Living and working conditions: Slovakia

Implementation

There is currently no legislation in force in Slovakia relating to traineeships.

Living and Working conditions

The National Scholarship Programme of the Slovak Republic is designed to support the mobility of foreign and domestic students, doctoral candidates, university teachers, researchers and arts staff. Check with your educational institution or the organisation that arranged your traineeship to find out about the various trainee support programmes.

Where to find opportunities

Universities and international student organisations, such as AIESEC, IAESTE and ELSA, help students to find a traineeship. The Erasmus+ programme offers students the opportunity to undertake traineeships. Traineeship offers are available on some job portals, dedicated traineeship portals or on company websites. The EURES Targeted Mobility Scheme (TMS) assists when seeking a job, traineeship or apprenticeship.

If you are interested in undertaking a traineeship in a particular company, send them your CV with an application for a traineeship.

Funding and support

For information on traineeships and Erasmus+ grant opportunities, contact your university. You can get information about financial aid from the EURES TMS programme from EURES network advisers. 

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Living and Working conditions

The advantage of dual education is that students acquire work habits already during their studies, which shortens the period of their adaptation after taking up employment. They achieve the required work performance faster and receive better remuneration. Students have the option to enter into a future employment contract with the employer as part of their apprenticeship contract.

Students who are interested in dual education choose the field they wish to study and the employer by whom they wish to be interviewed. If successful in the selection procedure, the students receive a certificate of vocational education and training in the dual education system. The students attach this certificate to their school application and then sit the admission examination. Before starting their studies, students enter into an apprenticeship contract with the employer (the contract can be concluded until the end of the semester of the first year).

Where to find opportunities

Information about secondary education in Slovakia can be found on the portal www.stredneskoly.sk.

Information about the dual education system can be found on the website of the State Vocational Education Institute, the Secondary Vocational Education Portal and on the websites of employer chambers and associations.

Funding and support

The funding of secondary schools in Slovakia is based on the normative principle – the schools are funded according to the number of students and how demanding the educational process is in terms of personnel and costs. According to Act No 245/2008, education and training are based on the principle of free education in primary schools and secondary schools set up by a local education authority, a central government authority or a regional authority. 

Further information about the funding of dual education can be found in point 3.1.2.

Many people in Slovakia live in privately-owned houses or flats. In urban areas, privately-owned flats and rented accommodation are the most common type of housing. In smaller towns and villages, people are more likely to live in houses. Accommodation in Slovakia is generally easy to find if you wish to buy a house or flat. Property prices in the capital and in university towns and their suburban areas are higher than in other regions. Regional and local newspapers are a good source of information about available accommodation. There are also private estate agencies, although these charge a fee for their services. 

Types of housing:

• property – in personal ownership
• social – housing for disadvantaged groups of citizens
• private rent – renting flats for profit.

Buying a property: The price of property is often calculated on a price-per-square-metre basis. If you do not have enough capital, you may be eligible to apply for a loan to buy a flat or a house, or to build your own house. Banks and financial institutions provide loans to buy property in the form of mortgages.

To avoid unnecessary problems when buying property, you should consult the cadastral offices and the seller. 

It is also advisable to involve an expert in the buying process. The expert should have practical experience of the sale and transfer of property rights, and be familiar with sales and other relevant contracts. Such a person might be an experienced estate agent or a solicitor. 

The main steps required when buying a property are as follows: 

• Verification of the property. First of all, it is essential to verify that the property or flat is not encumbered by any charges and that the seller is indeed the sole owner of the flat. If relevant, also check whether the co-sellers are actually the co-owners of the flat. You can obtain this information from the deed of title at the relevant land registry (cadastral) office.
• Preparing documents. If everything is in order, prepare all the necessary documentation for the conveyance of the property. The most important document is the purchase agreement.

Renting a property: There is also the option of renting, if you do not wish to buy a flat or house. Renting a house is not common practice; it is much more common to rent a flat. There are relatively good rental opportunities. It is possible to do so in any town in Slovakia. Information on renting can be found in the advertising sections of newspapers, on the internet, or directly from estate agencies, which can be found in every town. Please note, however, that estate agents charge a commission for their services. This type of accommodation is relatively expensive. Renting is most expensive in Bratislava, the capital of Slovakia, while in smaller towns the prices are more affordable but the range of accommodation is more limited than in the capital. In addition to rent, tenants are usually required to pay for utilities themselves, which means that the monthly cost of renting, especially in some towns, may effectively be doubled. Rent is normally paid monthly. A deposit of several months’ rent is usually required. It is standard procedure to sign a tenancy agreement. 

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Education at nursery schools, primary schools, secondary schools, primary art schools, language schools, schools for children and students with special educational needs, and school facilities is provided in accordance with Act No 245/2008 on instruction and education (the Schools Act) and amending certain acts, as amended. Education at universities takes place in accordance with Act No 131/2002 The Act on Universities and on amendments to certain acts.

The Education section of the Ministry of Education website provides up-to-date information on preschool education, primary education, secondary education, higher education, national education, lifelong learning, the youth, special and inclusive education, education at primary art schools, language schools, private and ecclesiastical schools and other areas of education. 

A list of nursery schools, primary schools and primary art schools can be found on the websites of each city. A list of colleges and universities can be found on the Ministry of Education’s website under Education, Higher Education. 

As of 2026, it is possible to submit an electronic application – ePrihláška – for nursery, primary and secondary school.

In larger towns, information may also be obtained from municipal information centres. 

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

EU/EEA citizens only require a valid travel document (a passport or identity card) to enter Slovakia. Conditions governing foreign nationals’ entry into Slovakia and their residence here are governed by Act No 404/2011 on the residence of foreign nationals and amending certain acts, effective from 1 January 2012.

EU/EEA and Swiss citizens may stay in Slovakia for longer than three months if they: 

• are employed in Slovakia
• are self-employed in Slovakia
• are studying at a primary or secondary school or at a higher education institution in Slovakia
• have sufficient funds to cover their stay and that of their family members, and they have health insurance in Slovakia
• are likely to become employed
• are a family member of an EU/EEA citizen whom they have accompanied here and who fulfils the conditions listed above. 

