Fill in the form below to get the know how to future proof your contingent workforce program today!
overview
Slovakia
CurrencyEuro (EUR)
CapitalBratislava
Official languageSlovak
Time zoneGMT +2
Working hours40 hours
Public holidays15 Days (2026)
Payroll frequencyMonthly
Minimum monthly salary870 EUR
Date formatdd/mm/yyyy
Leave and time off in Slovakia
Employees in Slovakia have the right to paid and unpaid time off work in various situations. For example, all employees are entitled to at least 20 days of paid annual leave per year. Employees can also get time off work for illness (sick leave), or when they or their partner have a baby (maternity or paternity leave). There are also different entitlements for study leave, funeral leave, leave to attend doctor’s appointments and more.
In this section, we’ll discuss everything employers need to know about annual leave in Slovakia, including how entitlements are calculated and how employees accrue and use their leave. We’ll also discuss some of the other types of leave mentioned above, including sick leave, maternity leave, paternity leave, adoption leave, and others. Lastly, we’ll explore how public holidays work for employees in Slovakia.
Leave in Slovakia
All employees in Slovakia have the right to take annual leave each year. Minimum annual leave entitlements are set by the Labour Code, though collective agreements may provide different conditions. Of course, employers can choose to offer more generous leave to their employees as an additional benefit.
Annual leave in Slovakia
The basic annual leave entitlement in Slovakia is four weeks (20 days for a full-time employee). This increases to five weeks (25 days) when an employee reaches 33 years of age. Employees with children also have the right to 25 days of leave.
There’s also a specific rule for teachers and school directors, who are entitled to 40 working days of leave per year. Employees who work underground or in certain heath-endangering environments are entitled to an extra week of leave.
Using and carrying over annual leave in Slovakia
Leave in Slovakia is generally scheduled by employers, subject to previous negotiations with the employees. Employees should be able to take their entire holiday entitlement by the end of the calendar year. If they are not able to use their whole entitlement because of obstacles at work or the employer not determining the holiday schedule, employees can carry over their remaining leave into the following year.
In some cases, employees can be compensated for untaken leave in the amount of their average salary. This is only possible in two scenarios:
- The employee’s untaken leave is in addition to their statutory entitlement of four weeks.
- The employee is leaving the company without having taken all of their leave.
Sick leave in Slovakia
Employees in Slovakia are also entitled to sick leave if they are too ill to work. For the first ten days of sick leave, employees are entitled to income compensation paid by the employer. This is:
- 25% of salary for the first three days.
- 55% of salary for the following six days.
From the 11th day of sick leave, employees can access sick pay through the social security system. This is available for a maximum of 52 weeks from the employee’s first day of incapacity for work. Employees on sick leave in Slovakia must provide their employers with a ‘sick leave confirmation’ from a doctor.
Maternity, paternity, and parental leave in Slovakia
Employees in Slovakia are entitled to time off work when they or their partner give birth to a child. Read on for everything you need to know about maternity, paternity, and parental leave in Slovakia.
Maternity leave in Slovakia
Mothers in Slovakia are entitled to 34 weeks of paid maternity leave. This is increased to 37 weeks for single mothers and 43 weeks in the case of multiple births. Maternity leave typically begins between six and eight weeks before the employee’s due date. Employees must take at least 14 weeks of leave. Maternity leave in Slovakia is paid through the social security system at 75% of the employee’s normal daily earnings. Unusually, men can also take maternity leave in Slovakia (instead of the mother), assuming that they are caring for the child.
Paternity leave in Slovakia
Fathers in Slovakia are entitled to 28 weeks of paternity leave beginning when the child is six weeks old. However, they are only entitled to this leave if the mother is not receiving maternity or parental benefits. Single fathers are entitled to up to 31 weeks of paternity leave.
Parental leave in Slovakia
Parents or guardians in Slovakia can also take parental leave to care for a child up until their third birthday. This is extended to the child’s sixth birthday if they have a long-term health condition. Employers are obliged to allow employees to take this leave, but they don’t have to pay them while they are away from work. Instead, employees can receive a parental allowance from the Central Office of Labour, Social Affairs, and Family.
Additional rights for parents in Slovakia
Slovak employees who are pregnant, on maternity, paternity, or parental leave or breastfeeding a child under three years old enjoy special protections from termination. Mothers of children between six and 12 months old are entitled to one 30-minute paid breastfeeding break per day. Parents are also granted an extra week’s annual leave in addition to the statutory four-week entitlement.
