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Notice periods in Slovakia

Termination of employment in Slovakia

Post-termination restraints in Slovakia

Waivers in Slovakia

Transfer of undertakings in Slovakia

Avoid risk and missed opportunities with our end-to-end employment solutions

End of employment in Slovakia

All employment relationships come to an end — and there are specific rules and regulations that apply when that happens. For example, in Slovakia, employers may only terminate employment contracts in certain circumstances, which are defined by Slovak labour law. In some even narrower circumstances, it’s possible to terminate employment without notice.

In this section, we’ll take you through notice periods for employers and employees in Slovakia, as well as the formalities involved in dismissing an employee. We’ll discuss the post-termination restrictions you may be able to impose on your employees (and the limitations that apply to these). Lastly, we’ll discuss the rules governing what happens to employees in the case of a transfer of undertaking.

Notice periods in Slovakia

Employers and employees in Slovakia must give notice to the other party if they want to end their employment relationship. Here’s what you need to know as an employer.

Notice periods in Slovakia for employers

Notice periods for employees in Slovakia depend on how long the employee has been engaged. The statutory minimum notice period for all workers is one month. This is increased to:

Two months for workers with 1–5 years of service.
Three months for workers with more than 5 years of service.

Notice periods in Slovakia for employees

If the employee gives notice, the statutory notice period in Slovakia is one month if the employment has lasted less than one year, and two months if it has lasted more than one year.

Giving and receiving notice in Slovakia

In Slovakia, the notice period starts on the first day of the calendar month following receipt of notice. For example, if an employer gives one month’s notice to an employee on 15 April, the notice period will begin on 1 May. The employee’s last day of employment would be 31 May. Slovak labour law doesn’t allow for payment in lieu of notice.

Severance pay in Slovakia

Employees in Slovakia may be entitled to severance pay if they have been terminated due to one of the following reasons:

The company is being dissolved or relocating.
The employee is being made redundant.
The employee is unable to perform the job for health reasons.

The amount of severance pay an employee is entitled to depends on their length of service and the type of termination. The minimum severance pay for an employee terminated with notice is four times the employee’s average monthly salary.

Probationary periods in Slovakia

Probationary periods are permissible and common in Slovakia. Since the whole point of a probationary period is to test out an employee’s suitability for a role, it is not necessary to give notice to terminate employment during the probationary period. However, the employer must give the employee a written notification (not a formal notice) at least three days before the intended termination date.

Termination of employment in Slovakia

There are specific rules that apply to the termination of an employment relationship in Slovakia. Employers considering hiring Slovak employees should ensure they understand their rights and obligations. Read on to learn what you need to know.

Reasons for termination in Slovakia

Employers must have a valid reason, as defined by Slovak labour laws, to dismiss an employee in Slovakia. These include:

The closure or relocation of the business (when the employee doesn’t want to relocate).
The employee being made redundant.
An inability to perform work due to health reasons on the part of the employee.
Failure of the employee to properly carry out their duties or meet requirements.
Unsatisfactory performance or disciplinary breaches.

Termination without notice in Slovakia

Under some circumstances, it’s possible to dismiss an employee in Slovakia with immediate effect (without notice). This is only possible in exceptional circumstances, such as when an employee has been sentenced for committing a crime or has committed a serious breach of work discipline. This is known as a summary dismissal.

In these cases, the employer must dismiss the employee within two months of learning about the breach or reason for dismissal. The termination must also take place no more than one year after the breach took place. A notice of termination must be delivered to the employee in writing and must include the reasons for dismissal without notice.

Special protections from dismissal in Slovakia

Employees who are members of the works council can only be dismissed with the prior agreement of the respective employee representatives. Employee representatives themselves are protected from dismissal during their term of office and for six months afterwards. Approval of the state authorities is needed to dismiss a disabled employee.

There are also certain employees who may not be terminated without notice, including:

Pregnant women.

Employees on maternity or paternity leave.

Employees who are solely responsible for a child of less than three years old.

Employees taking care of a person who is severely disabled.

If there is a reason for immediate termination, employees in all of these categories apart from those on maternity and paternity leave may instead be dismissed with notice.

Post-termination restraints in Slovakia

Post-termination restraints are restrictions that an employer can impose on an employee after their employment contract is over. There are specific limitations that apply to post-termination restraints in Slovakia.

Types of post-termination restraints in Slovakia

Here are the main types of post-termination restraints it may be possible to impose on employees in Slovakia:

Non-compete clauses: These prohibit employees from working for or establishing a business that competes with their former employer, for a set time period after the end of their employment contract.
Customer non-solicit agreements: These prohibit employees from poaching customers from their former employer, usually for a set time after the termination of their contract.
Employee non-solicit agreements: Similarly, these prohibit employees from poaching employees from their former employer.

Limitations on post-termination restraints in Slovakia

Non-compete clauses in Slovakia are only permitted where an employee’s position means they may acquire information that is not normally available, and which could cause substantial harm to the employer.

