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Employment contracts and policies in Slovakia
Contract terms in Slovakia
Fixed-term contracts in Slovakia
Contract extensions in Slovakia
Working hours in Slovakia
Remote work in Slovakia
Tailored employment contracts in 100+ countries
Employment contracts in Slovakia
Every country has its own specific rules and regulations concerning employment contracts. For example, in Slovakia, employment contracts must be provided to employees in writing on their first day of employment. Both the employer and the employee must retain a copy of the contract for their records. Unless otherwise specified, employment contracts in Slovakia are concluded for an indefinite period.
In this section, we’ll discuss everything you need to know about employment contracts in Slovakia. We’ll consider the mandatory terms that must be included in your employment contracts, plus additional clauses you can choose to incorporate. We’ll also talk about the rules concerning working hours and remote work in Slovakia so you can ensure your employment contracts are compliant with the law.
Employment contracts and policies in Slovakia
In Slovakia, oral contracts are technically legally binding, but they can be difficult to enforce. This means that, in practice, employers usually provide written contracts for each employee. These must be given to the employee on their first day of employment, and both parties should retain a copy. They can be signed electronically or in paper format.
There are two main types of employment contracts in Slovakia: fixed-term contracts and permanent contracts. If a contract doesn’t specify a fixed term, it is automatically considered to be an indefinite (permanent) contract. Similarly, if a fixed-term contract isn’t documented in writing, it’s legally considered indefinite. That makes it particularly important to provide written employment contracts for fixed-term employees.
Third-party approval in Slovakia
Unlike in some other countries, there’s no requirement to lodge employment contracts with a third party in Slovakia. However, employers must notify the healthcare authorities of each new employment relationship within eight business days of the employee’s first day of work.
Different types of employment contracts in Slovakia
The Slovak Labour Code also recognises three other types of employment contracts:
- Work performance contracts: These are for short-term projects or tasks up to a maximum of 350 hours per calendar year. Employers are not required to provide social or health insurance for workers engaged on these contracts.
- Work activities contracts: These can be used to engage workers for regular work activities up to a maximum of 10 hours per week. As with work performance contracts, employers are not required to provide social or health insurance.
- Temporary student job contracts: These are specifically designed for the engagement of students for part-time, temporary work. Students engaged on these contracts can work up to 20 hours per week. Employers must pay social insurance contributions for these workers but are not required to provide health insurance.
Employment policies in Slovakia
Employers in Slovakia can choose to issue internal regulations, subject to an agreement with the works council. Employees must be informed of any internal policies that apply.
Contract terms in Slovakia
Employers and employees in Slovakia are largely free to negotiate the terms of their employment agreements. However, they must be at least as favourable to the employee as the minimum standards set by the Labour Code and any relevant collective bargaining agreements. The Labour Code also provides guidance on the key terms that must be included in a valid contract of employment.
Mandatory contract terms in Slovakia
According to the Labour Code, employment contracts in Slovakia must include certain key information about the employment relationship, including:
- The identity of both parties.
- The type of work to be performed.
- A description of the work.
- The place of work.
- The employee’s start date.
- The salary terms.
- Notice periods for termination.
- Annual leave entitlements.
- Probationary period (if applicable).
Employment contracts can also refer to the relevant provisions of any applicable collective bargaining agreement. Employees in Slovakia must be given a copy of their contract.
Probationary periods in Slovakia
Probationary periods are legal and common in Slovakia, up to a maximum of three months. For senior managers, the maximum length is six months. Probationary periods must be agreed in writing and may not be extended. Probationary periods for fixed-term contracts can’t exceed half of the total length of the contract.
Fixed-term contracts in Slovakia
In Slovakia, the general rule is that an employment contract is an indefinite agreement. However, employers can also choose to conclude fixed-term employment contracts in certain circumstances. The maximum length for a fixed-term contract is two years. The contract must clearly state the start and end dates, or it could be reclassified as a permanent contract.
Other requirements for fixed-term contracts in Slovakia
Employees engaged on fixed-term contracts in Slovakia must not be treated any less favourably than comparable employees hired on a permanent basis. This applies pay and working conditions including health and safety. The Labour Code also requires employers to inform temporary employees of any permanent opportunities that become available within the organisation.
Contract extensions in Slovakia
The maximum duration of a fixed-term contract in Slovakia is two years. Fixed-term contracts may be renewed or extended a maximum of twice within a two-year period. A further extension is permissible if the fixed-term contract is being used for one of the following reasons:
- Substitution for an employee during statutory leave (e.g. maternity leave).
