What pay equity law currently exists in Slovenia?

Slovenia's Employment Relationships Act already requires equal pay for equal work and work of equal value, but it does not currently force Slovenian employers to report gender pay gap data.

Which Slovenian authority is working on the new law?

Slovenia's Ministry of Labour, Family, Social Affairs and Equal Opportunities has a working group reviewing amendments to the Employment Relationships Act and the Equal Opportunities for Women and Men Act, but no bill has been made public yet.

When will Slovenian employers have to start reporting gender pay gaps?

There is no confirmed date yet, since no Slovenian bill has been published. Based on the EU Directive's own schedule, larger Slovenian employers could face a first reporting deadline around 2027 once national rules catch up, but this is not yet fixed in Slovenian law.

Which Slovenian employers will eventually have to report?

Once transposed, mandatory reporting is expected to apply to Slovenian employers with 100 or more employees, split into bands similar to those used across the rest of the EU, though Slovenia has not confirmed its own thresholds in legislation yet.

Will Slovenian employers be banned from asking about salary history?

That ban is expected once Slovenia transposes the Directive, but it is not yet a binding requirement under current Slovenian law since no implementing bill exists.

What penalties will Slovenian employers face for non-compliance?

Specific penalty amounts have not been set, because Slovenia has not published a transposition bill. The Directive requires Slovenia to eventually adopt effective and dissuasive sanctions, but Slovenian employers do not yet have a confirmed fine schedule to plan around.

Why is Slovenia behind other countries like Portugal and Romania on this?

Slovenia's draft bill, sent to the social partners in February 2026, has barely moved: the Economic and Social Council's expert group has not met, and the draft is being revised for the new government. Portugal and Romania, by contrast, have already taken their drafts through public consultation or into parliament, so Slovenian employers still have less clarity about the eventual requirements.

Does missing the EU deadline mean Slovenian employers have no obligations at all?

Not entirely. While there is no domestic reporting law yet, Slovenian employers remain bound by the existing equal pay duty in the Employment Relationships Act, and the underlying Directive deadlines, such as the 2027 reporting milestone for larger employers, are expected to still apply once Slovenia's implementing law is finalized.

What happens if a member state misses the EU transposition deadline?

The European Commission can open an infringement procedure under Article 258 TFEU against a member state that has not transposed a directive on time. It begins with a letter of formal notice, giving the government around two months to reply, and can escalate to a reasoned opinion and ultimately a referral to the Court of Justice of the EU, which can impose financial penalties. The Commission has refused to grant extensions on the Pay Transparency Directive and has said it will send letters of formal notice to member states that have not transposed it. Two things matter for employers. Infringement action is directed at the government, not at companies, so it creates no direct liability for an employer. And a national delay does not move the substance: in most member states the first reports will cover the 2026 pay year, so the data employers are collecting now is the data they will eventually have to report on.

Pay Transparency in Slovenia: 2026 Employer Guide

EU Pay Transparency Directive Status Slovenia: Deadline Missed

Slovenia has not adopted a transposition law. In February 2026 the ministry then responsible for labour sent a draft bill, the Act on Enforcing Equal Pay for Women and Men through Pay Transparency (Predlog zakona o izvrševanju enakega plačila za ženske in moške s preglednostjo plačil), to the Economic and Social Council, the tripartite body of government, employers and unions. The Council set up an expert group to examine it, but that group has not yet met, and the bill has not been submitted to the National Assembly. Slovenia missed the 7 June 2026 EU-wide deadline along with the large majority of member states, and it remains one of the less 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 the bill is still being revised and has not been passed, 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 adopts its law.

On 11 September 2026 the Ministry of the Economy, Labour and Sport, now responsible for the file, said the draft is being revised to match the new government's guidelines and that it aims to adopt the law preferably by 31 December 2026, depending on talks with the social partners.

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 sent a draft pay transparency bill to the social partners in the Economic and Social Council in February 2026, but it has not yet been submitted to the National Assembly. Slovenia therefore missed the 7 June 2026 EU-wide transposition deadline, and the government now aims to adopt the law by the end of 2026.

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

Current No mandatory gender pay gap reporting exists yet under Slovenian domestic law

Mid 2025 Ministry working group reported to be preparing transposition rules

Feb 2026 Draft pay transparency bill sent to the Economic and Social Council for review by the social partners

7 Jun 2026 EU-wide transposition deadline. Slovenia did not meet it; its draft bill was still with the social partners

11 Sep 2026 The ministry says the draft is being revised and targets adoption of the law by 31 Dec 2026

31 Dec 2026 (targeted) Government target for adopting the transposition law, subject to talks with the social partners

2027 (per EU Directive, pending Slovenian law) Expected first reporting deadline for employers with 150 or more employees

2031 (per EU Directive, pending Slovenian law) Expected first reporting deadline for employers with 100 to 149 employees

Penalties for non-compliance in Slovenia

No penalty regime has been defined in Slovenian domestic law yet, since the transposition bill has not yet been adopted. 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 adopted.

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 comply with Pay Transparency in Slovenia

Below you can see a preview of our platform, where we help you stay compliant with Pay Transparency in Slovenia by spotting pay inconsistencies and structural risks in your compensation strategy, analysing data from your company.

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Name	Level	Location	Salary	Labels	Actions
John Doe Software Developer	Mid	Ljubljana Slovenia	32500 EUR Above market	Unbalanced	Edit
Jane Smith Project Manager	Senior	Ljubljana Slovenia	45000 EUR Above market	In market	Edit
Michael Brown Data Analyst	Mid	Maribor Slovenia	39000 EUR Above market	In market	Edit
Emily Johnson QA Engineer	Mid	Maribor Slovenia	36000 EUR Above market	In market	Edit
Robert Wilson HR Manager	Senior	Celje Slovenia	50000 EUR Above market	Above market	Edit
Sarah Davis Marketing Specialist	Junior	Celje Slovenia	34000 EUR In market	In market	Edit

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

Mean Male Pay N/A

Mean Female Pay N/A

Pay gap insights

Missing data

Add employee data to see pay gap insights

Tenure distribution

Pay gap per level (quartiles)

Male

Female

Frequently asked questions about pay transparency in Slovenia

No. Slovenia missed the 7 June 2026 EU deadline. A draft bill has been with the social partners in the Economic and Social Council since February 2026, and on 11 September 2026 the ministry said it aims to adopt the law by the end of 2026, but no law has been passed yet.

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