在 斯洛文尼亚 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Ljubljana UTC+1 to UTC+2
Ljubljana, Maribor
Euro (EUR)
Slovene, English
monthly
17.10%
斯洛文尼亚人才格局
Slovenia has an estimated labor force of about 1.05 million (2025), with talent demand concentrated in manufacturing, pharmaceuticals, logistics, information technology and engineering. International employers are most likely to find relevant candidate pools for Engineering, Life Sciences, and Logistics. The market is well suited to focused hiring, while niche roles benefit from targeted sourcing and a clear employer value proposition.
主要经济中心
Ljubljana, Maribor
热门技能
Engineering
职场文化
Consensus, Expertise and Low Drama
Slovenian workplaces often value technical competence, careful analysis and calm discussion. Teams may seek alignment before committing to action.
Moderate Hierarchy with Employee Independence
Managers retain decision authority but are often accessible. Employees appreciate autonomy once goals and standards are clear.
Quality, Sustainability and Personal Time
High quality execution and environmental awareness are important in many sectors. Work life boundaries and annual leave are generally respected.
平均薪资
| 职位名称 | 平均月薪（EUR） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 1,800 EUR | S$2,448 |
| Administrative Executive, Mid (3-5 years) | 2,400 EUR | S$3,264 |
| Book Keeper, Junior (1-3 years) | 1,600 EUR | S$2,176 |
| Book Keeper, Mid (3-5 years) | 2,200 EUR | S$2,992 |
| Finance Executive, Junior (1-3 years) | 2,050 EUR | S$2,788 |
| Finance Executive, Mid (3-5 years) | 2,700 EUR | S$3,672 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 2,050 EUR | S$2,788 |
| Graphic Designer, Mid (3-5 years) | 3,000 EUR | S$4,080 |
| UI/UX Designer, Junior (1-3 years) | 2,200 EUR | S$2,992 |
| UI/UX Designer, Mid (3-5 years) | 3,800 EUR | S$5,168 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 3,000 EUR | S$4,080 |
| Data Analyst, Mid (3-5 years) | 3,900 EUR | S$5,304 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 3,000 EUR | S$4,080 |
| Data Engineer, Mid (3-5 years) | 4,850 EUR | S$6,596 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 3,000 EUR | S$4,080 |
| Data Scientist, Mid (3-5 years) | 4,000 EUR | S$5,440 |
| Machine Learning Engineer, Junior (1-3 years) | 2,550 EUR | S$3,468 |
| Machine Learning Engineer, Mid (3-5 years) | 3,800 EUR | S$5,168 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 2,400 EUR | S$3,264 |
| Content Marketing, Mid (3-5 years) | 3,550 EUR | S$4,828 |
| Digital Marketing, Junior (1-3 years) | 2,400 EUR | S$3,264 |
| Digital Marketing, Mid (3-5 years) | 3,550 EUR | S$4,828 |
| Growth Marketing, Junior (1-3 years) | 2,550 EUR | S$3,468 |
| Growth Marketing, Mid (3-5 years) | 3,800 EUR | S$5,168 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 3,100 EUR | S$4,216 |
| Backend Developer, Mid (3-5 years) | 4,600 EUR | S$6,256 |
| 职位名称 | 平均月薪（EUR） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 3,000 EUR | S$4,080 |
| DevOps Engineer, Mid (3-5 years) | 4,000 EUR | S$5,440 |
| Site Reliability Engineer, Junior (1-3 years) | 3,000 EUR | S$4,080 |
| Site Reliability Engineer, Mid (3-5 years) | 4,250 EUR | S$5,780 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 1,500 EUR | S$2,040 |
| Customer Service Officer, Mid (3-5 years) | 1,950 EUR | S$2,652 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 2,200 EUR | S$2,992 |
| Customer Success Manager, Mid (3-5 years) | 3,100 EUR | S$4,216 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 1,950 EUR | S$2,652 |
| HR Executive, Mid (3-5 years) | 2,650 EUR | S$3,604 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 2,400 EUR | S$3,264 |
| Blockchain Developer, Mid (3-5 years) | 3,550 EUR | S$4,828 |
| Payments Engineer, Junior (1-3 years) | 2,400 EUR | S$3,264 |
| Payments Engineer, Mid (3-5 years) | 3,200 EUR | S$4,352 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 2,750 EUR | S$3,740 |
| Cloud Engineer, Mid (3-5 years) | 4,000 EUR | S$5,440 |
斯洛文尼亚招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
斯洛文尼亚的薪酬发放
发薪周期
Salary must generally be paid by the 18th day of the following month, or earlier under the employment terms.
