Posting third-country workers to Slovenia for cross-border services
The Employment Service of Slovenia gives consent for posted workers employed nine months by the foreign employer. The service may not exceed 90 days a year.
A third-country employer may provide services in Slovenia with posted workers on the basis of a single permit with consent from the Employment Service of Slovenia. The workers must have been employed there continuously for at least nine months, and the service may not exceed 90 days in a calendar year.
Posting is legally different from employment with a Slovenian employer, described in the guide to the single permit. The worker stays employed by the foreign employer and performs a service in Slovenia rather than work for a Slovenian company.
Three kinds of consent for posting
At the request of the administrative unit the Employment Service issues three different consents, each with its own condition on prior employment.
| Type of consent | Prior employment with the foreign employer | Additional condition |
|---|---|---|
| Cross-border services with posted workers | at least 9 months continuously | contract with a client from the EU, EEA or Switzerland, service up to 90 days in a calendar year |
| Movement within capital-linked companies | at least 6 months continuously | worker with at least higher education, transferred for professional development or training |
| Training of posted workers in linked companies | not required | training programme and consent of the competent chamber or employers' association |
For the first form the contractual chain is decisive. Consent is given for services the foreign employer performs in its own name and for its own account, under a contract with a client from an EU member state, Norway, Iceland, Liechtenstein or Switzerland, or under a contract with a provider that holds such a contract with the client. Consent may be issued more than once, but the days add up. The combined duration of the service may not exceed 90 days in a calendar year.
The single permit application carries a photograph, passport, proof of social insurance in the posting state, proof of sufficient means of subsistence, a criminal record certificate from the country of origin and proof of registration of the foreign employer. For cross-border services it also carries the service contract with the client and proof of the nine months of employment. Forms 15/1 for posted workers and 17/1 for intra-company transfer are used.
Consent for posted workers is also conditional on the quota under article 41 of the Employment, Self-employment and Work of Foreigners Act not being used up. The government may set that quota annually, and alongside it restrictions by region, activity, company and occupation.
Short-term services and international road transport
Third-country employers also have a lighter route, but only for narrowly defined work. Under article 36 of the act a foreign employer may use posted workers to provide services tied to the supply of goods and servicing, on the basis of a registration of the start of services. The registration is filed online and does not require a single permit.
The boundary is narrow and it is policed. In its 2025 report the Labour Inspectorate of the Republic of Slovenia recorded one breach of article 36, paragraph 1, where the service was not registered, and three breaches of paragraph 2, where workers performed services not tied to the supply of goods and servicing. Installation or construction work registered as servicing is therefore an offence, not a filing error.
The amendment published in Official Gazette RS, no. 32/25 added a duty to register the provision of international road transport services. Before the service starts, the foreign employer must file an electronic registration with the Employment Service giving basic data on the employer, the driver and the transport route, and the service issues a confirmation. An individual worker may perform transport into Slovenia for at most seven consecutive days, or at most 90 days in a calendar year.
Where the procedure breaks
Employers established in the EU, EEA and Switzerland post workers without Employment Service consent, on the basis of a registration of the start of services, whatever the workers' nationality. That difference is the largest single source of error. A company from a third country operating through an EU subsidiary often assumes the European regime applies to it. What applies is the regime of the establishment that actually posts the workers.
The second common error is counting the 90 days. The limit applies per calendar year, not per contract or per consent. A crew that arrives in March for 60 days and in September for 45 has exceeded it, even with two separate consents.
The third is the timeline. The Employment Service decides on consent within 15 days of receiving the single permit application, and the administrative unit issues the permit. The fee is 70.00 EUR, with a further 15.47 EUR for card production on collection at the office. Proof of the nine months of employment has to be assembled before filing, not during the procedure.
The European basis for one document and one procedure is set out in the review of single permits across member states, and the practical steps when a crew arrives are in the guide to the logistics of relocating a non-EU hire. Werklist runs these procedures for employers in Slovenia, and the scope of that work is set out on the employers page.
Posting is the fastest route only when the conditions are already satisfied before the first document is drawn. Nine months of employment and a contract with an EU client are not attachments to be arranged during the procedure. They are facts that either exist or do not.
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