After more than two decades, Slovenia has finally adopted a comprehensive reform of its media legislation. The National Assembly has passed the new Media Act (ZMed-1), which introduces far-reaching changes and responds to the needs of a modern, digitalized media environment.

The Act involves a wide range of stakeholders: journalists, media publishers, regulators, civil society, and the general public. Its main goal is to protect freedom of expression and ensure comprehensive and high-quality public information.

ZMed-1 is based on three substantive pillars that complement each other. The first pillar regulates freedom of expression, media independence, and journalistic and editorial autonomy. Within this framework, the Act guarantees journalists the right to protect their sources and explicitly prohibits the use of intrusive software to monitor their communication devices. It also requires mandatory labeling of media content generated with artificial intelligence, thereby promoting transparency and responsible use of technology in public discourse.

The second pillar focuses on promoting and protecting media pluralism—that is, the diversity of information sources and opinions. To this end, the Act establishes procedures for the notification and assessment of media concentrations and introduces modern financial mechanisms to support pluralism, including the digitalization of print media and the development of digital platforms.

The third pillar defines the obligations and responsibilities of publishers and introduces necessary restrictions on media activities to protect the public interest. The Act enhances transparency through mandatory disclosure of media ownership and funding sources, including information about state advertising. Special attention is devoted to preventing the spread of hate speech and violence in the media space, which supports responsible editorial policy.

The Act aligns with European guidelines and legislation. It follows, among others, the European Media Freedom Act (EMFA) and the Digital Services Act (DSA), thus adapting Slovenia’s media framework to European standards.

ZMed-1 is divided into eight chapters:
• I. General Provisions
• II. Freedom of Expression and Independence of the Media, and Journalistic and Editorial Autonomy
• III. Promotion and Protection of Media Pluralism
• IV. Obligations and Responsibilities of Publishers and Necessary Restrictions on Media Activities
• V. Special Provisions on the Performance of Radio and Television Activities
• VI. Supervision
• VII. Penal Provisions
• VIII. Transitional and Final Provisions

With the adoption of ZMed-1, Slovenia gains a modern and comprehensive law that responds to current challenges in the media landscape and lays a solid foundation for the continued development of a free, pluralistic, and responsible media environment.

In the Official Gazette of the Republic of Slovenia, No. 24/25 of April 8, 2025, the Amendment to the Act on Records in the Field of Labour and Social Security (ZEPDSV-B) was published. The amendment introduces important changes regarding the recording of working hours for all employers in Slovenia. It will come into force on April 23, 2025, fifteen days after its publication. The changes aim to reduce administrative burdens and increase flexibility in recording working hours.

The amendment includes the following positive changes:

• Abolition of mandatory recording of lunch breaks
The obligation to record lunch breaks is being abolished. Employers will still be required to provide breaks, but labour inspectors will verify compliance based on actual conditions.
• Monthly instead of daily recording in certain cases
In cases of special working conditions (e.g. night work, work on Sundays or public holidays), it will now be possible to keep records on a monthly basis. This is a significant simplification, especially for employees with irregular schedules or fieldwork, including artists.
• Sending records to employees’ private email addresses
Employees will be able to receive their working time records at their private email addresses if they agree to it. For the agreement to be valid, it must be verifiable – it is recommended to obtain consent via email or include an appropriate clause in the employment contract.
• More flexibility regarding the location of record-keeping
Working time records may be kept either at the company’s headquarters or at the actual place of work.
• Exemption for managerial staff
Managerial staff will no longer be required to keep working time records, as they manage their own working hours.
• Change in the definition of a worker
The amendment also brings a clearer definition of a worker. It now stipulates that records of working time must be kept not only for employees with an employment contract, but also for persons performing work for the employer on any other legal basis, or those carrying out independent professional, agricultural, or other activities, provided that the provisions of labour law concerning working time, breaks, and rest periods apply to them, or if they personally perform the work and are integrated into the employer’s work process. This also includes persons working for the employer as part of training.

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