最低工资
A statutory national monthly minimum wage applies.
加班费
- Generally 40 hours per week, with a statutory range commonly between 36 and 40. - Overtime is generally limited to 8 hours per week, 20 per month and 170 per year, extendable with consent within limits.
- Overtime Pay = Ordinary Hourly Rate × Premium in the applicable collective agreement × Overtime Hours.
奖金
第 13 个月薪资
Slovenia does not require a conventional 13th month salary, but employers must pay an annual leave allowance known as regres.
Annual leave allowance = at least the statutory minimum wage for a full annual leave entitlement, unless a sectoral collective agreement lawfully permits a lower amount for an employer facing serious liquidity difficulties. Partial entitlement is prorated.
Employees who are entitled to annual leave are entitled to regres. Full year employees normally receive the full amount; employees with a proportional annual leave entitlement receive a proportional allowance. It is generally due by 1 July, with a possible later deadline under a collective agreement in permitted liquidity hardship cases. Any separate 13th salary or performance payment is contractual or discretionary.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Statutory termination or end of service entitlement in Slovenia | Termination payments in Slovenia depend on the Labour Code, the dismissal ground and the employee’s service. Employers must settle notice or pay in lieu, earned salary, unused leave and any statutory severance, gratuity or indemnity that the local rules attach to redundancy, employer initiated dismissal or contract expiry. A resignation does not automatically produce the same entitlement. |
| Work injury protection under Pension, health, unemployment and parental protection contributions | In Slovenia, occupational injury protection is tied to Pension, health, unemployment and parental protection contributions. The employer must complete the applicable registration or insurance arrangement before exposure begins, report workplace accidents within the legal deadline, and fund the employer portion. Benefits generally cover treatment, temporary incapacity, permanent disability and survivor payments, but the responsible institution and assessable wage follow the local scheme. |
| Pension, health, unemployment and parental protection contributions | The core employer obligation in Slovenia is registration and payroll remittance under Pension, health, unemployment and parental protection contributions. This is not a general allowance: it is the named statutory arrangement for the pension, retirement, unemployment, medical or related branches stated in the programme title. Coverage must be checked against establishment size, employee status, nationality and earnings limits, and contributions must be paid to the relevant authority by its filing deadline. |
| Public healthcare or mandatory medical coverage in Slovenia | Health protection in Slovenia is delivered through the medical or sickness branch of Pension, health, unemployment and parental protection contributions. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules. |
| 可选 | |
| Supplementary private medical insurance in Slovenia | Private medical insurance in Slovenia should be designed around the gaps left by Pension, health, unemployment and parental protection contributions. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Performance or profit sharing bonus in Slovenia | A performance or profit sharing bonus in Slovenia is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
| Meal, commuting and business travel support in Slovenia | Meal, commuting and business travel support in Slovenia should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Housing, relocation and remote work support in Slovenia | Housing, relocation and remote work support in Slovenia is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
税务
国家税收
斯洛文尼亚的国家税收名为 Value-Added Tax (VAT) 22%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | Up to 50% | Slovenia applies Up to 50% to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Non-Resident Employment Income | See local nonresident rules | Nonresident individuals are generally taxed only on local source employment income. The applicable rate can differ from resident rates and depends on source, presence, payroll withholding, and treaty relief. Confirm the cited country summary before payroll implementation. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | See details | Relief of EUR2,838.30 for the first, EUR3,085.52 for the sec- ond, EUR5,146.39 for the third, EUR7,207.26 for the fourth and EUR9,268.12 for the fifth dependent child. . |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Slovenia, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Taxable value at marginal rate where applicable | In Slovenia, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
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