In April 2025, the National Assembly of the Republic of Slovenia adopted two significant legislative amendments that substantially change the legal framework for immigration and the employment of foreign nationals. These are the Amendment to the Foreigners Act (ZTuj-2I) and the Amendment to the Employment, Self-employment and Work of Foreigners Act (ZZSDT-E). Both are aligned with the European Directive (EU) 2021/1883, which aims to facilitate the arrival of highly skilled workers from non-EU countries. Additionally, the legislation introduces concrete solutions for seasonal workers, digital nomads, and the protection of migrants in the labor market.
1. Alignment with European Legislation and Strengthening of the EU Blue Card System
One of the central innovations of the amendments is the enhancement of the EU Blue Card, which facilitates the employment of highly skilled workers. The conditions for obtaining it are now more adapted to the modern labor market:
• The employment contract must be concluded for a minimum of six months (previously for a minimum of one year).
• For non-regulated professions, proof of at least three years of relevant work experience in the past seven years will suffice — formal education is no longer required.
• In information technology professions, it will be possible to obtain a Blue Card even without academic qualifications.
• A new criterion stipulates that the foreign worker’s salary must be at least equal to the average monthly gross salary in Slovenia (previously it had to be 1.5 times that amount).
Additionally, the amendment allows short-term mobility for Blue Card holders — foreign nationals with a valid Blue Card issued in another EU country may now enter Slovenia for business purposes for up to 90 days within any 180-day period. They must also possess a valid travel document and, if necessary, provide documentation supporting the purpose of their business visit.
Individuals who have been granted international protection in Slovenia or another EU country may now also apply for an EU Blue Card. The application can be submitted either by the foreign national themselves or by their employer. If the applicant loses protected status during the decision-making process, they may still reside and work in Slovenia until a final decision is reached. Furthermore, individuals with protected status in another EU country may apply for a Blue Card if they lawfully reside in Slovenia.
2. Digital Nomads and a New Type of Temporary Residence Permit
Slovenia is joining countries that recognize the global trend of remote work — the law now allows for a temporary residence permit for digital nomads, i.e. foreign nationals who work remotely for foreign companies or are self-employed.
Conditions for obtaining the permit include:
• a valid passport,
• appropriate health insurance,
• sufficient financial means (at least twice the average net salary in Slovenia),
• and the absence of grounds for rejection as defined by law.
3. Initial Work Permits Also Available to Asylum Seekers
The law opens the labor market to certain asylum seekers, provided they meet specific conditions:
• they have not been finally convicted of a serious criminal offense,
• they are enrolled in mandatory social insurance through employment,
• and they have been insured for at least three months during the past four months.
Similarly, foreign nationals whose asylum applications have been rejected, but who have been engaged in work and covered by social insurance for at least six months, may apply for a residence and work permit before the deadline for voluntary departure.
4. Introduction of Travel Authorization and the ETIAS System
The amendment to the Foreigners Act also introduces a new travel authorization mechanism in accordance with EU Regulation 2018/1240. Decisions on approval will fall under the jurisdiction of the Police, while appeals will be handled via the European ETIAS system. Appeals must be submitted in Slovene and do not suspend the execution of the decision.
5. Updates in the Employment of Foreign Nationals (ZZSDT)
Additional Conditions for Employers
A new requirement is introduced for obtaining consent to employ a foreign worker: the employer must not have dismissed workers for business reasons in the past six months. This restriction does not apply if the employer:
• guarantees the foreign worker a salary of at least the average gross salary in Slovenia from the previous year, or
• proves that no individuals dismissed for business reasons are registered as unemployed and qualified for the position offered.
Employment Based on Proof of Application Submission
Foreign nationals may start working before receiving a permit, provided they have submitted an application and will perform occupations listed in a special ministerial ordinance. A mandatory 80-hour Slovene language course must also be provided.
Employment Opportunities for Foreigners with Other Permits
Foreign nationals with residence permits granted for other reasons (e.g. students, family members) may also be employed before a work permit is issued — based on an informational statement from the Employment Service of Slovenia.
Seasonal Work Extended to Tourism and Hospitality
Due to labour shortages, seasonal work is now permitted not only in agriculture and forestry, but also in tourism and hospitality. An employment contract remains a prerequisite.
New Register of Employer Violators
A public register of employers convicted of labor law violations will be established and accessible to foreign nationals.
Introduction of Electronic Registration for International Transport Services
Foreign transport service providers from third countries will be required to register their activities in Slovenia electronically via the Employment Service, to improve oversight and reduce unfair competition.
Amendments for Seasonal Workers
The Employment Service may issue a seasonal work permit within ten days if the foreign national has already performed seasonal work in Slovenia within the last five years. If a permit is revoked, the foreign worker will be entitled to lump-sum compensation equivalent to three times the gross minimum wage.
6. Conclusion
Both amendments represent a comprehensive modernization of Slovenia’s migration legislation. They provide greater flexibility for highly skilled workers, improved conditions for seasonal workers, stronger legal protections for migrants, and more effective oversight of employers. The alignment with EU legislation marks a step toward an open yet regulated migration policy that responds to the needs of the Slovenian labor market and broader societal challenges.
