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.
