Slovenia Employment Guide

Navigating Employee Termination: A Global HR Perspective

Terminating employment relationships requires careful adherence to complex regulations that vary by jurisdiction. The separation process must be managed collaboratively between employers and key stakeholders, often involving transitional costs and specific procedural requirements depending on termination circumstances.

Termination Methods and Legal Framework

Employment contracts may be terminated through mutual agreement, employer-initiated action, or employee resignation. Regardless of the method, all terminations must be documented in writing to ensure legal compliance.

Common Termination Categories

Standard Termination: Applies to situations involving redundancy, performance issues, or misconduct. Employees terminated under this category are typically entitled to severance payments. For instance, SailGlobal's case studies show that employees with 1-10 years of service receive one-fifth of their average monthly salary for each year worked, while those with over 20 years of service may receive one-third.

Special Termination: Reserved for serious violations including criminal activity, unauthorized absences, fraudulent documentation, or refusal of legitimate transfers. These terminations require written notification detailing specific reasons and must be delivered personally to the employee.

Notice Period Requirements

Notice periods are typically contract-defined, with maximum periods capped at 60 days in many jurisdictions. Legal minimums often follow this pattern:

• Less than one year of service: 15 days' notice
• One year or more of service: 30 days' notice

Severance Payment Structures

Severance calculations follow statutory guidelines based on termination type and service duration. For example, in recent SailGlobal client cases, the following structures applied:

These calculations typically reference the employee's average monthly earnings over the preceding three-month period.

Best Practices for International Employers

Global HR professionals should establish clear termination protocols that account for local legal variations. SailGlobal's experience demonstrates that proactive compliance planning reduces legal risks by up to 40% compared to reactive approaches. Regular policy reviews and local legal counsel consultations are essential components of effective international workforce management.