With the adoption of the amendment to Act No. 5/2004 Coll. on Employment Services, new fundamental rules governing employers’ notification obligations in Slovakia will enter into force. This obligation applies only to the employment of specific categories of persons.
Further information on employment, including conditions for third-country nationals to obtain work permits or asylum procedures related to employment, can be found under the News section on our website Moore BDR I News.
Persons Subject to the New Notification Requirement
Under the new rules, employers will be required to electronically notify the employment of:
- citizen of a Member State of the European Union,
- family member of such a citizen,
- family member of a citizen of the Slovak Republic,
- national of a third country
Way of Notification
Notification will be possible exclusively in electronic form via the designated form:
- the form shall be prescribed by the Central Office of Labour, Social Affairs and Family,
- it must be signed using a qualified electronic signature,
- notification deadlines:
- within 7 working days from the commencement of employment
- within 7 working days from the termination of employment
All necessary information and the relevant forms are available on the website of the Office of Labour, Social Affairs and Family (Section – Employment / Tab Labour Relations) via the eSlovensko.sk portal.
Other Ways of Notification
As of 1 September 2025, it will no longer be possible to deliver the information card by post or in person. Documents submitted in this manner will not be considered as fulfilling the employer’s obligation. We therefore recommend ensuring that all required online access credentials to the relevant official portals are obtained in advance.
Other Key Changes in Notification Obligations
◻ Temporary Incapacity for Work – Shortened Reporting Period
Effective from 1 September 2025, a shorter period will be introduced for reporting the commencement and termination of temporary incapacity for work (so-called sick leave) for natural persons — within 3 working days from the start or end of incapacity, confirmed by a medical certificate.
This obligation shall apply only until the end of 2025.
◻ Employment Agencies – Digitalisation and Specific Obligations
Employment agencies engaged in temporary work assignments will be required to notify the authorities of the commencement and termination of a temporary assignment within 7 working days. The notification must be submitted electronically and signed with a qualified electronic signature.
These obligations shall take effect on 1 September 2025.
◻ Transitional Provisions for Existing Employment Agencies
Employment agencies that hold valid licences issued before 1 September 2025 must comply with the obligation to report changes in relevant circumstances no later than 30 November 2025.
With respect to the requirement concerning equity of at least EUR 30,000, this condition must be fulfilled by 31 December 2026 (otherwise, the agency risks having its licence revoked).
Under the new rules, it is expressly stipulated that the value of the registered capital is not included in this amount. In practice, this means that agencies must, in addition to their registered capital, possess further resources (for example, retained earnings or other capital funds) amounting to at least EUR 30,000.
While this may represent an increased financial burden for newly established agencies, the measure is intended to prevent the granting of licences to entities lacking sufficient capital backing.
