{"id":133552,"date":"2026-04-07T13:44:18","date_gmt":"2026-04-07T13:44:18","guid":{"rendered":"https:\/\/my.legal500.com\/guides\/?post_type=comparative_guide&#038;p=133552"},"modified":"2026-04-07T13:44:18","modified_gmt":"2026-04-07T13:44:18","slug":"bulgaria-employment-and-labour-law","status":"publish","type":"comparative_guide","link":"https:\/\/my.legal500.com\/guides\/chapter\/bulgaria-employment-and-labour-law\/","title":{"rendered":"Bulgaria: Employment and Labour Law"},"content":{"rendered":"","protected":false},"template":"","class_list":["post-133552","comparative_guide","type-comparative_guide","status-publish","hentry","guides-employment-and-labour-law","jurisdictions-bulgaria"],"acf":[],"appp":{"post_list":{"below_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">Penkova &amp; Partners<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2025\/03\/Penkova-Partners-Law-Firm_Logo-1.jpg\"\/><\/span><\/div>"},"post_detail":{"above_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">Penkova &amp; Partners<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2025\/03\/Penkova-Partners-Law-Firm_Logo-1.jpg\"\/><\/span><\/div>","below_title":"<span class=\"guide-intro\">This country specific Q&amp;A provides an overview of Employment and Labour Law laws and regulations applicable in Bulgaria<\/span><div class=\"guide-content\"><div class=\"filter\">\r\n\r\n\t\t\t\t<input type=\"text\" placeholder=\"Search questions and answers...\" class=\"filter-container__search-field\">\r\n\t\t\t<\/div>\r\n\r\n\t\t\t\r\n\r\n\r\n\t\t\t<ol class=\"custom-counter\">\r\n\r\n\t\t\t\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does an employer need a reason to lawfully terminate an employment relationship? If so, state what reasons are lawful in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The employer cannot terminate an employment relationship without a reason, unless in case of termination during a probation period agreed in employer\u2019s favour, by mutual consent or in case of termination against payment of compensation (please check the answer of question 19).<\/p>\n<p>The employer may terminate the employment relationship with an advance written notice by complying with the terms provided in question 5 in the following cases: upon closure of the employer; upon closure of a department or position or redundancy; upon reduction in the volume of work; upon idling for more than 15 working days; in case the employee does not possess the required qualities for efficient execution of the work; where the employee does not possess the required educational level or professional qualification; upon refusal of the employee to follow the enterprise or a division thereof in case of relocation outside of the respective place of work; where the position occupied by the employee must be vacated for reinstatement of a wrongfully dismissed employee; upon becoming entitled to a pension or where the employment has arisen after the employee has acquired and exercised his\/her right to pension; upon change of the requirements for execution of the position, if the employee does not satisfy the requirements; when performance of the employment contract is objectively impossible.<\/p>\n<p>The employer may terminate the employment relationship without advance notice when the employee is detained for execution of a sentence or has been disqualified, by a sentence or according to an administrative procedure, from practicing a profession or from occupying the respective position; if the employee refuses to accept a suitable work offered thereto upon occupational rehabilitation; in case of disciplinary dismissal; in case of incompatibility for occupying the respective position as per the provisions of the Labour Code exists or when the employees has not notified the employer for such incompatibility; and in other specific conditions as per the Labour Code.<\/p>\n<p>The employer may disciplinary dismiss an employee by following the procedure provided in the Labour Code in case the employee reports for work late or leaves early on three occasions, each of not less than one hour, within one calendar month; is absent from work in the course of two consecutive working days; systematic breaches of work discipline; abuses the employer&#8217;s confidence or discloses data which is confidential in respect of the employer; inflicts detriment on citizens by the employees in trade and services sector; participates in games of chance through telecommunication facilities of the company; commits other grave breaches of the work discipline.<\/p>\n<p>Prior to imposing any disciplinary sanction (including disciplinary dismissal), the employer shall request explanations from the employee and shall collect evidence.\u00a0 The employer shall assess the gravity of the breach, the respective circumstances, as well as the conduct of the employee. A disciplinary sanction, including disciplinary dismissal, shall be imposed in writing with a reasoned order within two months after detection of the breach within one year after the breach is committed.<\/p>\n<p>In case of disciplinary dismissal, the employee shall owe the employer compensation which shall be equal to employee\u2019s gross labour remuneration for the notice period in case of an indefinite employment contract or the actual detriment in case of a fixed-term employment contract.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, additional considerations apply if large numbers of dismissals (redundancies) are planned?  How many employees need to be affected for the additional considerations to apply?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Pursuant to the provisions of the Labour Code, collective dismissals are the dismissals effected on the employer&#8217;s initiative for reasons not related to the individual employees, where the number of dismissals, carried out in a period of 30 days, is:<\/p>\n<ul>\n<li>at least 10 in companies employing more than 20 and less than 100 employees;<\/li>\n<li>at least 10 per cent of the number of employees in companies employing at least 100 but less than 300 employees;<\/li>\n<li>at least 30 in companies employing 300 employees or more.