Last updated 2025-08-22
Quick overview
Slovenia does not currently require private employers to report gender pay gaps. That will change with the EU Pay Transparency Directive, which all Member States must transpose by June 7, 2026. Once implemented, Slovenia-based employers will face mandatory pay transparency and reporting requirements depending on company size. Employers should already begin preparing, as the new rules will introduce structured obligations, more visibility for employees, and stronger enforcement measures.
Reporting requirements
Which companies must report?
At present, no private employers in Slovenia are required to report gender pay gap data. The only binding obligations relate to equal pay for equal work under the Slovenian Labor Act.
What information needs to be reported?
None is currently mandated. Employers are not required to disclose gender pay gaps, bonus distribution, or pay quartile data.
When and where to send the data?
There is no reporting obligation at this time. No central authority currently collects employer gender pay data in Slovenia.
Who can see the results?
Since reporting is not required, no public or employee-facing disclosure exists today.
Equal pay laws
Slovenia’s Labor Act establishes the principle of non-discrimination in employment and guarantees equal pay for equal work regardless of gender. While these protections exist in law, they do not come with systematic reporting or transparency mechanisms. Enforcement is therefore largely dependent on individual complaints or inspections.
Employee rights
Employees in Slovenia have the right to equal pay for equal work and protection against gender discrimination. However, they do not currently have a statutory right to request or access information about pay levels or gender pay gaps within their organization.
Risks of non-compliance
For now, the main risks relate to general labor law violations, such as discrimination cases or breaches of equal pay principles. Without structured reporting and transparency, enforcement is limited and risks are relatively low. This will change once the Directive takes effect, as employers will face greater scrutiny and potential penalties.
What will change by 2026
New EU-wide rules
The EU Pay Transparency Directive requires all Member States, including Slovenia, to introduce mandatory pay transparency and reporting obligations. The rules apply progressively based on company size:
250 or more employees: Annual reporting from 2027 (covering 2026 data)
150–249 employees: Reporting every three years starting in 2027
100–149 employees: Reporting every three years starting in 2031
Fewer than 100 employees: Not required to report under the Directive
Employers will need to disclose:
Mean and median gender pay gaps for overall pay and for variable components
The proportion of men and women receiving bonuses or variable pay
Pay gaps by job category, covering both fixed and variable pay
Distribution of male and female employees across pay quartiles
If a pay gap of 5% or more is found within a category of workers, and no objective justification exists for six months, the employer must conduct a Joint Pay Assessment together with employee representatives.
In addition, the Directive requires:
Pay ranges or starting salaries in job ads or communicated before interviews
A ban on asking candidates for salary history
Gender-neutral job descriptions and job titles
How Slovenia is likely to apply them
Slovenia has not yet published draft legislation as of Aug 2025. It is expected that:
The Ministry of Labour, Family, Social Affairs and Equal Opportunities or the Office for Gender Equality will manage the reporting platform.
Enforcement will likely be handled by the Labor Inspectorate.
Penalties will align with EU requirements and may include administrative fines, employee compensation rights, and public naming of non-compliant companies.
Employers should plan for both public disclosure of gender pay gaps and internal transparency obligations to employees.
FAQ
Is gender pay gap reporting mandatory in Slovenia today?
No, it is not yet required for private employers.
When will obligations begin?
The Directive must be transposed by June 2026, with the first reports for larger employers due in 2027.
Will smaller companies need to report?
Only companies with 100 or more employees will eventually be covered, and those with fewer than 100 employees will remain exempt.
What happens if a company does not comply?
Employers may face penalties, lawsuits, reputational risks, and mandatory corrective action once the Directive is implemented.
Do employees gain new rights?
Yes. Employees will gain access to information about pay levels, explanations for pay differences, and the right to compensation if discrimination is proven.
Helpful resources
European Commission – EU Pay Transparency Directive overview
Slovenia Ministry of Labour, Family, Social Affairs and Equal Opportunities
Office for Equal Opportunities, Republic of Slovenia
