Gender equality in Slovenia has been improved drastically over time, yet performance is considered lower than EU standards. Slovenia recorded a score of 58.0 points out of 100 in the gender equality index, holding 18th place in the EU. This is attributed to low performance in the domains of knowledge and power. The gender pay gap in Slovenia is regarded as one of the clearest signs that this progress has not yet been translated into an equal workplace.

Gender Disparities in Earnings and Why It Matters

 Gender disparities in earnings in Slovenia are considered among the lowest in the EU. Women who have a partner earn an average of 84% of their spouses’ earnings, while men who live with their partners earn an average of 27% more than their spouses. The European Institute for Gender Equality has reported that the gender pay gap is most pronounced for young people, foreign born individuals and couples that have children.

A small national average gap can still coexist with serious unfairness if women are overrepresented in low-paid roles or underpaid within the same jobs. Through strong transparency rules, enforcement and cultural change around caregiving and leadership, Slovenia will be crucial for Slovenia to move from a relatively small gap to genuine pay for equal work.

Improvements Over Time

The biggest improvement over time has taken place in the domain of power. Political power has increased, with a share of women on the board of the central bank. Slovenia’s score in the domain of money has also improved, which has improved the gender pay gap in terms of the distribution of earnings and income. Slovenia has recorded the third-highest score of the EU-28 in the sub-domain of economic situation, which deals with the risk of poverty and the distribution of wealth throughout the population.

Why the Gap Persists 

The gender pay gap persists in Slovenia both between employers and within the same employers. Women and men ending up in different jobs partly explains the rising job gaps. Slovenia has overtaken its regional peers’ gender pay gaps at 7.2%, alongside a high female labor force and stronger workplace equality measures. These figures are promising, but smaller gaps can sometimes reflect labor market structures where women are over-represented in low-paid sectors, rather than true career advancement or leadership roles. Persistent informal norms and expectations about gender roles keep inequality and the gender pay gap in place.

Consequences for Women in Slovenia

The gender pay gap has real consequences for women and their families. A woman who is consistently earning less than their male colleagues has less money to cover rising costs, save for emergencies or invest in housing. Over time, lower pay, as well as taking breaks for childcare, means women will have a smaller pension, leaving them at a greater risk of experiencing poverty at old age. The average man’s pension in Slovenia is 10% higher than women’s. Women who see their work as undervalued are often less likely to apply for promotions, which reinforces the idea that top positions are ‘for men.’ This cycle shows why even a relatively small national pay gap can cause huge inequalities. 

Solutions To Tackle the Gender Pay Gap

 Slovenia does not currently have a national mandatory gender pay gap reporting system for employers, but as an EU member, it will need to implement the EU Pay Transparency Directive by June 7, 2026. This will impose gender pay gap reporting and greater pay transparency in future years. These new rules will introduce structured obligations, more visibility for employees, and concrete enforcement measures, and workers will have the right to know the average pay for doing the same or equivalent work. For Slovenia, this is a huge turning point as greater transparency makes hidden gaps visible and allows women, unions and society to demand change, hence why detailed reporting is crucial.

Another initiative that the government introduced to tackle the gender pay gap is by introducing specific guidelines for gender mainstreaming in the work of ministries. This will help ministries in gender mainstreaming in their specific fields of work and specify the roles of Coordinators for Equal Opportunities of Men and Women. The goals of the resolution from 2023-2030 include reducing the gender pay gap in all areas of social life, achieving an equal division of care work between parents, and overcoming stereotypes and sexist and discriminatory practices that deepen gender inequality.

Looking to the Future

There have been huge improvements in the effort to resolve the gender pay gap in Slovenia. However, inequalities still prevail, through governments implementing a national mandatory gender pay gap reporting system as well as guidance for gender mainstreaming, Slovenia will be able to lessen the gender pay gap, ensuring a better quality of living for all people.

– Bonnie Parkinson

Bonnie is based in London, UK and focuses on Good News and Global Health for The Borgen Project.

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