Reporting of residence

Within 10 business days of entering Slovakia, EU/EEA citizens are required to report their arrival date and place of residence here to the Immigration Police Department, unless this is done for them by the provider of their accommodation (their hotel). The relevant police department in their town of residence will require proof of address and/or the name and personal identification number of the person with whom they are staying.

Registration of residence in Slovakia

The amendment to Act No 342/2024 amending Act No 404/2011 on the residence of foreign nationals and amendments to some acts, as amended, introduced on 15 December 2024 digitisation of foreign national registration processes in the framework of residency administration. It has created the possibility for foreign nationals to use electronic services in several life situations: Registration of EU citizens, Application for issue of the ‘Application for renewal of residency’,

Consent to accommodation, Withdrawal of consent to accommodation, Registration of the accommodation provider.

EU/EEA citizens residing in Slovakia for longer than three months must apply for their stay to be registered no later than 30 days after their first three months in the country have elapsed. There is an official form that needs to be filled in by those applying to be registered as residents free of charge. Applicants submit these forms, together with a valid identity card or travel document and documentation proving any of the facts listed above (an employment contract, a trade licence, a letter of confirmation from a school, a bank statement, etc.), in person at the Immigration Police Department.

On receipt of a complete application, the police department issues – on the same day – confirmation of the registration of residence of an EU/EEA citizen, stating their first name, surname and address, and the date of registration. If an EU/EEA citizen fails to submit proof of accommodation, the address stated in the confirmation of registration will be considered the municipality where the EU/EEA citizen is going to reside.

EU/EEA citizens may apply for a 5-year residence permit (a plastic card) in person at their local Immigration Police Department in Slovakia. An EU/EEA citizen is required to submit a valid travel document or identity card, two photographs (3 x 3.5 cm) and proof of accommodation with the residence permit application.

The right of permanent residence for EU citizens

EU/EEA citizens have the right of permanent residence once they have resided legally in Slovakia for a continuous period of five years. In certain cases it is possible to apply for permanent residence before the five-year period has elapsed.

The right of residence or the right of permanent residence for an EU/EEA citizen ceases to exist if:

• the person notifies the police department in writing that they are terminating their residence;
• he/she has been expelled from the country;
• the respective police department has deprived him/her of the right of residence or permanent residence;
• he/she has died or has been declared dead;
• has acquired national citizenship of the SR.

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The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

The majority of employment contracts in Slovakia are permanent.

Employment is of indefinite duration, unless the employment contract expressly specifies the duration or if the employment contract or an amendment to it does not fulfil the statutory requirements for fixed-term employment. Employment is also of indefinite duration unless an agreement concerning a fixed-term basis is drawn up in writing.

Fixed-term employment may be agreed for a maximum of two years. Fixed-term employment may be extended or renewed for a two-year period no more than twice.

Employment beginning less than six months after the end of any previous fixed-term employment between the same parties is treated as the renewal of that fixed-term employment. 

The further extension or renewal of employment for a fixed period of up to or more than two years is possible only on the following grounds:

• for covering an employee during maternity leave, parental leave, leave immediately following maternity leave or parental leave, temporary incapacity to work, or an employee seconded long-term to perform a public function or trade union function;
• for work where it is necessary to significantly increase the number of employees for a transitional period not exceeding eight months per calendar year;
• for work that linked to certain seasons and is repeated every year and does not exceed eight months in any calendar year (seasonal work);
• for work covered by a collective agreement. 

The reason for extending or renewing employment is stated in the employment contract.

Further extension or renewal of the employment relationship for a fixed period of up to two years – or over three years for a university lecturer or creative employee in science, research and development – is also possible if there is an objective reason based on the nature of the work of the university lecturer or creative employee in science, research and development, specified by separate legislation. 

An employment relationship with a shorter working time

In the employment contract, the employer may agree working hours shorter than the designated working week with the employee. The employer may agree with the employee to change the established weekly working hours to shorter working hours or to change a shorter working week to the established weekly working hours.

The shorter working time need not be spread over all working days.

An employee in an employment relationship with a shorter working time will receive wages corresponding to the agreed shorter working time.

An employee employed for a shorter working time may not be favoured or disadvantaged in comparison with other employees.

Job sharing

A job-sharing post is one in which employees in an employment relationship with shorter working time allocate among themselves the working hours and workload attributed to that post. 

Working from home and teleworking

Where work that could be carried out at the employer’s place of work is carried out on a regular basis within a fixed weekly working time, or part thereof, from the employee’s household, it is work from home or teleworking if the work is carried out using information technology that regularly involves remote electronic data transmission.

Work done by the employee on an occasional basis or in exceptional circumstances, with the employer’s consent or following agreement with the employer, at home or at a place other than that of the usual place of work, cannot be deemed to constitute working from home or teleworking, subject to the condition that the type of work that the employee does under the employment contract allows this. 

The employer’s agreement with the employee in the employment contract is required for the performance of work from home or teleworking.

An employee performing work from home or teleworking shall not be favoured or restricted in comparison with a comparable employee with the place of work at the employer’s place of work.

Employees doing religious work

Provisions on working time and on collective labour-law relations do not apply to the labour-law relations for employees of churches and religious communities who do religious work. 

An employment contract with a student of a secondary vocational college or a secondary apprenticeship school 

An employer may conclude an agreement on a future employment contract with a student of a secondary vocational college or a student of a secondary apprenticeship school, no earlier than the date on which the student reaches 15 years of age. The agreement can be a commitment by the employer to accept the student into an employment relationship after the final examination, baccalaureate-level exam or graduation test, and a commitment by the student to become an employee of the employer. In this case, no probation period may be agreed. The type of work agreed must correspond to the qualifications obtained by the student upon completion of the field of training or study. The agreement on the future employment contract must be concluded with the consent of the student’s legal guardian, otherwise it is invalid. 

An agreement on a future employment contract must include a commitment by the student of the secondary vocational school or secondary apprenticeship school to remain, on completion of their final exams, in the employment of the employer for a fixed term of not more than three years. Otherwise the employer may demand that the student reimburse the costs incurred in training them in the relevant field of study.

