Expand to Slovenia with INS Global's PEO

PEO 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 in Slovenia - Summary

PEO 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
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

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 in Slovenia


Discover More Solutions in Slovenia


No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.