Slovakia

• Day of the Establishment of the Slovak Republic
• Epiphany
• Good Friday
• Easter Monday
• Labour Day
• Day of Victory over Fascism
• St. Cyril and Methodius Day
• Slovak National Uprising Anniversary
• Slovak Constitution Day
• Day of Our Lady of Sorrows
• All Saints Day
• Struggle for Freedom and Democracy Day
• Christmas Eve
• Christmas Day
• St. Stephen’s Day

Working Hours

In Slovakia, the standard workweek is 40 hours.  The employee’s average weekly working time, including any overtime work, must not exceed 48 hours.

Minimum Wage

Effective 1^st January 2025, the minimum wage is set at €816 per month.

Employee Tax

Annual income	Tax rate
Up to EUR 38,553.01	19%
More than EUR 38,553.01	25%
Social security contribution	9.4% or EUR 745.51 per month, whichever is lower
Health insurance	4%

Bonuses

Many employers in Slovakia pay a 13th salary bonus in the summer and a 14th salary bonus at Christmas.

Contracts must be concluded in writing. They must include:

• the type of work and a brief description;
• the place of work;
• the commencement date;
• the salary, unless agreed by collective agreement.
• Working conditions including payment terms, working time, paid holiday duration and notice period.

Fixed term contracts are allowed up to a maximum of two years.

Annual Leave

Employees are entitled to 20 days of annual leave. This amount is increased to 25 working days for employees who have worked for at least 15 years after the age of 18.

Sick Leave

Employees are entitled to sick pay for the first 10 days of absence. Thereafter, the employee may be entitled to sick pay from the health insurance system up to a period of 52 weeks.

Parental Leave

Slovakia offers 34 weeks' maternity leave. If the mother is single, 37 weeks is offered. Maternity leave must begin at least 6 weeks prior to the birth.

There is no statutory entitlement to paternity leave in Slovakia.

Termination Process

In Slovakia, employers may terminate a contract only for the following reasons:

• The business is given up or relocated;
• There are organisational changes;
• The employee is deemed medically unfit to continue;
• The employee's performance does not meet standards
• The employee breaches contract.

The notice period must be at least 2 months.

Under a Mauve Group Employer of Record (EOR) solution, clients and their international workers benefit from access to Mauve’s Global Master Insurance Programme—a market-leading, unified corporate insurance framework that connects all Mauve entities with two trusted providers. As part of our comprehensive global Employer of Record services, this insurance offering supports companies employing staff overseas by ensuring full compliance with local legal requirements while safeguarding their workforce.

The programme provides international insurance coverage through a combination of the master policy and jurisdiction-specific local policies, where required by law. This structure ensures seamless alignment with local employment laws—an essential element of maintaining global regulatory compliance within any international EOR payroll arrangement.

Coverage includes:

• Employer’s Liability and Public Liability – £10,000,000 combined limit
• Professional Indemnity – £5,000,000 limit
• Worker’s Compensation – Limit varies based on the employee’s country of work

This solution is ideal for organisations seeking to streamline global employee management while ensuring every EOR employee is protected and fully compliant in their respective jurisdictions.

For tailored advice on EOR insurance coverage, payroll compliance, or global compliance services in your target country, get in touch with Mauve’s expert international HR consultancy team.