Employer of Record in Bulgaria

Hiring independent contractors has boomed in popularity because of the cost savings and flexibility they offer. It can be a great option if you require niche skills or short-term project support. Contractors allow businesses to access specialized skills quickly, without the time and cost of setting up a local entity.

However, it’s important to know the limits of this model: contractors are not a substitute for full-time employees. Relying on them for ongoing, long-term roles can create serious compliance risks, including employee misclassification, which can lead to fines, back taxes, and reputational damage.

Playroll’s contractor management solutions make it simple to compliantly engage, onboard, and pay contractors around the world. We provide clear visibility into agreements, streamline payments, and reduce compliance risks – so you can focus on getting the work done. And when you’re ready to take the next step, we can help seamlessly convert contractors into full-time employees through our global Employer of Record service.

Businesses can only operate smoothly in Bulgaria if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Bulgaria below, to avoid any compliance issues.

Employment Contract Requirements

In Bulgaria, all employment contracts, whether temporary (1-3 years) or regular, must be in writing to be legally valid. As per the Employment Law, these contracts must include the following employment details:

• Identification of both parties
• Starting and conclusion dates (and employment duration for temporary contracts)
• Working hours and designated workplace
• Job title and responsibilities
• Basic salary (including compensation and benefits)
• Payment details
• Leave entitlements
• Notice periods for employment termination

Onboarding Process

We can help you get a new employee started in Bulgaria quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations. For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.

Working Hours in Bulgaria

In Bulgaria, the regular work week consists of 5 days, with a weekly duration of 40 hours or 8 hours per day. Employers can extend daily working hours on certain days through written orders, offsetting this by reducing hours on other days.

Overtime in Bulgaria

Overtime, as specified in employment contracts and agreements, is paid for work beyond the standard 40 hours weekly. The limit is 3 hours per day for 2 consecutive days, 6 hours weekly, 30 hours monthly, and 150 hours yearly. Compensation rates are 150% for weekdays, 175% for weekends, and 200% for public holidays.

Probation Period in Bulgaria

Permanent employees in Bulgaria are given a probationary period ranging from 3 months to a maximum of 6 months.

Hiring in Bulgaria means navigating local labor laws, mandatory employee benefits, payroll taxes, and strict employment regulations. These requirements aren’t always intuitive, especially if your team lacks in-country legal or HR expertise. An Employer of Record steps in as the legal employer for your hires, managing all compliance-related responsibilities. This includes issuing locally compliant contracts, registering employees with relevant authorities, processing payroll, and handling social security contributions and taxes in line with national laws.

By handing over these complexities to an EOR, your business avoids costly compliance errors and the time required to master local employment standards. You can focus on growing your team and operations while trusting that the legal and administrative foundation is solid. Whether you're making one strategic hire or building out an entire team, the EOR keeps you compliant, removes guesswork, and reduces the risk of legal or financial penalties, without requiring you to open a legal entity or maintain a local HR team.

Managing payroll in Bulgaria requires navigating a well-defined system of taxes and contributions within a straightforward regulatory framework. Employers must handle the flat 10% income tax alongside social security contributions split between employees (13.78%) and employers (18.92-19.62%), all subject to specific thresholds and monthly filing deadlines. Key compliance requirements include timely submission of Declaration Form #1 by the 25th of each month, maintaining detailed employee records, and ensuring accurate calculation of all mandatory contributions.

The Bulgarian system features electronic submission options through the National Revenue Agency portal and strict penalties for non-compliance. Using payroll management software can help employers consolidate payroll data, automate calculations based on current rates, and stay compliant with Bulgaria's tax regulations, significantly reducing the administrative burden and risk of costly errors.

Running payroll in Bulgaria is complex, especially when you're hiring without a local entity. Local laws determine everything from tax withholdings and reporting deadlines to benefit contributions and currency requirements. Missteps can lead to fines, payment delays, or unhappy employees. An Employer of Record takes this burden off your plate by handling the full payroll process. Acting as the legal employer, the EOR ensures you remain compliant with all payroll-related obligations, while still allowing you to manage your team’s day-to-day work and performance.

