How to hire remote employees in


Country snapshot

Euro (EUR)

What to know before you hire in 


If you want to successfully hire in 


, you have two options:

Hire talent as contractors

Laws about hiring contractors are significantly more simple in 


. 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 Panther for.

Hire talent as employees

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 


 is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.

Why hire independent contractors in 


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 



It’s the fastest way to hire globally

Hiring employees takes months, at the minimum. When you hire with Panther’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’s a lot cheaper

It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. 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.

It’s more flexible for you & your team

Hiring contractors in 


 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.

Can be less risky than hiring employees

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.

Some people want to be employees

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.

You might not have as much control over your talent

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.

How can I pay people in 



If you’re hiring contractors in 


, you can pay them with Panther 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.

Hiring and paying your team in 


Hire and pay with Panther

Pay everyone with a single click
Get great currency conversion rates
Pay $0 in platform fees
Run payroll in seconds
Let Panther automatically create & store invoices
Let Panther automatically write locally-compliant contracts
Let Panther automatically file local tax documents

Hire and pay without Panther

Pay all your contractors individually
Do all currency conversions yourself
Shoulder the burden of platform fees
Spend hours each month making payments
Manually track & store invoices
Manually write & sign contracts
Manually file relevant tax documents

Let Panther save you from hiring headaches.

Sign up today for $0

If you want to hire employees in 


A foreign subsidiary is a company that operates overseas as part of a larger company who’s HQ is in another country.

Establishing a foreign entity is great for having an international presence and accessing new markets. Though, setting up a subsidiary in Slovenia can be expensive, stressful, and time-consuming. It's not for the faint of heart.

To set up a subsidiary in Slovenia, you have to:

  1. Register your business name and file articles of incorporation
  2. File for local bank accounts
  3. Learn and keep track of the local employment laws
  4. Set up local payroll
  5. Hire local accounting, legal, and HR people

If you're lucky, this process can take months. If you're not so lucky, it can take up to a year. And on average, it costs about $50k-$80k, all-in-all, to get setup. And that's just for Slovenia.

Taxes in 


Employer tax

Employer Contributions

  • 16.10%

Individual tax


Paid Time Off (PTO)

At least 4 weeks of paid time off, whether the employee is full-time or part-time.

Public Holidays

There are 15 public holidays.

Sick Days

Sick leave is unlimited provided that the employee brings a certificate from a doctor. If the illness or injury was work-related, the first 30 days are covered by the employer. After that, it is covered by social security.  

Maternity Leave

Paid maternity leave in Slovenia is 105 days, including up to 28 days before the birth of the child. Pay is based on average earnings over the previous 12 months.  

Paternity Leave

Paid paternity leave is 30 days. Pay is based on the average earnings over the previous 12 months, up to 2.5x average monthly salary in Slovenia (currently EUR 3,664.31).

Parental Leave

Each parent receives up 130 days of additional leave, paid at the same rate as maternity and paternity, up to a limit of 2.5x the average monthly salary in Slovenia (currently EUR 3,664.31).   

A father can transfer the full 130 days to the mother, and a mother can transfer up to 100 days to the father. As many as 75 days can be used up until the child completes first grade.

Other Leave

Employees over 55, people with disabilities, and those caring for a child with disabilities are eligible for up to three additional days of paid leave. Parents with children under 15 get an additional day per child.


Termination Process

There are two types of dismissals – regular and extraordinary. Regular dismissal is in the case of redundancy, incompetence, or misconduct. Extraordinary is when an employee commits a crime, fails to show up for work, presents false data, declines a transfer, and other serious breaches.  

In both cases, the employer must inform the employee in writing and provide an opportunity for the employee to present a defense.   

In an extraordinary dismissal, the termination must be delivered in writing and express the reason for the termination and must be delivered in person.

Notice Period

In a regular dismissal, the notice period depends on the number of years the employee has been with the company. Up to one year – 15 days’ notice; one to two years – 30 days’ notice; above two years – 30 days plus two days for every year served above two.  

For at-fault dismissal, notice is 15 days.  

For failing a probationary period, notice is 7 days.  

No notice period necessary for extraordinary dismissal, though the employer must provide a termination notice within 30 days of the incident that led to termination.

Severance Pay

In a regular dismissal, the employee is entitled to a severance payment. Those who served between one year and 10 years, the employee receives 1/5 of the average salary from the previous three months for every year served.  

For those who served more than 10 years, severance is ¼; over 20 years gets 1/3.

Probation Period

Employment could include a probation period of no more than 6 months.

Employee requirements in 


Working Hours

40 hours over 5 days per week, including a 30-minute lunch period (paid). Full-time employment is no less than 36 hours.


  • Overtime is any work carried out beyond 40 years a week. Overtime may not exceed 8 hours per week, 20 hours per month, and 170 hours per year. Compensation for overtime varies per industry and is usually part of the collective bargaining agreement.  
  • In some cases, an employer can order overtime without consent from the employee. Some categories of employees cannot be ordered to work overtime, including pregnant women and those over 55.  
  • Work on Sundays, night work, and holiday work also qualify for additional payment based on the relevant collective bargaining agreements. 

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