Tax compliance
Efficient handling of a growing workload.
In the event that an employee is remunerated with hourly wage with an established weekly working time below 40 hours per week, the minimum wage is as follows:
Work difficulty level | Minimum wage coefficient | Rates remunerated monthly | 40h/w | 38.75h/w | 37.50h/w |
1. | 1.0 | € 646.00 | € 3.713 | € 3.833 | € 3.961 |
2. | 1.2 | € 762.00 | € 4.379 | € 4.520 | € 4.671 |
3. | 1.4 | € 878.00 | €5.046 | € 5.209 | € 5.382 |
4. | 1.6 | € 994.00 | € 5.713 | € 5.897 | € 6.094 |
5. | 1.8 | € 1,110.00 | € 6.379 | € 6.585 | € 6.804 |
6. | 2.0 | € 1,226.00 | € 7.046 | € 7.273 | € 7.516 |
Work difficulty level | Type of job |
1. | cleaner, maid, warehouse worker |
2. | cashier, assistant cook |
3. | nurse, chef, accountant |
4. | senior accountant, driving instructor |
5. | medical doctor, production manager |
6. | CEO, senior medical doctor |
Validity | Rate | Amount | |
Wage allowance rate for work on a bank holiday | 2022 | 100% of average pay | |
Wage allowance rate for overtime work | 2022 | 25% of average pay | |
Wage allowance rate for overtime work - high-risk | 2022 | 35% of average pay | |
Wage allowance rate for work on a Saturday | 2022 | 1.79 | |
Wage allowance rate for work on a Sunday | 2022 | 3.58 | |
Wage allowance rate for night work | 2022 | 1.43 | |
Wage allowance rate for night high-risk work | 2022 | 1.79 | |
Wage compensation for work under difficult conditions | 2022 | 0.72 | |
Inactive part of a standby duty | 2022 | 0.72 | |
Active part of a standby duty | 2022 | 3.713 |
€ 7,931 - applies to sickness insurance, pension insurance, guarantee insurance, unemployment insurance and contributions to the reserve fund. The assessment base for health and accident insurance is not limited.
€200 - this is the level under which students do not pay contributions (regardless of whether they study at high school or university) from part-time work agreements. The exemption from the payment of insurance continues to be applied with the employer in writing through a Notice and honourable declaration attached to the student work agreement. If a student has entered into several student part-time work agreements, he or she can claim an exemption on only one agreement.
If students exceed the limit amount, they pay pension insurance from the difference between the income received and this amount. Pension insurance is paid at 4% when applying the exemption only on income above €200 and disability insurance at 3% when applying the exemption only on income above €200.
How much does an employer pay for a student?
For dividends from 2013 to 2016 inclusive that are paid in 2022, the maximum assessment base shall be EUR 67,980 (60-times the average wage in 2020, 60 x 1,133).
For natural persons who are taxpayers with unlimited tax liability (Slovak tax residents), dividends from resources in the territory of the Slovak Republic for 2017 and onwards are taxed at source by withholding tax under Section 43.
The maximum maternity leave benefit for 2022 is calculated on the basis of gross income in the amount of double the average wage, which is EUR 2,266. This means:
Minimum pregnancy allowance rate in 2022
Maximum pregnancy allowance rate in 2022
Tax rate
For the calculation of advance payments for tax on income from dependent activities, the tax base limit at the 19% rate is EUR 3,212.75.
Non-taxable allowance per taxpayer
The non-taxable allowance per taxpayer is EUR 381.61 per month.
For the annual account statement for 2022:
Tax bonus until 30 June 2022
An employee who wishes to claim a tax bonus for a child from their employer is obliged to prove their entitlement with relevant documents (a copy of the child's birth certificate). If changes occur in connection with the receipt of the tax bonus which have an impact on the termination of entitlement to the tax bonus, in accordance with the applicable legislation, the employee is obliged to notify their employer of these facts no later than on the last day of the calendar month in which the change occurred. He or she notifies this by a change in the tax declaration, or by submitting the necessary documents or a solemn declaration.
From 2022, an exemption for non-cash benefits up to a maximum of €500 per year is introduced for all employers. The forms of such benefits include, for example, cafeteria system, teambuilding, tickets to various events, membership cards, etc. It must be a non-cash form of income earned from a dependant activity. Such a benefit is a non-tax expense for the employer. In order for such an expense to be tax deductible, it would have to be taxed to the employee and the relevant health and social security contributions would have to be paid. In addition, such benefit must be specified in the employment contract, internal regulations, etc.
No changes have been made since 2014. The tax base can be decreased by the amount of demonstrably paid supplementary pension saving contributions up to EUR 180.
This right can only be exercised if the participation agreement on the basis of which the saver paid supplementary pension saving contributions was concluded after 31 December 2013 or if it was amended and the amendments included the benefit schedule cancellation. The second condition is that a taxpayer has not concluded another participation agreement that does not meet the conditions stipulated by the Supplementary Pension Saving Act.
