EU Pay Transparency Directive Status Slovenia: Missed: No Draft Yet
Slovenia has not published a transposition bill. A working group inside the Ministry of Labour, Family, Social Affairs and Equal Opportunities has been preparing amendments to the Employment Relationships Act and the Equal Opportunities for Women and Men Act, but no text has been released for consultation and no legislative timeline has been announced publicly. Slovenia missed the 7 June 2026 EU-wide deadline along with the large majority of member states, but unlike Portugal and Romania, it has not yet reached even the draft publication stage, making it one of the least advanced countries in the transposition process. Missing the deadline does not remove Slovenia's underlying obligations under the Directive itself, and Slovenian employers above the Directive's thresholds should still expect a 2027 reporting milestone once national implementing rules eventually catch up. Because no Slovenian bill exists yet, the specifics below, thresholds, penalties, and the identity of the enforcing authority, are based on what the EU Directive requires member states to eventually adopt, not on confirmed Slovenian legislation, and should be treated as provisional until Slovenia publishes an actual bill.
What is Pay Transparency, and who does it apply to?
The EU Pay Transparency Directive (Directive (EU) 2023/970) is a binding EU law requiring pay equity for equal work between women and men. It introduces mandatory rules around salary disclosure, pay gap reporting, and worker rights.
Slovenia's Employment Relationships Act already establishes a general right to equal pay for equal work, but it contains no mandatory gender pay gap reporting duty for private employers. To comply with EU Directive 2023/970, Slovenia's Ministry of Labour, Family, Social Affairs and Equal Opportunities is preparing amendments to the Employment Relationships Act and the Equal Opportunities for Women and Men Act, but as of early August 2026 no formal draft bill has been published. Slovenia therefore missed the 7 June 2026 EU-wide transposition deadline and appears to be at an earlier stage than Portugal or Romania, both of which have at least published a draft.
No Slovenian employer is yet legally required to report gender pay gaps; once the Directive is transposed, mandatory reporting is expected to apply only to employers with 100 or more employees, in the same 100 to 149, 150 to 249 and 250-plus bands used elsewhere in the EU, while smaller Slovenian employers would remain exempt from reporting though still bound by the existing equal pay duty.
What employers must do in Slovenia
All employers, regardless of size (existing Slovenian law)
- Comply with the general equal pay for equal work and work of equal value duty under the Employment Relationships Act
- Prepare for an expected ban on asking candidates about salary history once Slovenia transposes the Directive
- Prepare for expected gender-neutral job advertisement requirements
Employers with 100 to 149 employees (expected once transposed)
- File a gender pay gap report once every three years, with a first deadline likely around 2031 based on the Directive's own schedule
- Disclose salary ranges to job candidates before interview or in job postings
- Carry out a Joint Pay Assessment with worker representatives if an unjustified pay gap of 5% or more persists for six months
Employers with 150 to 249 employees (expected once transposed)
- File a triennial gender pay gap report, with a first deadline likely around 2027
- Respond to individual employee requests for pay information within a reasonable period, expected to mirror the Directive's two-month standard
Employers with 250 or more employees (expected once transposed)
- File an annual gender pay gap report covering mean and median pay gaps and variable pay
- Report the gender distribution across pay quartiles and pay gaps by job category
Key deadlines
Penalties for non-compliance in Slovenia
No penalty regime has been defined in Slovenian domestic law yet, since no transposition bill has been published. The Directive requires Slovenia to eventually adopt fines and remedies that are effective, proportionate and dissuasive, likely including a reversed burden of proof in pay discrimination cases, but exact euro amounts cannot be confirmed until Slovenia's law is drafted.
Enforcement is expected to involve Slovenia's Labour Inspectorate for reporting and workplace compliance, alongside the Advocate of the Principle of Equality for individual discrimination complaints, though this has not been formally confirmed in legislation.
How TalentUp can help you with Pay Transparency Compliance
Below you can see a preview of our platform, where we help you stay compliant with Pay Transparency by spotting pay inconsistencies and structural risks in your compensation strategy, analysing data from your company.
Book a demo| Name | Level | Location | Salary | Labels | Actions |
|---|---|---|---|---|---|
|
John Doe
Software Developer
|
Mid
|
Ljubljana
Slovenia
|
32500 EUR
Above market
|
Unbalanced
|
|
|
Jane Smith
Project Manager
|
Senior
|
Ljubljana
Slovenia
|
45000 EUR
Above market
|
In Market
|
|
|
Michael Brown
Data Analyst
|
Mid
|
Maribor
Slovenia
|
39000 EUR
Above market
|
In Market
|
|
|
Emily Johnson
QA Engineer
|
Mid
|
Maribor
Slovenia
|
36000 EUR
Above market
|
In Market
|
|
|
Robert Wilson
HR Manager
|
Senior
|
Celje
Slovenia
|
50000 EUR
Above market
|
Above Market
|
|
|
Sarah Davis
Marketing Specialist
|
Junior
|
Celje
Slovenia
|
34000 EUR
In market
|
In Market
|
MEAN PAY
39.4K EUR
MEDIAN PAY
37.5K EUR
MEAN FEMALE PAY
38.3K EUR
MEDIAN FEMALE PAY
36K EUR
MEAN MALE PAY
40.5K EUR
MEDIAN MALE PAY
39K EUR
Gender gap
Variable pay by gender
General gender pay gap
Pay gap insights
Add employee data to see pay gap insights
Tenure distribution
Pay gap per level (quartiles)
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Frequently asked questions about pay transparency in Slovenia
No. As of August 2026, Slovenia has not even published a draft transposition bill, making it one of the least advanced EU countries on this topic, well behind the 7 June 2026 EU deadline.