Bulgaria Work Permits & Visas: Types & How to Sponsor

Milani Notshe

Research Specialist

Last Updated

November 12, 2025

In This Guide

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Sponsoring a Visa in Bulgaria: What Employers Need to Know

Are you an employer looking to sponsor international talent in Bulgaria? Navigating Bulgaria’s visa and work permit process can be complex — especially without a local legal entity or dedicated HR team.

This guide breaks down everything you need to know about employer-sponsored work visas in Bulgaria, including processing times, documentation, and local compliance rules. Whether relocating a team member or hiring locally, Playroll simplifies visa sponsorship through an end-to-end employer of record platform.

Key Takeaways

Employers, or EOR providers, must be registered with the National Immigration Institute (NII) to sponsor foreign workers for Bulgaria.

Work permits typically take 10 to 30 days to process, depending on the type of work permit and the specific requirements.

The most common work permits are the Short-Term and Long-Term Work Permits, with separate permits for highly skilled workers, seasonal workers, and intracompany transferees.

Independent contractors must follow a separate process, often without employer sponsorship, and may require a specific type of visa for self-employment.

Work permits are typically issued for a specific job and location. Employees may need additional approval for job changes or transfers within Bulgaria.

Who Needs a Work Permit in Bulgaria

In Bulgaria, non-European Union (EU), non-European Economic Area (EEA), and non-Swiss nationals are generally required to obtain a work permit to engage in employment. Employers must secure this permit on behalf of prospective employees before they commence work. However, certain categories, such as long-term residents, family members of EU citizens, and individuals with permanent residence status, may be exempt from this requirement.

Types of Work Visas in Bulgaria

Bulgaria offers various work visas tailored to different employment needs and qualifications.

Visa Type	Description
Single Residence and Work Permit	For non-EU nationals employed by a Bulgarian employer, valid up to one year with possible extensions.
EU Blue Card	Designed for highly skilled non-EU nationals, offering long-term residence and work rights.
Seasonal Work Permit	For employment in sectors like agriculture or tourism, valid for up to nine months within a calendar year.
Intra-Corporate Transfer Permit	For employees of multinational companies transferring to Bulgarian branches.
Freelance Permit	Allows self-employed individuals to reside and work in Bulgaria.

Common Hiring Scenarios for Bulgaria

When hiring talent inBulgaria, employers typically choose one of three pathways depending on the role, duration, & legal requirements. Below are the most common models.

Use Case 1: Sponsoring a Foreign Employee via Work Permit or Visa

This is the most common route for companies hiring full-time foreign talent in Bulgaria. To sponsor this visa, an employer (or Playroll as the Employer of Record) must have a registered legal entity in-country and issue a compliant offer of employment.

Key Employer Considerations:

Sponsorship is required — contractors or freelancers cannot apply under this visa.
Employees must remain in the approved work location unless authorized to relocate or change employers.
Processing timelines vary (around 10 to 30 days on average), depending on the consulate or embassy.

This is best for: Long-term roles with in-office or hybrid presence in Bulgaria.

Use Case 2: Hiring a Foreign Contractor in Bulgaria

Independent professionals in Bulgaria can legally work with international clients without employer sponsorship, but must comply with local tax registration and reporting laws.

With Playroll’s Contractor Management solution, you can:

Draft fully compliant local contractor agreements.
Automate contractor invoicing and cross-border payments, in Bulgarian Lev (BGN) or USD.
Mitigate risk of permanent establishment and contractor misclassification.

This is best for: Freelancers, consultants or project-based roles, especially if the worker already lives in Bulgaria.

Use Case 3: Relocating an Existing Employee to Bulgaria

Transferring an existing team member to Bulgaria? You’ll still need to navigate the same visa and payroll setup process. Even if the employee works for you elsewhere, a local employer of record is required to stay compliant.

EOR’s, like Playroll, handle all local steps, including:

Work permit sponsorship and immigration paperwork,
Registration with local authorities and payroll systems,
Enrollment in mandatory benefits and statutory schemes.

This is best for: Internal transfers or remote-first companies looking to expand into Europe, or talent retention offerings for global mobility programs.

Requirements For a Work Permit in Bulgaria

Obtaining a work permit in Bulgaria involves meeting specific criteria to ensure compliance with labor and immigration laws.

Valid Employment Contract: A signed contract between the employer and employee is mandatory, outlining job responsibilities and terms.
Labor Market Test: Employers must demonstrate that no suitable Bulgarian or EU/EEA candidates are available for the position, typically through a labor market test.
Proof of Qualifications: Employees should provide evidence of relevant education and professional experience matching the job requirements.
Health Insurance Coverage: Applicants must have valid health insurance for the duration of their stay in Bulgaria.
Clean Criminal Record: A certificate indicating no prior convictions is required from the applicant's home country.