Agreements on work performed outside an employment relationship (independent contractor agreements)

In exceptional cases, in order to get their tasks performed or meet their needs and requirements, employers may enter into independent contractor agreements (examples of which are known under Slovak law as an ‘agreement on the performance of work’ or an ‘agreement on casual student labour’) if the work is defined by the result it achieves (an ‘agreement on the performance of work’) or if it concerns occasional activity defined by the type of work (an ‘agreement on work activity’ or an ‘agreement on casual student labour’).

Seasonal work

Seasonal work for the purposes of an agreement for the performance of seasonal work is a work activity which is dependent on the rotation of the seasons, is repeated each year and does not exceed eight months in a calendar year; in agriculture during cultivation, harvesting, sorting and storage; in tourism; in the food sector in the processing of agricultural products; and in forestry. 

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Prior to concluding an employment contract, the employer is required to inform the individual of their rights and obligations arising from the employment contract, and the working and remuneration conditions. An employment relationship is based on a written employment contract between the employer and the employee. Employment is established as of the date agreed in the employment contract as the work start date. The employment contract must be concluded on the basis of the Labour Code. The employer is required to issue one written copy of the employment contract to the employee. In the employment contract, the employer is required to agree with the employee on essential particulars, such as: the type of work for which the employee has been recruited, a brief job description, the place of work (the municipality, part of municipality or other specified place), the work start date and wage conditions, unless already agreed in the collective agreement. In the employment contract, the employer must also state other working conditions, including paydays, working hours, holiday allowance and notice period. The employment contract may also specify conditions that the parties wish to include, in particular bonuses or benefits in kind. A valid employment contract must be concluded no later than the start of employment (first day of work).

If work is to be carried out in another country and the duration of employment abroad exceeds one month, the length of the work abroad, currency of the salary or relevant part of the salary, other monetary benefits or benefits in kind related to the work abroad, and any terms and conditions concerning the return of the employee from abroad are specified by the employer in the employment contract. 

Probation period

The employment contract may specify a probation period, which may not be more than three months, and in the case of a manager directly reporting to the statutory body or a member of the statutory body, and a manager directly reporting to such a manager, the probation period is a maximum of six months. A probation period may not be extended. The probation period will be extended for the duration of any time that the employee is unable to work. The probation period must be agreed on in writing, otherwise it is invalid. It is not possible to agree a probation period when renewing a fixed-term employment contract.

Amendments to an employment contract

The agreed content of an employment contract may be amended only if the employer and employee agree on the changes. Any amendment to an employment contract must be made in writing by the employer.

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Employment of women 

Women are entitled to the same treatment as men regarding access to employment, remuneration, promotion, professional training and working conditions. Employment and labour relations are generally governed by the Labour Code, unless international regulations specify otherwise. Employers may not dismiss female employees during a protected period or during pregnancy, maternity leave or parental leave, or where a single-parent female employee is caring for a child under three years of age. The list of work forbidden to pregnant women and women after giving birth is regulated by Government Decree No 272/2004. The employer is required temporarily to adjust working conditions in order to exclude any harmful factors. Any employer assigning employees to respective shifts is required to take the needs of pregnant women into account.

Employment of adolescents 

An adolescent employee is an employee who is less than 18 years old. An employer may only employ a natural person who has reached the age of 15 and completed compulsory education. The exception is certain light work. This is work during involvement or cooperation in cultural performances and artistic performances, sporting events or advertising activities. 

An adolescent employee under the age of 16 has a maximum working time of 30 hours per week, while an employee aged 16 or above has a maximum working time of 37.5 hours per week. This condition applies even if they work for more than one employer. The Labour Code also prohibits adolescent employees from working overtime, working at night or being on call, and carrying out types of work prohibited for adolescent employees. 

Employment of persons with a disability 

Under Act No 5/2004 on employment services and the amendment of certain acts (as amended), a citizen with a disability is a person recognised as disabled in accordance with a special rule. A person with a disability proves their disability and the percentage reduction in their capacity for gainful employment due to a physical, mental or behavioural disorder, by means of a decision or notification from the Social Insurance Agency or an assessment by a Social Security Unit, in accordance with a special rule. 

Persons with a disability may find work directly with employers who are required by law to employ a certain percentage of employees with a disability, or to provide financial contributions for such purpose. They may find work through supported employment agencies or in sheltered workshops or workplaces. These bodies also assist employees (who are temporarily unable to do their current jobs for health reasons) with opportunities to learn new occupational skills. Government subsidies are available to help establish and run a sheltered workshop or workplace. 

Pursuant to Section 158 of the Labour Code, the employer is required to:

employ a disabled employee in appropriate job positions and provide them with training or education in order to achieve any necessary qualifications, and take care of their career development; create conditions for job opportunities for disabled employees; improve workplace facilities so that disabled employees can achieve the same work results as other employees, if possible, and to facilitate their work as much as possible.

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Self-employment is governed by Act No 455/1991 on trade licensing. Trades are a systematic activity carried out independently by traders, on their own account and under their own responsibility – and under statutory conditions – with a view to making a profit. If you want to start a business, the Central Government Portal and the Ministry of the Interior (the trade licensing section) websites are helpful. 

A natural person (sole trader) or a legal entity may carry on a trade if they meet statutory conditions. The general conditions for sole trading by natural persons are that they be aged 18 or over and have legal capacity and integrity. When applying for a trade licence, it is necessary to select the line of business. The Trading Act distinguishes between what are known as vocational, regulated and unqualified trades. The type of trade determines what professional competence is required to carry on that trade. 

When notifying a trade, it is necessary to submit an identity card, the insured person’s public health insurance card, documents proving professional competence where required, and a statement from the judicial register if the person is not a Slovak citizen to the single contact point (hereinafter ‘SCP’) of the local Trade Licensing Department of the District Authority.

Along with the trade notification, the SCP registers the natural person (sole trader) with their health insurer and the tax authority. 

A trade notification may also be submitted electronically by using the electronic services offered by the Central Government Portal. The fee for issuing a trade licence is EUR 7 for each unqualified trade, EUR 22 for each vocational or regulated trade, and EUR 5 for an extract from the Trade Licence Register. The contributions to the Social Insurance Agency that a starting sole trader is required to pay are specified once the trader has filed their first income tax return, and are income-related. Jobseekers may qualify for a self-employment allowance from the Office of Labour, Social Affairs and Family.