<\/li>\n<\/ul>\n<p>When the employer plans collective dismissals, the employer shall start consultations with the employees\u2019 representatives and trade union organisations, if applicable, no later than 45 days before the execution of the dismissals, providing them with full information in accordance with the requirements of Labour Code and shall reach an agreement with the employees\u2019 representatives to limit the collective redundancies and the negative consequences for the employees.<\/p>\n<p>Within three working days after reaching an agreement with the employees\u2019 representatives, the employer shall send a copy thereof to the relevant division of the Employment Agency within three working days. The collective dismissals shall be carried out no earlier than 30 days after the notification to the Employment Agency.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, additional considerations apply if a worker\u2019s employment is terminated in the context of a business sale?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The employment relationship shall not be terminated in the event of a change of employer as a result of a business sale and all rights and obligations of the transferor employer shall be transferred to the new employer in case of:<\/p>\n<ul>\n<li>merger or acquisition of the company;<\/li>\n<li>distribution of the operations of the companies among two or more companis;<\/li>\n<li>passing of a self-contained part of one company to another;<\/li>\n<li>change of the legal form of business organisation;<\/li>\n<li>change of the ownership of the company or of a self-contained part thereof;<\/li>\n<li>cession or transfer of activity from one company to another, including transfer of tangible assets.<\/li>\n<\/ul>\n<p>Two months before carrying out the change, the transferor employer and the new employer shall inform the employees&#8217; representatives and the trade union organisations, if applicable, regarding the projected change and the date of carrying out the said change, the reasons, the possible legal, economic and social implications for the employees and the measures envisaged in relation to the employees.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Do employees need to have a minimum period of service in order to benefit from termination rights?  If so, what is the length of the service requirement?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is no requirement for a minimum period of service in order to benefit from termination rights.<\/p>\n<p>However, it shall be noted that if the employment contract is concluded with a probation period, until expiry of the probation period, the party to whose benefit the probation period is agreed may terminate the contract in writing without specifying a reason and with immediate effect. The probation period may be of up to six months. In case of a fixed-term employment agreement shorter than one year, the probation period shall be up to one month.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, is the minimum notice period to terminate employment?  Are there any categories of employee who typically have a contractual notice entitlement in excess of the minimum period?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The notice period for termination of an indefinite employment contract shall be agreed by the parties and must not be shorter than 30 days and longer than three months. The notice period of a fixed-term employment contract shall be three months, but not more than the remainder of the term of the employment contract.<\/p>\n<p>A collective agreement may provide longer notice periods where specific termination grounds exist.<\/p>\n<p>The termination notice may be withdrawn in case the withdrawal is communicated before or simultaneously with the receipt of the notice. With the consent of the employer the notice may furthermore be withdrawn before expiry of the notice period.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to make a payment to a worker to end the employment relationship instead of giving notice?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Pursuant to the provision of the Labour Code, upon termination of the employment relationship the party who terminates the employment relationship with notice, or the party who has received a notice of termination of the employment, may terminate the employment even before the expiry of the notice period, in which case the said party shall owe the other party compensation amounting to the employee&#8217;s gross labour remuneration for the unobserved notice period.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer require a worker to be on garden leave, that is, continue to employ and pay a worker during their notice period but require them to stay at home and not participate in any work?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Garden leave is not provided by the Bulgarian legislation, but the employer may terminate the employment before the expire of the term and pay the employee compensation for the unobserved notice period.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does an employer have to follow a prescribed procedure to achieve an effective termination of the employment relationship? If yes, describe the requirements of that procedure or procedures. Is an employee entitled to appeal against their termination?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Upon closure of a department, as well as upon redundancies or reduction in the volume of work, the employer is entitled to carry out selection proceedings and, acting for the good of production or for the good of the service, may dismiss employees whose positions are not downsized in order to retain in employment employees who possess higher qualifications and work better.<\/p>\n<p>In the cases of closure of a department, redundancy or reduction in the volume of work, or in case the employee does not possess the required qualities for efficient execution of the work, or upon change of the requirements for execution of the position, if the employee does not satisfy the said requirements, and in case of a disciplinary dismissal, the employer must obtain an advance permission from the labour inspectorate for each particular case in order to dismiss: a mother of a child who has not attained the age of three years; an occupational-rehabilitee employee or an employee suffering from a disease designated in an ordinance of the Minister of Health; employee who uses an approved leave; an employees&#8217; representative, for the time until the employee has such capacity;employee who has been elected as employees&#8217; representative on health and safety at work; any worker or employee, who is member of a special negotiating body,<\/p>\n<p>In the cases where the employee is suffering from a designated disease or is an occupational-rehabilitee employee, before the dismissal the medical expert board for working capacity certification shall be approached for an opinion, as well.