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Pay transparency in Slovenia

No public measure Last verified 7 August 2026 High confidence

  • Pay information requests Pending

    Employees can ask for their own pay level and the averages for colleagues doing equal or equal-value work, broken down by sex.

Slovenia has not published a Directive-specific transposition measure. There is no bill or enacted law that sets out a new pay transparency package for employers to follow. The only concrete legal reference point right now is the existing Employment Relationships Act.

A project called PAY DAY exists to support implementation, but it is a capacity-building initiative, not a piece of legislation. It does not create legal obligations on its own. Until a public transposition text appears, employers in Slovenia are working from the pre-existing equal-pay framework, not a new Directive-specific regime.

The start date for any Directive-specific core obligations is listed as pending. There is no confirmed timeline yet for when Slovenia will move beyond its current baseline.

The measure

Law or measure
Existing Employment Relationships Act equal-pay rule; PAY DAY implementation-support project; no Directive-specific public draft identified
Core obligations start
Pending
Who is covered
Directive-specific scope remains pending

What the law requires

We are still verifying the detailed requirements against official sources. The confirmed facts appear in the summary above and under Sources.

How Slovenia differs from the Directive

No Directive-specific bill or enacted measure was identified. ZDR-1 Article 133 requires equal pay for equal work and work of equal value regardless of sex; the PAY DAY project remains implementation support only.

What this means for employers

For now, your compliance foundation in Slovenia rests on the Employment Relationships Act (ZDR-1), specifically Articles 6 and 133. These provisions already require equal pay for equal work and work of equal value, regardless of sex, and prohibit discrimination. That baseline applies today and is not tied to the Directive’s timeline.

Several specifics that the Directive eventually addresses, such as a worker’s right to pay information, salary range disclosure in hiring, salary history questions, and any reporting model, are not yet defined for Slovenia. There is no confirmed reporting model identified at this stage, so employers should not assume a particular format or calculation approach will apply.

  • Keep your existing equal-pay and non-discrimination controls current under ZDR-1, since these remain the enforceable standard.
  • Watch the legislative portal for a Directive-specific bill, since none has been identified yet.
  • Avoid assuming any reporting, pay-range, or pay-history rule is in place, since these details are not yet defined.
  • Treat PAY DAY as preparatory support rather than a compliance requirement, since it is not a legal measure.

Enforcement and open questions

Competent authority
Ministry of Labour, Family, Social Affairs and Equal Opportunities
Equality body
Advocate of the Principle of Equality
What could still change
A capacity-building project is not legal transposition. Detailed Directive obligations remain unsupported until a public legal text appears.

Common questions

Has Slovenia passed a law to transpose the EU Pay Transparency Directive?

No. There is no public Directive-specific bill or enacted measure identified for Slovenia. The only relevant legal text remains the pre-existing Employment Relationships Act.

What is the PAY DAY project in Slovenia?

PAY DAY is described as an implementation-support project, not a legislative proposal. It does not create legal obligations, so it should not be treated as a compliance requirement.

What equal-pay rules currently apply to employers in Slovenia?

Employers are bound by the Employment Relationships Act (ZDR-1), specifically Articles 6 and 133, which require equal pay for equal work and work of equal value regardless of sex and prohibit discrimination. This is the existing baseline, separate from any future Directive-specific rules.

When do new pay transparency obligations start in Slovenia?

The start date for core obligations is listed as pending. No confirmed timeline has been identified yet.

Is there a defined reporting model for gender pay gap data in Slovenia?

No reporting model has been identified. Employers should not assume any particular reporting format or calculation responsibility applies at this stage.

Which authorities oversee equal pay matters in Slovenia?

The Ministry of Labour, Family, Social Affairs and Equal Opportunities is the competent authority, and the Advocate of the Principle of Equality serves as the equality body.

Author

Julius Aho

Co-founder, CTO

Julius Aho is the co-founder and CTO of Evenpay. At Evenpay he is responsible for product, engineering and AI, building the tools that make fair pay the default.