Nestled in the Julian Alps, Slovenia is a nation of lakes, mountains, and ski resorts. Since its independence from Yugoslavia in 1991, this country of 2.1 million people has quickly risen as a strategic gateway to Central Europe and the Balkans.

With a young, highly educated workforce, Slovenia’s entry into the Eurozone has increased its attractiveness as a destination for business. As with most of Europe, trial periods for employees are the standard in Slovenia. In this article, we’ll cover the probation framework in Slovenia, employer obligations, and the rights of probationary employees.

Definition of a Probation Period in Slovenia

Probation periods are the standard in Slovenian workplaces. Known as “poskusno delo”, these are widely used and regulated under the Employment Relationship Act, or the Zakon o delovnih razmerijih – ZDR-1 provision. This law applies to all forms of employment contracts in the country.

Under Slovenian law, probation periods must be written within the employment contract itself to count as legally valid. The maximum probation period is six months, which cannot be extended under any circumstances. However, many employers choose to opt for shorter probation periods, especially for general roles.

During the probation period, both parties can terminate the employment contract with a short notice period. It’s an opportunity for each side to ensure that a role is suitable for them without the usual barriers to termination that come with long-term periods of employment.

Probation periods automatically become permanent employment if neither side terminates the relationship at the end of the timeline outlined in the contract.

Lengths of Probationary Periods in Slovenia

Probation periods in Slovenia can last up to a maximum of six months. However, employers may choose a shorter probation period. This applies to all forms of employment contract, and the probation period cannot be extended, even via mutual consent.

Verbal probationary agreements aren’t recognized or enforceable under Slovenian law. Only written agreements are considered valid. If there’s no written probation clause, the employee is classified as permanent from day one.

Permanent or Indefinite Contracts

Indefinite contracts allow for a six-month employee probation phase before employees become permanent staff. Despite this, all Slovenian workers continue to enjoy the same rights and protections as anybody else.

Either party is entitled to terminate the relationship, but a notice period of seven days is still required. Neither side is required to provide a specific reason for terminating the contract during the trial phase, but dismissals can’t be arbitrary or discriminatory.

If both sides are happy with the trial phase, they can allow the probation period to elapse and continue the relationship as normal. The employer doesn’t have to do anything to convert a probationary worker into permanent staff.

Fixed-term or Definite Contracts

Fixed-term contracts are used for project-based roles and seasonal work, especially in sectors like tourism. Slovenian law makes no differentiation between how probation works on short-term contracts.

Employers may still use the six-month probation period if they choose. In practice, though, shorter contracts may still have trial phases, but they’re proportional to the overall length of the contract.

Note that if an employee is rehired for the same position soon after, businesses aren’t entitled to redo a probation period. This rule is in place to prevent businesses from using repeated probationary periods to avoid the obligations that come with permanent hires.

Legal Considerations for Probation Periods in Slovenia

The Zakon o delovnih razmerjih – ZDR 1, or Employment Relationships Act, is the key piece of legislation governing Slovenian labor. It was most recently consolidated in 2024 and provides clear boundaries on probation periods, working conditions, and employee protections. The Ministry of Labour, Family, Social Affairs, and Equal Opportunities is responsible for overseeing the implementation of and enforcement of this law.

Ultimately, companies are expected to act in good faith, including having clear justification for why probation is necessary. This is to prevent employers from circumventing employee protections.

Pay and Working Conditions

Employees are entitled to receive the same minimum wage and working conditions as anybody else in Slovenia. It’s illegal to pay an employee less simply because they’re on probation. In January 2025, the minimum monthly wage was raised to 1,277.72 Euros, a year-on-year increase of 1.9%.

The standard working week is 40 hours spread over five eight-hour days. In Slovenia, overtime must be paid at a minimum of 150% of the base salary. On the other hand, working hours on Sundays and public holidays can see a rate bump of anywhere between 150% and 250%, based on collective bargaining agreements.

Slovenian law caps the number of possible overtime hours. No employee can work more than eight hours of overtime per week, 20 hours per month, and 170 hours per year.

All probationary employees are entitled to receive pension contributions, health benefits, and unemployment insurance. These are delivered by the Pension and Disability Insurance Institute (ZPIZ) and the Health Insurance Institute of Slovenia (ZZZS).

Termination and Notice

Employers and employees are allowed to terminate the relationship at any point during a period of probation. The only catch is that seven days’ notice must be provided, which is significantly shorter than for permanent staff. No severance package is required, but the employer must provide a reason for termination.

Any reason for termination is valid as long as it’s not considered arbitrary or discriminatory. If an employee believes they were terminated for any of these reasons, they’re entitled to file a claim with the Labour and Social Court of Slovenia.

Vacations and Holidays

Slovenia has 19 official public holidays, including the Day of Uprising Against the Occupation, Statehood Day, and Day of Remembrance of the Dead, but not all of these holidays are work-free days. Of these holidays, only 13 are officially work-free days, with two of them falling on Sunday anyway.

Employees are entitled to receive these days off. The exception is if a national work-free holiday falls on a Sunday. Slovenian law doesn’t require employers to provide a day in lieu unless stipulated within the employment contract or collective agreement.

Probationary workers begin accumulating vacation time from day one. In Slovenia, workers receive a minimum of four weeks of paid annual leave, excluding public holidays.

Benefits of Probation Periods in Slovenia

Probationary phases are beneficial for employers and employees because they allow each side to assess the suitability of the relationship. Here’s why integrating probation into the hiring process in Slovenia makes sense for both sides:

  • For Employees

Employees get the chance to experience their new workplace without a long-term commitment, allowing them to test the waters.

Employees have the flexibility to terminate the relationship with a seven-day notice period.

Employees still receive the same benefits of permanent staff, including the national minimum wage, holiday entitlements, and pension contributions.

  • For Employers

Employers can assess their new hires’ skills, performance, and cultural fit before transitioning into a permanent contract.

Employers don’t have to pay severance or negotiate the same termination procedures as permanent staff, with only a seven-day notice period needed.

Employers have the extra flexibility to terminate new hires for performance-based reasons, but dismissals still cannot be arbitrary or discriminatory.

Conclusion

Slovenia boasts strong worker protections, while still providing generous probation periods to give businesses the flexibility needed to ensure every hire is suitable for their organizations. With a young, highly educated workforce with high levels of English proficiency, Slovenia is fast becoming a popular location for businesses. However, negotiating all the relevant rules and regulations can be a hassle.

Sourcing top talent in Slovenia and getting them into their roles is challenging. At Remote People, we support firms in the country to manage their compliance with labor laws and create a streamlined hiring and onboarding process.

To learn more about how we can help, schedule a consultation with one of our Slovenian hiring consultants now.

Frequently Asked Questions

No, employers aren’t required to use the option of a probation period and can hire employees as permanent staff from their first day. However, if a trial phase is used, it must be explicitly outlined within the employment contract, or it isn’t legally valid.

The maximum possible probation length is six months, regardless of the nature of the role or the type of employment contract. Despite this, most employers usually opt for shorter probation periods. The six-month limit cannot be extended, even if both sides agree.

Yes, employers may terminate a probationary worker if they feel the relationship isn’t working. Severance packages aren’t required, and all an employer needs to do is provide a seven-day notice period and a reason for termination. Arbitrary and discriminatory termination is still outlawed, though.

All Slovenian workers are entitled to the same benefits as permanent staff. Probationary status isn’t factored into the equation, meaning all workers must be immediately enrolled in pension schemes, receive holiday entitlements, and be paid the national minimum wage.