Employing minors and students

Employing minors and students is an attractive option for companies, especially for seasonal and casual work. However, the law gives young people special protection that must be strictly observed. This protection is not a mere formality: it reflects their age, their experience and the need to reconcile work with their studies. An employer who knows the rules can involve young workers effectively and without the risk of penalties. In this article we explain the main rules, restrictions and obligations of the employer.

Who counts as a minor employee

An employee is regarded as a minor (mladistvý) if they have not yet reached a certain age threshold set by law. Stricter rules apply to this group regarding the type of work, working time and health protection. The aim is to protect the young person’s physical and mental development.

Restrictions on work by minors

Minors must not perform work that is disproportionately demanding or risky for them. Restrictions on the extent of working time and on night work also apply to them.

• a ban on work that endangers health and development
• restrictions on overtime and night work
• a shorter maximum working time
• entitlement to longer breaks and rest

Employing students under an agreement

Secondary school and university students are most often employed under a student temporary work agreement. It is designed specifically for them and brings reduced contributions. The condition is that they have pupil or student status and prove this status to the employer.

Contributions and payroll advantages

With student agreements, provided the conditions are met, relief from contributions can be claimed up to a certain monthly income. Above this threshold, contributions are payable. As the specific amounts and conditions change regularly, always check the current conditions before processing payroll.

• apply the contribution exemption if the conditions are met
• ask for a certificate of school attendance
• monitor the income threshold for the exemption

Health protection and the consent of the legal guardian

With minors, the employer takes care to protect their health and in some cases also needs the opinion of the legal guardian or a doctor. It is important to instruct the young employee in occupational safety and to adapt their tasks to their age and abilities.

The difference between a minor and a student

In practice the two terms are sometimes confused, although they are not the same. A minor is defined by age, and the special protection applies to them regardless of whether they are studying. A student, on the other hand, is defined by pupil or student status and may be an adult. One employee can fall into both categories at the same time, for example a secondary school pupil who has not yet come of age. In that case, both the rules protecting minors and any reduced contributions for students apply. The employer must therefore assess both aspects for every young worker and set the conditions to match their specific situation.

Practical recommendations for companies

Employing minors and students pays off especially for short-term and seasonal work, but all the restrictions must be observed. We recommend keeping records of study certificates and monitoring changes in the contribution thresholds. Our specialists will help you set up agreements and wages correctly so that you make use of the available advantages while also complying with all the restrictions laid down to protect young workers.

Related articles: Seasonal work: rules and contributions, Employing foreign nationals in Slovakia: obligations, Health and safety at work: the employer’s basic obligations.

Frequently asked questions

Which agreement is best to use for a student?

The student temporary work agreement is designed for pupils and students and, if the conditions are met, brings reduced contributions. The condition is proof of student status. Check the current income thresholds and conditions, as they change.

What restrictions apply to work by minors?

Minors must not perform work that is dangerous to health, they have a shorter maximum working time, and there are restrictions on night work and overtime. The employer must take care to protect their health and development. Check the specific limits under the current legislation.