At our recruitment agency, we encounter daily the challenge of fairly and accurately evaluating talent. In Slovakia, we rely on a key pillar of labor law: the six job difficulty levels. This system is not just a formal requirement—it is an essential tool for us to properly assess each position and manage the recruitment process effectively.
Correctly classifying a position into one of the job difficulty levels has a direct impact for employers. It ensures not only compliance with legislation and reduces the risk of fines, but also provides transparent salary settings, which are crucial for candidates.
This allows us to better reach suitable candidates and align their salary expectations. Let’s take a closer look at how each job difficulty level is defined and what impact it has on the job market. 👇
According to the Labor Code, the minimum wage entitlement is calculated using the formula:
(Monthly minimum wage for 2026 − Monthly minimum wage for 2020) + (Monthly minimum wage for 2020 × minimum wage coefficient)
Reference: Act No. 311/2001 Coll. – Labor Code
For example, for Level 3:
915 − 580 + (580 × 1.4) = €1,147
Level 1: Basic Manual Work
Conversion Coefficient: 1.0
This category includes the simplest, often repetitive tasks that do not require special qualifications or extensive experience. These positions are ideal for people seeking work with minimal training. Examples: cleaner, production assistant, doorman.
Level 2: Skilled Manual Work
Conversion Coefficient: 1.2
This level includes tasks that require specific professional skills and responsibility. These positions are suitable for qualified craftsmen and experienced workers who can handle tasks with a certain degree of independence. Examples: chef, driver, sales assistant, caregiver.
Level 3: Independent and Creative Tasks
Conversion Coefficient: 1.4
At this level, employees are expected to independently handle complex tasks. They are responsible for their decisions, and a secondary education is often essential for these positions. These roles are ideal for candidates aiming for growth within the company. Examples: accountant, nurse, administrative worker, graphic designer.
Level 4: Team Management and Professional Analysis
Conversion Coefficient: 1.6
This level is designated for positions with a higher degree of responsibility, involving the management of small teams or specialized analytical and methodological tasks. These are strategic roles that require experience in leading people and processes. Examples: team leader, chief accountant, project manager.
Level 5: Challenging Managerial and Creative Work
Conversion Coefficient: 1.8
This level includes highly specialized positions with extensive authority and responsibility. They require a university degree and deep expertise in the field, often complemented by international experience. Examples: doctor, auditor, financial analyst, software engineer.
Level 6: Strategic Management and Decision-Making
Conversion Coefficient: 2,0
The highest level is reserved for top management and strategic leaders who carry the greatest responsibility for the entire organization. These positions require experience in management, vision, and the ability to generate profit. Examples: Chief Executive Officer (CEO), Chief Financial Officer (CFO), board member.
What is your experience with job categorization?
For us, as a recruitment partner, it is crucial to know this classification so that we can accurately determine the salary range for each position. It helps us not only attract the right candidates but also advise companies on setting fair and competitive compensation that attracts and retains top talent.
