PEO & Employer of Record in Slovenia

The cost of expert EOR services in Slovenia is determined as a portion of a coworker’s monthly salary. This cost covers all HR duties necessary to guarantee adherence to all regional employment laws.  

It is safe, legal, and effective to manage employer duties in Slovenia through an EOR without the need for a specific company structure in Slovenia. EOR services achieve this by retaining excellent HR support and engaging local legal experts. 

Your team members will be totally protected by the law, get accurate and timely monthly payments, and have access to all Slovenian employee benefits with an EOR service agreement.  

Independent contractors that operate with clients inside a Slovenian EOR framework have complete control over their work and may be qualified for many or all of the same advantages as regular employees or as if they were using an umbrella company. 

By employing their extensive professional networks, in-depth understanding of local business resources and benchmarks, and a firm dedication to ethical hiring processes, our recruiting consultants can locate the best local talent in Slovenia for your requirements.  

As a result, integrating these recruits into our Slovenian EOR system will be simpler and more efficient than when hired through more traditional hiring practices. 

Through INS Global, you receive comprehensive compliance-assured employment outsourcing assistance from a truly international EOR services provider. This follows all applicable national, state, and municipal laws.  

There’s a risk that certain Slovenian PEO or EOR service providers have stringent hiring standards or a cap on the number of workers you can hire at once. However, INS Global is aware that depending on your global company plan, you might need to scale up or down swiftly. Working with us gives you the flexibility to hire as few or as many individuals as you need to reach your objectives. 

The following expenses should be taken into account: payroll costs, hiring fees, signing bonuses, and other direct and indirect costs, including incentive programs, handling the international employees’ taxes, and social insurance. 

You can bypass laborious incorporation laws by employing Slovenian PEO services because you won’t need a local site.  

Giving your employees the choice to work in a shared workspace or the freedom to do so whenever and wherever it’s most convenient is still a good idea, however, and INS Global can give you advice on providing suitable working environments in Slovenia. 

We can handle the essential variances, such as visa and work permit procedures if Slovenian nationals or foreigners are subject to various local employment rules, tax legislation, or employee benefits.  

For companies of all sizes, from SMEs to multinational corporations, the best EOR and PEO solutions are available to enable the effective and secure employment of foreign or local workers. If more workers are needed, our services can readily scale up to meet that need, and they can even take the place of more complicated internal HR requirements.  

Businesses in a variety of industries that either don’t have their own structures in a target country (or desire to avoid cost-scaling issues while focusing on expansion) would benefit greatly from the legal expertise offered by PEO and EOR services.  

Two alternative third parties that can be used to directly or indirectly hire independent contractors are staffing companies and umbrella businesses.  

The majority of independent contractors in Slovenia work for themselves or own their own small enterprises. In accordance with Slovenian law, labor agreements, as opposed to employment contracts, must be used when hiring contractors. 

Before the job begins, an independent contractor might be required to provide a CV, portfolio, verified references, and a signed NDA.  

Payroll in Slovenia is processed every month at a minimum, with employers providing a detailed payslip and being responsible for deducting and managing tax and social security contributions. Payment has to be made no less than 18 days after the pay period, and all amounts must be paid in euros.

Slovenia’s minimum gross monthly wage was raised to €1,203.36 in 2023 to meet rising living costs.

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 an EU Blue Card (note: a Schengen area visa may be required depending on the country of origin): 

• A business visa – Used for attending meetings, attending conferences, signing contracts, or limited business operations. They are valid for 90 out of 180 days and require a letter from a business partner in Slovenia guaranteeing the reason for the application. 
• A long stay visa (D) – Used to live and work in Slovenia for any period longer than 3 months. These are generally valid for up to a year, with the option to switch to a residence permit (available for 3-5 years at a time.  

In Slovenia, employer responsibilities include withholding and managing employee tax and social security contributions. In addition, employers must contribute a different amount toward an employee‘s social security fund. In Slovenia, this employer contribution is equivalent to 16.1% and covers the majority of employee benefits. 

Employees in Slovenia are entitled to insurance for health and medical, pension, unemployment, childcare, and social assistance. In addition, all employees are eligible for paid leave for vacations, sickness, and parental reasons. Typically, companies in Slovenia will offer other employee perks as non-mandatory benefits like travel allowances or a 13th–month bonus.  

All contract changes in Slovenia need to be agreed upon by both parties.  

Social Security contributions and company taxes fund a national healthcare system. Employees in Slovenia can then produce a medical card when seeking treatment which covers the majority of a treatment‘s cost. However, end users will pay a minimal co-payment or may pay more for specialist services.  

Notice periods in Slovenia are typically 15-30 days, with periods increasing by 2 days per year of service for employees with more than 2 years of service.  

In cases where an employee is terminated for business reasons or without cause, employees are entitled to 20%, 25%, or 33% of a month’s standard salary per year of employment after 1-10, 10-20, or 20+ years of service, respectively. This amount cannot exceed 10X the amount monthly salary unless the conditions of a CBA state otherwise.  

The Labor Inspectorate oversees the enactment of all government legislation concerning employment conditions and safety.  

Employees are eligible for 11 days of paid public holidays per year plus 4 “work-free“ days, which are also paid.