Slovakia Leave Laws and Holidays

Slovakia observes 13 public holidays each year, during which employees are generally entitled to have off with pay.

Notice periods do not apply to public holidays as these are set by law and occur on fixed dates.

Public holidays do not require approval as they are mandated days off for all eligible employees.

There are no additional quotas for public holidays; the dates are fixed and observed nationally.

Public holidays are not accrued but are predefined and observed annually on specific dates.

Carry over rules do not apply to public holidays as they must be observed on the specific dates they occur.

Public holidays are not subject to payout on termination as they are only relevant during active employment on specific dates.

There is no end of year payout for public holidays as these do not accrue or carry over.

Public holidays in Slovakia occur on fixed dates and are mandated by law, with all eligible employees entitled to these days off with pay.

Employees are entitled to a minimum of four weeks of paid annual leave per year. This quota increases with the age of the employee, where employees over 33 years receive an additional week.

The timing of annual leave must be agreed upon by both the employer and the employee, typically scheduled at least two months in advance.

Annual leave requires approval from the employer, and the scheduling should be mutually agreeable unless stipulated otherwise in collective agreements.

Additional leave beyond the statutory minimum can be granted based on employer policies or through collective bargaining agreements.

Annual leave is accrued monthly from the start of employment, calculated at a rate that allows the employee to have the full annual quota available after a year of service.

Unused annual leave can be carried over to the next year, subject to agreement with the employer. Typically, all leave must be used by March 31 of the following year.

Any accrued but unused annual leave is paid out at the termination of employment.

There is generally no end-of-year payout for unused annual leave unless the employment relationship is terminated.

Employers can specify blackout periods during which leave cannot be taken, often based on business needs.

Employees are eligible for sick leave as needed. Typically, the first 10 days are compensated by the employer, thereafter compensation may be covered by social insurance under specific conditions.

Employees are required to inform their employer about their sickness as soon as possible, typically on the first day of absence.

Sick leave does not require prior approval, but a medical certificate is usually required, especially for extended periods of absence.

Sick leave is granted as needed based on medical advice, without a predefined quota limit.

Sick leave does not accrue and is based solely on medical necessity.

Sick leave does not carry over as it is granted based on immediate health conditions.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave does not receive an end-of-year payout.

Employees must comply with medical certification requirements to validate sick leave, particularly for long-term illnesses.

Maternity leave is granted for 34 weeks for a single birth and extends to 37 weeks in cases of multiple births. In case of complications or if the employee is a single mother, the leave can be extended.

The employee must notify the employer about the pregnancy and the expected date of birth at least several weeks before the due date, typically during the early stages of pregnancy.

Maternity leave is a statutory right and does not require employer approval; however, proper notification and documentation are necessary.

The quota for maternity leave is fixed by law and cannot be extended beyond the stipulated weeks unless under specific medical conditions as certified by a doctor.

Maternity leave does not accrue over time but is granted as a one-time benefit per pregnancy.

Maternity leave cannot be carried over as it must be used continuously starting from before the birth until the completion of the leave period.

Since maternity leave is taken as a continuous period related to childbirth, there are no provisions for payout on termination during the leave.

Maternity leave is not subject to end-of-year payout considerations as it is a continuous leave related to childbirth.

Employees on maternity leave are protected from dismissal during this period, except in cases of gross misconduct or operational shutdown not related to the leave.

Fathers are entitled to 14 days of paternity leave, which can be taken consecutively or in parts during the first six weeks following the child's birth.

Fathers must notify their employer of their intention to take paternity leave, ideally before the birth but no later than immediately after the birth.

While paternity leave is a statutory right, the exact timing and duration of leave segments may require employer approval to ensure proper staffing.

The statutory quota for paternity leave is fixed, and extensions are not normally possible unless provided for by specific employer policies.

Paternity leave does not accrue but is available as a fixed duration per birth event.

Paternity leave cannot be carried over beyond the initial six weeks following the child's birth. It must be used within this timeframe.

Paternity leave is intended for use immediately following the child's birth and thus does not have provisions for payout on termination.

Paternity leave is not subject to end-of-year payout as it should be used shortly after the child's birth.

Paternity leave can be taken in full immediately after the birth or split into parts, as agreed with the employer.

Parental leave can be taken by either parent until the child reaches the age of three. This leave is unpaid but secures the position for the parent until they return.

Parents must provide reasonable advance notice to the employer about their intention to take parental leave. Specific requirements can vary based on employer policies.

Parental leave does not require approval as it is a statutory right, but the employer must be informed in advance to adjust work plans accordingly.

The duration of parental leave is set until the child's third birthday, with no extensions beyond this period.

Parental leave is a right available upon childbirth and does not accrue over time.

Parental leave is a continuous period that cannot be split or carried over beyond the child reaching the age of three.

Since parental leave is unpaid and intended for child care, there are no provisions for payouts on termination during this period.

Parental leave is unpaid and does not involve end-of-year payout considerations.

While on parental leave, employees have their jobs protected and must be reinstated to the same or a similar position upon return.

The amount of study leave available varies and may depend on employer policies, collective agreements, or specific educational programs. It is usually granted for exams or significant educational activities.

Study leave must be requested and agreed upon in advance, with sufficient notice given to the employer to arrange cover or redistribution of work.

Study leave requires approval from the employer, and may depend on the relevance of the study to the employee’s job or business needs.

Additional study leave may be granted based on the merits of the educational pursuit and the employer’s policies or collective agreements.

Study leave is not typically accrued but is granted based on specific needs related to educational activities.

Carry over of study leave is not commonly applicable, as it is granted specifically for the duration of relevant educational activities.

There is no payout for unused study leave upon termination of employment.

Study leave does not typically involve an end-of-year payout.

Employees may be required to provide proof of enrollment and attendance in educational programs to qualify for study leave.