Employment 2025

SLOVENIA Law and Practice Contributed by: Jernej Jeraj and Katja Triller Vrtovec, PFP Law

Part-Time Contracts An employment contract may also be concluded for working hours shorter than full-time. Such an employ - ee has the same contractual and other rights and obli - gations arising from the employment relationship as an employee who works full-time and exercises them (with some exceptions) proportionally to the time for which the employment relationship was concluded (eg, the employee is entitled to proportional annual leave of a minimum duration and holiday pay). Specific and temporary part-time contracts are also regulated by laws determining the special rights of parents, disabled employees, etc. 1.4 Compensation Minimum Salary Requirements Compensation for work under the employment con - tract consists of a salary, which must always be in monetary form, and other types of payments (if agreed upon). In determining the salary of a worker who works full-time, the employer must adhere to the minimum salary requirements, annually determined by the Min - ister for Work (in 2025, the minimum salary amounts to EUR1.277,72 gross for full-time work). Collective bargaining agreements often set forth higher minimum basic salaries for individual categories of jobs. Basic Salary, Supplements and Variable Part A salary consists of: • a basic salary, which is the agreed monthly com - pensation for the agreed number of working hours and expected results of work; • supplements for seniority and special circumstanc - es of work; and • a variable part of the salary (bonus) for the indi - vidual and collective performance (if applicable at the employer). The salary needs to be agreed upon in a gross amount. Employees are entitled to a special seniority allow - ance, the amount of which is determined by collective branch bargaining agreements – most commonly, the employees receive 0.5% of their basic salary for every completed year of their work experience. Other sup - plements are also determined by collective bargaining

employer cannot ensure the unhindered work process with less intrusive measures (if overtime work could be avoided by better organisation of work, new employ - ment, etc). Extraordinary and unforeseeable circumstances under which overtime work is allowed include exceptional cases of increased workload, pending damages or danger to people and goods, avoidance of defects that could lead to work interruptions and similar situ - ations. If possible, overtime work shall be ordered in writing before it commences. If not, then it can be assigned orally, although a written justification of the overtime work must be provided to the employee by the end of the week following the overtime work, at the latest. Overtime work may last a maximum of eight hours per week, 20 hours per month and 170 hours per year. The working day may last a maximum of ten hours. Daily, weekly and monthly time limits may be observed as average limits over a period specified by law or a collective bargaining agreement, and this period must not exceed six months. With the consent of the worker (given for each individual case), overtime work may exceed 170 hours, but it must not exceed 230 hours per year. When assigning overtime work, the statutory provisions on daily and weekly rest periods must be considered. The employer cannot assign work beyond full-time working hours to specific groups of employees, such as pregnant workers, older workers (above 55 years of age), minor workers, workers in bad health whose health condition could deteriorate due to such work, workers with full-time working hours shorter than 36 hours per week due to work in a position with higher risks of injury or health impairments, or disabled work - ers working part-time. Act on Records in the Field of Labour and Social Secu - rity ( Zakon o evidencah na področju dela in socialne varnosti , OJ no 40/06 et seq – “ZEPDSV”) requires employers to maintain numerous registries regarding the employees’ working hours (including distribution of working hours and overtime work).

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