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In Slovakia the statutory minimum wage is set by law and an implementing government regulation. The amount is based on the average earnings of employees in the previous year and adjusted by a factor indicated in an agreement between representatives of employers’ associations, trade unions and the government. In sectoral collective agreements (known as ‘higher-level collective agreements’) and company collective agreements between employer representatives and employees, a higher minimum wage may be negotiated. As of 1 January 2026, the minimum wage is EUR 915 per month for employees paid monthly, otherwise EUR 5.269 per hour worked by an employee.

This minimum wage is increased by a coefficient according to the labour intensity and there are 6 levels of minimum wage: level 1 labour intensity – minimum wage EUR 915/month, level 2 – minimum wage EUR 1 031/month, level 3 – minimum wage EUR 1 147/month, level 4 – minimum wage EUR 1 263/month, level 5 – minimum wage EUR 1 379/month, and level 6 – minimum wage EUR 1 495/month.

The employer agrees the pay conditions with the relevant trade union in the collective agreement or with the employee in the employment contract. If the remuneration is not set out in a collective agreement, the employee is entitled to be paid a wage in accordance with the terms and conditions set out in the employment contract. As part of these pay conditions, the employer specifies in particular the forms of remuneration for employees, the basic wage component and other components of remuneration for work and the conditions for providing them. The wage must not be less than the minimum wage set by the special rule.

In addition to these entitlements, the Labour Code also guarantees specific financial compensation for overtime, for work on public and national holidays, for work at night, or for work in conditions harmful to health, as classified by an independent authority for health protection. Such compensation is provided in the form of a wage supplement. When wages are paid, the employer is required to issue the employee with a written statement itemising the wage components, the deductions and the total cost of the work. The document shall be provided in paper form, unless the employer agrees with the employee that it be provided by electronic means. The total cost of work comprises the wage and related allowances (including compensation for being on standby to work) and, in particular, contributions to cover health insurance, sickness insurance, pension insurance, disability insurance, unemployment insurance, guarantee insurance, accident insurance, solidarity reserve fund and any pension fund contributions that the employer pays. At the employee’s request, the employer is required to provide access to the documentation used to calculate the wage. 

The employer makes deductions for social and health insurance premiums and income tax advances on behalf of the employee. Since 2026, income from employment has been taxed progressively in four bands.

The income tax rates are:

• 19 % up to EUR 43 983.32 of the annual tax base,
• 25 % above EUR 43 983.32 to 60 349.21 of the annual tax base,
• 30 % above EUR 60 349.21 to 75 010.32 of the annual tax base,
• 35 % over EUR 75 010.32 of the annual tax base.

When the calendar year has ended, employees are required to settle their income tax obligations. They must either ask their employer to create an annual tax assessment for them (annual assessment of tax advances from the income of a natural person from dependent activity) or must submit a tax declaration on their own.

Wages are payable monthly in arrears. They are paid by the end of the following calendar month, unless agreed otherwise in the collective agreement or employment contract. The wage is paid on the pay day agreed in the employment contract or in the collective agreement. Employers pay wages to employees’ bank accounts so that the amount can be credited to the account on the specified pay day. Employers may provide advance wage payments on agreed dates in between pay days.

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The statutory working week in Slovakia may not exceed 40 hours. Depending on the type of work, normal working hours may range from 37.5 to 40 hours a week. Employees normally work five days a week. The work break, of 30 minutes, is generally not included in working hours and employees are entitled to it if the work shift is longer than 6 hours. A different arrangement of weekly working hours may be set out in a collective agreement or employment contract. The Labour Code also provides for a minimum uninterrupted daily rest period of 12 hours in a 24-hour day, uninterrupted rest of two consecutive days per week, work on weekends and public holidays, work at night, and overtime. It is not the norm to work overtime and, if there is overtime, employees are entitled to additional compensation on top of their normal wage. However, if the employer and employee have agreed that the employee will take time off as recompense (time in lieu) for working overtime, the employee is not also entitled to wage compensation. The average weekly work time, including overtime, must not exceed 48 hours. There are also specific provisions regulating the working hours of adolescents, pregnant women, male or female employees caring for children and employees with reduced working capacity.

The Labour Code of the Slovak Republic regulates employees' rights to holidays, leave and rest days. Every employee is entitled to annual leave if they work at least 60 days for an employer. The basic amount of leave is 4 weeks per year, while employees aged 33 and over or those who permanent care for a child are entitled to 5 weeks. Some professions, such as teaching or healthcare, may have longer leave pursuant to special rules. If an employee has not worked a full year, the proportion of leave is calculated as one twelfth for each full calendar month during which the employee worked.

Employees who perform work that is difficult or harmful to health can be allotted additional leave pursuant to special rules. If an employee works only part of the year, the entitlement is reduced proportionately. Additional leave should be taken as a priority; wage compensation is not provided for untaken additional leave.

Shortening of leave is possible only for reasons laid down in the Labour Code, for example in the event of long-term obstacles to work, and the reduction is calculated proportionally according to the number of days worked in the calendar year.

Maternity leave – lasting 34 weeks, (37 weeks for a single mother or 43 weeks if the mother gave birth to two or more children at once). As a rule, a woman takes maternity leave from the beginning of the sixth week before the expected date of the birth, but no earlier than the eighth week.

Paternity leave – in connection with care for a newborn, a man is entitled to 28 weeks of leave from the date of the child’s birth, a single man to 31 weeks of leave, and when caring for two or more newborns, to 37 weeks of leave.

Parental leave – is provided to a parent caring for a child up to the age of 3, or up to the age of 6 in the event of child’s long-term poor health. Employers must grant such a request by a parent.

The employer may provide paid leave for deepening or increasing qualifications, particularly if it is related to the needs of the job, while these days are subject to wage compensation based on average earnings.

Paid leave may also be granted for other reasons laid down in the Labour Code. 

Non-working days are days of continuous rest for employees during the week or on public holidays. Employees may be required to work on such days only in exceptional cases and after consultation with employee representatives.

National holidays: 

1 January, 5 July, 29 August, 1 September (not a non-working day), 28 October (not a non-working day), 17 November (not a non-working day)

Public holidays (other than Sundays): 

6 January, Good Friday, Easter Monday, 1 May, 1 November, 24 December, 25 December, 26 December

The employer must pay a wage to the employee for national and public holidays. 

