Work and Wages

Minimum Wage

Minimum wages in Slovenia are governed under the Minimum Wages Act of 2010 and every year a notification is issued for change in the rate of minimum wages. Minimum wage is the monthly salary for full-time work performed by a worker and full-time workers should not be paid less than the minimum wage. A worker who works part time is entitled to a proportionate amount of minimum wage.  

The amount of minimum wage is determined by the labour minister every year in consultation with the social partners. The yearly notification on minimum wage must be published in the Official Gazette of the Republic of Slovenia by 31st January of each year. Minimum wages can also be determined through collective agreements provided that they are more favourable to the workers than those fixed by legislation.

There exists only a single national minimum wage in the country. No sectoral, occupational or regional minimum wages are defined. An employer is required not to pay a worker less than the minimum wage announced by the government.

Minimum wage applies to all employees in the private sector and employers are required to pay at least the minimum wage. A trainee or a worker undergoing training has the right to a basic salary of at least 70% of the salary received by a regular worker at a workplace. However, the salary of a trainee cannot be less than the minimum wage.

Minimum wage is determined through an agreement between the social partners, i.e., the government, the trade union organizations and employers' representative organizations.  

The criteria for determining or updating minimum wages includes wage trends (level of wages in the country), economic conditions/growth, employment trends, and consumer price index/inflation rate. 

According to Article 7 of the Minimum Wage Act,  the minimum wage compliance is regulated by Labour Inspectorate of the Republic of Slovenia. Between  3,000 EUR and 20,000 EUR for failing to pay a worker the wage according to the Minimum Wage Act. If the employee is small (10 or less employees), the fine is 1,500 eur to 8,000 eur. A fine of 1,000 to 2,000 eur can be imposed on the responsible person if the employer is a legal person (but not a company) or state/self-governing body. According to Article 8 of the Minimum Wage Act. The minimum wage is valid for work carried after January 1st (if the work has been done earlier and was not paid by the time new minimum wage is published, previous year minimum wage applies.

A worker, who is paid less than the minimum wage rate, may file a complaint with the enterprise union or labour inspector. Compliance with labour legislation including the provisions on minimum wages is ensured by the Labour Inspectorate. A Labour Inspector will require the employer to remove deficiencies in compliance with labour legislation. A fine ranging between EUR3,000 to 20,000 may also be imposed by the labour inspector for non-compliance with the minimum wage rate.

Sources: §126, 141 of Employment Relationships Act; Minimum Wages Act; Regulation7/2014 on Minimum Wage; Act of 14 March 2014 on labour inspection (Text No. 663)

For updated minimum wage rates, kindly refer to the section on minimum wage.

Regular Pay

Wages are composed of basic wage, part of the wage for job performance and some additional payments. Another element of wages can be remuneration for business performance if it is provided in a collective agreement or employment contract. The basic salary of a worker is determined by taking into account the degree of difficulty of a work for which an employment contract has been concluded.

Minimum wage is determined on a monthly basis. The wage period in Slovenia cannot exceed one month. Wages have to be paid within 18 days of the end of wage payment period. Employers are required to inform the worker of the day of payment and any changes in such day by written notice. Workers' wages are directly deposited to their bank account in such a way that salary should be available to them on the due date.  A deduction in wages may be made only in accordance with the law. An employment contract cannot allow an employer to withhold a worker's wages.

Sources: §126-136 of Employment Relations Act