovenia (EOR Slovenia)
Last updated
- Capital City
- Ljubljana
- Languages
- Slovene
- Currency
- Euro (EUR)
- Population Size
- 2,100,000
- Employer Taxes
- €162
- Employee Costs
- €1,162
- Payroll Frequency
- Monthly
Hire Globally, Pay Locally, Expand Effortlessly
Having a reliable global expansion partner can make the difference between success or failure in a new market. With INS Global you can enter new markets quickly and in full confidence of legal compliance in every way. INS Global has more than a decade of experience helping companies expand worldwide, and our team of experienced professionals are on hand at all times to offer advice and expertise.
Using an Employer of Record (EOR) in Slovenia will help you bring employees over and start operations without unnecessary delay. An EOR can also assist with recruitment and match you with the best local talent to meet your staff needs.
A EOR can make your path to global expansion simpler and smoother. With a EOR handling all aspects of payroll, taxes, and HR services, you can focus your time and energy on reaching your market goals.
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Entering a Market Swiftly: EOR or Company Incorporation?
Expanding via traditional company incorporation involves setting up your own branch or subsidiary. This means a lengthy and often complicated process that can take months to complete. On the other hand with a EOR you can enter new markets and set up within a week. A EOR acts as the legal entity so that you can enter new countries promptly and professionally.
Having a EOR partner also means:
- Reduced set up time
- Less time and money spent
- A legal team that is on hand at all times
- Connections to local businesses and talent pools
PEO/EOR Vs Company Incorporation
The Advantage in Figures
| PEO/EOR | Company Incorporation | |
|---|---|---|
| Price | 80% Less Expensive | |
| Market Entry | 2-5 Days | 6 Months |
| Employee Turnover | Decrease by 14% | |
| Recommendation | 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% | |
| ROI | 27% | |
| Closed During Pandemic | -58% | |
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Advantages of Partnering with a EOR for Expansion
Remain Legally Secure in Every Way
Dealing with an unfamiliar legal system can be tricky, and you will be prone to making more mistakes and having to pay costly fines. A EOR has an experienced legal team that will keep you and your employees compliant with all local labor and employment laws.
Decrease Excess Spending
With a EOR partner you don’t need to waste resources on hiring any other outsourcing services; a EOR provides all the support you need, from recruitment and onboarding to payroll and taxes.
More Time to Focus on Market Goals
Having a EOR partner means you don’t have to worry about administrative details and can devote your time towards tasks only you can do.
Set Up Faster and Easier
Expanding with company incorporation can take months or even a year. A EOR can have you up and running within just a few days.
All Expansion Needs at One Point of Contact
A EOR is your one-stop for everything you need to enter a new market speedily and safely.
How Does A EOR In Slovenia Work?
With a simple and clear 4 step plan INS Global can make your expansion goals in Slovenia a reality.
- 1
We discuss your specific situation and create a unique plan for you
- 2
Our EOR in Slovenia is the legal entity through which you can bring staff over
- 3
Our team handles all administrative tasks like legal compliance, taxes, HR services, etc.
- 4
Your staff can continue operations on schedule while we ensure that they receive their payroll on time and accurately.
PEO and EOR: Are They the Same? What’s the Difference?
You may often see a PEO and EOR mentioned together, and while they do provide similar services, they are not identical. It’s important for you to understand how they operate so that you can make the right choice about which one to partner with.
- A PEO and EOR are both companies that offer services to employees of other companies. These services include, but are not limited to, employee recruitment, onboarding, payroll and taxes, etc.
- One crucial difference is an EOR is the legal employer of any employees it hires. The EOR is also responsible for the employees and any possible liabilities.
- In a PEO, the contract is between the company and the employee.
- In an EOR, the contract is overseen by the company but officially made between the Employer Of Record and the employee.
Why Slovenia is a Strategic Entry Point into the EU
Slovenia’s central location makes it an ideal hub for accessing both Western and Eastern European markets. As a member of the European Union, Eurozone, and Schengen Area, Slovenia offers businesses unrestricted access to over 450 million consumers.
The country also ranks highly on the World Bank’s ease of doing business index and provides a stable legal and regulatory framework—making it a secure launchpad for regional operations.
Can I Hire Remote Workers in Slovenia Through an EOR?
Yes. Our EOR model supports both in-person and remote work arrangements. If your team members will be working from home in Slovenia, we’ll still manage payroll, social contributions, tax deductions, and ensure employment contracts meet remote work standards set out in local labor laws.
Remote hiring through an EOR in Slovenia gives your business full flexibility while remaining 100% compliant.
INS GUIDES
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Labor Law in Slovenia - 2025
Employment Contracts In Slovenia
- Employee contracts in Slovenia should be in writing and detail all aspects of work and compensation. The written contract should be provided three days before the actual signing date.
- Indefinite term contracts are considered standard. Fixed-term contracts should not last more than 2 years.
- Notice periods start at a minimum of 30 days and get progressively longer depending on the length of service. The maximum notice period length is 150 days.
- Severance payment is as follows:
- Employees who worked 1-5 years: One-fifth of monthly wages for each year
- Employees who worked 5-15 years: One-fourth of monthly wages for each year
- Employers who worked more than 15 years: One-third of monthly wages for each year
A typical work week in Slovenia is 40 hours, although in some contracts it may be 36 hours.
Overtime cannot exceed 8 hours a week or 20 hours a month.
Overtimes rates should be stipulated in the contract and tend to range from 30-50% higher than regular wages.
As of 2023, minimum wage is 1203 euros a month.
Types Of Leave
Annual leave is 4 weeks.
Employees are entitled to their annual leave days after six consecutive months of working.
There are 15 public holidays in Slovenia in 2023.
If an employee must work on a public holiday they must be compensated with additional wages or extra paid time off.
The first 30 days of sick leave are covered by the employer; the remaining time is covered by state insurance.
Employees receive 100% of their wages for work-related injury or illness and 90% for sick leave due to illness not related to work.
Maternity leave is 105 days in total and must begin 28 days before birth.
Fathers receive 30 days of paid paternity leave.
Each parent is also entitled to 130 days of paid parental leave for a total of 260 days. A mother may transfer some of her parental leave days to the father, or vice versa.
All forms of parental leave are covered by social security insurance.
Tax Law
- Corporate tax is 19%.
- VAT is 22%.
- Income tax is categorized in five different brackets ranging from 16% to 50%.
- Employers pay 16.10% for social security; employees pay 22.10%.
- Slovenia has DTTs (Double Taxation Treaties) with more than 50 countries worldwide.
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Frequently Asked Questions
Global Employer of Record is an effective solution for companies looking to expand their workforce abroad effortlessly.
This approach allows you to outsource the international hiring process quickly and efficiently, providing access to a global talent pool while still managing payroll compliance in each country.
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