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Compensation & Benefits in SiSlovenia.






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When you think back on why you chose certain jobs over the years, two factors probably stand out — compensation and benefits. Employees in Slovenia are no different. They want compensation that meets or exceeds Slovenia’s compensation laws along with a robust Slovenia benefits plan that offers everything they need and more.

Your company can also benefit from meeting the minimums, as you won’t have to worry about any fines or delays. But do you know which laws you need to follow? G-P can help through Slovenia compensation and benefits outsourcing. We’ll use our existing subsidiary to pay your employees and offer benefits, all while taking on compliance as the Employer of Record.

Slovenia Compensation Laws

As of 2022, Slovenia has a national minimum wage of 1,074.43 EUR. All employees must make at least this much money every month for you to comply with Slovenia compensation laws. If your employee happens to work more than eight hours a day, they should receive overtime that’s determined by your particular industry. Keep in mind that a collective bargaining agreement (CBA) or trade union could stipulate a separate minimum wage.

Guaranteed Benefits in Slovenia

You must provide certain benefits as part of your Slovenia benefits management plan to meet the country’s laws. A good place to start is time off for holidays and annual vacations. Slovenia celebrates 11 public holidays, and employees should get each of those days off with pay. Employees typically get four weeks of paid annual leave, but workers over 55, the disabled, and caretakers should get at least three additional days depending on their CBA or employment contract. All employees should receive up to seven days of paid personal leave each year.

Slovenia offers robust parental leave options. Female employees should receive 105 days of paid maternity leave that they must take 28 days before their expected delivery date. Each female employee’s pay during this time should be based on the average of their salary, but it must be at least 55% of Slovenia’s minimum wage. Employees should also get 30 days of spousal leave no matter their gender. Parents are also entitled to share 260 days of childcare leave after maternity leave gets taken.

Slovenia Benefits Management

When you’re ready to give out the benefits included in your Slovenia benefits management plan, we also recommend including supplemental benefits that employees may expect to receive. For example, most employment contracts include some type of bonus even though it’s not required. Common bonus options include:

  • 13th-month salary, considered a gratuity
  • Christmas bonus
  • Jubilee bonus — amount depending on length of service
  • Performance-based bonus

Restrictions for Benefits and Compensation

Every company that expands without the help of a global PEO has restrictions related to incorporation. You need a registered entity in Slovenia before you start any business activities, including providing compensation and benefits. Companies choose to work with G-P because we don’t have the same requirements. You can use our Slovenia PEO to run your company and trust us to take care of your payroll, hiring, benefits, compensation, and more.

Choose G-P Today

If you’re ready to expand but want to learn more about Slovenia compensation and benefits outsourcing, contact us today.


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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