Adoption leave in Slovakia
Adoptive and foster parents in Slovakia are entitled to 28 weeks of maternity leave and pay. This is extended to 31 weeks for single parents and 37 weeks for those adopting or fostering more than one child. Adoption leave in Slovakia can be used until the child’s third birthday.
Other leave in Slovakia
Employees in Slovakia may also be entitled to leave in other circumstances, which may be paid or unpaid. Specific eligibility criteria and conditions depend on the type of leave and the employee’s length of service. Here are some of the main types of leave you may come across as an employer in Slovakia.
Leave for personal obstacles in Slovakia
This covers things like family emergencies or attending weddings, funerals, or medical appointments.
Study leave in Slovakia
This may be available to employees pursuing education relevant to their employment.
Civic duty leave in Slovakia
This allows employees to carry out civic duties such as jury service or holding an elected office. It’s usually unpaid.
Military service leave in Slovakia
This allows employees to take part in military service. It’s unpaid by the employer but compensated directly by the military authorities.
Setting a leave policy in Slovakia
In some cases, collective bargaining agreements may provide additional leave entitlements to employees in Slovakia. Employers are also always free to set their own leave policies, as long as they grant their employees at least the statutory minimum leave required by employment law in Slovakia. This can help to improve your offering as an employer, enabling you to attract and retain talent.
Public holidays in Slovakia
There are 15 public holidays each year in Slovakia, combining religious, national, and historical observances. Most holidays fall on fixed dates, while a few—such as Easter-related holidays—are movable. If a public holiday falls on a weekend, it is not transferred to a weekday.
Are public holidays paid in Slovakia?
Yes. For most employees, public holidays are paid rest days.
If an employee is required to work on a public holiday, they are entitled to a premium of at least 100% of their normal hourly wage for each hour worked, in addition to their regular pay.
Public holidays in Slovakia
The following public holidays are observed nationwide in 2026:
1 January (Thursday)
Republic Day
6 January (Tuesday)
Epiphany
3 April (Friday)
Good Friday
6 April (Monday)
Easter Monday
1 May (Friday)
Labour Day
8 May (Friday)
Liberation Day
5 July (Sunday)
St. Cyril and St. Methodius Day
29 August (Saturday)
Slovak National Uprising Day
1 September (Tuesday)
Constitution Day
15 September (Tuesday)
Day of Our Lady of the Seven Sorrows
1 November (Sunday)
All Saints Day
17 November (Tuesday)
Freedom and Democracy Day
24 December (Thursday)
Christmas Eve
25 December (Friday)
Christmas Day
26 December (Saturday)
Second Day of Christmas
Protect your employees and your business
As an employer in Slovakia, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.
FAQ's
What paid leave are employees entitled to in Slovakia?
Employees receive paid annual leave, pay protection for qualifying public holidays and paid time off for certain personal events. A leave policy in Slovakia needs to distinguish these payments from sickness and family-related benefits.
Annual leave starts at four weeks a year. Employees turning 33 by year-end or permanently caring for a child receive at least five weeks. Employers pay annual leave at average earnings.
Employers compensate lost pay when employees miss normal working days for qualifying public holidays. Monthly-paid employees normally keep their monthly wage. Paid personal absences include medical appointments that cannot take place outside working hours, specified bereavements and the employee’s own wedding, within statutory limits.
Employers initially pay sickness income compensation. The Social Insurance Agency then pays sickness benefits to eligible employees and also pays maternity and paternity benefits to those who qualify. These payments are separate from normal salary. Parental leave does not require the employer to continue paying wages. Eligible fathers can receive up to two weeks of otcovské during the first six weeks after birth, subject to statutory extensions. This benefit is separate from the full statutory paternity-leave period.
What is the full statutory leave framework in Slovakia?
The statutory framework covers annual leave, public holidays, sickness and quarantine, family leave and time off for personal events, civic duties or education. The Labour Code sets absence rights and employment protections, while separate laws govern sickness compensation and benefits.
Leave policies in Slovakia need to record both the right to absence and who pays.
- Employers pay for annual leave and certain holiday and personal absences.
- Employers fund initial sickness compensation. Eligible employees may then receive sickness benefits from the Social Insurance Agency.
