Understanding Slovenia’s 80-90-100 Work Model

In practice, new employment law reforms often impose additional obligations on both employers and employees, typically with an emphasis on occupational health and safety. Issues concerning legal status and special protection for certain categories of employees are frequently placed In background. Slovenia’s 80-90-100 model, which will be partially implemented as of 1 January 2026, stands as an exception to this trend. It introduces measures that directly improve the position of older employees and opens the door for considering similar solutions in Republic of Serbia.

What is model 80-90-100?

Under this model, employees work 80% of full-time hours, receive 90% of their salary, while social security contributions are paid as if they worked 100% of their contracted hours. To qualify, employees must meet one of the following criteria:

• to be at least 58 years of age, or
• to have at least 35 years of service.

An additional benefit for employees is the right to select one of three options, each corresponding to a 20% reduction in working hours, as follows:

• having Fridays off,
• working six-hour days or
• enjoying an extended weekend.

This model is already implemented in certain European countries (Iceland, Irland and Germany), where it has demonstrated positive results in terms of productivity and reduced absenteeism.

The legislation governing this scheme provides:

• Full social rights – even with reduced working hours, contributions are calculated on the full salary amount.
• Employee choice – the form of reduced hours is an employee’s individual right, not at the discretion of the employer,
• Potential expansion – if proven successful, by 2028 the working week could be further reduced and mandatory bonuses introduced.

Comparison with Serbian Law

Under the Serbian Employment Law:

• Full-time employment is set at 40 hours per week.
• Internal acts may reduce full-time hours, but not below 36 hours per week.
• Reduced hours for health reasons are allowed only for high-risk jobs (difficult, harmful, or dangerous work), not based on age or years of service.
• Employment terminates at 65 years of age (slightly lower for women), with at least 15 years of service, unless otherwise agreed.

Domestic legislation does not recognize such innovative work regimes, but their introduction is certainly possible within the existing framework and with minimal regulatory changes.

Other Amendments

In addition to the 80-90-100 model, the amendments and supplements to the Slovenian Labor Law prescribe:

• An increase in unemployment benefits (up to 130% of the minimum gross wage in the first three months),
• Higher minimum hourly wages for students and participants in public work programs,
• An increase in the monthly limit of allowed working hours for pensioners from 60 to 85 hours,
• Subsidies for employers hiring workers older than 59 years.

 Conclusion

The 80–90–100 model introduces an innovative combination of flexible working hours and full social security protection for older employees. While Slovenia’s approach places the employee at the centre and grants a genuine right of choice, Serbian regulations remain anchored in the traditional concept of full-time work with limited opportunities for reduction.

Given that modern labour market realities demand adaptive legal frameworks, it is prudent to monitor the effectiveness of Slovenia’s model and consider introducing similar reforms into Serbia’s employment law system.

Author:

Minja Mucić, Junior Associate
Email: minja.mucic@prlegal.rs; legal@prlegal.rs;