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Employment may be terminated by:

1. agreement;
2. notice of termination;
3. immediate dismissal;
4. notice of termination during a probation period.

Any agreement to terminate an employment relationship between an employer and employee must be made in writing. Fixed-term employment ends when the agreed period expires. Either the employer or the employee may terminate the employment relationship by serving notice of termination, in writing and duly delivered, otherwise it is invalid. Employees need not cite reasons for ending their employment when they hand in their notice to their employer. The notice period is at least one month. The Labour Code governs cases where the notice period may be longer.

An employer may immediately terminate an employment relationship in exceptional circumstances, only where the employee has been convicted of committing a criminal offence or has seriously breached work discipline. Employees may immediately terminate their employment if a medical report states that they are unable to continue working without serious risk to their health and the employer fails to transfer them to more suitable work within 15 days of receiving that report, or if the employer fails to pay their wages, wage compensation, travel expenses, compensation for work standby, sick pay, or any part thereof, within 15 days of the due date for payment, or if their health or life is in immediate danger.

During a probationary period, the employer or the employee may terminate the employment relationship in writing for any reason or without giving any reason, unless otherwise stipulated.

Fixed-term employment ends when the agreed period expires.

The employment relationship of a foreign national ends on the date:

1. when their residence in the territory of the Slovak is to end;
2. on which a ruling for the deportation of the person concerned from Slovakia enters into force;
3. on which the person’s permit for residence in Slovakia expires;
4. on which the period for which the work permit was granted expires;
5. on which the work permit was revoked. 

Employment lapses upon the death of the employee.

The following retirement options exist in connection with the termination of employment:

1. old-age retirement;
2. early retirement;
3. disability retirement. 

An insured person is entitled to a retirement pension if they have had pension insurance for at least 15 years and have reached retirement age. The pension age of insured persons born before 1967 is set within the range of 53–64 years of age of the insured person. For insured persons born in or after 1967, the increase in retirement age is based on average life expectancy. The pension age is specified by the Ministry of Labour, Social Affairs and the Family of the Slovak Republic for the following five years. The exact limit of the retirement age depends on the year of birth, gender and number of raised children. The Social Insurance Agency provides indicative calculations of the retirement age to anyone interested. 

An early retirement pension is a pension benefit granted to a citizen who decides to retire early if they have had pension insurance for at least 15 years, have no more than two years left until retirement age, or have obtained the required period of service, and the amount of the early retirement pension on the date on which they apply for it is higher than 1.6 times the minimum subsistence level for one adult person under a special regulation; as of 1 July 2025, this amount is EUR 284.13. The required period of service will be gradually increased by two months depending on the year of birth of the insured person.

A disability pension is a separate type of benefit designed to cover the material needs of those who have become disabled.

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At the workplace, employees have the right to express their opinion, directly or indirectly, on matters relating to working conditions and organisation of work. Employee participation in labour relations, its form and the selection of employee representatives is governed by the Labour Code. The development of the relations between the trade union and the employer is governed by the Collective Bargaining Act.

Collective bargaining is the decisive and most important form of establishing and developing legal relations between the trade union and the employer. The objective of collective bargaining is to define working conditions, including:

• wage conditions,
• conditions of employment,
• relations between employers (or their organisations) and employees (or their organisations).

Employees may be represented in negotiations with the employer by:

• the relevant trade union body,
• a works council or an employee trustee,
• a special body of a cooperative elected by the membership meeting,
• the employees’ representative for occupational health and safety.

The conditions negotiated in collective bargaining are applicable to all employees, even though joining a trade union is a voluntary decision for everyone.

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The Slovak labour dispute system combines legal procedures with the growing culture of public resistance. The right to strike is legislatively bound to collective bargaining and unsuccessful mediation. Although classic industrial strikes are rather rare, we are increasingly witnessing mass protests directly related to working and civic life.

The recent 17 November demonstrations were a turning point. After the government cancelled this public holiday, a record 88 000 people filled squares across the country. In Bratislava alone, 50 000 citizens demonstrated in heavy rain, with many symbolically taking a day off from work to express their disagreement with the loss of this holiday. This act clearly documents the Slovak ‘culture of resistance’ – the willingness to sacrifice one’s own earnings and time off to protect democratic values ​​and rights. Although participation in a protest means losing wages for the time spent, for tens of thousands of Slovaks it is an acceptable price to pay for expressing one’s position in tense social times.

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The Slovak Republic is a parliamentary republic. The head of state is the president, who is directly elected for a five-year term, and has chiefly representative powers. Legislative power is exercised by the National Council of the Slovak Republic, a single-chamber parliament with 150 members elected for a four-year term through a proportional electoral system in one nationwide constituency. Executive power is exercised by the government of the Slovak Republic, headed by the prime minister, who is politically responsible to the parliament. 

The administrative organisation of the State is based on the Constitution of the Slovak Republic, which is the basic legal regulation. State power is divided into legislative, executive and judicial. The Slovak government performs executive power through the ministries and other central state administration authorities. The legislative process consists of submitting draft acts (by the government, members of parliament or committees of the National Council of the Slovak Republic), their debate and passing by the parliament, their signing by the president and their promulgation in the Collection of Acts of the Slovak Republic, whereby the laws enter into force and effect. Territorial self-government is two-tiered and consists of municipalities and towns and higher territorial units (self-governing regions), which have their own elected bodies and are mainly responsible for regional development, education, social services and transport.

The Slovak legal system of is based on continental (civil) law. Compliance with laws and public order is ensured by the Police Force of the Slovak Republic. Judicial power is exercised by independent courts, i.e. District and regional courts, the Supreme Court of the Slovak Republic and the Constitutional Court of the Slovak Republic, which oversees the constitutionality of legal regulations and the protection of fundamental rights. Citizens have the right to legal representation by a lawyer and access to fair legal proceedings; persons in an unfavourable social situation are provided with legal aid by the Legal Aid Centre. Information on rights and obligations is available chiefly through the Collection of Acts, official websites of public administration and professional advisory institutions.

