Labor law

In the area of labor law in Bulgaria we represent our clients -both on the site of the employer and of the employee, in all matters of individual labor law. In cases of unlawful dismissal, dismissal wages ,part-time work or issues concerning maternity protection, we will provide you with a highly competent support and consultation.

In employment matters in Bulgaria our legal practice is primarily oriented towards the needs of the employers. Preparation of employment agreements, advice on legal issues in cases of companies’ takeover and legal representation of the employer in dismissal processes are part of the legal services we offer.

Our lawyers’ team supervises and consults our clients in Bulgaria during the whole process of personnel recruitment and offer individual labor agreements adapted to the special needs of every employer and employee. We further advise our clients on the related legal and economic consequences in connection with any labor agreements termination/cancellation. We also try to avoid any legal disputes arising therefrom. However, if there is no basis for reaching a commercially reasonable compromise, we represent our clients' interests in proceedings before the courts in Bulgaria.

We provide highly qualified advice on labor law matters and assist you in individual labor law in Bulgaria, especially in

  • Drafting employments agreements
  • LtD managers contracts
  • Flexible working time models
  • Advise on corporate transactions
  • Company restructurig, outsourcing
  • Occupational pensions
  • employments agreemtns and termination clauses
  • Representation in legal proceedings before the competent courts in Bulgaria

The labor law in Bulgaria is characterized by a multi-stage normative regulation. In addition to the Labor Code of 1986 many detailed laws and regulations apply, which undergo regular legislative changes as well.

The employment agreement between the employee and employer must be in written form. An integral part of the agreement is the job description, a copy of which must be handed in to the employee at time of the conclusion of the agreement.

Usually the employment agreement is concluded as open-ended. In a few cases, if that proves to be necessary for the labor process and the type of work, temporary contracts can be concluded. Their duration and termination grounds are regulated in detail in the Code.

During the probationary period, each of the parties (if the clause is in favor of them both) can terminate the employment relationship without any further notice or consequences.

The statutory minimum of holidays for Bulgaria is set to 20 days at a normal working day (7 or 8 hours per day,) and working week is five days. In certain cases, with the consent of the employer the employee may claim additional days off.

There are different ways for the termination of employment agreements. One of the termination grounds is upon mutual agreement of the parties (Article 325). For the ordinary termination of the contract by the employee the observance of a notice period within 1-3 months is required, in cases of temporary contracts - 30 days. In addition, the employee may terminate the employment relationship with immediate effect under the grounds expressly enumerated in the Code (Article 327).

Terminations by the employer must always is restricted to the circumstances enumerated in the Act. Article 328 regulates the termination grounds with a notice period, whereas Article 330 lays down the grounds with immediate effect (including the disciplinary dismissal).

The labor law in Bulgaria is characterized by a multi-stage normative regulation. In addition to the Labor Code of 1986 many detailed laws and regulations are applied, which also are under regular legislative changes.

The employment contract between the employee and employer must be concluded in writing. An integral part of the job description, a copy of which must be delivered to the employee at the conclusion of the contract.

The Bulgarian employment is terminated as a temporary usually unlimited. In a few cases, if that proves to be necessary in view of the labor process and the type of work, temporary contracts can be concluded. Their duration and reasons for termination are regulated in detail in the Code.

During the probationary period, usually each of the Parties (if the clause in favor of both parties) terminate the employment relationship without the mention of Default.

The statutory minimum holiday entitlement for Bulgaria is set to 20 days at normal working day (7 or 8 hours per day,) and five-day working week. In certain cases, the employee may claim in accordance with the consent of the employer additional days.

There are different ways of termination of employment contracts. One is a contract by mutual agreement of the parties (Article 325 Conditions). The ordinary termination of the contract by the employee requires the observance of a notice period within 1-3 months, on temporary contracts - 30 days. In addition, the employee may terminate under the Act clearly specified cases (Article 327 Conditions) with immediate effect the employment relationship.

Terminations by the employer must always be done under the circumstances enumerated in the Act. Article 328 regulates the Terms grounds for termination at a period of notice is to be withheld, Article 330 Conditions of hand - this with immediate effect (including the disciplinary dismissal).