- The Social Insurance Agency can also pay qualifying employees benefits during family care or maternity leave.
- Parental leave is unpaid by the employer. Any state parental allowance is assessed separately.
Family leave includes maternity, paternity and parental leave. Employees can also receive family leave when a court places a child in their care, including for adoption. Collective agreements and employer arrangements can improve entitlements but cannot reduce statutory rights. On request, parental leave normally lasts until the child turns three, or six where a long-term health condition requires special care. Fathers normally have 28 weeks of paternity leave, with longer periods for qualifying single fathers or multiple births. These absence rights are separate from benefit eligibility.
How many annual leave days are employees entitled to in Slovakia?
For a full year, employees on a five-day week receive at least 20 annual leave days. This rises to 25 if they turn 33 by year-end or permanently care for a child. The law measures vacation days in Slovakia in weeks, setting a four-week minimum or five weeks for these qualifying employees.
Working fewer days each week means fewer scheduled leave days, while preserving the entitlement in weeks. Shorter daily hours alone do not reduce the day count. For irregular schedules, employers use the average number of scheduled working days over the year.
Specified education and research roles receive at least eight weeks. Qualifying underground work or legally specified particularly difficult or harmful work can add another week.
Part-year entitlement depends on the length of employment and days counted as work. The extra week for permanent childcare is also adjusted when that care starts or ends during the year.
How does sick leave work for employers and employees in Slovakia?
Doctor-certified sick leave in Slovakia excuses employees from work, with eligible employees receiving income support. For sickness starting from 1 January 2026, employers normally pay the first 14 calendar days.
Standard employer compensation is 25% for days 1–3 and 55% for days 4–14. These percentages apply to a statutory daily basis calculated from insured earnings, rather than simply the employee’s current salary.
The Social Insurance Agency normally pays eligible employees 55% of its statutory daily earnings basis from day 15. Benefits run for up to 52 weeks from the start of incapacity, with earlier sickness periods potentially counting towards that limit. Payment ending does not automatically end the medical absence.
Employees must promptly tell the employer about their absence and expected duration and follow prescribed treatment. Electronic certificates normally remove the need to deliver paper certificates or apply separately for benefits. Employers check electronic records through the Agency’s online service.
How much maternity leave are employees entitled to in Slovakia?
Employees normally receive 34 weeks of maternity leave in Slovakia. This increases to 37 weeks for a mother who qualifies as single under the Labour Code and 43 weeks for a mother giving birth to two or more children together and caring for at least two of them. Being unmarried alone does not establish single status, which generally also requires living alone.
Leave normally starts six weeks before the expected birth and can begin up to eight weeks beforehand. The entitlement covers the whole absence, rather than starting again after birth. Leave must last at least 14 weeks overall and cannot end or be interrupted within six weeks after birth.
Employees must give the employer at least one month’s written notice of the expected start, interruption or end and any changes to those dates. Eligibility for a maternity benefit payment is assessed separately by the Social Insurance Agency.
How much is maternity pay in Slovakia?
The Social Insurance Agency pays qualifying employees’ maternity benefit at 75% of a daily amount based on previous earnings covered by sickness insurance, subject to a cap. The law sets the period and any alternative amount, rather than simply using current salary or take-home pay. Taking maternity leave in Slovakia does not automatically qualify an employee for this payment.
A mother needs at least 270 days of sickness insurance in the two years before birth. She must also have sickness insurance when benefit entitlement starts or qualify during the limited period after insurance ends. Certain periods of previous insurance, successfully completed study and parental leave can count towards the 270 days.
For entitlements earned in 2026, the maximum full-month benefit is EUR 2,254.70 for a 30-day month and EUR 2,329.90 for a 31-day month. These payments cover calendar days. An entitlement that began earlier does not automatically receive the updated cap simply because payments continue into 2026.
What happens to an employee's job during maternity leave in Slovakia?
An employee’s job is protected during maternity leave in Slovakia, with a right to return if employment continues. Employers normally cannot give notice during this period. The law allows a few exceptions, including when the employer closes all or part of its business. Employers cannot dismiss employees without notice during maternity leave.
When the employee returns, the employer must give her back her original job at the same workplace. If that is not possible, it must give her work that matches her employment contract. Her working conditions must be at least as good as before her leave. She must also receive any improvements she would have received while away. Hiring someone to cover her absence does not change these rights.
