Overview
Payroll Cycle
Employer Contributions
Employee Contributions
Minimum Wage
Hiring
Hiring Employees
Hiring Contractors
Hiring Expats
Background Checks
Employment Contracts
Onboarding
Employee Benefits
Social Security
Healthcare and Insurance
Leave Policy
Public Holidays
Work Permit and Work Visa
Probation Period
Notice Period
Termination and Severance
Personal Income Tax
Discover EOR in Slovakia, where foreign employers can access valuable information and insights on hiring and managing employees in the country. Explore essential details on employment regulations, payroll obligations, social security contributions, work permits, employee benefits, termination procedures, and the role of Slovak labor authorities. Our comprehensive resources will assist you in understanding the intricacies of employment practices in Slovakia and ensuring compliance with local legal requirements. Whether you are establishing a presence in the Slovak market or expanding your workforce, our EOR services will provide the support you need for a smooth and successful employment experience in Slovakia.
| Overview | |
| Continent | Europe |
| Country | Slovakia |
| Capital | Bratislava |
| Time zone | UTC+01:00 (CET) |
| Total Time zones | 1 |
| Personal Tax filing deadline | March 31st |
| Financial Year | 1st January to 31st December |
| Date format | dd/mm/yyyy |
| Currency | Euro (EUR) |
| VAT | the standard rate is 20% |
Employer Payroll Contributions in Slovakia
| Employers | % of Gross Salary |
| Health Insurance | 10% |
| Sickness Insurance | 1.4% |
| Pension Fund | 1.4% |
| Disability | 3% |
| Unemployment | 1% |
| Guarantee Insurance | 0.25% |
| Accident Insurance | 0.8% |
| Reserve Fund | 4.75% |
| Total Employment Cost | 35.2% |
Employee Payroll Contributions in Slovakia
| Employees | % of Gross Salary |
| Health Insurance | 4% |
| Sickness Insurance | 1.4% |
| Pension Fund | 4% |
| Disability | 3% |
| Unemployment | 1% |
| Total Employee Cost | 13.4% |
Minimum Wages in Slovakia
| Minimum Wage | |
| Minimum Wage | The minimum wage in Slovakia is 623 EUR per month. |
Payroll Cycle in Slovakia
| Payroll | |
| Payroll Cycle | Monthly |
| 13th Salary | Not required by law, but common. |
Personal Income Tax in Slovakia
| Income Tax | |
| Up to 37,981.94 EUR | 19% |
| Over 37,981.14 EUR | 25% |
Hiring or Employment Options in Slovakia
When it comes to hiring options in Slovakia, employers have several choices to consider.
- Employee: Companies can hire employees on indefinite or fixed-term contracts, either on a full-time or part-time basis. It's important to note that part-time and fixed-term employees should not face discrimination based on their employment status.
- Independent Contractor: Independent contractors can be engaged by a company to provide specific services. However, it's crucial to carefully define the rights and obligations of independent contractors and ensure that they are not performing work that would be considered dependent employment. Otherwise, labor authorities may reclassify the relationship as an employment one, which could lead to fines for the company.
- Agency Worker: Companies can opt to temporarily second agency workers for a maximum period of 24 months. The working conditions, including wages and employment terms, must be equivalent to those of comparable employees at the user employer's organization. The agency itself must possess a special permit granted by the Central Office of Labor, Social Affairs, and Family.
By understanding and evaluating these hiring options, employers in Slovakia can make informed decisions that align with their business needs while complying with relevant labor regulations.
Employment Contracts and Policies
In Slovakia, employment contracts and policies play a crucial role in defining the rights and obligations of both employers and employees. Here are the key points to consider:
Employment Contracts:
- Employment contracts must be in writing, and the employee must be provided with one counterpart of the contract.
- The contract should clearly outline the essential terms agreed upon between the employer and employee, including:
- The type of work and a brief description of the job.
- The specific location of the workplace.
- The starting date of the employment.
- Wage terms, unless covered by a collective agreement.
Probationary Periods:
- A probationary period can be included in the employment contract, lasting a maximum of 3 months. However, for senior managers with significant company responsibilities or those who directly report to such managers, the probationary period can be extended up to 6 months.
- The probationary period cannot be prolonged, and it cannot be agreed upon for re-employment on a fixed-term basis.
- It is essential to have the probationary period clearly stated in writing; otherwise, it is considered invalid.
- For employees with fixed-term contracts, the probationary period may not exceed half of the agreed duration of the employment relationship.
Policies:
- Employers have the option to establish internal workplace regulations, which may require prior agreement with employee representatives to be valid.
- Employees must be duly informed of internal policies, and the employer must provide proof of this communication.
Third-Party Approval:
- There is no requirement to submit employment contracts for registration or seek approval from any third party.
Understanding and adhering to these provisions related to employment contracts and policies will ensure that employers in Slovakia comply with the legal requirements and maintain a clear and transparent working relationship with their employees.
Employee Benefits in Slovakia
In Slovakia, employees are entitled to mandatory and supplementary benefits that contribute to their well-being and financial security. Here are the key features of employee benefits in Slovakia:
Mandatory Employee Benefits:
- Pension: The pension system in Slovakia consists of mandatory contributions from both the employer and the employee. The contributions are divided into two pillars, offering choices between state funds and private licensed providers. There is also a voluntary third pillar, with participation decided by the employer.
- Legislative Leaves / Paid Time Off: Employees are entitled to various short-term leaves, such as illness leave, funeral leave, study leave, and doctor visit leave. Maternity Leave, which can be taken by either parent, is also available for an extended period. Paid vacation time ranges from 20 days per year to 25 days for employees over 33 years old.
- Unemployment Insurance: In case of unemployment, individuals who have paid unemployment insurance contributions for at least 730 days in the past three years are eligible for financial support for up to six months.
- Workplace Canteens or Meal Vouchers: Employers are required to provide lunch or meal vouchers to employees. The employer must cover at least 55% of the costs, with the minimum value of vouchers determined by the government.
Supplementary Employee Benefits & Perks:
- Company Car: Some employers offer company cars for both professional and private use, providing convenience and mobility.
- Additional Vacation Days: Certain employers may offer extra vacation days beyond the legally mandated minimum, allowing employees to enjoy more time off.
- Group Life/Accident Insurance: Companies may provide group insurance coverage to protect employees and their families in case of accidents or unexpected events.
- Other Perks: Additional perks can include access to a company apartment, cafeteria services, sickness leave days, and various other benefits that depend on the employee's position and the company's policies.
It's important for employers to consider a comprehensive benefits package to attract and retain talented employees in Slovakia. By offering a combination of mandatory benefits and supplementary perks, companies can provide a supportive and rewarding work environment.
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