Slovakia, or the Slovak Republic, is a small country in Central Europe with a population of just 5.419 million people. This is a high-income country, with a GDP that has grown to $147.03 billion and 1.3% more growth predicted for 2025. Slovakia is an important manufacturer in the auto industry, though most of its 2.779 million workers are employed in services like trade, tourism, and real estate. These workers are increasingly well-educated and skilled, and this makes them attractive to more and more employers in Slovakia.

While employers want to hire Slovak workers, they face challenges in finding the right people to fill the roles they have on offer. In addition to the normal challenges of the recruiting process, they also need to work within different cultural, linguistic, and legal conditions. This can make it difficult to determine if the candidates they select will truly possess the skills and aptitudes they require and fit into their organizations well. Workers can also find it challenging to ensure that they’ve chosen the most appropriate jobs and employers to suit them.

Probation periods can be used to allay these worries and help to confirm their choices. This guide will explain what a probation period in Slovakia is and how it can be used for the benefit of both employers and employees.

Definition of a Probation Period in Slovakia

A probation period, also known as a trial period or a skúšobná doba in the Slovak language, is an initial time when employers and employees try out a new employment relationship. These periods are not required by law, but they are provided for, and employers can normally choose whether or not to avail themselves of the right to use them. During this period, both the employer and the employee attempt to determine if they are a good fit together and whether or not their employment relationship will work out long-term.

The employer typically uses a probation period to check the claims that a worker made during their application and interview. The employer will monitor how well the new employee performs on the job to see if their skills and abilities line up well with these claims. They will also observe the employees’ interactions with their new supervisors and coworkers, as well as their fit into the workplace culture. Employers often give new employees special attention during probation, working with them closely with the goal of helping them adapt to their new roles and build their skills so they can quickly become fully productive workers.

Employees also make assessments during probation. First, they assess themselves with the goal of deciding whether or not they have the capacity to perform their roles well and be successful in them. They also evaluate their ability to work productively and happily with their teams, and their overall enjoyment of their new roles. Finally, employees assess the working conditions and benefits they receive and compare them to those promised by their employers. They examine all of these factors to decide whether or not they’ll be able to work happily and effectively.

Either party can terminate the employment agreement during or at the end of the probation period. If neither chooses to do so, however, and the probation period continues to its pre-defined end, it will be considered successful. The worker will then carry on as a full employee with the organization and cannot be put on probation again for this same role.

Lengths of Probationary Periods in Slovakia

Probationary periods in the Slovak Republic are not mandatory. Employers can, however, choose to use them for new workers on both fixed-term and permanent contracts. These contracts will only continue if the workers pass their probation. Probationary periods must be mentioned in their contracts or collective agreements, with their durations clearly stated.

For most workers, probationary periods cannot last longer than three months. Employers may agree to shorter periods if desired.

For executives reporting to statutory bodies or executives reporting directly to other executives, probationary periods may last as long as six months.

These periods cannot be renewed or extended, except when they are interrupted by legitimate leave (maternity leave, sick leave, etc.). If a fixed-term contract is renewed for the same job and employer, the employee cannot be placed on probation again.

Legal Considerations of Probation Periods in Slovakia

The Slovak legal system is largely based on European civil law. Probation periods in Slovakia are regulated by various legal instruments, such as the Labor Code and the Constitution of the Slovak Republic. These statutes protect the rights of workers and also of employers, and some of the most important regulations to be aware of include the following:

Pay and Working Conditions

As of 1 January 2025, Slovakian workers must be paid a minimum wage of at least 816 EUR per month (approximately 955 USD). However, different classes of workers must receive different minimum wages, and these can range up to 1,396 EUR per month (around 1,610 USD).

The normal workweek in the Slovak Republic is 40 hours long. Employees are limited to working 48 hours per week, including overtime, over any four-month period. When they work more than 40 hours a week, employees must be paid at least 125% of their normal wages for overtime hours. Overtime can be required by employers, but is limited to 150 hours per year. Unlike in some countries, there is no allowance for probationary workers to be paid less than their fully employed counterparts.

Termination and Notice

Slovak workers can be terminated at any time during their probation periods, should their performance be unsatisfactory or if they don’t have the capacity to perform their work. While they must be given written notice of termination and the reasons for it, they don’t have to be given any advance notice. Likewise, employees can resign at any time without giving notice.

After their probation periods are over, however, conditions change. Employees can still resign without giving reasons, but they must give their employers one month’s notice if they’ve worked for less than one year. If they’ve worked longer, they must give two months’ notice. Employers must provide the same amount of notice to their workers and must give them notice in writing, with the reasons for their dismissals clearly stated. 

Vacation / Holidays

In the Slovak Republic, employees are entitled to 15 public holidays on days of national and religious (Christian) significance. These days are paid holidays from work and must be given to probationary employees as well as full employees. However, if employers are required to work on public holidays, they must be compensated by paying them 150% of their normal wages. 

Workers in Slovakia are entitled to four calendar weeks of paid annual leave each year, increasing to five weeks for employees aged 33 and older. However, they only become entitled to leave once they have worked for their employers for 60 uninterrupted working days. They accumulate their leave at the rate of 1/12th of their annual allowance for each month they work. Thus, probationary workers can start to accumulate leave during their first two months of work, but only become entitled to it once they’ve worked for at least two months.

Benefits of Probation Periods in Slovakia

In Slovakia, probation periods can provide a wide range of advantages for both employees and their employers. The benefits of using these trial periods include:

  • For Employees

The chance to resign quickly and easily to get back into the job market.

The ability to assess the working conditions and benefits provided by the employer.

The chance to try out new positions and decide whether or not they have the skills to perform them well.

The opportunity to evaluate how well they will fit in with the company culture and be able to collaborate with their coworkers.

  • For Employers

The ability to assess a new worker’s skills and aptitudes to see if they’re well matched for the job.

The opportunity to work closely with new employees to get them up to full productivity quickly.

The chance to quickly dismiss workers with no notice if they’re not fit for their jobs.

Conclusion

Probation periods can be beneficial for both employers and employees in Slovakia. They can last three months for normal workers and up to six months for those in executive-type positions. These periods allow both sides to assess their fit and the long-term success of their relationships.

Frequently Asked Questions

No, probation in Slovakia is used at the discretion of the employer and is not required by law.

Executive-level employees may be put on probation for up to six months, but because three months is the maximum period allowed for all other workers, this is the most common duration used.

No, employers can dismiss employees whom they don’t feel will be successful in their roles without providing notice periods. However, they do need to provide them with a statement of their termination in writing.