Maternity leave does not automatically extend a fixed-term contract, which can end on its agreed expiry date. Employment can also end through a voluntary written agreement between the employer and employee. These routes are separate from an employer giving notice.
What additional leave entitlements do employees have in Slovakia?
Beyond annual leave and sickness, a leave policy in Slovakia must include paid days off for personal reasons listed in the law. Statutory paid absences are compensated at average earnings, within the applicable limits and conditions. Other personal absences may be unpaid.
They cover:
- up to 7 days a year for necessary medical examinations or treatment that cannot take place outside working hours.
- up to 7 days a year for necessary accompaniment of a family member where the visit cannot take place outside working hours. A qualifying single parent accompanying a child under 15 may receive up to 7 additional days.
- the time needed to take the mother to hospital for a child’s birth and bring her home.
- 2 days, plus 1 for the funeral, when a spouse or child dies, and 1–2 days for a parent or sibling, depending on who arranges the funeral. Employees also receive one paid day for their own wedding. Other bereavement entitlements depend on the family relationship and responsibility for arranging the funeral.
Eligible employees caring for a sick child or qualifying relative may claim ošetrovné, the Social Insurance Agency’s caregiver benefit. The employer does not normally pay wages during this absence. Short-term benefits normally last up to 14 calendar days; qualifying long-term care can be supported for up to 90 days. The under-11 limit applies to specified childcare situations, not every case of caring for a sick child.
Can employees carry over unused annual leave in Slovakia?
Yes. Unused vacation days in Slovakia can carry over to the following calendar year. The employer must arrange for employees to take them before that year ends. If it has not scheduled the leave by 30 June, the employee can choose the dates by giving 30 days’ written notice.
Employers are responsible for making sure leave is taken. Planning around workloads and arranging cover early helps prevent a backlog. Missing the June deadline gives employees control over the dates, including during the company’s busiest periods.
Employees who cannot use their leave because of maternity leave, parental leave or long-term sickness keep those days. The employer must let them take the leave after they return, even if the usual deadline has passed. Someone away for nearly three years following a birth may return with a large balance, so employers need to maintain accurate records throughout the absence.
Why should businesses partner with CXC to administer employee leave in Slovakia?
CXC can reduce employee leave administration by handling statutory leave requirements alongside contracts, benefits and payroll through its Employer of Record service. This helps businesses apply a leave policy in Slovakia consistently and maintain clearer employment records.
Under this model, CXC is the legal employer, while the client continues to direct employees’ day-to-day work and performance. The team draws on local HR, payroll and legal specialists to support employment administration. Employees can also receive help with payroll queries, giving HR teams support when an absence affects a payment.
Businesses can discuss absence reporting; the information employees need to provide and payroll deadlines with CXC. With CXC managing the local requirements, businesses can focus on workforce planning and employee support while keeping leave administration compliant with Slovak labour law. Speak to our team today.
Compliantly hire employees anywhere with CXC
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
DISCLAIMER: The information contained on this website is provided for general informational purposes only and should not be construed as legal, tax, or other professional advice on any subject matter. While we endeavor to ensure that the content is accurate and up to date, we make no warranties or representations of any kind regarding the completeness, accuracy, reliability, suitability, or availability of the information contained herein. The content on this site is not intended to be a substitute for professional advice. Users should not act or refrain from acting based on any information on this website without seeking the appropriate legal, tax, or other professional advice tailored to their specific circumstances from qualified professionals. We expressly disclaim all liability in respect to actions taken or not taken based on any or all of the contents of this website. Use of the information on this site does not create an attorney-client, tax advisor-client, or any other professional-client relationship between the user and the website or its authors.
BLOG
Helping businesess to compliantly engage talent since 1992
Download the guide
Want to know more about hiring and compliance in Slovakia?
Latin America Head Office
Australia/New Zealand Head Office
Asia Head Office
EMEA Head Office
North America Head Office
Latin America Head Office
Suite 3, Level 16, 99 Mount Street
North Sydney, NSW 2060 Australia
1 George Street, One George Street, Level 10
Singapore 049145
No. 51 Bracken Road
Sandyford Dublin D18 CV48 Ireland
Suite 218, 4th Floor
10260 SW Greenburg Rd
Portland, OR United States
Portland, OR United States
Rua Funchal, 418 – 34 e 35 andar Vila Olimpia, São Paulo – SP, CEP 04551-060, Brasil