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Hiring & Recruiting in SkSlovak Republic.






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Many factors go into recruiting and hiring a job candidate, such as the person’s level of education, experience, and commitment to your company. However, hiring in a foreign country means you have to focus on more than just a candidate’s level of fitness for your positions. You need to learn the Slovak Republic’s employment compliance laws and keep your multiple company locations operating.

You can make your hiring process faster and easier using Slovak Republic hiring outsourcing services. G-P can hire candidates for your open jobs through our Slovak Republic PEO, then assign those employees to work for you. As the Employer of Record, we’ll be responsible for labor laws and compliance, so you can expand without any additional stress.

Recruiting in the Slovak Republic

Slovakia has a vital role in central European trade. This position means there are many industries vying for employees, including the automobile, metal production, natural resources, food and beverage, and pharmaceutical industries. With a low growth rate, some companies may look for candidates overseas to fill open positions, especially individuals in bordering countries.

The country’s strict recruiting laws can make it difficult to even advertise open positions. Most job postings must include a job description, place of work, the date the employment starts, and the salary. Over the past decade, more people have gained access to the internet. This trend makes job boards more valuable than ever, and some of the top options include:

  • Profesia.
  • Kareiera Zoznam.
  • Bazos.

Laws Against Discrimination in the Slovak Republic

All workers have the right to receive the same treatment per the Labor Code. Other protections include:

  • The right to work.
  • The right to choose employment.
  • The right to fair and satisfying working conditions.
  • The right to protection against arbitrary dismissal from employment.

You may not discriminate based on age, sex, marital status, sexual orientation, race, language, genetics, politics, beliefs, and trade union activity. The Labor Code also has provisions to ensure everyone gets equal pay for equal work. The policy includes definitions of equal work, and the Statistical Office will even provide data on the average monthly wages for men and women.

There are no gender-specific quotas, but you do have to meet certain quotas for the employment of people with disabilities. Most employers with at least 20 employees must have a staff consisting of at least 3.2% of workers with disabilities.

When staffing your business, you need to ensure you follow these regulations or you will face fines or delays.

How to Hire Employees in the Slovak Republic

The Slovak Republic legally requires that you create a strong written employment contract that’s either fixed or indefinite. The contract must include duties, place of work, and compensation details. Ideally, you should draft a strong contract in the employee’s local language with additional terms like benefits, entitlement terms, termination requirements, and more. Employees must sign this contract and receive a copy before they begin working with your company. All salary amounts in the employment contract and offer letter should be in Euro.

As of November 1st, 2022, employers are legally required to notify employees in writing within seven days of their start date of the following, if not included in their employment contract:

  • Weekly work schedule
  • Overtime rules
  • Compensation terms
  • The method for determining the place of work
  • Annual leave duration or calculation
  • Employment termination terms
  • Information on training

Slovak Republic Employment Laws

During and after you hire Slovak Republic employees, you need to follow the country’s employment compliance laws. For example, employees in Slovakia need to work 37 to 40 hours over five days a week.

The country introduced a new amendment in 2018 that simplified the process to hire foreign nationals. If you hire European Union (EU) citizens, they can stay in Slovakia for three months after the date of entry, after which they must apply for residence in Slovakia. Non-EU citizens can work in the Slovak Republic as long as they have a permit or a temporary residence permit based on employment.

Onboarding in the Slovak Republic

When you onboard your employees, you want to use a process that familiarizes them with your company and their position. On the employee’s first day, you can review the employment contract with them and have them sign it. We also recommend creating a training program that will help employees learn their job duties and how to function within your company. If you have the time to travel to the Slovak Republic for an employee’s first day, you can hold a company meeting with new hires to personally introduce them to their new roles.

Benefits of Hiring Outsourcing in the Slovak Republic

Hiring is the most important function of your subsidiary. Leaving it up to chance or spending too small an amount of time on recruiting can hurt your company in the long run. That’s why G-P offers Slovak Republic hiring outsourcing. We know how to recruit the right candidates for your team, and we’ll provide a positive hiring experience. Your new employees can start their jobs right away, and your company can start working in one or two days.

Work With G-P To Expand Globally

If you’re planning to expand to the Slovak Republic, G-P can make your hiring process easier and more effective. Contact us today for more information on Slovak Republic hiring outsourcing.


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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