Global Employment Solutions & PEO in Slovenia

Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Slovenia. Traditional methods of establishing global employment and subsidiaries in Slovenia typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services is helping hundreds of organisations onboard new employees in Slovenia in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process. 

• Your company conducts the hiring and candidate selection process in Slovenia.
• Omnipresent hires the selected candidate through our local professional employment organisation in Slovenia.
• We take care of ensuring your new employee is hired in compliance with local labour laws, payroll regulations, benefits and more -- all without needing to set up a subsidiary in Slovenia.
• The individual is legally contracted by Omnipresent but assigned to work for your company and reports to a manager or team in your organisation as your full-time employee.

Employer costs include Pension and Disability Insurance, Health Insurance, and Injury at Work. Use the OmniCalculator to estimate costs, or contact us for further information.

The rate of personal taxation varies depending on the income tax bracket the individual belongs to. This ranges between 16% - 50%.

Employee contributions include Pension, Health Insurance, and Unemployment. This list is non-exhaustive, please contact us for further information.

Standard 40 hrs p/wk.

CBAs may regulate increased weekly hours periods. Employee consent not required for overtime until specific thresholds.

Generous sick leave entitlements (no statutory limit to sick days). Carer's leave also available.

Medical Certificate required.  

Paid: 80% salary for non-occupational illness/injury (based on last months salary); 100% salary if illness/injury related to work (average over last 3 months salary). 

Employer pays first 20 days sick leave. State pays remainder (employer refunded).

Generous maternity/parental paid leaves. Generally paid for the most part by Social Security.

Maternity Leave: Moms can take 105 days off work before and after giving birth, with 15 days being mandatory. Dads or guardians can take leave if the mom is absent or unable to care for the child due to certain reasons.

Paternity Leave: Dads have the right to take 30 days off work, and this leave can increase to 40 days for twins or 50 days for triplets.

Parental Leave: After maternity leave, either parent can take an additional 130 days off to care for the child. The mother can transfer up to 100 days to the father (totaling 230 days for the father) or all 130 days (totaling 260 days for the mother) can be transferred to the father.

Adoptive parents or guardians can also take leave, starting within 15 days of the child's placement for adoption.

Minimum four week's paid leave per year (plus PH). Possible increseas by individual agreement and/or per CBA/employment length.

Additional leaves provided by CBA/law.

Severance pay due in fixed-term contracts and indefinite-term contracts, depending on the reasons of termination. Severance pay varies according to lenght of service.

Terminations heavily regulated. Major blocks for specific categories. Procedural requirements depending on CBA/size/number of dismissals.