Labour market organisation in Slovakia is ensured at both national and regional level. At the central level, the main body is the Ministry of Labour, Social Affairs and the Family of the Slovak Republic, which creates employment, social security and labour relations policy. The Centre for Labour, Social Affairs and the Family provides practical implementation together with the labour offices in individual districts, which register jobseekers, negotiate employment positions, implement active labour market measures and provide social benefits. Regional and local self-government is mainly involved in supporting local employment projects, retraining, social inclusion and cooperation with employers, trade unions and other social partners.

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Taxation in Slovakia is regulated by specific statutory provisions. All taxpayers are subject to tax obligations.

Types of taxes: 

DIRECT TAXES: Income tax, local taxes

INDIRECT TAXES: Value added tax, consumer taxes

INCOME TAX

Anyone who earned taxable income in the tax year in excess of the statutory amount is liable to pay tax. This also applies to a person with income from abroad. It is sufficient if they have permanent residence in Slovakia or reside there for more than 183 days per calendar year. The tax return must be filed with the tax office by 31 March. The tax must also be paid by this date. This period may be extended by three months or, under certain conditions, by six months.

Taxable income

Income: from employment; from trading; from other self-employment; from rental of immovable property; from use of works and artistic performances; from capital assets; other

Claiming tax benefits

Tax benefits (if all conditions are met): the non-taxable part of the tax base per taxpayer (only from active income); the non-taxable part of the tax base for a spouse (only from active income); a tax bonus for a dependent child; an employee bonus; reduction of the tax base by contributions to supplementary pension insurance (Third Pillar) and to the pan-European personal pension product; tax bonus on interest paid. 

Income from employment

Income that is paid to the taxpayer on the basis of, for example, an employment contract and agreements on work performed outside an employment relationship under the Labour Code, a service relationship, a civil service relationship, a similar relationship (e.g. a mandate contract) in which the taxpayer, in the performance of work, is required to follow the instructions and orders of the person paying this income, and others.

Advances on tax on the taxable pay cleared and paid to employees comprise:

• 19 % of that part of the tax base not exceeding 154.8 times the minimum subsistence level in effect inclusive (i.e. EUR 3 665.28 per month in 2026)
• 25 % of that part of the tax base not exceeding 154.8 times the minimum subsistence level in effect and not exceeding 212.4 times the amount of the minimum subsistence level in effect inclusive (i.e. over EUR 3 665.28 to 5 029.10 inclusive per month in 2026)
• 30 % of that part of the tax base not exceeding 212.4 times the amount of the minimum subsistence level in effect and not exceeding 264 times the amount of the minimum subsistence level in effect inclusive (i.e. over EUR 5 029.10 to 6 250.86 inclusive per month in 2026)
• 35 % of that part of the tax base exceeding 264 times the minimum subsistence level in effect (i.e. EUR 6 250.86 per month in 2026).

Personal and corporate income tax is governed by Act No 595/2003 on income tax, as amended.

INCOME

The minimum wage is determined on the basis of the labour intensity of a job. 

The minimum wage for 2026 is set at EUR 915/month, which is determined for level 1 labour intensity. Jobs are classified by labour intensity on a scale of six levels. Each labour-intensity level has a specific minimum wage. The minimum wage is EUR 1 031 at level two, EUR 1 147 at level three, EUR 1 263 at level four, EUR 1 379 at level five, and EUR 1 495 at level six.

Calculation of net wage:

The following deductions (contributions) are taken from an employee’s gross monthly wage:

• Health insurance: 5 % (a person without disability); 2.5 %(a person with a disability)
• Sickness insurance: 1.4 %
• Retirement insurance: 4 %
• Disability insurance: 3 %
• Unemployment insurance: 1 %

Gross wage – contributions – non-taxable part of the tax base (if applicable) = tax base

Tax at 19 % or 25 %, 30 % or 35 % is calculated on the resulting amount (see above).

If a tax bonus is claimed, the sum of the tax bonus is deducted from the tax advance. 

Average monthly wages in the national economy for Q4 2025 by sector:

Industry: EUR 1 884; Agriculture: EUR 1 299; Construction: EUR 1 206; Wholesale and retail trade, repair of motor vehicles: EUR 1 597; Health and social assistance: EUR 2 072; Accommodation and catering services: EUR 1 010, Financial and insurance activities: EUR 2 821; Information and communication: EUR 2 882; Transport and storage: EUR 1 671; Administrative services: EUR 1 308

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The cost of living varies from region to region and changes in response to increases in the prices of food, energy and other everyday consumption.

Average consumer prices for selected products in Slovakia in 2026: white bread – EUR 2.59; plain white bread roll 40 g – EUR 0.11, fresh butter 125 g – EUR 1.68; plain wheat flour 1 kg – EUR 0.53; granulated sugar 1 kg – EUR 1.76; egg pasta 500 g – EUR 1.97; ham salami 1 kg – EUR 8.09, whole pasteurised milk 1 l – EUR 1.14, boneless pork leg 1 kg – EUR 3.31, chicken 1 kg – EUR 2.53, Edam cheese 1 kg – EUR 8.08, 10 eggs – EUR 2.79, sunflower oil – EUR 1.82, brown rice 1 kg – EUR 1.60, potatoes 1 kg – EUR 0.60, apples 1 kg – EUR 1.33, beer (12 %, bottled, 0.5 l) – EUR 0.82, Marlboro cigarettes – king size – EUR 6.06, washing detergent 1 kg – EUR 13.85, natural 95 petrol – EUR 1.53, diesel EUR 1.57, second class passenger train ticket, 46 km – EUR 2.70, bus 91–100 km – EUR 7.26, men’s shirt with long sleeves – EUR 34.21, women’s pullover – EUR 27.03, children’s winter jacket – EUR 38.34, children’s sweatpants – EUR 13.99.

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Short-term accommodation can be found in hotels, guest houses, motels, campsites, holiday cottages or chalets, and also in private houses offering short-term rental accommodation.

For long-term accommodation, the possible options are to either rent or buy a property. 

When buying a property, the buyer becomes the legal owner on registering the property with the land registry.

Various fixed and variable costs are connected with housing. These include payments for heating, electricity, water, sewerage, property insurance, radio and TV fees, waste collection, rent (if renting) and also membership fees for housing cooperatives or housing administration companies.

Service fees associated with housing depend on:

• the type of housing (family house, new flat, older flat),
• the floor space and the location (city, town, village).