Bulgaria Work Permit Application Process

Step 1: The employer conducts a labor market test to confirm the absence of suitable local candidates.
Step 2: Submission of the work permit application to the Bulgarian Employment Agency, including all necessary documentation.
Step 3: Upon approval, the employee applies for a Type D long-stay visa at the Bulgarian embassy or consulate in their home country.
Step 4: After obtaining the visa, the employee travels to Bulgaria and applies for a residence permit from the Migration Directorate.

Process for Visa Sponsorship In Bulgaria

Employers in Bulgaria are responsible for sponsoring non-EU nationals by initiating the work permit application process. This includes conducting a labor market test, preparing necessary documentation, and liaising with Bulgarian authorities to secure the permit. Employers must also ensure compliance with all legal requirements throughout the employment period.

What Are the Fees for a Work Permit or Visa in Bulgaria

Fees associated with work permits and visas in Bulgaria vary depending on the type of permit and duration.

Visa Type	Application Fee
Single Residence and Work Permit	BGN 100 – BGN 400
EU Blue Card	BGN 100 – BGN 400
Type D Long-Stay Visa	EUR 100

Processing Time for a Work Permit Or Visa in Bulgaria

The typical processing time for a work permit or visa in Bulgaria can vary based on the type of permit or visa, the applicant’s specific situation, and whether all documentation is in order. Generally, you can expect the following timelines:

Temporary / Standard Work Permit (for non-EU nationals with employer sponsorship): Processing of the work permit by the Bulgarian Employment Agency typically takes around 10 to 30 calendar days once the employer has submitted a complete application.
- After permit approval, you must apply for the long-stay (Type D) visa at a Bulgarian embassy/consulate; this usually takes around 35 to 45 business days (or up to 30–60 days in more complex cases).
Residence Permit (following arrival in Bulgaria): Once you’ve arrived and applied for the residence permit, the typical issuance time is around 14 calendar days given a complete application.

Key Factors Influencing Processing Times

Document preparation: gathering and properly legalising or translating required documents (employment contracts, qualifications, police clearances) can add extra time.
Employer obligations: the local employer must conduct a labour market test (i.e., show no suitable local/EU candidate) in many cases; delays here impact the timeline.
Local authorities’ workload: waiting times may fluctuate depending on the immigration office’s backlog, consulate capacity and seasonal variations.
Type of role and permit: highly skilled roles (e.g., via the EU Blue Card) or intra-company transfers may have tighter criteria or additional checks, which may lengthen the process.

Work Permit Renewal Periods in Bulgaria

Work permits in Bulgaria are generally valid for up to one year and can be renewed annually, provided the employment conditions remain unchanged. The total duration of employment for a non-EU national should not exceed three years. Renewal applications must be submitted at least 14 days before the current permit expires.

Visa Requirements For Digital Nomads in Bulgaria

While Bulgaria does not offer a specific digital nomad visa, remote workers can apply for a freelance permit, allowing them to reside and work in the country.

Freelance Permit: Requires a detailed business plan, proof of professional experience (minimum of two years), and financial stability.
Type D Visa: After obtaining the freelance permit, applicants must apply for a Type D long-stay visa to enter Bulgaria.

Common Challenges and Tips for Employers Hiring in Bulgaria

Complex Bureaucratic Procedures: Navigating the intricate processes of obtaining work permits and visas can be time-consuming and requires meticulous attention to detail.
Labor Market Test Requirements: Demonstrating the unavailability of suitable local candidates through labor market tests can delay the hiring process.
Regulatory Compliance: Ensuring adherence to Bulgarian labor laws and immigration regulations necessitates continuous monitoring and understanding of legal obligations.
Language Barriers: Communication challenges may arise if foreign employees lack proficiency in Bulgarian, potentially affecting workplace integration and efficiency.
Cultural Differences: Integrating employees from diverse cultural backgrounds requires sensitivity and effective management to foster a cohesive work environment.

To mitigate these challenges, employers should engage in thorough planning, seek legal expertise when necessary, and implement comprehensive onboarding programs that address both legal requirements and cultural integration.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

ABOUT THE AUTHOR

Milani Notshe

Milani is a seasoned research and content specialist at Playroll, a leading Employer Of Record (EOR) provider. Backed by a strong background in Politics, Philosophy and Economics, she specializes in identifying emerging compliance and global HR trends to keep employers up to date on the global employment landscape.