Key Ways an EOR Supports Payroll in Bulgaria:

• Compliance Assurance: Ensures payroll aligns with local tax laws, labor regulations, and statutory deadlines.
• Payroll Processing & Tax Management: Calculates salaries, applies correct tax withholdings, and submits required reports.
• Benefits & Social Security Contributions: Manages employer obligations for pensions, health insurance, and other legal entitlements.
• Contract Generation & HR Administration: Drafts compliant employment contracts and supports onboarding, terminations, and HR tasks.
• Currency Payments: Issues timely salary payments in local currency, ensuring employees are paid accurately and on time.

In Bulgaria, work permits and visas are essential for employers hiring foreign workers. The process involves conducting labor market tests, submitting applications, and meeting specific eligibility criteria. Key visa types include the Single Residence and Work Permit, EU Blue Card, Seasonal Work Permit, and Intra-Corporate Transfer Permit. Employers must ensure compliance with Bulgarian labor laws when sponsoring foreign employees.

Mandatory Leave Entitlement in Bulgaria

The annual leave entitlement in Bulgaria is 20 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

Public Holidays In Bulgaria

Bulgaria recognises 13 public holidays in a calendar year:

Paid Time Off in Bulgaria

In Bulgaria, the employment contract specifies a minimum of 20 days of annual paid leave after completing four months of employment.

Maternity Leave In Bulgaria

In Bulgaria, pregnant employees are granted 410 days of paid maternity leave, with 45 days before the due date and the rest after childbirth. The National Social Insurance Institution offers coverage for individuals with at least 12 months of insurance contributions, providing 90% of their average gross salary.

Paternity Leave In Bulgaria

In Bulgaria, fathers with a year of employment receive 15 days of paid paternity leave at 90% of their regular salary. Mothers can transfer unused maternity leave to fathers when the child turns 6 months old. Additionally, parents can request an additional 2 months of leave, funded by the National Social Security Institute, to care for a child under 8, without transferring maternity leave.

Sick Leave In Bulgaria

Bulgarian employees are entitled to 18 months of paid sick leave. During the first three days, the employer pays 70% of the regular salary. Starting from the fourth day, the National Social Security Fund pays 80% of the regular salary, which increases to 90% for work-related illness or injury if the employee has at least 6 months of service or Social Security contributions.

Parental Leave In Bulgaria

Parents can opt for up to 6 months of unpaid parental leave starting when the child is 2, and before the child turns 8. With mutual agreement, each parent can use up to 5 months of the other parent's leave. The leave can be taken continuously or in installments of at least 5 working days, with a 10-day notice to the employer.

Marriage Leave

Employees receive 2 days of paid leave in the event of their wedding.

Bereavement Leave

Employees are granted a 2-day leave to attend the funeral of a family member.

Care for a Sick Family Member

Employees can receive cash benefits when caring for a sick family member aged 18 or older. The benefit is 80% of their average daily gross salary or their average daily insurance income, considering Social Security contributions.

Study Leave

Employees pursuing secondary or higher education without disrupting their work can get 25 working days of Study Leave per academic year, provided the employer agrees.

Administering employee benefits in Bulgaria requires more than just offering a standard package. Local labor laws often mandate specific entitlements, from health insurance to paid leave, and the rules can change without warning. Bulgaria also has unique standards for what an attractive, competitive benefits package looks like. For businesses without in-country expertise, meeting these obligations and expectations can quickly become risky and expensive. An Employer of Record acts as your compliance partner, ensuring all benefits are provided according to the latest legal requirements and without administrative strain on your internal team.

Beyond compliance, an EOR brings clarity and consistency to a process that’s often complex and fragmented. They handle enrollments, ensure accurate employer contributions, manage communications with local providers, and keep everything properly documented. This means employees get what they’re entitled to, and you avoid the headache of navigating benefits systems in a foreign market. Whether you're hiring one person or building a larger team, an EOR provides a clear, dependable structure that lets you offer competitive benefits without taking on unnecessary risk or workload.

Termination Process in Bulgaria

Terminating employment in Bulgaria is governed by reasons outlined in Bulgarian Labor Law, unless the employer cites a cause for immediate dismissal, such as misconduct.

Notice Period in Bulgaria

In Bulgaria, a written notice must be provided to the employee and relevant government authorities, with the following guidelines:

Severance in Bulgaria

In Bulgaria, severance pay is mandatory. The amount is contingent on the termination type. Severance pay for liquidation/redundancy/downsizing is typically 1 month's salary. At retirement, employee is entitled to 2 months' salary, or 6 months if they have been with the same employer for more than 10 years.