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Atama – Your Strategic Workforce Partner in Slovenia

Employing Slovenian citizens or establishing a company in Slovenia? We have you covered!

Atama is a professional HR partner, which ensures you employer of record (EOR), professional employer organization (PEO) services, or complete HR support when starting a new entity in Slovenia. By partnering with us, you can operate in the Slovenian market and hire talent here without your own company formation and without facing compliance risks.

Our 25 years of experience help us deliver on our mission to help companies increase the effectiveness of their HR activities. Whether you are currently recruiting and looking for new employees or you are opening a new branch in Slovenia and would like comprehensive support in complying with current legislation, preparing all necessary documents and managing payments, we are here to help.


Interested in starting a company in Slovenia?

We provide comprehensive HR support in complying with applicable legislation and preparing all necessary documents.

Do you already have a candidate, or do you want to find them in Slovenia?

We provide you with the right workers, advise you on recruiting foreign workers, and make sure recruitment runs smoothly.


Atama Ltd. is more than just a service provider; we are your devoted partner, committed to making sure that Slovenian laws are followed, finances are secure, and labor is managed effectively. We understand the needs of foreign companies, which is why we provide you with full professional support and a thorough understanding of the Slovenian system.

Whether you are expanding your business or entering the Slovenian labor market, our customized solutions and one-on-one support ensure success.

We provide you with

1. Workforce Onboarding and Management

  • Preparation of mandatory documents.
  • Registration of employees with our labor entities.
  • Compliant employee onboarding and offboarding.
  • Management of Slovenia payroll: tax filing, pay slip management, monthly salary disbursement.
  • Official full-time employment and regular legislative updates.
  • Customer service for comprehensive support.

2. Recruitment and HR Consulting

  • Recruiting and personnel selection tailored to your needs.
  • Employment of personnel, covering employment contracts, payroll processing, payment handling, and relations with social bodies.
  • Regulatory compliance, tax, and labor law consulting to keep your business secure.
  • HR consulting for strategic guidance and optimization.
  • Education through seminars on HRM and labor law for individuals or group.

3. Additional Specialized Services

  • Student service featuring a specialized system for student work.
  • Assistance with recruitment if you have not yet found suitable candidates.

By clicking on the button below, you will be redirected to a form where you can select the services you are interested in.

Recruitment is our day-to-day business

At Atama, we have developed the activity of hiring workers on the basis of studying good experiences abroad and taking into account the new employment situation in Slovenia. In dynamic adaptation to rapid changes on the market in the conditions of globalization, we implement solutions that allow our users to react flexibly in the field of work performance. This is why our services also include the possibility of recruitment and candidate selection.

We will prepare and publish the job ad and take over the entire communication with the market, including social media, reviewing applications, responding to candidates, and searching through our database. In addition, we conduct job interviews and psychometric testing of candidates to find the most suitable candidates.

Connect with us

With us you can rest assured that your employees are employed and compensated in compliance with Slovenian labor laws. Send us your project details, and we will be happy to find a customized solution and employ your international workforce on your behalf.

For more information please contact us at or (+386)1 230 08 60.

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Why us?

We are here to become your dependable partner and help you navigate our labor regulations, removing any employment concerns and relieving you of the need to research the relevant legislation or set things up on your own. We can take care of all local labor disputes for you, ensuring that you continue to abide by Slovenian employment regulations.

We have numerous references from international projects that we have worked on or with overseas partners. We handle every job differently to ensure that we fulfill all of your demands and specifications. A »personal guide« will be assigned to you to oversee your project and address any queries you may have.

Due to our extensive knowledge of the Slovenian labor market, we are the ideal option for foreign businesses looking to expand into the country.

Benefits of partnering with us as your EOR

  • No employment risk
    By partnering with Atama Ltd., companies can eliminate the risks associated with global employment and HR compliance. We act as the legal employer on your behalf, handling all aspects of employee onboarding, offboarding, and compliance with Slovenian labor laws. This ensures that you can focus on your core business without worrying about legal intricacies.
  • Single point of contact
    Atama Ltd. offers a streamlined process, acting as your single point of contact for all workforce-related matters in Slovenia. This simplifies communication and ensures a cohesive approach to employment, allowing you to navigate the Slovenian labor market efficiently.
  • Legal compliance / Law observance
    Our commitment to an ethical approach to the labor market ensures that all legal requirements and regulations in Slovenia are diligently observed. We handle the preparation of mandatory documents, registration of employees, and provide ongoing legislative updates, guaranteeing full legal compliance for your business.
  • Financial & business security
    Atama Ltd. provides a secure financial environment for your business by managing Slovenia payroll, tax filings, and monthly salary disbursement. This financial stability, coupled with our legal expertise, safeguards your business interests in the Slovenian market.
  • Cost-efficiency
    Benefit from the economy of scale by leveraging our extensive experience and knowledge of the Slovenian labor market, gained over more than 20 years. Atama Ltd. is equipped to handle all your employment needs, whether it's recruitment, personnel selection, payroll processing, or tax and labor law consulting.
  • Time-efficiency
    Save time and resources with our temporal efficiency. We take care of all aspects of the employment process, from recruitment to payroll processing, allowing you to focus on your business priorities. Our efficient services ensure a quick and compliant onboarding process for your workforce.
  • Employee retention
    Our comprehensive services extend to employee benefits, including business expenses and perks such as mobile phones, laptops, and internet services. This enhances employee satisfaction and loyalty, contributing to a positive working environment for your international workforce in Slovenia.

