Resume rules in Slovenia

What employers in Slovenia expect on a Življenjepis / CV, what the law lets them ask for, and where the two disagree.

Call it a CV for Slovenia, a resume for Slovenia, or Življenjepis: it's the same document.

This is research, not legal advice. Employment and data protection law changes, state and provincial rules matter in federal countries, and practice varies by industry and seniority. Each entry shows when it was looked up and how confident we are. Where nothing reliable was published it says Not found rather than a guess.

Law and practice, side by side

The label on the right is what local hiring expects. The two lines under it are the law and the habit, which often disagree.

Photo: Common

Common; standard practice to include professional headshot, though current trend moves toward omitting to reduce bias

What the law says: No legal requirement. Law on Personal Data Protection (ZVOP-2) restricts collection and processing of photos; employer must have lawful basis. Recent guidance moves toward omitting photos.

Date of birth: Not found

Traditional practice to include date of birth; recent guidance suggests omitting to avoid age bias

What the law says: No legal prohibition on applicant providing DOB. Law on Protection Against Discrimination (2016) protects against age discrimination; employer may not discriminate based on age.

Marital status: Not found

Traditional practice to include marital status; current trend is to omit to reduce bias

What the law says: No legal prohibition. Law on Protection Against Discrimination (2016) prohibits discrimination based on marital/family status.

Sex or gender: Optional

Optional; not standard to include on CV

What the law says: Law on Protection Against Discrimination (2016) and labour law prohibit sex/gender discrimination in employment. Employer must establish equal opportunities.

Nationality: Not found

May be included; relevant for work permit context

What the law says: No legal prohibition. Law on Protection Against Discrimination (2016) protects against discrimination based on national origin.

National ID number: Avoid

Avoid on initial CV; identification requested separately if offer made

What the law says: Law on Personal Data Protection (ZVOP-2) restricts collection of identification numbers; employer must have lawful basis.

The rest of the entry

Local name of the document
Življenjepis / CV
Language to submit in
Slovene; English acceptable for international companies
Typical length
1-2 pages typical; concise format preferred
Address detail expected
City/region typical; full address not necessary
Signature and date
No evidence of requirement for handwritten signature or date on CV
Officially prescribed form
Europass CV template available and used for EU-wide mobility; no Slovenia-specific official form mandated
Religion, ethnicity or caste
Law on Protection Against Discrimination (2016) prohibits discrimination based on ethnic origin, race, religion, religious beliefs, and national origin. Employers may not request or act on these.
Health, disability or pregnancy
Law on Protection Against Discrimination (2016) prohibits discrimination based on disability and health. Employers may not request health information at application stage unless job-relevant and justified.
Other customary attachments
No prescribed attachments; references may be requested post-offer
Employer may not ask for
Under Law on Protection Against Discrimination (2016): employers may not request or discriminate based on ethnic origin, race, gender, sexual orientation, gender identity, age, disability, religion, religious belief, language, education, property, social status, trade union membership, or political opinion. Law on Personal Data Protection restricts collection of sensitive data.
Named statutes
Zakon o varstvu osebnih podatkov (Law on Personal Data Protection), ZVOP-2; Zakon o varstvu pred diskriminacijo (Law on Protection Against Discrimination), adopted April 21, 2016; established Ombudsman for Equality (Zagovornik načela enakosti)
Data protection regime
Law on Personal Data Protection (ZVOP-2, implementing GDPR EU 2016/679) + national supervisory authority for data protection
Anti-discrimination statutes
Law on Protection Against Discrimination (April 21, 2016); Ombudsman for Equality (Zagovornik načela enakosti) enforces protections
Local language source
Slovene

Where this came from

Looked up 2026-08-15. Independently checked 2026-08-15. High confidence. Result of that check: Confirmed.

Notes: LAW vs PRACTICE: Slovenian Law on Protection Against Discrimination (2016) is recent and comprehensive, prohibiting discrimination on extensive grounds, but does not prescribe CV content. Law on Personal Data Protection (ZVOP-2) implements GDPR. PRACTICE shows traditional inclusion of photo, DOB, and marital status on Slovenian CVs; however, recent guidance explicitly recommends omitting DOB and marital status to avoid potential bias and reduce discrimination risk. Trend strongly moves toward omitting this information despite traditional practice. Ombudsman for Equality (established 2016) enforces anti-discrimination protections. Slovenia as EU member provides broad legal protection against discrimination; current practice is actively shifting to align with GDPR privacy principles and anti-bias recruiting.

Researched with AI assistants working from a written checklist, then independently checked. How we researched this

4 sources we opened