Employment contracts in Slovakia must be in writing, and a copy must be given to the employee. The employment contract may be for either an indefinite term or a fixed term. A fixed-term contract may not be longer than two years, and its duration must be stated in the written contract. Fixed-term employment can have a duration of no more than two years. It can be extended or renewed, but not more than twice within two years, with some exceptions.

• At minimum, an employment contract should include:

• the job description,

• the workplace,

• the date on which work will begin, and

• the amount of the employee’s salary and the pay period, unless this is determined by a collective agreement.

The national minimum wage is 750 EUR per month.

A standard work week is 40 hours, at 8 hours per day.

Overtime

All work over the standard working hours a week is to be paid as overtime and is regulated by employment contract/collective agreements. When an employee is requested to work overtime or work on holidays, there are maximums in relation to the number of hours allowed.

• Hours in excess of 40 hours a week are paid at an overtime compensation rate of 125% of the employee’s average salary rate.

• Hours performed at night, the overtime is paid at 140% of the employee’s standard salary rate.

• Hours completed on a Saturday are compensated at 150% of the employee’s standard salary rate.

• Overtime worked on a Sunday is paid at 200% of the employee’s standard salary rate.

Executive and C-level workers are exempt from overtime regulations.

Remote Work

The Slovak Labor Code legislates that working from home must be agreed upon between the employer and the employee in writing in an employment contract. Teleworking may be performed anywhere outside the employer’s premises, it is not required to be only performed from the home of the employee.

Employees and employers may agree that employees will determine their own working hours for more flexibility. In that case, the employee may lose its entitlement to certain salary premiums.

Employees’ right to disconnect outside working hours must be agreed upon between the parties.

Employers are required to reimburse employees for increased expenses related to telework as agreed upon in the Collective Agreement or negotiated in the employment contract.

Teleworkers should enjoy the same rights as on-site employees.

The Employer pays for the first 3 days of sickness at 25% of the employees’ standard pay rate and from the 4th to 10th day of sickness at 55% of the employee’s standard salary. From the 11th day onwards sick leave is compensated by the Social Insurance Agency at 55% of the employee’s standard salary.

Sickness absence must be authorized by a doctor.

Maternity Leave

A female employee is entitled to 34 weeks of paid maternity leave. An employee expecting multiple births is entitled to 43 weeks of maternity leave, and a single mother is entitled to 37 weeks of paid maternity leave. Commonly, an employee would begin their maternity leave between six and eight weeks before the expected delivery date, and the leave cannot be less than 14 weeks by law.

The Social Security agency pays maternity leave at 75.00% of the employee’s daily salary.

Paternity Leave

If a mother is not receiving maternity or parental benefits, the child’s father may take leave beginning when the child is six weeks old for 28 weeks.

Single fathers are entitled to 31 weeks of paternity leave paid by the Social Security agency.

Parental Leave

A parent or guardian can request parental leave until the child reaches three years of age. In the unfortunate case that the child has a long-term health condition, an employee can request parental leave until the child is six years of age.

The parental allowance is paid by the Central Office of Labor Social Affairs and family.

The annual leave entitlement differs depending on the employees’ time in service and the job sector.

• 4 weeks of annual leave (20 working days) for workers below 33 years of age.

• 5 weeks of annual leave (25 working days) for workers above 33 years of age.

• 5 weeks of annual leave (25 working days) for workers with children.

• 8 weeks of annual leave for specific professions e.g. teachers.

Unused leave can be carried over into the following year, but it must be used within that year or it will be forfeited. Employees may take additional leave, resulting in a negative leave balance, but this requires the employer’s permission. While the law does not prohibit unlimited leave, it is rarely practiced. Annual leave is accrued on an annual bases at the beginning of the year, if the employment begins or ends during the year the entitlement will be prorated.

Civic Duty leave – an employer must provide unpaid leave to enable an employee to fulfil their civic duties.

Military Leave – an employee must be granted paid military service leave, compensated by the military authority directly

Public holidays that fall on the weekend are usually lost.