They are valid for a maximum of one year after the termination of the employee’s contract, and employees must be compensated at a rate of at least 50% of their average monthly earnings for each month the agreement applies. The parties can agree on an amount to be paid by the employee in the event of a breach.

Neither customer non-solicit agreements nor employee non-solicit agreements are regulated by the Slovak Labour Code, which means their enforceability is questionable. If agreed, they typically only serve as a deterrent and may not be legally binding. The Slovak Labour Code does not permit sanctioning the soliciting of customers or employees, for example by a contractual penalty.

Waivers in Slovakia

In some countries, it’s possible for employees to waive certain rights, usually as part of a settlement agreement in exchange for a sum of money. While this is possible in Slovakia, it is not possible to waive rights that exist prior to the existence of the waiver.

Transfer of undertakings in Slovakia

A transfer of undertaking is when one business entity is wholly or partially acquired by another. In these circumstances, there are specific rules concerning what happens to the employees of the transferred entity.

What counts as a transfer of undertakings in Slovakia?

Under Slovak labour law, legislation related to transfers of undertakings applies when there is a transfer of:

An economic unit which retains its identity.
An employer’s task of activity or part thereof.

This definition reflects case law of the European Court of Justice.

Protections for employees after a transfer of undertakings in Slovakia

When a transfer of undertaking occurs in Slovakia, the employees of the transferred entity are transferred to the new employer. The transferee assumes all rights and obligations relating to employment contracts between the transferred entity and the employees. Pension rights and other accrued benefits are also transferred, and any collective bargaining agreement that applies will continue to do so for their entire duration.

Can employees object to a transfer of undertaking in Slovakia?

Employees in Slovakia are not entitled to object to a transfer of undertaking, as long as both the transferer and the transferee have met their obligations. The employee may choose to resign if they do not wish to work for the new employee.

However, if the transfer causes unavoidable changes to the working environment that employees do not agree to, their employment must be terminated. In this case, employees are entitled to severance pay equal to two or three months’ salary depending on their length of employment.

Avoid risk and missed opportunities with our end-to-end employment solutions

There are many different ways an employment contract can come to an end. But whatever the situation, you need to understand the rules that cover the end of employment in Slovakia — or you could end up facing legal issues.

Our solutions ensure your business is protected from risk when a relationship with a worker comes to an end — whatever the reason. We can also help you to avoid missed opportunities by re-deploying talent where possible.

Read about EoR services

FAQ's

1. What are the options for hiring employees in Slovakia?

Companies can hire employees in Slovakia through a local subsidiary or branch, as a registered foreign employer, or through an employer of record (EOR).

With direct hiring, the company employs the person and handles the employment contract, employer registrations and payroll. A foreign company can register as an employer without establishing a local subsidiary, while using local support for administration.

An EOR employs the person and manages contracts, pay, tax and benefits. The client chooses the employee and directs their daily work. When the provider supplies employees to work under the client’s supervision, it needs a temporary employment agency permit from the Central Office of Labour, Social Affairs and Family.Companies can also work with independent contractors. Employment status depends on whether the person, working personally on the company’s behalf, is subordinate to and follows the company’s instructions. Calling the person a contractor does not change that.

2. Do you need a legal entity to hire employees in Slovakia?

No, a foreign company can employ people without setting up a Slovak company. It can register as a foreign employer or use an employer of record in Slovakia (EOR) that employs the person on its behalf.

Foreign employer registration uses the company’s existing legal identity. The company remains responsible for the employment contract and working conditions. It must handle social and health insurance registrations where required, pay the relevant contributions and arrange payroll and any applicable tax registration. Hiring a payroll provider can help with administration, but the company still employs the person.

An EOR takes on the employer role and manages the contract, pay and benefits, while the client directs the employee’s daily work. This removes the need to establish a subsidiary for that employment arrangement. The client’s own business activities can still create separate tax or registration obligations.

3. How long does it take to hire employees in Slovakia?

Hiring an employee in Slovakia can take around one to two weeks once a candidate has been selected, provided the company already has the necessary employer registrations and the employee has the right to work.

Companies hiring directly for the first time may need longer to arrange employer registrations, employment contracts and payroll. A foreign company does not necessarily need to incorporate a Slovak entity to employ staff, but it must meet local registration requirements. Employers must register with the Social Insurance Agency before their first employee starts and register each employee before work begins.

For companies without an established employment setup, an Employer of Record (EOR) can shorten the process, with onboarding typically taking a few days to two weeks once the required information is available. Recruitment, an employee’s existing notice period and work authorisation for non-EU nationals can extend the overall hiring timeline.

4. When should companies use EOR services in Slovakia?

Companies can use EOR services in Slovakia when entering the market, building a workforce without local employment administration or staffing a defined project. An employer of record (EOR) can also support hiring while the company prepares to employ people directly.

A company testing customer demand can also employ people locally before deciding how to build its own operation. Companies with an established presence may also use this model when they need the provider to handle employment administration.

