.png)
* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Slovakia's EU membership brings about a significant advantage through value-added trade. Access to the EU Single Market has led to a 15% increase in the country's GDP. Additionally, being part of the EU has enabled Slovakia to save 11 EUR per person monthly, attributed to reduced interest payments on government debt.
In contrast to other developed European nations, Slovakia offers a relatively low cost of living, making it an appealing destination for recruiting remote workers.
Slovakia features numerous appealing residential areas, ensuring that remote workers can enjoy a high standard of living.
The country takes pride in its advanced infrastructure, particularly its fast and reliable internet. This ensures that employees can maintain seamless connectivity and productivity, even while working remotely.
In Slovakia, employment agreements must be in writing, provided to the employee on their first day, and both parties retain a copy. By default, agreements are considered permanent, but fixed-term contracts up to 2 years are allowed. Basic employment information must be included in all contracts, such as:
Probation periods in Slovakia are restricted to 3 months for operational positions and 6 months for managerial roles.
The standard workweek in Slovakia consists of 40 hours, spread over of 8 hours daily. The average weekly working time including overtime must not exceed 48 hours.
In Slovakia, overtime, as outlined in employment contracts or collective agreements, is compensated at 125% (135% if hazardous work) of the average salary for hours beyond the 40-hour workweek. Public/ State holidays are compensated at 200%. For work on Saturday, an employee is entitled to additional pay of at least 1,79 EUR/hour in addition to the wage earned. For work on Sunday, an employee is entitled to additional pay of 3,58 EUR/hour, in addition to the wage earned. For night work, an employee is entitled to at least 1,43 EUR/hour, and in the case of an employee performing hazardous work of at least 1,79 EUR/hour, in addition to the wage earned. Executive and C-level employees are exempt from overtime regulations.
The national minimum wage in Slovakia is 750 EUR per month as at 01/01/2024.
There is no legal obligation for 13-month payments in Slovakia, and employers have the discretion to provide bonuses as they see fit.
Individual income tax in Slovakia varies from 19% to 25%, and it is computed based on the employee's gross annual income.
Slovakia has implemented a three-pillar pension system, which includes the elimination of the retirement age limit, the introduction of an early retirement option for long-career employees, the establishment of a parental pension supplement, the implementation of an automatic enrollment provision, and a reduction in administrative fees.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Slovakia tailored to your needs.
In Slovakia, terminations generally require prior notice, and either party has the right to terminate the employment relationship with or without cause. Acceptable terms for termination include:
The minimum notice period in Slovakia is 1 month. A written notice of termination must be provided at least 3 days before the exit date during the probation period. The notice period may also depend on the employee's length of service:
In Slovakia, severance pay is contingent on the employee's length of service and the type of termination. Severance pay may be provided in cases of termination due to company dissolution or relocation (if the employee refuses to move, redundancy or inability to perform duties due to health reasons. Employees who are terminated with notice are entitled to a minimum severance pay as follows
Employees in Slovakia are entitled to pay for the following 15 public holidays:
At Playroll we're all about empowering employees to work anywhere, making mobility possible for global teams. We sponsor visas and hire the employee for you, so you don’t have to worry about payroll, taxes, and more.
It's important to note, visa support can be complicated and each country has different requirements and legislation. As of August 2024, non-Singapore entities that want to employ an individual in Singapore who is not a Singapore national or permanent resident may no longer use an Employer of Record (EOR) to sponsor that individual for a work permit. Contact our experts for help on how to navigate global employment in Singapore.
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
By leveraging dedicated support from in-house legal and compliance experts for case by case questions and more.
Acquiring a visa without an entity has never been easier, leverage Playroll's global coverage to sponsor and hire employees.
.webp)
Access a free set of tools to navigate international hiring across 180+ countries, while staying up to date on hiring news with global insights into the changing employment landscape from Playroll.
.png)
