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Employer of Record (EOR) in SkSlovak Republic






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G-P provides employer of record services for customers that want to hire employees and run payroll without first establishing a branch office or subsidiary in the Slovak Republic. Your candidate is hired via G-P’ Slovak Republic PEO in accordance with local labor laws and can be onboarded in days instead of the months it typically takes. The individual is assigned to work on your team, working on your company’s behalf exactly as if he or she were your employee to fulfill your in-country requirements.

Our solution enables customers to run payroll in the Slovak Republic while HR services, tax, and compliance management matters are lifted from their shoulders onto ours. As a Global PEO expert, we manage employment contract best practices, statutory and market norm benefits, and employee expenses, as well as severance and termination if required. We also keep you apprised of changes to local employment laws in the Slovak Republic.

Your new employee is productive sooner, has a better hiring experience and is 100% dedicated to your team. You’ll have peace of mind knowing you have a team of dedicated employment experts assisting with every hire. G-P allows you to harness the talent of the brightest people in more than 185 countries around the world, quickly and painlessly.

The Slovak Republic is a small, mountainous, land-locked country in Central Europe. It has a population of 5.5 million and belongs to the European Union.

When negotiating terms of an employment contract and offer letter with an employee in the Slovak Republic, it may be useful to keep the following in mind:

Employment Contracts in the Slovak Republic

Fixed-term contracts are permitted and may be agreed upon for at most two years. If the fixed-term employment is agreed upon for a shorter period, it can further be extended or renewed not more than twice within the two years for no longer than two years in duration.

A further extension or renewal of the fixed-term employment relationship to two years or over two years can be agreed upon only for specific reasons. Where the contract needs to end prior to the expiry of the fixed-term contract, it can only be ended via a mutual agreement between parties.

It is legally required to put a strong employment contract in place in the Slovak Republic, in the local language, which spells out the terms of the employee’s compensation, benefits, and termination requirements. An offer letter and employment contract in the Slovak Republic should always state the salary and any compensation amounts in euros rather than a foreign currency.

Working Hours in the Slovak Republic

Slovaks work a 40 hour week, and overtime should not bring the total to more than 52 hours per week.

Holidays in the Slovak Republic

Slovakia celebrates 14 national holidays:

  • Emergence of Slovakia
  • Feast of the Epiphany
  • Good Friday
  • Easter Monday
  • International Workers’ Day
  • End of World War II
  • Memory of St. Cyril and St. Methodius
  • Slovak National Uprising
  • Day of the Constitution of the Slovak Republic
  • Day of Our Lady of Sorrows
  • All Sants’ Day
  • Struggle for Freedom and Democracy Day
  • Christmas Eve
  • Christmas Day

Vacation Days in the Slovak Republic

Employees are generally entitled to four weeks of paid annual leave. Typically, one week is taken in the winter and three in the summer.

The paid holiday of an employee who at the end of the relevant calendar year is at least 33 years or is permanently caring for a child is at least five weeks.

Slovak Republic Sick Leave

Employees are eligible for paid sick leave as follows:

  • First three days: 25% of normal wage, paid by the employer
  • Days four through 10: 55% of normal wage, paid by the employer
  • 11+ days: 55% of normal wage, paid by the Social Insurance Agency

Maternity/Paternity Leave in the Slovak Republic

Female employees are generally entitled to 34 weeks of paid leave. Single employees are entitled to 37 weeks. Leave generally begins six weeks before the due date, but may begin eight weeks prior. Women must take at least 14 weeks of leave, six of which must occur after the birth.

Fathers are generally entitled to paternity leave from the birth of the child until the end of the mother’s leave.

Parents may request parental leave until the child turns three.

If the female employee has had sickness insurance for a minimum of 270 days of the two years prior to the due date, she is entitled to a maternity benefit of 65% of her daily assessment base.

If an insured person, other than the mother takes care of a child, that person is entitled to 28 weeks of maternity benefit from the day that child care began at the same rate as above.

Only one insured person can receive a maternity benefit at a time.

Health Insurance in the Slovak Republic

The Slovak Republic has guaranteed healthcare. Private health insurance exists, but is not widely used.

Slovak Republic Supplementary Benefits

Common employee benefits include:

  • Company car
  • Meal allowance
  • Transportation allowance
  • Education allowance
  • Mobile phone
  • Flex time


Annual bonuses are common in the Slovak Republic.

Termination/Severance in the Slovak Republic

Probationary periods of up to three months are permitted.  Some senior managerial positions can have a six month probationary period.

Employees may be terminated in writing by:

  • agreement
  • notice of termination
  • immediate dismissal or termination
  • notice of termination during a probationary period

The general length of the notice period for a Slovak labor contract is:

  • 1 month – statutory minimum notice period, unless a longer notice is stipulated by the Labour Code
  • 2 months – if the employee was employed for at least 1 year but less than 5 years
  • 3 months – if the employee was employed for at least 5 years

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

  • the company dissolved or moved and the employee does not want to move
  • the employee is made redundant
  • the employee is no longer able to perform the job for health reasons

If the employee received notice, his/her severance pay should be at least one to four times the employee’s average monthly earnings, depending on the number of years of employment.

If the employee was terminated by agreement, he/she is entitled to one to five times his/her average monthly earnings, depending on the length of service.

If the employer terminates an employee’s contract either by notice or agreement because the employee cannot perform the job due to an occupational accident, occupational disease, or the risk of such a disease, the employee is entitled to at least 10 times his/her average monthly earnings.

Paying Taxes in the Slovak Republic

Employers must contribute 35.2% of each employee’s gross salary to social security, subject to a cap.

Employees contribute 13.4% of salary to social security, also subject to a cap.

Social security includes the following funds:

  • Retirement insurance
  • Disability insurance
  • Sick leave insurance
  • Unemployment insurance
  • Contribution into Reserve fund of the SIC
  • Guaranty Insurance
  • Injury Insurance
  • Health care insurance

This information is provided as generally accepted information and is not intended as advisory services.

Why G-P

Establishing a branch office or subsidiary in the Slovak Republic to engage a small team is time-consuming, expensive and complex. Labor law in the Slovak Republic has strong worker protections, requiring great attention to detail and an understanding of local best practices. G-P makes it painless and easy to expand into the Slovak Republic. We can help you hire your candidate of choice, handle HR matters and payroll, and ensure that you’re in compliance with local laws, without the burden of setting up a foreign branch office or subsidiary. Our Slovak Republic PEO and Global Employer of Record solution provides you peace of mind so that you can focus on running your company.

If you would like to discuss how G-P can provide a seamless employee leasing or PEO solution for hiring employees in the Slovak Republic, please contact us.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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