Employment Specifics in Slovenia

As Slovenia has distinct employment regulations like any other country, we are the best choice for foreign enterprises wishing to expand into the country because of our deep understanding of the labor market.

What you should know before hiring employees in Slovenia:

  • Employment contracts
    All employment contracts must be for an infinite period, aside from some exceptions noted in labor law that grant fixed-term employment contracts. The inappropriate use of fixed-term employment agreements is something employers are penalized for. Inclusion in social insurance starts on the day of commencement of work agreed in the employment contract. Moreover, the employer is obliged to register the employee with the competent state authorities (for purposes such as statutory pension, disability and sickness insurance, and unemployment insurance) in accordance with special regulations and must give a copy of the application within 15 days of the commencement of work.
  • Probation period
    The probation period should be agreed upon by the employee and employer and established in the employment agreement. Its duration can’t exceed more than 6 months. In the event of an absence from work, the probationary period could be prolonged.
  • Termination of employment
    Employment can be terminated if there is a mutual agreement or a fixed-term contract has expired. Termination of a contract can be initiated by the employee without a statement of grounds but still in compliance with the length of notice periods. Only on specific grounds specified in the Employment Relationships Act may the employer terminate an employment agreement.
  • Hours of work
    The standard working week is 40 hours long (8 hours per day with a lunch break of 30 minutes, paid). Due to overtime laws in place, this rarely goes above 48 hours. Working hours are typically 8 a.m. to 4 p.m. or 9 a.m. to 5 p.m.
  • Annual leave and pay for annual leave
    All employees in Slovenia are entitled to at least four weeks of annual leave, regardless of whether they work full-time or part-time. The minimum number of days of a worker’s annual leave depends on the distribution of working days within the week of an individual worker.
    Employees over the age of 55, disabled employees, and persons nursing a disabled child are entitled to additional annual leave up to three days, according to the collective agreement. An employee also has the right to one additional day of annual leave for every child under the age of 15.
    Employers are obliged to make a payment for annual leave to employees who are entitled to annual leave in the amount of at least the minimum wage (for 2021: 1.024,24 EUR). The pay for annual leave must be paid out to workers by July 1 of the current calendar year at the latest. National holidays are not included in annual leave!
  • Sick leave
    Employees may take sick leave in the event of illness, injury, or the death of a sick family member. A sick leave must be properly supported by a doctor’s notice. If the absence is not due to a work-related illness or injury, the employee is entitled to 80% of his or her prior three-month salary. If the absence is due to work, the employee is entitled to receive 100% of his or her pay, based on the average salary from the prior three months. The employer pays for the leave for the first 30 work days. The state pays for the leave from then on. If an employee is absent due to a sick family member (e.g., a sick child), the state pays the leave.
  • Other leave
    Paid maternity leave (which is covered under the social insurance scheme) is assured 28 calendar days prior to birth and extends to 337 calendar days following birth (a total of 1 year). Paid father's leave is assured for up to 30 calendar days and is also covered under the social insurance scheme.
  • Salaries
    The minimum state salary in Slovenia is 1.203,36 EUR (for the year 2023). Salaries are paid once a month for the previous month. Employers are obliged to pay wage compensation in cases of absence from work due to annual leave, paid absence due to personal circumstances, education, statutory holidays, and work-free days.

Slovenia's National Holidays & Other work-free days:

  • 1st and 2nd January: New Year Holiday
  • 8th February: Prešeren Day, the Slovenian Cultural Holiday Easter Sunday, Easter Monday
  • 27th April: Day of Uprising against the Occupation
  • 1st and 2nd May: Labour day
  • 25th June: Statehood Day
  • 15th August: Feast of the Assumption
  • 31st October: Reformation Day
  • 1st November: Day of Remembrance for the Dead
  • 25th December: Christmas Day
  • 26th December: Independence and Unity Day
  • Good to know
    Prior to employment, candidates must be referred to a medical exam. When we receive a doctor’s notice about an employee’s medical status, the candidate can start working. Employees must also go to safety and health at work training. Both—the medical exam and training for safety and health at work—are employers’ costs!
    The employer must provide employees with reimbursement of:
  • Expenses for meals during work (meal reimbursement)
  • Expenses for travel to and from work (commuting allowance)
  • Expenses incurred by employees during the performance of certain work and tasks on business trips

An employee is entitled to a seniority bonus (length of service; usually 0.5% of the base salary for every full year of work).

For more information please contact us at or (+386)1 230 08 60.