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Bulgaria offers access to highly skilled, multilingual talent at a lower cost than many Western European markets, especially in Sofia, Plovdiv, and Varna. Your total employer cost is driven by gross salary plus mandatory social security and health insurance contributions, which are shared between employer and employee.
Below are average monthly costs for popular roles in 2026, combining typical market salaries with Bulgaria's employer social security and health insurance contributions of roughly 18.92% of gross salary (up to the social security income ceiling), plus minor administrative payroll costs. Figures are indicative for major cities, vary by seniority and industry, and use an exchange rate of BGN 1.80 ≈ USD 1.
- Software Engineer:
Average salary BGN 5,500 (≈ USD 3,055) + employer contributions BGN 1,040 (≈ USD 578) = Estimated Total Monthly Cost BGN 6,540 (≈ USD 3,633). Costs are higher for senior engineers, scarce tech stacks, or roles in international product companies, and lower for junior or support-focused positions. - Product Manager:
Average salary BGN 6,500 (≈ USD 3,611) + employer contributions BGN 1,230 (≈ USD 683) = Estimated Total Monthly Cost BGN 7,730 (≈ USD 4,294). Product leaders with ownership of global roadmaps or strong SaaS and fintech experience typically command premiums and may negotiate performance-based bonuses. - Marketing Specialist:
Average salary BGN 3,000 (≈ USD 1,667) + employer contributions BGN 570 (≈ USD 317) = Estimated Total Monthly Cost BGN 3,570 (≈ USD 1,983). Digital and performance marketers with strong English and analytics skills usually sit at the higher end, particularly in export-oriented or tech-driven companies. - Customer Support Representative:
Average salary BGN 2,200 (≈ USD 1,222) + employer contributions BGN 415 (≈ USD 231) = Estimated Total Monthly Cost BGN 2,615 (≈ USD 1,453). Multilingual support agents handling complex products or night shifts for overseas customers can earn more due to language premiums and shift allowances. - HR Manager:
Average salary BGN 5,000 (≈ USD 2,778) + employer contributions BGN 945 (≈ USD 525) = Estimated Total Monthly Cost BGN 5,945 (≈ USD 3,303). HR leaders with experience in Bulgarian labor law, EU compliance, and fast-scaling tech environments tend to sit above these averages and may receive additional bonuses.
Figures are market-based estimates, not legal requirements, and may change with exchange rates or if salaries exceed Bulgaria's social security income cap.
💡 Curious how much it would cost to hire your next role in Bulgaria? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.
When you hire in Bulgaria, your budget must cover more than just net salary. You also need to plan for employer-side social security, health insurance, paid leave, public holidays, and any bonuses or allowances written into contracts or company policy.
In 2026, statutory employer contributions typically add about 18%-19% on top of gross salary up to the monthly social security ceiling, with total employment cost rising further if you offer supplementary benefits such as private health plans, meal vouchers, or higher bonus opportunities.
Leave and Paid Time Off
Full-time employees in Bulgaria are generally entitled to at least 20 working days of paid annual leave, with additional days possible for specific roles. Employers must also observe around a dozen nationally recognised public holidays, plus statutory maternity, paternity, parental, and sick leave, all of which affect resourcing and coverage planning.
Mandatory Employer Contributions
On top of salary, your company must pay employer contributions for state pension, general illness and maternity, unemployment, work injury and occupational disease, and healthcare. Together these typically total about 18.92% of gross salary up to the legally defined maximum insurable income, which directly shapes your total payroll budget.
Probation and Notice Periods
Employment contracts in Bulgaria commonly include a probation period of up to six months, within legal limits, during which termination rules can be more flexible. After probation, statutory or contractual notice periods often range around one to three months, increasing your cost during terminations or reorganisations.
Compensation Structure and Bonuses
Base salary in Bulgaria is often supplemented by performance bonuses, annual or project-based incentives, and benefits such as food vouchers or transport allowances. A 13th-month salary is not legally required and is not standard practice nationwide, but some employers still use discretionary annual bonuses for retention and motivation.
Social Security and Tax Compliance
As an employer in Bulgaria, you must withhold and remit personal income tax and employee social security contributions while paying your own employer contributions on time, usually monthly. Missing deadlines or misreporting income can lead to interest and penalties, so reliable payroll administration and local compliance support are critical.
Hiring and Engagement Models
If your company lacks a Bulgarian entity, working with an Employer of Record lets you legally hire and pay talent in Bulgaria without establishing a subsidiary. If you operate through your own entity, you will manage contracts, payroll, and filings directly, and should budget for ongoing legal, accounting, and HR administration costs.
Bring them on board seamlessly with Playroll. Our legal experts handle compliance so you don’t have to.
Book a DemoHere are six actionable ways to make your hiring strategy more cost-efficient – wherever you’re building your team.
- Plan Around Statutory Contribution Caps
Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums. - Localize Benefits Strategically
Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend. - Consider an Employer of Record (EOR)
Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks. - Revisit Employment Contract Types and Terms
Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later. - Explore Cross-Border Hiring Options
If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities. - Build Internal Mobility
Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.
What is the average employer cost of hiring in Bulgaria in 2026?
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In 2026, typical total employer costs in Bulgaria for mid-level roles range from about BGN 3,000 to BGN 8,000 per month, including mandatory social security and health contributions but excluding discretionary bonuses.
Are there regional or industry-specific variations in employer costs in Bulgaria?
Employer costs in Bulgaria vary by city and sector, with Sofia and high-demand industries like IT and finance paying more than smaller cities and traditional sectors. Location, language requirements, and scarcity of skills all influence salary levels.
What is the estimated timeline for hiring in Bulgaria?
Most roles in Bulgaria can be filled within four to eight weeks, though niche or senior positions may take longer. Strong processes and quick decision-making help shorten the hiring timeline.
What factors impact the cost of hiring in Bulgaria?
Hiring costs in Bulgaria are driven by seniority, city, industry, language skills, and your benefits and bonus structure, plus whether salaries exceed social security caps. Your engagement model--direct entity or Employer of Record--also shapes overall cost.
How often do employment-cost rules change in Bulgaria?
Key employment cost elements in Bulgaria, including minimum wage and social security ceilings, are usually updated on an annual basis. Regularly reviewing official changes helps keep your payroll and budgets accurate and compliant.
about the author
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
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