Salaries Rising Again, but Employee Turnover and Pay Transparency Come to the Fore
After a calmer second half of 2025, salary growth is gaining momentum again in the first half of 2026. The SATR H1 2026 survey reveals that 65.1% of employers in Slovenia expect salary increases, with most planning moderate raises of up to 5%. At the same time, practices and challenges related to pay transparency are becoming increasingly prominent, as employers are at different stages of readiness for the EU Pay Transparency Directive, which member states must transpose into national legislation by 7 June 2026.
Key findings of the survey:
- 65.13% of employers plan to increase salaries in the first half of 2026, while 34.36% do not plan any changes.
- The main reasons for salary increases remain inflation (55.9%) and retaining existing employees (50.4%).
- 86.81% of companies do not plan significant changes to additional benefits.
- The average employee turnover rate in 2025 was 9.8%, with the main reason for employees leaving being better pay offered by competitors.
- Almost half of respondents (49.41%) plan to hire more employees than they will let go in the first half of 2026.
- Nearly 72% of employers never publish salary ranges in job advertisements.
- Only 7.7% of companies state they are fully prepared for the requirements of the EU Pay Transparency Directive.
Two-thirds of employers increasing salaries, while benefits remain largely unchanged
After a sharp drop in salary increase expectations in the second half of 2025—when only 28.72% of employers planned salary increases—greater willingness to raise salaries is again visible in H1 2026, with 65.13% of employers planning increases. More than half cite inflation and employee retention as the key reasons. However, most salary increases remain moderate and carefully considered, typically up to 5%.
Chart: What changes to gross monthly salaries are employers planning in H1 2026?
Among employers planning salary increases, 43% will raise salaries for all employees, reflecting efforts to maintain internal fairness and team stability. About one-third of companies (34%) do not plan salary changes, most often because increases were already implemented in the previous year or due to uncertain economic conditions.
Most employers (89%) also do not anticipate significant changes in additional benefits or financial incentives for employees.
Among the benefits companies already offer, respondents most frequently highlighted anniversary awards, team-building events and employee gatherings, and performance bonuses, mentioned by around 70% of employers.
Better pay remains the main reason employees leave
The average employee turnover rate in 2025 was 9.8%, which is lower than the previous year (11.3%) but still represents a significant challenge for employers. The most common reason for leaving remains higher pay offered by competing companies, cited by 39% of employers, followed by retirement (36%) and unfavourable working conditions (22%).
The data also show that salary increases alone are not a long-term solution. Companies will need to place greater emphasis on employee development, working conditions, and leadership quality, which are also common reasons employees decide to leave.
Hiring outlook remains positive
Slovenian employers remain optimistic about hiring in the first half of 2026. Around half of respondents (49.41%) plan to hire more employees than they will dismiss, while 4.71% of employers expect more layoffs than hires. Nearly one-third (33.53%) foresee no changes in hiring, and 12.35% remain undecided about their future hiring plans.
Looking at individual industries, all sectors show a positive hiring outlook, meaning that most expect to hire more than they will lay off. The most optimistic sectors regarding hiring are construction, information technology, and banking, finance, and insurance.
Pay transparency raises many questions, while readiness remains limited
The survey also addresses pay transparency in the context of the upcoming EU directive in more detail. The results indicate that Slovenia is still at an early stage of preparation in this area.
Most companies do not yet publish salary ranges in job advertisements (72%), or do so only occasionally (13%). Only 15% of companies always or frequently include salary ranges in their job postings. A similarly cautious approach is visible in internal communication about salaries, benefits, and career progression. The largest share of employers describe their communication as partially transparent (43%), meaning they share general information about salary policies but not specific data. 15% of companies report no transparency at all.
The main concerns regarding salary transparency are related to internal fairness and pay equality (53%) and talent attraction and retention (37%). Around one-third of companies are also concerned about competitors gaining insight into their salary levels.
When it comes to readiness for the directive, the picture is mixed. Although more than one-third of companies are already partially preparing for the directive’s requirements, almost 15% are not yet familiar with the obligations, while 40% remain unprepared and are only in the planning phase.
Chart: How prepared is your company for the upcoming requirements of the EU Pay Transparency Directive?
About the survey “Salary and Employment Trends”
The survey “Salary and Employment Trends, H1 2026” provides insights into salary increases and employee benefits, expected hiring changes, and companies’ readiness for the implementation of the EU Pay Transparency Directive.
More information about current trends, salary developments, and employment is available HERE.
