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Bulgaria is a country in Eastern Europe and part of the Balkans, neighbors include Romania, Serbia, Macedonia, and the Black Sea. Bulgaria is considered a developing country with an upper-middle-income economy. The worker-employer relationship is governed by the Bulgarian Labour Code, regardless of nationality.
Standard working hours are 40 hours per week and 8 hours per day. Overtime is allowed at a maximum of 3 hours per day and 6 hours per week, and is paid at 150% of the regular rate. Work during the weekend is paid at 175% of the regular rate and for public holidays it’s 200%.
The general minimum wage in Bulgaria is BGN 833 per month.
The maximum probation period length in Bulgaria is 6 months.
By law an employee in Bulgaria should take at least 20 days of paid leave per year. Annual leave is pro-rated in the first year of employment (20 days / 12 = 1.8 days per month).
Employees in Bulgaria can take sick leave for up to 18 months. The first 2 days are paid by the employer at 70% of the employee's salary, and the rest is paid by social security at 80%-90% of the salary.
Employees in Bulgaria are entitled to 365 days of maternity leave paid by the state, which can be extended for a 2 year leave (pay is reduced in the second year).
Employees in Bulgaria are entitled to a fixed 14 days of paternity leave paid by the employer.
There are multiple types of termination in Bulgaria:
1. Mutual ground - agreed by both sides
2. Termination by the will of the employer - depends of the reason/ground for termination
The minimum notice period outside of probation is 1 month. During probation, no notice period is required.
While there is no statutory severance pay requirement, employees who are terminated due to redundancy should receive payment equal to 1 month salary in the case of individual or collective dismissal. If the termination is without cause, the severance payment is commonly 4 months salary.
Bulgaria does not require a 13th-month bonus to be paid out, but it is common for employers to offer based on their own internal rules.
★ 8.22% - Social Security
★ 2.8% - Pension
★ 2.1% - Sickness and Maternity
★ 0.6% - Unemployment Insurance
★ 4.8% - Health Insurance
★ 0.5% - Accident Insurance
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
