Employer of Record in Slovenia | Hire Without An Entity

PEO & Employer of Record in Slovenia

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 Professional Employer Organization (PEO), which is similar to an EOR, can make your path to global expansion simpler and smoother. With a PEO handling all aspects of payroll, taxes, and HR services, you can focus your time and energy on reaching your market goals.

PEO & Employer of Record in Slovenia - Summary

PEO & Employer of Record in Slovenia

Advantages of Partnering with a PEO 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 PEO 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 PEO partner you don’t need to waste resources on hiring any other outsourcing services; a PEO provides all the support you need, from recruitment and onboarding to payroll and taxes.

More Time to Focus on Market Goals

Having a PEO 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 PEO can have you up and running within just a few days.

All Expansion Needs at One Point of Contact

A PEO is your one-stop for everything you need to enter a new market speedily and safely.

Entering a Market Swiftly: PEO 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 PEO you can enter new markets and set up within a week. A PEO acts as the legal entity so that you can enter new countries promptly and professionally.

Having a PEO 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
Employer of record slovenia
testimonial from Manuel Ramos


Manuel Ramos


Managing Director

We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately. 


How Does A PEO 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 PEO 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.

Labor Law in Slovenia - 2024

Employment Contracts

  • 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

Working Hours

  • 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.

Holidays and Annual 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.

Sick leave

  • 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/Paternity Leave

  • 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 in Slovenia

  • 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.
PEO & Employer of Record in Slovenia


Discover More Solutions 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 employees 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 13thmonth 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 treatments 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