According to NBS data published at the beginning of 2026, the asking prices of property in Slovakia increased by 12 % to 12.8 % year-on-year in 2025. This significant increase was driven mainly by increased interest in flats, the price of which increased by 12.7 % to an average of EUR 3 262/m², while houses grew more slowly (by 8.1 %). 

Key facts about the growth in prices in 2025:

• Total growth: Property prices recorded a steep increase, which placed Slovakia among the countries with the fastest price growth in the EU.
• Flats: Average flat prices reached EUR 3 262/m²
• Houses: House prices started to grow again and increased by 8.1 % year-on-year.
• Quarterly development: In the last, and fourth, quarter of 2025, prices increased by 3.3 % compared to the previous quarter.
• Causes: Market recovery was supported by demand for housing and changes in interest rates. 

Average price of housing

General guide to accommodation prices:

• single hotel room in Bratislava, per night: EUR 55 – EUR 205;
• rental of a one-room flat in Bratislava, per month: EUR 400 – EUR 1 000;
• rental of one room in a shared flat in Bratislava, per month: EUR 250 – EUR 400;
• purchase of a one-room flat in Bratislava: EUR 135 000 – EUR 220 000;
• purchase of a house in Bratislava: EUR 350 000 – EUR 1 900 000
• purchase of a one-bedroom flat in Košice, Žilina, Nitra, Poprad, Zvolen, Banská Bystrica: EUR 97 000 – EUR 300 000. 

Accommodation, renting and purchasing property in smaller towns and in the country is cheaper than in Bratislava.

Average property prices by region (EUR/m2) in Q4 2025 

Bratislava Region: 3 731

Trnava Region: 1 982

Nitra Region: 1 589

Trenčín Region: 1 787

Žilina Region: 2 180

Banská Bystrica Region: 1 744

Prešov Region: 2 172

Košice Region: 2 608

The average flat price closed the last quarter of 2025 at EUR 3 262/m². It was EUR 86/m² or 2.7 % higher compared to the previous quarter (12.7 % year-on-year). Prices of two- to four-room flats performed particularly well (Graph 3), while prices of larger flats stagnated.

House prices started to grow again at the end of the year and increased by EUR 38m² (1.8 % quarter-on-quarter). Their average price is reaching EUR 2 139/m², which is 8.1 % higher than in the same period last year. 

The share of the Bratislava Region in total supply has shown a clear downward trend over the past five years (Graph 4). In numerical terms, the proportion decreased from 36 % in 2021 to 30 % in 2025. In contrast, a slightly increasing trend can be seen in the Trnava, Trenčín, Prešov and partly also in the Nitra regions.

In the last quarter of 2025, property prices offered slightly accelerated their growth to 3.3 %, mainly driven by a more significant increase in flat prices. With the exception of the Prešov Region, housing prices increased throughout Slovakia, most notably in Košice, where strong growth compensated for the previous decline. The market’s turnaround is best illustrated by the full-year figures: in 2025 prices increased by 12 %, while in 2024 by less than a percent.

If you decide to buy a property, it is advisable to consult a solicitor or use the services of an estate agency. That way you will avoid any unnecessary risks.

In accordance with the Civil Code, any contract concerning the transfer of property (i.e. the sale or purchase of property) as well as any lease contract must be made in writing.

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The healthcare system is administered by the Slovak Ministry of Health. Healthcare services are provided by public and private healthcare facilities. Initial examinations are carried out by general practitioners for adults or children. You are free to choose your own doctor, who will provide primary healthcare and who can also refer you for examination or treatment by a specialist. Outside your practitioner’s surgery hours and at weekends you can use the outpatient emergency service (APS). There is a EUR 2 charge. Patients are not required to pay this fee if they come for treatment immediately after an accident (this does not apply to accidents resulting from the use of alcohol, drugs, or medication other than those recommended by a doctor) or if they are subsequently hospitalised. APS are available in almost every district town. If the APS is not open, you will be admitted to an inpatient emergency service within any hospital. There is a EUR 10 charge for urgent admissions, which is payable if the patient’s condition is not acute, as this constitutes misuse of the service. The charge does not apply if the treatment lasts more than two hours, the patient is subsequently hospitalised, it concerns an injury that has just occurred (with the exception of injuries caused by alcohol or other addictive substances), the patient is a pregnant woman or a holder of a gold Jansky Plaque.

Medicines, either prescription or over-the-counter, can be obtained in pharmacies. There are lots of pharmacies in Slovakia and they are generally well stocked. Pharmacies normally open on business days between 7 a.m. and 9 a.m. and close at 5 p.m. At weekends and on public holidays, designated out-of-hours pharmacies provide an emergency service.

Under the Health Insurance Act, employees, self-employed persons, employers and the State are required to pay health insurance contributions. A large part of healthcare costs are paid from health insurance. Certain medicines and healthcare procedures must be paid in full. Fees for medical procedures are charged according to set tariffs. Health insurance does not always cover the full cost of, e.g., the purchase of prescription glasses, certain types of medication or dental treatment.

All employees must be insured with a health insurer, which then issues them with a registration number and a health insurance policy (HIP) card for use at every visit to or from a doctor. Employers are required to register employees for health insurance within eight working days of the employment start date, and likewise to deregister the employee when employment ends. Other changes in the health insurance payer’s data must be reported to the health insurer by the policyholder, specifically within eight days. If you are self-employed in Slovakia, you are obliged to register with a health insurance company within eight days of the date as of which you are required to have public health insurance, and to deregister within the same time limit. 

If you have health insurance provided by a Slovak health insurer because your employment is in Slovakia, but you live in another EU Member State, you should ask your Slovak health insurer to issue an S1 form (formerly E 106). Submit this form to the local health insurer where you live in order to be registered. The S1 form (E 106) entitles you to full coverage, by your Slovak insurer, of healthcare provided in the place of your residence. Your dependants are also covered. 

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Compulsory school attendance in the Slovak education system lasts for 10 years. It normally starts at the beginning of the school year following the date when a child reaches six years of age. It lasts from the age of 6 to 16.

Basic school types: nursery schools (3-6 years), primary schools (6-15 years), secondary schools (15-19 years), colleges and universities (from 19). Depending on the administrator, these schools may be state, private or religious schools, but they all provide education to an equal standard. 