<\/p>\n<p>In the cases of closure of a department, redundancy or reduction in the volume of work, or in case the employee does not possess the required qualities for efficient execution of the work, or upon change of the requirements for execution of the position, if the employee does not satisfy the said requirements, and in case of a disciplinary dismissal,, the employer may terminate an employee who is a member of a trade union leadership in the company, of a territorial, sectoral or national leading elected trade union body, during the time he holds the relevant trade union position and up to 6 months after his dismissal, only with the prior consent of a trade union body designated by a decision of the central management of the relevant trade union organization.<\/p>\n<p>The employment relationship with a pregnant female employee and female employee in an advanced stage of in vitro treatment, may be terminated with notice only in very limited case as provided for in the Labour code. An employee, who uses a maternity leave, may be dismissed only upon closure of the employer.<\/p>\n<p>The employee is entitled to appeal against their termination as described in question 9 herein.<\/p>\n<p>In cases where the prior consent of the labour inspectorate or a trade union body is required for the dismissal and such consent was not requested or was not given before the dismissal, the court shall annul the termination order as unlawful on this ground alone, without examining the merits of the labour dispute.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">If the employer does not follow any prescribed procedure as described in response to question 8, what are the consequences for the employer?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The employee may object the legality of the dismissal and appeal against their termination before the employer or before the court and to claim the dismissal to be pronounced wrongful and be revoked; the employee to be reinstated to the previous work; the employee to be paid compensation for the period of unemployment due to the dismissal; the grounds for dismissal to be modified.<\/p>\n<p>The compensation in case of wrongful dismissal which shall be paid by the employer amounts to the employee&#8217;s gross labour remuneration for the period of unemployment caused by reason of the dismissal, but not more than six months. The employee is entitled to the difference between wages if he has worked during that period.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">How, if at all, are collective agreements relevant to the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Collective agreements may provide for higher amounts of the compensation due in case of termination and different terms for payment of the compensation. In a collective agreement, the period of notice upon closure of the enterprise; upon closure of part of the enterprise or downsizing of personnel; upon reduction in the volume of work; upon idling for more than 15 working days, and upon change of the requirements for execution of the position, if the employee does not satisfy the requirements may be made contingent on the duration of the length of employment service of the employee for the same employer.<\/p>\n<p>Where so provided for in the collective agreement, the employer may dismiss an employee due to downsizing of personnel or reduction in the volume of work after obtaining the advance consent of the relevant trade union body in the company.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does the employer have to obtain the permission of or inform a third party (e.g local labour authorities or court) before being able to validly terminate the employment relationship? If yes, what are the sanctions for breach of this requirement?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>In the cases specified in our answer to question 8 the employer shall obtain the prior approval of the labour inspectorate and the medical expert board for working capacity for the termination of the employment relationship with the respective employee.<\/p>\n<p>Any employer which violates any provisions of labour legislation other than the rules for provision of health and safety at work, shall be liable to a pecuniary penalty or a fine of EUR 766.94 or exceeding this amount but not exceeding EUR 7,669.38, unless subject to a severer sanction, and any such blameworthy official shall be liable to a fine of EUR 511.30 or exceeding this amount but not exceeding EUR 5,112.92, unless subject to a severer sanction. The sanction for a repeated violation shall be a pecuniary penalty or a fine of EUR 7,669.38 to EUR 10,225.84, respectively for an official &#8211; a fine of EUR 2,556.46 to EUR 5,112.92.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What protection from discrimination or harassment are workers entitled to in respect of the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The Protection against Discrimination Act regulates the protection against all forms of discrimination of all natural persons in the territory of the Republic of Bulgaria and contributes to its prevention.<\/p>\n<p>The employer shall apply equal criteria in exercising employer\u2019s right to unilaterally terminate the employment contract.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the possible consequences for the employer if a worker has suffered discrimination or harassment in the context of termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>If an employee has suffered discrimination or harassment in the context of termination of employment, the employee may file a claim to the Commission for Protection of Discrimination or to the Regional Court.<\/p>\n<p>The Commission for Protection of Discrimination may impose pecuniary sanctions amounting up to EUR 1,278.23 and administrative coercive measures.<\/p>\n<p>The Court may sentence the employer to cease the violation and restore the situation before the violation, as well as to refrain from further violations in the future, and to pay liquidated damages to the employee.