Employment Law in Slovenia
Employment Law in SloveniaUpdated on Monday 28th November 2016
based on 2 reviews.
The Employment Law in Slovenia is composed of the totality of laws, regulations, administrative decisions and precedents of decisions that deal with the rights and obligations of workers and their employers. The labor law contains a number of aspects on the relationship between trade unions, employers and employees.
The Employment Law in Slovenia can be divided in two main areas: collective labor law, which refers to the triangular relationship between employees, employers and trade unions and individual labor law, which governs on the rights of individual workers and the protection of these rights.
The Slovenian Employment Law is enforced by the procedure of drawing up a contractual relationship between the employee and the employer, which is supplemented by collective bargaining between the social partners at the national level and between employers and trade unions at company level.
The Employment Law in Slovenia provides certain rulings for equal treatment, for example the fact that an employer shall choose to hire any person (that responds to the job duties, studies and experience) under a contract of employment and allow equal treatment, irrespective of gender, ethnicity, religion.
The Slovenian Labor Law also provides rulings to conclude and interrupt an employment contract. This action can be done only in accordance with the Labor Relations Act and in accordance with the provisions of other laws, collective agreements and in accordance with the general acts of the employer.
The employment contract in Slovenia
The employment contract in Slovenia is usually concluded for an indefinite period, provided that the law specifies otherwise. If the employment contract duration is not specified, or if a written employment contract for a fixed period is not concluded in writing at the commencement of work, it is assumed that the contract is concluded for an indefinite period. However, the parties may agree on signing an employment contract for a fixed period in certain conditions and job positions provided by the law.
The rights and obligations and the inclusion in social insurance start on the day of commencement of work agreed in the employment contract. The employer is obliged to register the employee with the competent state authorities (for purposes such as statutory pension, disability and sickness insurance and unemployment insurance), in accordance to special regulations, and shall give a copy of the application within 15 days of commencement of work.
The Employment Law in Slovenia also provides the internships period, which can last up to one year, unless the law provides otherwise. This period may be extended for a maximum of six months, when the trainee works on part-time basis.
The law provides that the employer and employee may agree on a probationary period. This period can not exceed six month, but can be extended in the event of the temporary absence from work.
The payment for work under an employment contract consists in a salary / wage, which must always be in monetary form, and any other payments, when this is provided by a collective agreement. The employer must take into account the minimum wage laid down by law or collective agreement binding on the employer directly.
The salary consists of basic salary, wages for work of merit and bonuses.
As a general rule, the minimum wage in Slovenia is EUR 783.66 per month (as last updated in January 2013).
The Employment Law in Slovenia provides that an employee is entitled to an allowance for working life. The amount of the allowance for seniority shall be determined by a collective agreement on the level of activity.
In Slovenia, an employee shall work 40 hours per week. The employee may accept to take overtime work, but this shall not exceed eight hours per week, 20 hours per month and a maximum of 170 hours per year. In some exceptional conditions the employee may work a maximum of 230 hours per year. In the case of overtime in excess of 170 hours per year, the employer must obtain the written consent of the employee. During the working day, an employee working full-time is entitled to a break of 30 minutes.