{"id":180517,"date":"2022-09-08T10:57:08","date_gmt":"2022-09-08T08:57:08","guid":{"rendered":"https:\/\/arlettipartners.com\/detachement-des-travailleurs-en-slovenie\/"},"modified":"2025-09-16T12:38:00","modified_gmt":"2025-09-16T10:38:00","slug":"detachement-des-travailleurs-en-slovenie","status":"publish","type":"post","link":"https:\/\/arlettipartners.com\/fr\/detachement-des-travailleurs-en-slovenie\/","title":{"rendered":"D\u00e9tachement des travailleurs en Slov\u00e9nie"},"content":{"rendered":"\n<p class=\"has-text-align-left\">Dans l&#8217;Union Europ\u00e9enne, le d\u00e9tachement des travailleurs est r\u00e9gul\u00e9 par les Directives 97\/71, 2014\/67 et 2018\/957. En Slov\u00e9nie, les dispositions \u00e9tablies par la Directive 96\/71 concernant le d\u00e9tachement des travailleurs ont \u00e9t\u00e9 transpos\u00e9es au niveau national \u00e0 travers la Loi sur les relations de travail, la Loi sur l&#8217;emploi, le travail ind\u00e9pendant et le travail des \u00e9trangers, ainsi que la Loi sur les \u00e9trangers.<\/p>\n\n<p class=\"has-text-align-left\">Cependant, le processus l\u00e9gislatif pour la transposition de la <a href=\"https:\/\/arlettipartners.com\/detachements-transnationaux-la-directive-2014-67-ue\/?lang=fr\">Directive 2014\/67<\/a> est encore en cours. Les sections suivantes pr\u00e9sentent un r\u00e9sum\u00e9 des principales obligations pr\u00e9vues par la l\u00e9gislation slov\u00e8ne et europ\u00e9enne sur le d\u00e9tachement transnational des travailleurs en Slov\u00e9nie.<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Pour un aper\u00e7u complet des Directives europ\u00e9ennes en la mati\u00e8re, consultez notre analyse approfondie sur les <a href=\"https:\/\/arlettipartners.com\/reglementation-travailleurs-detaches-directives-ue-detachement\/?lang=fr\">Directives UE sur le d\u00e9tachement<\/a>.<\/p>\n<\/blockquote>\n\n<h2 class=\"wp-block-heading\" id=\"adempimenti\">Obligations pr\u00e9liminaires pour le d\u00e9tachement des travailleurs en Slov\u00e9nie<\/h2>\n\n<p class=\"has-text-align-left\">Conform\u00e9ment \u00e0 la Directive 96\/71\/CE et sa transposition, les employeurs \u00e9tablis dans un pays de l&#8217;UE et\/ou de l&#8217;EEE peuvent d\u00e9tacher des employ\u00e9s en Slov\u00e9nie pour fournir un service \u00e0 condition de respecter les conditions de d\u00e9tachement. <strong>Tout d\u00e9tachement de travailleurs doit \u00eatre notifi\u00e9 au Service d&#8217;emploi slov\u00e8ne<\/strong> via un formulaire en ligne (ZRSZ \u2013 Prijava izvajanje storitev delodajalca s sede\u017eem v dr\u017eavi \u010dlanici EU, EGP ali \u0160vicarski konfederaciji (gov.si)), au plus tard la veille du d\u00e9but de l&#8217;activit\u00e9.<\/p>\n\n<p class=\"has-text-align-left\">En g\u00e9n\u00e9ral, pour la notification, les informations suivantes sont n\u00e9cessaires : <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Le nombre de travailleurs d\u00e9tach\u00e9s ; <\/li>\n\n\n\n<li>Le type de service fourni ; <\/li>\n\n\n\n<li>Le lieu de travail et la dur\u00e9e des activit\u00e9s ; <\/li>\n\n\n\n<li>Les coordonn\u00e9es du travailleur d\u00e9sign\u00e9 comme personne de contact. <\/li>\n<\/ul>\n\n<p class=\"has-text-align-left\">Suite \u00e0 la notification, le syst\u00e8me g\u00e9n\u00e9rera un certificat d&#8217;enregistrement \u00e0 t\u00e9l\u00e9charger. <\/p>\n\n<h2 class=\"wp-block-heading\" id=\"trasposizione\">La transposition de la Directive 2018\/957 en Slov\u00e9nie<\/h2>\n\n<p class=\"has-text-align-left\">En 2021, avec la Loi modifiant la Loi sur la fourniture transnationale de