Tax bonus on interest paid on mortgage.
Conditions to be met by the taxpayer:
It is obligatory for employers with more 49 employees.
The contribution equals 55% of provably paid expenses, the maximum amount being €275 for 2022 for full-time employment. For part-time employment, the maximum amount is reduced proportionally.
Employees who have worked for the company for at least 24 months are eligible for the recreational contribution for stays of at least 2 nights.
Eligible expenses include:
The period that is decisive for determining the existence of obligation to pay recreational contribution in terms of the number of employees is the preceding calendar year.
The Labour Code imposes on employers the obligation to contribute to the recreation of an employee, but also of the employee’s family. Eligible expenses for recreation that the employer is obliged to reimburse to the employee include proven expenses for the spouse, child or any other person living in a common household with the employee that participated in the recreation together with the employee.
The employer may provide the contribution in two ways:
Unlike the recreational contribution, this contribution is not mandatory for employers.
The amount of the contribution for sports activities of employees’ children is limited to 55% of eligible expenses made by the employee and by the maximum amount of EUR 275 per calendar year – in total for all children of a given employee.
All employees whose employment with the employer lasts at least 24 consecutive months are eligible for the contribution. This also applies to part-time employees; however, the amount of the contribution must be reduced.
In one calendar year, an employee may request a sports voucher – contribution for sports activities of his children – only from one employer.
The following children are eligible for the contribution (sports voucher):
The employee must demonstrate to the employer eligible expenses made for a sports activity carried out by the child by submitting accounting documents within 30 days from the day they were issued by the sports organization registered in the register of legal persons operating in sports.
The accounting documents must include the name and surname of the child carrying out the sports activity and the period to which this document applies.
The provision of a contribution for a child’s sports activity (sports voucher) is exempt from the payment of taxes and contributions by the employee and by the employer.
Domestic business trips
Minimum meal voucher value
The minimum value of the meal voucher is 75% of the meal allowance for 5 to 12 hours on a domestic business trip, i.e., €3.83.
The employer’s contribution for catering is 55% of the price of a meal, since 1 July 2019 the maximum has been EUR 2.81 (55% of EUR 5.10).
The employer provides catering:
The employer’s contribution must be the same regardless of the form– non-cash or cash. The catering allowance must be provided to the employee from the first day of the month. In case this condition is not met, the catering allowance will not be exempt from tax and contributions must be paid to the social insurance agency and health insurance agency.
The employer’s contribution may be higher than the one stipulated by law, namely:
A voluntary contribution from the employer’s own resources – this is a taxable income on the employee’s side with payable contributions and taxes. For the employer, this is a non-tax expense, unless otherwise specified in an internal regulation, collective agreement or another agreement concluded in line with the Labour Code.
From 1 June 2019, the basic compensation for the use of road motor vehicles on business trips applies as follows:
From 01/01/2022, the exemption from health and social insurance contributions for employing the long-term unemployed is abrogated.
Excluded amounts until 30 June 2022:
Excluded amounts:
For deduction of an infant maintenance allowance:
For deduction of preferential claims:
For infringement penalties (applies also to pensioners):
The limit amount above which no exemptions are made is €915.84 (300% of the basic amount for a mandatory person).
A new §63 / 1f was to be added, but its effectiveness was suspended on 15th December 2021. However, we provide more information below in the event that it is put into practice again:
Length of employment | Notice period | Right to severance pay |
Less than 1 year | 1 month | No |
1 year and less than 2 years | 2 months | No |
2 years and less than 5 years | 2 months | At least 1 monthly salary |
5 years and less than 10 years | 2 months | At least 2 monthly salaries |
10 years and less than 20 years | 2 months | At least 3 monthly salaries |
20 years and more | 2 months | At least 4 monthly salaries |
Length of employment | Entitlement to severance pay |
Less than 2 years | At least 1 monthly salary |
2 to 5 years | At least 2 monthly salaries |
5 to 10 years | At least 3 monthly salaries |
10 to 20 years | At least 4 monthly salaries |
20 years and more | At least 5 monthly salaries |
The Act enters into effect on 1 March 2022. The aim of the act is to set out conditions for the support in the times of short-time work. The Act will apply to employers whose operation was restricted – an obstacle on the part of the employer, when the employer is not able to allocate work to at least one third of the employees to the extent of at least 10% of the established weekly working time. The eligibility conditions are as follows:
Amount of subsidy = 60% x average hourly pay x number of hours of the obstacle to work. For 2022, the amount is 7.8138 per hour. The subsidy is tax-free income for the employer.
The employee is entitled to wage compensation of at least 80% of average pay for the duration of the obstacle to work on the part of the employer who requested the support.
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