Bulgaria
Min. wage
(x12 payments)
€620.20 /mo
About the minimum wage
Employer tax
18.92% – 19.62%
Understand employer tax
Annual leave
20 days
Learn about annual leave
Notice period
30 days min
Termination and notice info
Updated
Sep 2026
Standard form; termination only on grounds listed in the Labour Code with 30 days' to 3 months' notice as agreed
Exception-based, generally limited to 3 years; converts to indefinite if work continues 5+ days after expiry.
Overtime generally prohibited except in listed cases, capped at 150 hrs/year, paid at +50% (+75% weekends, +100% holidays)
Up to 6 months (1 month for short fixed-term contracts); the favored party may terminate without notice
Job titles must correspond to National Classification (NKPD) codes declared to the National Revenue Agency
State pension fund, supplementary pension, sickness and maternity fund, unemployment fund, health insurance (4.8%), and work accident fund (0.4-1.1% by activity)
13.78% (pension 6.58%, supplementary pension 2.2%, sickness/maternity 1.4%, unemployment 0.4%, health 3.2%), capped at the EUR 2,300/mo maximum insurable base (from Aug 2026). Flat 10% income tax applies.
In addition to statutory leave, employees are entitled to the following statutory benefits:
Employers are required to make contributions to social security programs on behalf of their employees. Benefits derived from social security are:
Employers pay a work accident and occupational disease contribution of 0.4-1.1% of gross salary, set annually by economic activity; injured employees receive NSSI cash benefits at 90% of insurable income.
Statutory severance applies in specific situations: at least one month's gross salary on redundancy or closure; 2 months' salary on retirement (6 months after 10+ years with the same employer); and a minimum of 4 months' gross salary for employer-initiated mutual termination under art. 331.
There is no statutory 13th salary in Bulgaria. Performance bonuses or holiday supplements may be granted contractually, but they are not legally required.
P.S. our team speaks multiple languages and we'd love to chat in your preferred language if requested.
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. RemoFirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
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.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