- To meet a temporary increase in workforce needs.
- Seasonal employment (e.g. agriculture or tourism).
- Work covered by a collective agreement.
Ending a fixed-term contract in Slovakia
A fixed-term contract in Slovakia simply ends when the term is reached. There is no need for either party to give notice to terminate the contract.
Working hours in Slovakia
Working hours in Slovakia are set by the Labour Code, with collective bargaining agreements providing additional requirements in some cases. In general, the working week in Slovakia is Monday–Friday and employees typically work eight hours per day.
Maximum working hours in Slovakia
In Slovakia, eight hours a day, 40 hours per week is considered to be full-time work. For shift workers, normal working hours should not exceed 38.75 hours per week. Employees working with chemical carcinogens shouldn’t work more than 33.5 hours per week. There are also special requirements for workers aged below 16 (30 hours per week) and between 16 and 18 (37.5 hours per week).
Overtime in Slovakia
All work over 40 hours per week is considered overtime in Slovakia. It’s regulated by employment contracts and/or collective agreements. Overtime can only be required in Slovakia in special circumstances, such as when there is a temporary and urgent increased demand for work. In most cases, overtime in Slovakia must be paid at the following rates:
- 125% of normal wages for regular overtime.
- 150% of normal wages for work completed on a Saturday.
- 200% of normal wages for work completed on a Sunday.
Employees in Slovakia shouldn’t work more than 48 hours per week on average, including overtime. This maximum can be increased to 56 hours for medical staff as long as they agree. Overtime must also not exceed 150 hours per year (250 hours for medical staff). In certain circumstances, this can be extended to 400 hours per year. Executive and C-level employees are exempt from overtime regulations.
Rest periods and breaks in Slovakia
Employees who work at least six hours in a day in Slovakia are entitled to a lunch break of at least 30 minutes. This is typically unpaid and is not included in working hours calculations. Employees must also be granted 12 hours of uninterrupted rest time between shifts and two consecutive uninterrupted days of rest per week. This should usually be either Saturday and Sunday or Sunday and Monday unless the employer’s operating conditions make this impossible.
Remote work in Slovakia
Remote work has become more and more popular around the world over the last decade, and Slovakia is no exception. Slovak labour laws recognise two distinct forms of remote work: telework and domestic work. Both of these can take place anywhere other than the employer’s premises (they don’t need to happen in the employee’s home).
However, the place of work must be agreed upon in the employee’s contract of employment. The difference between the two types of remote work in Slovakia largely comes down to the equipment used: telework is defined as work using IT equipment, while domestic work covers all other types of remote work.
Remote work law in Slovakia
According to the Labour Code, remote work in Slovakia must be agreed upon in writing between the employer and the employee. This can be part of the written employment contract or an additional written agreement. The place of work that is mentioned in the remote work agreement is binding; neither party can unilaterally change it. However, it’s possible to avoid mentioning a specific place and simply agree that work will be completed in a location designated by the employee.
Employers of remote workers can also choose to agree on flexible hours with their remote workers, though this isn’t a requirement. Remote workers have the ‘right to disconnect’ outside of work time.
Occasional remote work in Slovakia
In Slovakia, the concept of ‘home office’ work is different from telework. This is the occasional use of remote work, which may be permitted on an ad hoc basis.
Employee obligations concerning remote workers in Slovakia
Employers in Slovakia must provide their remote employees with the technical equipment and software they need to do their jobs. Workers should also be reimbursed for costs related to remote work, such as increased electricity or internet usage. It’s best practice to conclude an agreement on the details for reimbursement so everyone understands their rights and responsibilities.
Employers are also responsible for the health and safety of their remote employees, and any equipment provided to them must meet health and safety standards. For example, employees working on computers should be provided with an appropriately sized monitor, mouse, and keyboard. Remote workers in Slovakia benefit from the same protection from work-related accidents and illnesses as onsite employees.
Tailored employment contracts in 100+ countries
Like all countries, Slovakia has its own rules and regulations when it comes to employment contracts — and non-compliance could land your company in hot water.
Thankfully, our team is experienced in drawing up tailored, compliant contracts in Slovakia (and more than 100 countries worldwide). That means that, when you work with us, you won’t need to waste time worrying about whether you’ve got it right. Instead, you can focus on what matters: your business.
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