Frequently asked questions

The company creates a profile and invites its employees. In the app, an employee requests part of the wage already earned (an advance) or a micro-loan with a repayment schedule. HR reviews the request, or the system approves it automatically according to the conditions the company sets. After approval, the money goes to the employee’s account and is settled in the next payroll.

After the request is approved. Approval is manual (HR) or automatic, according to the conditions the company sets — for example the length of the contract or the notice period. The speed is therefore set by your approval process, not by NidBo.

You can import employees from the POHODA or Kros Olymp (.mdb archive) payroll system. An import is not a condition: the platform also works without one — you invite employees and manage the data directly in NidBo.

No. The employee uses the NidBo app at app.nidbo.com, which is designed for mobile; HR works in the web interface. Nothing is installed in the payroll system or on any computer.

An advance is settled in the next regular pay. Micro-loan instalments are deducted from the wage as an agreed deduction under Section 131(3) of the Slovak Labour Code and are shown on the payslip under that title. The employment relationship does not change and the employee does not take on a new creditor — the money is provided by the employer from its own resources.

An advance (getting paid early) is free for both the company and the employee. The paid product is the micro-loan: the company pays a commission on the volume of micro-loans provided, depending on the plan — 1% on the START plan, 3% on the GROW plan and 4% on the ENTERPRISE plan. The START plan is free; as long as employees draw nothing, you pay nothing. See pricing

Nothing for an advance. For a micro-loan, the employee pays interest within the band of their company’s plan — 1–5% on the START plan, 5–10% on the GROW plan and 10–14.9% on the ENTERPRISE plan; the exact rate is set by the employer. The platform commission is paid by the company, not by the employee.

No. The pricing has two items: the company’s commission on micro-loan volume, depending on the plan, and the employee’s interest within the plan’s band. There is no monthly, annual or per-user fee. When comparing offers, look at the APR (annual percentage rate of charge) — the system keeps it at a maximum of 18.0% per loan. See pricing

The plans differ in commission, interest band and features. START (1% commission, 1–5% interest) is the basis for smaller companies and for testing. GROW (3%, 5–10% interest) adds priority support and advanced analytics. ENTERPRISE (4%, 10–14.9% interest) adds white-label, your own domain, branding customisation and API access. See pricing

Yes, as an agreed deduction. The legal title is Section 131(3) of the Slovak Labour Code (an agreement on wage deductions), and the scope is limited by Section 551(1) of the Civil Code — agreed deductions may not be larger than deductions in enforcement proceedings. Without a signed agreement, the platform will not make the deduction.

Deductions are only taken from the part of the wage above the protected amount — 140% of the subsistence minimum plus 25% of the basic amount for each dependent. The remainder is split into thirds, and a NidBo instalment, as a non-priority claim, only reaches into the first third. On top of that, the company has its own cap as a percentage of net salary (30% by default); the lower of the two limits applies.

From 1 July 2026 (Measure of the Slovak Ministry of Labour, Social Affairs and Family No. 155/2026 Coll.), the subsistence minimum is €295.22; the basic protected amount is 140% of it, i.e. €413.30 a month, and €103.32 is added for each dependent. Until 30 June 2026, the subsistence minimum was €284.13 (€397.78 and €99.44). The amount changes every July; the calculator shows the exact calculation for the current period.

Maintenance, enforcement orders and tax or insurance arrears are priority claims: they are satisfied from the second third and, if they exceed it, they also reach into the first third, where the NidBo instalments are. The calculator subtracts existing priority deductions from the available space and flags them. If they take up all of the space, no further non-priority deduction is made.

A payroll deduction can only be made for an active employee, and once the employment ends, the employee can no longer submit a new request. Existing obligations do not disappear: the remaining debt is still due and the employee repays it on their own, using the payment details in the app — according to the original schedule or, if the company chooses immediate acceleration, as a single payment due on the 1st day of the following month. In the company’s monthly closing, such a debt is kept as an exception and never shown as settled.