Slovenia: Remote Work Visa Forthcoming

• Eligibility. Applicants must either be employed or working under a contract with a business entity based outside Slovenia, or self-employed and providing services remotely to non-Slovenia based entities using communication technologies.
• Validity. The permit is valid for one year and cannot be extended. However, six months after the expiry of a remote work permit, a foreign national may submit a new application for the same permit.
• Minimum income. Applicants must demonstrate sufficient income according to government regulations. This includes demonstrating, as relevant, contractual salary provisions, payslips, and confirmation of monthly income received into a bank account.
• Application details.
  • • • Application method. Applications must be submitted in person or by post at either a consular post (if the applicant is overseas) or at an administrative unit (if the applicant is already residing in Slovenia).
      • In-country applications. Foreign nationals already present in Slovenia may apply for a digital nomad permit in-country and, upon submitting the application, will receive a certificate serving as a temporary residence permit until a final decision is made.
• Dependents. Family members of permit holders may obtain a residency permit of equivalent length. As with the principal permit holder, they do not obtain a right to work in Slovenia but can work remotely for a foreign employer.
• Local work. Local work will not be allowed under this visa. Neither the foreign national nor their employer or contracting entity can earn income or directly engage in sales or provide services in Slovenia.

This new category provides an immigration pathway for remote workers, which was previously not available.

• Continuing trend. Although digital nomad visas and permits are not being introduced as rapidly as when the trend first started, we still see such tailored digital nomad statuses being introduced over the past months, with more in the pipeline.

• Remote work visa warning. In countries where remote work is unregulated, workers and employers may unknowingly put themselves at risk of noncompliance with many aspects of the law, exposing them to possible fines or other penalties, depending on the country. Importantly, noncompliance with regulations could result in employers losing their rights to hire foreign labor. Additionally, this type of work arrangement may have employment or tax law impacts. It will become increasingly important as such policies are developed (and in many countries where remote work is unregulated) for employers to analyze strategies and assess risks associated with implementing and/or continuing remote work policies with a trusted immigration partner.

Remote work and non-traditional non-sponsored statuses remain of high interest to corporate and public stakeholders globally as talent shortages affect employers worldwide. Fragomen will report on related developments.