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Pay transparency in Slovenia

In preparation Last updated 3 November 2026

  • Pay information requests Pending

    Unclear

    What this means in practice

  • Time to respond Unclear

    Every request starts a clock. Answering one needs pay structures and equal-value groupings that already exist.

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
Law on enforcing equal pay for women and men through pay transparency, official preparation (EVA 2026-2611-0034); existing ZDR-1 remains separately applicable.
Core obligations start
Unclear
Who is covered
Existing ZDR-1 Articles 2 and 5 cover employers engaging workers under employment contracts, including public bodies subject to special legislation. New transparency/reporting scope: Unclear.

What the law requires

  • Gap reporting from Unclear employees
  • Joint pay assessment at a Unclear gap

3 further dimensions are still being verified against official sources.

How Slovenia differs from the Directive

Official preparation is confirmed, but actual draft provisions and later enactment are unverified. Existing ZDR-1: equal pay (133), recruitment equality/sex-specific vacancy restrictions (6,27), access to general employer acts (10(6)), own contractual pay and payslips (31,135), conditional discrimination burden shift (6(6)), compensation under general civil rules (8). These do not establish the full Directive transparency/reporting package or all compensation, costs and standing rules.

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
Existing ZDR-1 enforcement: Labour Inspectorate (Article 215). Directive-specific competent authority: Unclear; proposal metadata identifies a preparing ministry, not a new enforcement designation.
Equality body
Advocate of the Principle of Equality
Penalties
Existing ZDR-1 Article 217: discrimination and unlawful sex-specific vacancy advertising can attract employer fines EUR 3,000-20,000; smaller employers (10 or fewer workers) EUR 1,500-8,000; individual employers EUR 450-1,200; responsible persons EUR 450-2,000. These are existing offence-specific bands, not verified new transparency/reporting penalties.
What could still change
PISRS ZAKO9469 remains labelled in preparation and offers no form or HTML text. All 163 Delo/upokojitev eDemokracija entries were loaded and checked on 3 November; no matching pay-transparency proposal was found in that topic subset. Other classifications/ministry coverage and actual Government/DZ stage remain unresolved. Programme targets 15 September (Government) and 30 November 2026 (DZ adoption) are plans, not evidence of those events. PAY DAY is support only.

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.

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Author

Karl Engelvuori

Co-founder, CEO

Karl Engelvuori is the co-founder and CEO of Evenpay. At Evenpay he leads sales, partnerships and thought leadership, helping European employers turn pay transparency from a compliance requirement into a competitive strength.

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