Leave policies are important for both employers and employees. In this page we are going to explore the leave laws of Slovenia. This article explains Slovenia’s leave laws, including Annual Leave Sick Leave Maternity Leave Paternity leave Parental leave Military Leave Whether you are an employer making leave policies or an employee learning about your rights.
| LeaveType | Quota | Accrual Rules | Carry Over Rules | Payout on Termination | End of Year Payout |
|---|---|---|---|---|---|
| Annual Leave | Minimum 20 days per year | Accrues monthly | Limited carry over permitted | Paid out on termination | No |
| Sick Leave | Up to 1 year | Not applicable | Not applicable | No payout | No |
| Maternity Leave | 105 days | Not applicable | Not applicable | Not applicable | Not applicable |
| Paternity leave | Up to 30 days of paid leave. | Not accrued; granted per child. | Can be used until the child turns three. | Unused leave is forfeited. | No payout for unused leave. |
| Parental leave | Up to 260 days per parent. | Granted per child, not accrued. | Can be used until the child is eight years old. | No payout for unused leave. | Not applicable. |
| Military Leave | As required for military service. | Not accrued; granted per service call. | Not applicable. | No payout upon termination. | No end-of-year payout. |
Employees are entitled to a minimum of 20 working days of paid annual leave per year, based on a five-day working week.
The notice period for taking annual leave can vary and should be specified in the employment contract or by internal company policy.
Annual leave requires approval from the employer. Employees must submit a leave request, which the employer can approve or deny based on business needs.
Additional annual leave days may be granted for certain personal circumstances or as part of employment benefits, which should be outlined in the employment contract or collective agreement.
Annual leave accrues monthly, based on the employee's start date, at a rate that ensures the employee earns the minimum quota by year-end.
Carrying over of annual leave is permitted, usually up to a certain number of days and must be used within the first few months of the following year, as stipulated by employer policy.
Unused annual leave is paid out upon termination of employment, calculated based on the employee's current salary.
There is generally no payout for unused annual leave at the end of the year, except upon termination or as specified by specific contract terms.
Specific terms and conditions regarding annual leave can vary significantly depending on collective agreements or individual employment contracts.
Employees are entitled to sick leave as needed, generally up to one year, with the possibility of extension in cases of serious illness.
Employees are required to inform their employer about their absence due to sickness as soon as possible, typically on the first day of absence.
Sick leave does not require approval, but a medical certificate is usually required, especially for absences longer than a few days.
Extended sick leave can be granted in cases of prolonged illness or injury, subject to medical review and certification.
Sick leave does not accrue but is granted as needed per medical requirements.
There is no carry over for sick leave as it does not accrue but is based on actual sickness occurrence.
There is no payout for unused sick leave upon termination.
Unused sick leave does not rollover nor is it paid out at the end of the year as it is granted based on medical needs.
Use of sick leave must generally be supported by medical certification, especially for prolonged absences. Employers may require a medical exam to verify the condition.
Maternity leave in Slovenia is 105 days, mandatory to be taken 28 days before the expected birth date and continuing post-birth.
Employees are expected to notify their employer of their pregnancy and intended start date of maternity leave as soon as possible, typically soon after pregnancy is confirmed.
Maternity leave is a statutory right and does not require employer approval, although notification requirements must be met.
The duration of maternity leave is fixed by law and additional leave beyond the statutory period is not typically available.
Maternity leave entitlement does not accrue over time but is available per pregnancy.
Carry over of maternity leave is not applicable as it is meant to be used for a specific period around the birth.
Maternity leave cannot be paid out on termination as it must be used specifically for childbirth and recovery.
There is no end of year payout for maternity leave as it does not accrue and is tied to the event of childbirth.
During maternity leave, employees are protected against dismissal, except in cases where the employer ceases business operations entirely.
Fathers are entitled to 30 days of paternity leave, with the first 15 days taken within six months after birth and the remaining days used before the child turns three years old.
Employees must inform their employer of their intent to take paternity leave as soon as possible, typically at least 30 days in advance.
Employers cannot deny paternity leave, but they must be informed in advance to arrange work schedules.
The legal limit for paternity leave is 30 days, and no additional leave days can be granted under this leave type.
Paternity leave is not accrued but is granted for each child born or adopted.
The remaining 15 days of paternity leave can be carried over and used anytime before the child’s third birthday.
If an employee leaves the company before taking paternity leave, the unused portion is lost and not compensated.
Paternity leave does not convert to monetary compensation if not used within the eligibility period.
Paternity leave is fully funded by Slovenia’s social security system, not by the employer.
Each parent is entitled to 130 days, with an additional 130 days transferable to the other parent, making a total of 260 days per child.
Employees must submit a request at least 30 days before the intended leave start date.
Parental leave is a statutory right, and employers cannot deny it, but they must be informed to plan workload adjustments.
One parent can transfer up to 130 days to the other, but no additional days can be granted outside this rule.
Parental leave is assigned per child and does not accumulate over time.
Parental leave can be taken in segments and must be fully used before the child turns eight.
If an employee leaves before using their parental leave, the unused portion is forfeited.
Unused parental leave is not converted to cash at the end of the year.
Parents can opt for part-time parental leave, extending its duration over a longer period while working reduced hours.
Employees are entitled to leave for military duties, with the duration depending on the specific requirements of national defense obligations.
Employees should inform their employer immediately upon receiving military service orders.
Military leave is a legal obligation, and employers must allow employees to fulfill their duties.
Military leave is granted based on service requirements and cannot be extended beyond the official call-up duration.
Employees are given military leave whenever they are officially required to serve.
Since military leave is event-based, there is no carryover policy.
Military leave does not result in compensation if unused at the time of employment termination.
Unused military leave is not converted into financial compensation at the end of the year.
After military leave, employees have the right to return to their previous position or an equivalent role.
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