Date Day Holiday Note

1 Jan 2024 - Monday - Day of the Establishment of the Slovak Republic
6 Jan 2024 - Saturday - Epiphany
29 Mar 2024 - Friday - Good Friday
1 Apr 2024 - Monday - Easter Monday
1 May 2024 - Wednesday - Labour Day
8 May 2024 - Wednesday - Day of victory over fascism
5 Jul 2024 - Friday - St. Cyril and Methodius Day
29 Aug 2024 - Thursday - Slovak National Uprising Day
1 Sep 2024 - Sunday - Constitution Day
15 Sep 2024 - Sunday - Day of Our Lady of Sorrows
1 Nov 2024 - Friday - All Saints’ Day
17 Nov 2024 - Sunday - Day of Freedom and Democracy
24 Dec 2024 - Tuesday - Christmas Eve
25 Dec 2024 - Wednesday - Christmas Day
26 Dec 2024 - Thursday - St. Stephen’s Day

Slovakia has national healthcare.

The termination process varies according to the Employment Agreement or Collective Agreement in place and is based on the type of contract and reason for termination. The employer may dismiss an employee with notice for statutory reasons, including the winding-up or relocation of the employer, redundancy, inability to perform work due to health reasons, unsatisfactory performance, or disciplinary breaches.

Notice Period

The notice period is dependent on the employees’ time of service as follows:

• Workers must be given a minimum of 1 months’ notice

• Workers with 1 to 5 years of service must be given 2 months’ notice

• Workers with 5+ years of service must be given 3 months’ notice

• During the Probation period, written notification of termination should be given within a minimum of 3 days prior to the exit date.

Severance Pay

Employees are entitled to severance pay if they have been terminated due to:

• Company being dissolved or moved, and the employee not wanting to move

• Employee is made redundant

• Employee is no longer able to perform the job for health reasons

An employee’s length of service and the reason and type of termination determines the severance pay rate. If an employee is terminated with notice, a minimum of four times the employee’s average monthly earnings is to be paid.

Probation Period

The length of probation periods is limited to 3 months for Operational positions and 6 months for Managerial positions.

Employer Payroll Contributions
14.00% - Old Age Pension (maximum monthly assessment base 9,128 EUR)
1.40% - Sickness Insurance (maximum monthly assessment base 9,128 EUR)
3.00% - Disability Insurance (maximum monthly assessment base 9,128 EUR)
1.00% - Unemployment Insurance (maximum monthly assessment base 9,128 EUR)
0.25% - Guarantee Insurance (maximum monthly assessment base 9,128 EUR)
0.80% - Accident Insurance
4.75% - Solidarity Reserve Fund (maximum monthly assessment base 9,128 EUR)
11.00% - Health Insurance
3.22 € per day - Meal vouchers
275€ per year - Recreation vouchers – for workers with 2 years service and above.
35.20% +3.22 € per day + 275€ per year - Total Employer Cost

Employee Payroll Contributions
4.00% - Old Age Pension (maximum monthly assessment base 9,128 EUR)
1.40% - Sickness Insurance (maximum monthly assessment base 9,128 EUR)
3.00% - Disability Insurance (maximum monthly assessment base 9,128 EUR)
1.00% - Unemployment Insurance (maximum monthly assessment base 9,128 EUR)
4.00% - Health Insurance
13.40% - Total Employee Cost

Employee Income Tax
19.00% - Up to 47,537.98 EUR annually
25.00% - 47,537.98 EUR and above annually

* The non-taxable amount increases to EUR 500 per month (EUR 6,000 per year). In order to claim the non-taxable amount on a monthly basis, it is necessary for the employee to sign a Declaration for the application of the non-taxable amount.

Payroll

Payroll Cycle

The payroll frequency is typically month. The employer must make salary payments at least once a month.

13th Salary

There is no legal requirement for 13-month payments. Employers may issue bonuses at their discretion.

Slovakia’s immigration system provides several options for employers of foreign nationals. Slovakia is a member of the European Union (EU) and the Schengen Area. Requirements, processing times, employment eligibility, and benefits for accompanying family members vary by permit type.

Business visitors to Slovakia typically use a local version of the Schengen C Visa, which foreign nationals must obtain before travel unless they are visa exempt based on their nationality. The Schengen Area generally limits stays to 90 days in any 180 days.

The main work authorization categories are:

• The EU Intra-Company Transferee Permit, suitable for the intracompany transfer of managers, specialists, and graduate trainees from outside the European Union

• The Single Permit for Local Hires, suitable for locally hiring experienced foreign workers where no local staff is available

• The EU Blue Card, suitable for local hiring of highly skilled, highly paid workers. EU/European Economic Area (EEA)/Swiss nationals do not require work or residence permits, but they must report their stay and register their residence if their stay exceeds three months.

The standard VAT rate is 20%.