services (<em><a href=\"https:\/\/www.ess.gov.si\/delodajalci\/zaposlovanje_in_delo_tujcev\/spletna-prijava-dela-tujcev\/-spletna-prijava-dela-tujcev-prijava-izvajanje-storitev-delodajalca-s-sedezem-v-drzavi-clanici-eu-egp-ali-svicarski-konfederaciji?cl=35\" target=\"_blank\" rel=\"noopener\">Zakon o spremembah in dopolnitvah Zakona o \u010dezmejnem izvajanju storitev ; Journal officiel de la R\u00e9publique de Slov\u00e9nie No. 119\/2021 \u2013 Z\u010cmIS-A<\/a><\/em>), la Directive 2018\/957 a \u00e9t\u00e9 transpos\u00e9e en Slov\u00e9nie.<\/p>\n\n<p class=\"has-text-align-left\">Cette loi \u00e9tablit que, pendant la p\u00e9riode de d\u00e9tachement d&#8217;un travailleur en Slov\u00e9nie, l&#8217;employeur doit garantir les conditions de travail pr\u00e9vues par la l\u00e9gislation slov\u00e8ne. Cela inclut les dispositions relatives \u00e0 la sant\u00e9 et \u00e0 la s\u00e9curit\u00e9 et les mesures de protection sp\u00e9ciales appliqu\u00e9es aux travailleurs.<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"has-text-align-left\">Toutefois, la l\u00e9gislation slov\u00e8ne n&#8217;est applicable que si elle est plus favorable pour le travailleur d\u00e9tach\u00e9. <\/p>\n<\/blockquote>\n\n<h2 class=\"wp-block-heading\" id=\"condizioni\">Conditions de travail et de r\u00e9mun\u00e9ration applicables pendant le d\u00e9tachement en Slov\u00e9nie<\/h2>\n\n<p class=\"has-text-align-left\">Selon la l\u00e9gislation nationale, les employeurs qui d\u00e9tachent des travailleurs en Slov\u00e9nie doivent se conformer aux conditions g\u00e9n\u00e9rales de travail applicables en Slov\u00e9nie. Cela inclut, entre autres, les horaires de travail, la s\u00e9curit\u00e9, la sant\u00e9 et l&#8217;hygi\u00e8ne sur les lieux de travail, les compensations suppl\u00e9mentaires, les indemnit\u00e9s, les remboursements, les cong\u00e9s pay\u00e9s et les vacances. <\/p>\n\n<p class=\"has-text-align-left\">En ce qui concerne le salaire minimum, il est recalcul\u00e9 une fois par an en Slov\u00e9nie, entrant g\u00e9n\u00e9ralement en vigueur le 1er janvier. En 2022, le salaire minimum en Slov\u00e9nie, fix\u00e9 par la loi sur le salaire minimum, \u00e9tait de 1.074,43 \u20ac bruts par mois. <\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"has-text-align-left\">\u00c0 partir du 1er janvier 2024, le <strong>salaire minimum slov\u00e8ne est de 1.253,90 \u20ac<\/strong>.<\/p>\n<\/blockquote>\n\n<p class=\"has-text-align-left\">Les travailleurs d\u00e9tach\u00e9s ont droit \u00e0 recevoir <strong>au moins<\/strong> cette r\u00e9mun\u00e9ration, sauf si la convention collective applicable fixe un salaire minimum plus \u00e9lev\u00e9.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"sicurezza\">S\u00e9curit\u00e9 sociale en Slov\u00e9nie<\/h2>\n\n<p class=\"has-text-align-left\">Lorsqu&#8217;une entreprise \u00e9tablie dans l&#8217;UE ou l&#8217;EEE d\u00e9tache un employ\u00e9 en Slov\u00e9nie, le travailleur est temporairement au service du territoire slov\u00e8ne. Toutefois, il reste employ\u00e9 dans un autre pays. Gr\u00e2ce \u00e0 l&#8217;harmonisation des syst\u00e8mes de s\u00e9curit\u00e9 sociale dans l&#8217;UE, les travailleurs d\u00e9tach\u00e9s \u00e0 l&#8217;\u00e9tranger continuent de verser leurs contributions de s\u00e9curit\u00e9 sociale dans le pays o\u00f9 ils sont employ\u00e9s. <\/p>\n\n<p class=\"has-text-align-left\">En effet, conform\u00e9ment au R\u00e8glement (CE) 883\/2004, l&#8217;entreprise d\u00e9tachante doit demander \u00e0 l&#8217;organisme comp\u00e9tent la d\u00e9livrance du <a href=\"https:\/\/arlettipartners.com\/formulaire-a1-travailleurs-detaches\/?lang=fr\">formulaire A1<\/a> pour chaque travailleur d\u00e9tach\u00e9. Ce document certifie que le titulaire du formulaire verse des contributions de s\u00e9curit\u00e9 sociale dans un \u00c9tat donn\u00e9. Par cons\u00e9quent, le travailleur d\u00e9tach\u00e9 reste couvert par la s\u00e9curit\u00e9 sociale dans le syst\u00e8me de l&#8217;\u00c9tat o\u00f9 il est employ\u00e9. Le certificat peut couvrir une p\u00e9riode maximale de 24 mois.