Nursery schools (for children aged 3-6) teach basic knowledge and skills. At preschool age, children learn, for example, how to distinguish geometrical shapes, the months of the year, and the names of days. They also acquire hygiene habits and prepare to start primary school. 

Primary schools prepare children for further study and experiences. It has nine school years, divided into first and second stages. Level 1 of primary school normally comprises years 1 to 4, while level 2 comprises years 5 to 9. To reach Level 2, pupils are not required to pass any entrance examination; they continue their studies upon successful completion of year four. They may instead attend a grammar school providing eight years of education. Study at a grammar school is conditional upon passing the entrance examination and acceptable results in Level 1 of primary school. 

Children can attend primary art schools voluntarily outside regular school hours. 

Secondary schools. After completing the ninth year of primary school, pupils continue in the 10-year compulsory school attendance at a selected secondary school, where they were accepted by decision of the relevant school system. 

Vocational secondary schools: at vocational secondary schools and related secondary schools providing apprenticeship training, the study takes two (in a limited number of fields), three or four years. Three-year studies for individual trades are completed with a final examination, after which the student receives a vocational qualification and may continue in two-year advanced studies in order to obtain a baccalaureate-level qualification. Full secondary school education is achieved by passing the baccalaureate-level exam. Studies that go on for four years are completed with the baccalaureate-level exam. 

Secondary and grammar schools: Secondary schools provide education for 4 or 5 years. In Slovakia, there are electrical engineering, geodetic, hotel management, industrial, nursing, sporting, art, agricultural, forestry, pharmaceutical, chemical and pedagogical secondary schools, as well as conservatories and business academies, among others. Grammar schools in Slovakia provide education for four years (if the pupil applies to grammar school after the ninth year of primary school), eight years of study (if the pupil applies to grammar school after the fifth year of primary school), or five years of study (in bilingual grammar schools which the pupil applies for after the eighth or ninth year of education). Bilingual studies are also provided by some business academies. 

Studies are rounded off with the maturita graduation examination, which has both a written and an oral part. 

Secondary schools also organise advanced and post-secondary studies.  

Universities and colleges help prepare students to be skilled professionals with tertiary education in scientific, economic, social and artistic disciplines. The school system allows students who have completed secondary or grammar school with a maturita (graduation) exam to study at universities and colleges. There are currently 20 public universities, 10 private universities, 3 state universities and 7 foreign universities in Slovakia. Study programmes are organised at three levels. At the end of their studies, students defend their thesis or dissertation and sit a state examination. The first level of study for a Bachelor’s degree takes three to four years, the second level is a Master of Arts, Science, Engineering or medical degree which takes four to six years (including Bachelor’s level), and the third level is the doctorate (three to four years).

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Slovak cultural and social life is very rich and diverse. It is influenced by various traditions and customs passed from generation to generation and still surviving today. On the one hand, there are traditions and a peaceful lifestyle, on the other, modern culture and urban bustle.

Numerous social and cultural events and activities take place in every town and village. People gather to enjoy themselves, meet one another and talk and, of course, enjoy cultural events. Social ties are relatively strong. Information about social and cultural events and various other activities can be found on the internet, local television channels, and in tourist information or community centres.

Physical activities include trips to the countryside, sports activities such as football, cycling, water sports, and more recently golf. Skiing is a popular winter sport.

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The following is important when a child is born: 

• confirmation of the choice of birth certificate by mail,
• signing ‘Parents’ agreement on the child’s name and surname’ (hereinafter referred to as the Agreement) in the hospital, and no later than on the day following the birth of the child.

If this does not occur, you can sign the agreement:

• electronically: ‘Parents’ agreement on the child’s name and surname’ with an electronic ID card with a chip,
• in writing: in person at the relevant registry office.

When you leave the hospital, you will pick up all necessary documents, namely: the discharge report for both the newborn and the mother, which you will need, for example, when you visit the paediatrician/gynaecologist.

The birth certificate is issued automatically

The relevant registry office sends the birth certificate without delay (usually on the fourth or fifth day following the birth of the child). The address for delivery of the birth certificate is always defaulted to the mother’s permanent residence. The consignment is always marked ‘personal delivery’ Otherwise, the birth certificate may be collected at the relevant registry office.

It is not necessary to register the child with the health insurance company; they will be automatically registered with the mother’s health insurance company.

Registration of the child with the chosen paediatrician should be done within three days of discharge from the maternity hospital.

Current amount of child birth allowance (amount):

• EUR 829.86 for a child born from the first to the fourth birth;
• EUR 151.37 for a child born from the fifth and further births; 

Marriage

An engaged couple marries by declaring that they consent to their marriage before a body of a municipality or a city district that maintains a registry, or before an authority of a registered church or religious community. The couple declare publicly and solemnly that they are marrying in the presence of two witnesses.

They make their declaration of marriage at a registry office with jurisdiction for the district in which one of them resides. This ceremony is held in front of the mayor or a delegated member of the municipal assembly and in the presence of the registrar.

Before marrying, the couple must submit the documents required by law.

A minor cannot marry. In exceptional cases and depending on the reason for the marriage, a court may allow a minor over the age of 16 to marry. Unless permitted by a court, this sort of marriage is null and void. If such a marriage does take place, it will be ruled null and void by a court of its own motion.

Death

Death in a medical facility is reported by the healthcare provider. If a person dies outside a medical facility, telephone numbers 112 or 155 should be contacted. The death is subsequently certified by a doctor who determines the time and cause of death and draws up a certificate of examination of the deceased.

The death is then reported to the civil registry at the place where the death occurred (possibly to the ecclesiastical registry). To do so, you will need the certificate of examination of the deceased, your identity card and the identity card of the deceased. The registry will make an entry in the death register and issue a death certificate.

Then you select and contact a funeral service.

The civil registry reports deaths to the Social Insurance Agency once a month, and the deaths are reported to the health insurance company by the Healthcare Supervisory Authority. The funeral allowance of EUR 200 may be applied for within one year of the date of the deceased’s funeral by a person of full age who arranged the funeral and has permanent or temporary residence in Slovakia, providing that the deceased had permanent or temporary residence in Slovakia at the time of their death. 

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