The planned work and assignment length need to fit local rules. Where employees work under the client’s supervision through temporary assignment, assignments normally have a 24-month limit. Companies can normally extend or repeat assignments with the same client up to four times within those 24 months. Switching agencies does not restart those limits. For an ongoing role, the company can plan a move to direct employment before the normal assignment limit is reached.

5. Why do companies choose an EOR provider in Slovakia?

Companies choose an EOR in Slovakia for simpler local administration and potentially lower risk than employing staff directly, although the client still pays the full employment cost plus the provider’s fee.

An EOR may shorten onboarding when it already has the required employment setup. Timing depends on documentation, right-to-work checks and the permitted assignment model. Direct hiring through a registered foreign employer may also avoid incorporation.

As the legal employer, the provider registers with Sociálna poisťovňa, the Social Insurance Agency, the health insurer and the tax office. It also keeps payroll correct through rule changes, such as the 2026 shift to employers paying the first 14 days of sick leave instead of 10.

A foreign company that registers directly can easily misjudge whether it must withhold Slovak income tax. Signing up a self-employed contractor for what is really a staff job is riskier still, with illegal-employment fines from 4,000 EUR, and an EOR can help manage these risks without removing the client’s own tax or compliance obligations.

6. How much does an employer of record cost in Slovakia?

An employer of record in Slovakia charges a service fee on top of the employment cost itself. Companies should obtain a current quote that identifies all recurring and one-off charges. The employment cost comprises gross salary and standard employer contributions of 36.2% in 2026, before other applicable costs and benefits.

Employers pay 25.2% for social insurance, as shown in the Social Insurance Agency’s 2026 contribution tables, and a separate 11% for health insurance. Most social contributions are capped at a monthly earnings base of 16,764 EUR in 2026. Employer accident insurance, charged at 0.8%, and health contributions have no ceiling.

On a salary of 2,500 EUR a month, contributions add about 905 EUR, bringing the cost to around 3,405 EUR before the provider’s fee.Statutory contribution rates follow the same legal rules, but quotes may differ in benefits, insurance assumptions, deposits, taxes and other charges as well as the service fee. The fee depends mainly on headcount, how complex the contracts and benefits are, and whether the provider holds its own agency permit or works through a licensed partner.

7. What should companies look for in an employer of record in Slovakia?

Companies should look for an Employer of Record in Slovakia with strong local employment expertise, a legally compliant hiring arrangement, transparent pricing and reliable support throughout the employee’s time with the business.

Experience with Slovak labour law is particularly important. A good provider should understand employment contracts, statutory benefits, social insurance contributions and local payroll requirements. Companies should also check whether the provider has the appropriate authorisation for its employment model, particularly where temporary agency work rules apply.

Beyond compliance, consider how responsive the provider is, whether employees can access local HR support and how well the service accommodates changes in headcount or business requirements. For companies hiring across several markets, an EOR with wider international coverage can also make workforce management easier without having to engage a different provider in every country.

8. Can an EOR in Slovakia hire non-EU nationals?

Yes, an EOR in Slovakia can hire non-EU nationals when the employee’s immigration status and the provider’s agency arrangement allow it. An employer of record (EOR) cannot use every route available for direct employment.

For hires through the temporary residence route for employment, the agency must have operated for at least three years before applying for labour office approval. The job must also be in an occupation with a labour shortage in the relevant region.

The employee needs approved residence for employment, although some can start once a complete residence application has been accepted and the labour office has approved the vacancy.

Employees with permanent residence in Slovakia can use a separate route without those agency experience and shortage restrictions. The provider needs to check the employee’s status, job and work location before confirming eligibility.

9. What is the difference between an EOR and a PEO in Slovakia?

An EOR in Slovakia usually employs the person, while a professional employer organisation (PEO) supports a company that remains the employer. The employer of record (EOR) signs the employment contract and handles employer administration. The client directs the employee’s daily work.

With an administrative PEO service, the company keeps the employment relationship and outsources agreed tasks such as payroll or HR support. The company remains responsible for the contract, working conditions and required employer registrations. That company may be a registered foreign employer, so this arrangement does not automatically require a Slovak subsidiary.

Some providers use “global PEO” to describe a service that also acts as the employer. The employment contract identifies who employs the person, and the service agreement defines the provider’s tasks. If the provider supplies employees under the client’s supervision, Slovak temporary-assignment and agency permit rules apply regardless of the service label.

10. Why is CXC a trusted employer of record provider in Slovakia?

CXC is a trusted Employer of Record provider for international companies because it combines more than 30 years of global workforce experience with local employment expertise in Slovakia and support across 100+ countries.

For companies hiring in Slovakia, access to local specialists is particularly valuable when dealing with Slovak labour law, social insurance obligations and employment arrangements that may fall under temporary agency work rules. CXC combines this expertise with technology and ongoing HR support, giving international employers access to people who understand the requirements affecting their Slovak workforce.

CXC also supports Employer of Record, contractor management and payroll services, making it a suitable partner for businesses managing different types of workers across multiple countries. Companies can expand their teams in Slovakia while working with the same workforce partner supporting their international operations.

Speak to our team to learn more about hiring employees in Slovakia with CXC.

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