Labour law protects employees - persons who perform their work in a dependent relationship - by guaranteeing them minimum rights and working conditions. Its application does not dependent on the will of the contacting parties, especially of the client, but is compulsory. If the relationship contains elements of employment relationship, the person is considered an employee who is protected by labour law. In order to provide protection to all who need it, it is important to properly definite the employment relationship and indicators and criteria which allow its recognition in practice. It is necessary to distinguish between employees and self-employed persons, and in the context of self-employed persons to identify economically dependent persons. A very widespread phenomenon are the co-called disguised employment relationships, where the employment relationship is outwardly presented as another contractual relationship, in recent times often as a relationship between a client and a (false) self-employed person. Such practices, which have also been spreading in Slovenia, need to be stopped. Crucial in this respect is the role of the state, which must not only provide suitable legal distinction between employees and self-employed persons, but must also ensure effective control and sanctions for abuse.

Rights