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How to hire remote employees in
So you want to hire in Slovakia. That’s great. But you should know that hiring in Slovakia is different from hiring in your home country. There’s a whole laundry list of labor laws to catch up on, lawyers to contract, compliance issues to navigate… And it can get complex. So we’ll break it down in simple terms.
If you want to successfully hire in
Slovakia
, you have two options:
Laws about hiring contractors are significantly more simple in
Slovakia
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Slovakia
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Slovakia
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Slovakia
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Slovakia
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Slovakia than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Slovakia
There are 15 public holidays in Slovakia.
The first 10 days are paid by the employer.
Mothers are entitled to 34 weeks of maternity leave.
Mothers of twins are entitled to 43 weeks of maternity leave.
Single mothers are entitled to 37 weeks of maternity leave.
The leave is paid by the Social security agency at a rate of 75% of daily salary up to a maximum of 66,6083.
Fathers are entitled to 28 weeks of paternity leave, starting 6 weeks after the mother gives birth, but only if the mother is not receiving maternity benefits. Single fathers are entitled to 31 weeks of paternity leave. The leave is paid by the Social security agency.
Parental leave can be used by a parent or guardian until the child reaches the age of 3 years old or until the child reached the age of 6 years old in case of a child having a long term adverse health condition.
The amount of the parental allowance is 270 EUR per month or 370 EUR per month (if the parent previously received a maternity benefit in the EU/EEA states). It is paid by the Central Office of Labour Social Affairs and family
None.
The employment contract in Slovakia can be terminated in writing by both parties as follows:
The general length of the notice period for a Slovak labor contract is:
When employees resign they need to give the following notice:
1 month – if the employee had worked 1 year or less
2 months – if the employee had worked 2 years or more.
Severance pay depends on the length of employment and type of termination. When employment is terminated with notice, the minimum amount of severance pay is one to four times the employee’s average monthly earnings, depending on the years of service (2 to 20 years).
The probation period is limited to 3 months for operational roles or 6 months for management roles.
A standard workweek is 40 hours, at 8 hours per day.
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