Table of Contents


Table of Contents


Euro (EUR)

Payroll Frequency


Employer Taxes


About Slovakia

A landlocked country in the heart of Europe, Slovakia was a part of Czechoslovakia until 1993, when it became a sovereign state. It was admitted to the European Union in 2004 and the eurozone in 2009.

Slovakia has hundreds of caves and caverns under its mountains, of which 30 are open to the public. Most of the caves have stalagmites rising from the ground and stalactites hanging from above. It has a temperate and continental climate with the warmest regions being Bratislava and Southern Slovakia.

The main industry sectors in its economy are car manufacturing and electrical engineering. Since 2007, Slovakia has been the world’s largest producer of cars per capita. The population consists mostly of Slovaks, which is also the most spoken language. Other ethnic groups include Roma and the Czechs.

Employment Relationship

• Permanent Employment

An employment contract concluded for an indefinite period of time is considered permanent if the duration of contract is not explicitly specified or the legal conditions for concluding an employment relationship for a certain period of time have not been met. Permanent employees can be full-time or part-time, with an established weekly working time.

• Fixed-Term or Specific-Purpose Contracts

Fixed-term employment contracts are concluded in writing with an explicitly specified duration. Such contracts can be created for a maximum of one year and can be extended or renegotiated no more than twice within two years. Further extension or renegotiation of a fixed-term employment relationship for up to two years or more is only possible under certain circumstances. Seasonal work contracts can only be concluded for a maximum of 8 months. Employees in fixed-term employment relationships cannot be favored or reduced in terms of working and employment conditions related to safety and health at work under a special regulation, compared to permanent employees. 

• Temporary Employment Contratcs

Employers in Slovakia can hire employees from temporary employment agencies for the performance of temporary assignments, called "seconded employees". Temporary assignments can be agreed upon for a maximum of 24 months, extendable. A 3-way written contract is concluded between the user employer and the temporary agency, and the temporary agency and the temporary employee. The user employer organizes, manages and controls their work, gives them instructions, creates favorable working conditions, and ensures safety and health at work for temporary employees. User employers pay fees to agencies. Temporary employment agencies are liable to pay their wages and travel expenses. If the agency fails to pay wages, the user employer will be responsible for paying wages within 15 days. 

Probationary Period

Probationary period of a maximum of 3 months (6 months for managers) can be agreed to in an employment contract. It must be in writing and cannot be extended. If an employee has not completed the entire work shift due to an obstacle on their part during the agreed upon probationary period, the probationary period can be extended by a day. It is not possible to have a probationary period in case of re-employment for a certain period. During a probationary period, an employment contract can be terminated by either party for any reason or without giving a reason, unless otherwise provided, by giving written notice of termination at least 3 days in advance.

Working Hours

Daily working hours cannot exceed 10 hours. The employee's working time is a maximum of 40 hours per week and cannot exceed 48 hours including overtime. Working hours in a 24-hour period must not exceed 10 hours. Juvenile employees under the age of 16 can work for a maximum of 30 hours per week. Juvenile employees over the age of 16 can work for a maximum of 37 and 1/2 hours per week. The working time of a juvenile staff member must not exceed 8 hours in any 24-hour period. Employees working with carcinogenic substances or hazardous areas can work for 33 and 1/2 hours per week. Employees working alternately in both changes in 2-shift operation can work a maximum of 38 and 3/4 hours a week and a maximum of 37 and 1/2 hours in all changes in 3-shift or continuous operation.  

Holidays / PTO

• Statutory Holidays

• Paid Annual Leave

Employees are entitled to basic, paid annual leave of four weeks if they have worked for 60 days in a year. Employees who reach at least 33 years of age by the end of the calendar year, and those who have permanent childcare, are entitled to annual leave of 5 weeks. Employees who work underground for the whole calendar year in mining of minerals or in excavation of tunnels, and employees who perform work that is particularly difficult or harmful to their health, are entitled to an additional holiday of 1 week. Employees are paid their average earnings as compensation during annual leave. Annual leave can be taken, at a maximum, till the end of the following year.  Employees who are not entitled to annual leave or a proportion thereof because they have not worked for at least 60 days in the same year for the same employer are entitled to one-twelfth of the annual leave for each of the 21 days worked in the relevant year.

• Sick Leave

Employees are entitled to seven days' paid sick leave per year for medical examination or treatment. Additional leave can be granted without pay. Employees are also entitled to a maximum of 30 days' leave annually for compulsory medical examinations, measures against communicable diseases, urgent medical-preventive care measures. Employees are entitled to sickness benefits if they have been recognized as temporarily incapable of performing work due to illness or injury or if they have been ordered a quarantine measure or isolation. 

• Maternity Leave

Female employees are entitled to 34 weeks of paid maternity leave, with 6 weeks before delivery and 28 weeks after. Single mothers are entitled to a maternity leave of 37 weeks and women who give birth to 2 or more children at the same time are entitled to a maternity leave of 43 weeks. If a man is responsible for taking care of the child from birth, he is also entitled to the same duration of leave. Employees must have been insured for at least 270 days in the previous 2 years before delivery to be eligible for maternity leave. Eligible employees are entitled to maternity allowance paid by the Social Insurance Agency at the rate of 75% of their average wages for the duration of maternity leave. Employees cannot be dismissed when they are on maternity leave, except in case of redundancy or serious breach of work discipline. If a pregnant woman performs work that is prohibited for pregnant women or which, according to a medical opinion, endangers her pregnancy, the employer is obliged to make a temporary adjustment to working conditions. If it is not possible to reassign the employee to another job, employers must provide them with paid leave.

• Paternity Leave

Fathers are entitled to paid leave to the extent of maternity leave (28 weeks after childbirth) if they are responsible for childcare. They are also entitled to 75% of their wages if they are insured for at least 270 days in the 2 years before childbirth.

Termination of Employment

• Notice Period

Notice period is at least one month for those who have worked for less than 1 year, 2 months for those who have worked for more than 1 year but less than 5 years, and 3 months for those who have worked for more than 5 years but less than 5 years. If the notice is given by an employee whose employment with the employer lasted at least 1 year, the notice period is at least 2 months. The notice period begins on the first day of the calendar month following the delivery of the notice and ends on the last day of the relevant calendar month. Employees can be terminated without notice in case of a serious breach of discipline. If an employee does not remain with their employer during their notice period, the employer is entitled to monetary compensation for the notice period. 

• Severance Benefits

Employees whose contract is terminated by their employer due to redundancy, relocation of business or medical reasons are entitled to severance pay as follows:  1 month's average salary if the employee has worked for at least 2 years and less than 5 years  2 months average salary if the employee has worked for at least 5 years and less than 10 years  3 months average salary if the employee has worked for at least 10 years and less than 20 years   4 months average salary if the employee has worked for at least 20 years If the employment contract is terminated with an agreement between the employee and employer, severance pay is increased by a month's salary. Employees dismissed due to disciplinary issues are not entitled to severance pay.