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are any categories of worker (for example, fixed-term workers or workers on family leave) entitled to specific protection, other than protection from discrimination or harassment, on the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Please check our answer of question 8.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are workers who have made disclosures in the public interest (whistleblowers) entitled to any special protection from termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The Protection of Persons Who Report or Publicly Disclose Information on Breaches Act regulates the conditions, procedures and measures for the protection of persons who report or publicly disclose information on breaches of Bulgarian law or European Union acts, which have come to their knowledge in the course of or in connection with the performance of their work or official duties or in another work context which applies to private sector employers with 50 or more employees and to employers in the private sector, irrespective of the number of employees, if the activity they carry out falls in the field of financial services, products and markets and the prevention of money laundering and terrorist financing, as well as those referred to in Part II of the Annex of the Act.<\/p>\n<p>The Act introduces prohibition for any form of retaliatory actions against persons who report or have publicly disclosed information on breaches, as the prohibited retaliatory actions are in the form of:<\/p>\n<ul>\n<li>temporary suspension, dismissal or application of another grounds for termination of the employment agreement under which the person is employed;<\/li>\n<li>negative assessment of work, including in a job recommendation;<br \/>\n\u2022 engaging of pecuniary and\/or disciplinary liability, including imposing of disciplinary actions, including disciplinary dismissal;<\/li>\n<li>taking away the possibility to switch from a fixed-term employment contract to an employment contract for an indefinite period of time, when the worker or employee had a legal right to be offered a permanent employment;<\/li>\n<li>termination of a fixed-term employment contract before expiry of the term or refusal for its re-conclusion, when such is permissible by law.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">In the event of financial difficulties, can an employer lawfully terminate an employee\u2019s contract of employment and offer re-engagement on new less favourable terms?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There are no such provisions in the Bulgarian legislation.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, risks are associated with the use of artificial intelligence in an employer\u2019s recruitment or termination decisions? Have any court or tribunal claims been brought regarding an employer\u2019s use of AI or automated decision-making in the termination process?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There are no cases related to employer\u2019s use of AI or automated decision-making in the termination process.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What financial compensation is required under law or custom to terminate the employment relationship? How is such compensation calculated?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Upon dismissal by reason of closure of the employer or of a department, redundancy, reduction in the volume of work, idling for more than 15 working days, upon refusal of the employee to follow the enterprise or a division thereof, in which the employee works, in case of relocation, or where the position occupied by the employee must be vacated for reinstatement of a wrongfully dismissed employee, the employee shall be entitled to compensation from the employer at the amount of the employee&#8217;s gross labour remuneration or for the difference if the employee has started lower paid work for the period of unemployment but for not more than one month. An act of the Council of Ministers, a collective labour agreement or the employment contract may provide for compensation for a longer period.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer reach agreement with a worker on the termination of employment in which the employee validly waives his rights in return for a payment? If yes, in what form, should the agreement be documented?  Describe any limitations that apply, including in respect of non-disclosure or confidentiality clauses.<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The employer, acting on its own initiative, may offer the employee termination of the employment contract in consideration of compensation, amounting to not less than the quadruple amount of the employee\u2019s gross monthly labour remuneration as last received. The parties can agree a larger amount of the compensation.<\/p>\n<p>The termination shall be documented by conclusion of a termination agreement. There are no limitations in respect of non-disclosure or confidentiality clauses.<\/p>\n<p>If the compensation is not paid within one month from the date of termination of the employment contract, the grounds for the termination shall be deemed to have ceased to exist and the employment contract shall be valid.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to restrict a worker from working for competitors after the termination of employment? If yes, describe any relevant requirements or limitations.<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The courts accept that the employment contracts and the labour-related agreements shall not include clauses and provisions, by virtue of which the performance of competitive activity by employees for a certain period after the termination of their employment relationship is limited by force. The inclusion of such clauses constitutes a violation of the constitutionally recognized right to work under the Constitution of the Republic of Bulgaria which proclaims the freedom of choice of profession and place of work of every citizen. In addition, a clause assigning civil liability to the employee in case the employee fails to comply with the requirement not to enter into employment relationship or civil legal relationship with a competitor of the company after termination of the employment relationship is null and void due to contradiction with the law.