Background checks in Slovakia are permissible only when deemed necessary for the position, such as criminal record checks for roles in public service. Physically demanding positions may require a medical examination. Education checks are allowed with the candidate’s consent. If an employer has valid concerns about a candidate’s ability to fulfill job responsibilities, they may request a medical examination, which the candidate must comply with.

Employers are also permitted to request references, proof of previous employment, and conduct education checks.

The probationary period, as outlined in the employment contract, cannot exceed three months (or six months for senior employees) and must be documented in writing. This period cannot be extended.

In the case of fixed-term contracts, the probationary period may not exceed half the duration of the contract.

Either party can terminate the employment relationship without cause during the probation period. However, if the termination concerns a pregnant employee, a mother with a child under nine months old, or a breastfeeding mother, a reason for termination must be provided, and a notice period of at least three days should be given.

Employees are not permitted to work more than eight hours within a 24-hour period, and their total weekly working hours should not exceed 40 hours. The average weekly working time, inclusive of overtime, must not surpass 48 hours.

Additionally, employees are entitled to two consecutive days of uninterrupted rest per week.

Overtime work should not exceed an average of 8 hours per week over a period of up to 4 consecutive months, unless there is an agreement between the employer and employee representatives for a longer duration, not exceeding 12 consecutive months. The maximum overtime hours an employee can be required to work within one calendar year is 150 hours. However, if the employer obtains prior consent from the employee, up to 400 hours of overtime work are permissible in a calendar year.

Employees who work more than 40 hours in a week are entitled to overtime pay, typically set at 125% of their regular hourly wage.

As per labor laws, the wage allowance for work on Saturdays should be at least 50% of the minimum hourly wage, while for work on Sundays, it must be at least 100% of the minimum hourly wage.

Employers must furnish employees with comprehensive training on health and safety regulations. This training is mandatory before employees commence work and should be recurrent throughout their tenure. By adhering to this protocol, employers guarantee that their workforce possesses the requisite expertise and abilities to operate safely, mitigating workplace accidents or injuries. This encompasses imparting thorough knowledge of workplace health and safety regulations and protocols.

Health and safety training comprises two categories:

1. Initial Training: Conducted on the employee’s first day of work.
2. Periodic Training: Reiterated every 24 months.

Generally, if termination is not due to justifiable causes like non-performance or Employers are advised to retain an employee’s documents for the duration necessary. Typically, employee files are archived until the employee reaches 70 years of age, aligning with accepted practice.

In Slovakia, the provision of 13th and 14th month bonuses is optional and subject to the employer’s discretion. These bonuses are tax and social insurance exempt if they are at least equal to the employee’s average monthly earnings. The maximum exemption amount is capped at EUR 500.

The termination of the employment relationship can occur in the following ways:

1. Mutual agreement between both parties.
2. Immediate termination, which is reserved for exceptional circumstances outlined in the Labor Code. The employer must terminate within two months of becoming aware of the circumstances leading to immediate termination, but no later than one year.
3. During the probationary period.
4. Termination with notice.
5. For fixed-term contracts, termination occurs at the contract’s end date or upon the expiration of a residence permit for foreign citizens, defined by either the end date or permit revocation.

Certain situations protect an employee from termination if they are:

• – Incapacitated for work due to illness or injury.
• – Performing duties during a crisis situation.
• – Pregnant or on maternity leave.
• – Engaged in voluntary military training/service.
• – Pursuing public office.

Employer-initiated termination, whether with notice or immediate, must be preceded by negotiations with employee representatives. Failure to conduct these negotiations renders the termination invalid. Employee representatives must engage in negotiations for termination with notice within seven working days of the employer’s written request, and within two working days for immediate termination.

