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Slovakia: why confirm a former employee's job?

Every Slovak employer already states how long a job lasted and the kind of work in the confirmation of employment it issues when the job ends, and a new employer may ask to see it. Confirming the same facts takes a minute and helps the person into their next job. certo asks on their behalf, with their explicit consent.

Law as of 26 October 2026 · Zákonník práce (Act No. 311/2001 Coll.), consolidated text in force from 1 September 2026

In short

  • The facts are already on paper. When a job ends, every employer must give the employee a confirmation of employment stating how long the employment lasted and the kind of work done (§ 75(2)). Those are the facts we ask about.
  • It is the check Slovak hiring already makes. A new employer may ask a candidate to present that confirmation (§ 41(5)). Confirming the same facts to certo is the same check, done once and online.
  • It helps the person who worked for you. A record confirmed by a former employer is what the next employer trusts. Answering takes about a minute and needs no account.
  • certo asks on their behalf, with their explicit consent. The Labour Code lets an employer give information about an employee with the employee's consent (§ 75(4)). The person started this check themselves, for these facts and no others.
  • You do not have to answer. No Slovak law obliges an employer to answer certo. Declining is fine.

The Labour Code

Zákonník práce, Act No. 311/2001 Coll. Quoted from the official consolidated text.

§ 75(2): what the confirmation of employment states

Pri skončení pracovného pomeru je zamestnávateľ povinný vydať zamestnancovi potvrdenie o zamestnaní a uviesť v ňom najmä a) dobu trvania pracovného pomeru, b) druh vykonávaných prác, …

In English: when employment ends, the employer must give the employee a confirmation of employment stating in particular how long the employment lasted and the kind of work done. These are the facts we ask about, so your records already hold them.

§ 41(5): a new employer may ask to see it

Zamestnávateľ môže od fyzickej osoby, ktorá už bola zamestnávaná, požadovať predloženie pracovného posudku a potvrdenia o zamestnaní.

In English: an employer may ask a person who has been employed before to present their work reference and confirmation of employment. Confirming the same facts to certo, at the person's request, is the same check.

§ 75(4): information only with the employee's consent

Iné informácie je zamestnávateľ oprávnený o zamestnancovi podávať iba s jeho súhlasom, ak osobitný predpis neustanovuje inak.

In English: an employer may give other information about an employee only with the employee's consent, unless a special law provides otherwise. The person's request is that consent, and it covers only the facts listed on the page, given to certo.

§ 41(6): what is never asked

An employer must not ask a job applicant about pregnancy, family circumstances, a criminal record (except where the work requires it), or political, trade union or religious affiliation. certo never asks you about any of these.

Personal data

The GDPR applies directly in Slovakia; Act No. 18/2018 Coll. on the protection of personal data supplements it.

  • Art. 6(1)(a), consent. The legal basis for your answer, and the same consent § 75(4) asks for.
  • Art. 7(1), proof of consent. certo records which account asked, when, and for which facts. Write to support@certo.bio and we send you the record for your request.
  • Art. 5(1)(c), data minimisation. You confirm or leave unticked only the facts listed. Add nothing else: anything beyond them is not covered by the person's consent.

What this means for your answer

  • Tick only what your HR, payroll or personnel records show.
  • Not sure it is the same person? Press "We can't find a matching record". Never confirm a record you are not sure is theirs.
  • Your policy is not to answer? Press "We do not answer these requests". The record shows your organisation declined, and nobody else there is asked.

Sources

This page is not legal advice. It reflects the law as it stood on 26 October 2026.