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to restrict a worker from soliciting customers or clients, or employees of the employer, after the termination of employment? If yes, describe any relevant requirements or limitations (including any payments that must be made to the worker for the restriction to be valid and enforceable).<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p><span data-contrast=\"auto\">Any agreement between employers or competitors in the labour market\u00a0preventing the recruitment or hiring of employees\u00a0may\u00a0restrict competition by\u00a0preventing companies from effectively recruiting employees or competing for employees by offering more competitive\u00a0remuneration\u00a0or working\u00a0conditions,\u00a0and\u00a0is\u00a0considered anti-competitive and\u00a0is\u00a0prohibited.<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335551550&quot;:6,&quot;335551620&quot;:6,&quot;335559685&quot;:680,&quot;335559739&quot;:140,&quot;335559740&quot;:290}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">However,\u00a0the act of\u00a0soliciting\u00a0employees from a competitor may\u00a0be\u00a0considered to be\u00a0\u201cunfair competition\u201d.\u00a0In such\u00a0cases, an employer can bring a case before the Commission for the Protection of Competition against former employees\u00a0if they violate competition laws or\u00a0assist\u00a0others in doing so, as well as against the relevant company.\u00a0<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335551550&quot;:6,&quot;335551620&quot;:6,&quot;335559685&quot;:680,&quot;335559739&quot;:140,&quot;335559740&quot;:290}\">\u00a0<\/span><\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer require a worker to keep information relating to the employer confidential after the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Pursuant to the Labour Code the employee shall be loyal to the employer and not abuse of the employer&#8217;s trust and shall not disclose any confidential data for the employer, as well as shall protect the reputation of the employer. Abusing the confidence and damaging the reputation of the employer, as well as disclosure of data which is confidential in respect of the employer constitutes a breach of the labour discipline in which case the employer may impose disciplinary actions, including dismissal.<\/p>\n<p>Trade Secret Protection Act sets forth the terms and procedure for protection against unlawful acquisition, use and disclosure of trade secrets.<\/p>\n<p>The use or disclosure of a trade secret shall be considered unlawful whenever carried out, without the consent of the trade secret holder, by a person who has acquired the trade secret unlawfully, or has been in breach of a confidentiality agreement or any other duty not to disclose the trade secret; or has been in breach of a duty to limit the use of the trade secret.<\/p>\n<p>The infringers shall compensate the trade secret holder for all damages and lost profits suffered that are a direct and immediate consequence of the unlawful acquisition, use or disclosure of the trade secret. The compensation shall be due when the infringers knew or should have known under the circumstances that they were participating in the unlawful acquisition, use or disclosure of the trade secret.<\/p>\n<p>The employees shall be responsible for the damages suffered by their employer as a result of their unlawful acquisition, use or disclosure of a trade secret in an amount not exceeding the triple amount of their agreed labour remuneration, where they act without intent.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are employers obliged to provide references to new employers if these are requested?  If so, what information must the reference include? What duties apply to employers giving references?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>When so requested in writing by the employee, the employer shall provide the employee with an objective and fair characterisation of the professional qualities and of the results of the work activity or with an objective and fair recommendation upon applying for work with another employer within 14 days.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, in your opinion, are the most common difficulties faced by employers in your jurisdiction when terminating employment and how do you consider employers can mitigate these?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The employer shall comply with all legal requirements when terminating employment relationship, including performing selection proceedings or obtaining the required prior permissions when applicable.<\/p>\n<p>The Bulgarian labour legislation requires the employer to deliver the termination documents to the employees in person, or when the delivery in person is not possible &#8211; by courier or post, in order to document the receipt of the documents, which sometimes can be very challenging.<\/p>\n<p>We strongly recommend employers to strictly follow all procedures provided under the law and consult with lawyers in case they have any doubts in regard to the respective termination grounds or procedures.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are any legal changes planned that are likely to impact the way employers in your jurisdiction approach termination of employment? If so, please describe what impact you foresee from such changes and how employers can prepare for them?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>No changes in the legislation are expected in 2026 that may impact termination of employment.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\r\n<div class=\"word-count-hidden\" style=\"display:none;\">Estimated word count: <span class=\"word-count\">4339<\/span><\/div>\r\n\r\n\t\t\t<\/ol>\r\n\r\n<script type=\"text\/javascript\" src=\"\/wp-content\/themes\/twentyseventeen\/src\/jquery\/components\/filter-guides.js\" async><\/script><\/div>"}},"_links":{"self":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide\/133552","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide"}],"about":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/types\/comparative_guide"}],"wp:attachment":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/media?parent=133552"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}