<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"has-text-align-left\">Studio A&amp;P est heureux de pouvoir vous assister dans la demande du formulaire A1 selon l&#8217;article 12 ou du formulaire A1 multilat\u00e9ral selon l&#8217;article 13. <\/p>\n<\/blockquote>\n\n<h2 class=\"wp-block-heading\" id=\"conservazione\">Conservation des documents pendant le d\u00e9tachement des travailleurs en Slov\u00e9nie<\/h2>\n\n<p class=\"has-text-align-left\">Les employeurs doivent conserver tous les documents relatifs au d\u00e9tachement des travailleurs en Slov\u00e9nie pendant les <strong>24 mois suivant la fin de la p\u00e9riode de d\u00e9tachement<\/strong>. Ces documents doivent \u00eatre disponibles en slov\u00e8ne et dans leur version originale. Bien que la l\u00e9gislation ne pr\u00e9voie pas la pr\u00e9paration de traductions certifi\u00e9es, les autorit\u00e9s comp\u00e9tentes peuvent les demander. De plus, tous les documents doivent \u00eatre conserv\u00e9s sur le lieu de travail pendant la p\u00e9riode de d\u00e9tachement en Slov\u00e9nie.<\/p>\n\n<p class=\"has-text-align-left\">En g\u00e9n\u00e9ral, les documents requis lors des inspections sont : pi\u00e8ce d&#8217;identit\u00e9 ou passeport, permis de travail (si applicable), contrat de travail, bulletin de salaire, fiche de pointage, formulaire A1 et documents de l&#8217;entreprise d\u00e9tachante. <\/p>\n\n<h2 class=\"wp-block-heading\" id=\"sanzioni\">Sanctions applicables en cas de non-conformit\u00e9 selon la l\u00e9gislation slov\u00e8ne<\/h2>\n\n<p class=\"has-text-align-left\">En cas de non-conformit\u00e9 aux r\u00e8gles applicables au d\u00e9tachement des travailleurs en Slov\u00e9nie, une infraction administrative est constitu\u00e9e, entra\u00eenant des sanctions. Selon la loi sur les relations de travail, l&#8217;autorit\u00e9 peut imposer une amende maximale de 20.000 \u20ac. De m\u00eame, en cas de non-notification du d\u00e9tachement pour les travailleurs d\u00e9tach\u00e9s, une amende maximale de 20.000 \u20ac peut \u00eatre impos\u00e9e. <\/p>\n","protected":false},"excerpt":{"rendered":"<p>D\u00e9couvrez les obligations n\u00e9cessaires pour g\u00e9rer au mieux le d\u00e9tachement des travailleurs en Slov\u00e9nie et les sanctions applicables en cas de non-conformit\u00e9. <\/p>\n","protected":false},"author":42,"featured_media":151602,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1716],"tags":[],"country":[1606],"container":[6598],"service":[6235],"tag-di-competenza":[5609],"class_list":["post-180517","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-posting-of-workers-for-provisions-of-services","country-slovenie","container-global-mobility-services","service-posting-of-workers-to-eu","tag-di-competenza-team-posting-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.2 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>D\u00e9tachement de travailleurs en Slov\u00e9nie : ce qu&#039;il faut savoir<\/title>\n<meta name=\"description\" content=\"Les obligations n\u00e9cessaires pour g\u00e9rer le d\u00e9tachement des 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