The notice period varies based on the duration of employment and the grounds for termination:

• – Statutory minimum: One month
• – Service duration of one to five years: Two months
• – Service duration exceeding five years: Three months

For termination due to redundancy or insufficient employee performance, the severance pay required ranges from one to three months of salary, based on the length of employment:

• – Two to five years: One month
• – Five to 10 years: Two months
• – 10 to 20 years: Three months
• – More than 20 years: Four months

In cases of termination by mutual agreement, severance pay varies as follows:

• – At least two years: One month
• – Two to five years: Two months
• – Five to 10 years: Three months
• – 10 to 20 years: Four months
• – More than 20 years: Five months

Employers must issue a written notice of dismissal to the employee, and providing payment in lieu of notice is not permitted.

Post-termination covenants are regulated by Section 83a of the Labor Code. A non-compete clause may be agreed upon by the employer and employee only if certain conditions are met. Specifically, the employee must have access to confidential information of the employer’s business that is not readily available to others and could harm the business if used improperly.

Under this clause, the employee agrees not to engage in activities directly competing with the employer’s business for a specified period, not exceeding one year. In exchange, the employer must provide adequate financial compensation, amounting to at least 50% of the employee’s average monthly earnings per month during the non-compete period.

Employees must receive their payslips no later than two days after the payment date, either in physical or electronic format.

Employees are entitled to a minimum of four weeks of vacation annually. However, if an employee turns 33 years old before the end of the calendar year, the holiday entitlement increases to at least five weeks. For employees with contracts shorter than a year but longer than 60 days, their vacation time should be proportional to the duration of their employment within the year.

The Labor Code permits the negotiation of additional paid holidays either in the employment contract or through a Collective Bargaining Agreement (CBA).

If an employee is unable to utilize their entire vacation entitlement due to work commitments, they have the right to carry over the unused vacation days to the following year. If these carried-over days remain unused, the employee is entitled to compensation.

Companies with 50 or more employees must offer a holiday allowance. This allowance is set at 55% of the eligible costs, capped at a maximum of EUR 275 per calendar year. It can be provided either in cash or in the form of holiday vouchers.

The statutory sick leave and pay regulations entitle employees to receive employer-paid sick leave for up to 10 days:

• – For the first three days: paid at 25% of the daily assessment base
• – From the fourth to the tenth day: paid at 55% of the daily assessment base
• – From the 11th day until the 52nd week of illness, sick allowance is provided by social insurance authorities at a rate of 55% of the daily assessment base.

Medical certificates must be issued by doctors in electronic form through the national health information system. These electronic certificates are then automatically forwarded to the employer.

An employee is eligible for a leave of absence under specific circumstances such as mandatory medical examinations, the death of a family member, or to fulfill trade union-related obligations. Paid leave is granted only for reasons specified by law.

Regarding mandatory medical examinations, paid leave of absence can extend up to seven days per year if the examination or treatment cannot be scheduled outside of regular working hours.

Employees are granted two days of paid leave following the passing of an immediate family member.

Maternity Leave

Employees are entitled to paid maternity leave lasting 34 weeks, extended to 37 weeks for single parents or 43 weeks for those caring for multiple children simultaneously. During this period, the government covers 75% of the employee’s salary.

Maternity leave typically starts approximately six weeks before the expected due date but not earlier than eight weeks prior to childbirth. It must last for a minimum of 14 weeks after the birth.

Paternity Leave

Fathers are granted 28 weeks of paid leave starting from the child’s birth date. Single fathers receive 31 weeks, while those with twins or more get 37 weeks. Employers must allow fathers a mandatory 14-day consecutive leave, no later than six weeks after the child’s birth.

Parental Leave

Employees have the right to maternity or parental leave until their child turns 3 (or 6 if the child has a long-term health condition).

Childcare Leave

Employees responsible for child care are eligible for additional leave, starting from the date they assume permanent care of the child and notify the employer in writing.

Adoption Leave

Adoptive and foster parents are entitled to 28 weeks of maternity leave. Single parents receive 31 weeks, while those caring for two or more children get 37 weeks.

Slovakia observes 15 public holidays throughout the year.