Hire in Bulgaria through our Employer of Record (EOR)

An Employer of Record (EOR) is a third-party organization that takes on the legal and administrative responsibilities of employing workers on behalf of another company. This arrangement allows businesses to hire employees in countries where they don't have a legal entity, effectively expanding their global reach without the need to establish a local subsidiary or branch office.

In the context of Bulgaria, an EOR can be particularly useful for foreign companies looking to tap into the country's skilled workforce or expand their operations in Southeastern Europe. By partnering with an EOR, businesses can navigate Bulgaria's labor laws, tax regulations, and employment requirements with greater ease and compliance.

How Does EOR Work?

The EOR model operates through a straightforward process:

1. The client company identifies a candidate they wish to hire in Bulgaria.
2. The EOR becomes the legal employer of the worker in Bulgaria.
3. The EOR handles all employment-related tasks, including:
   • Drafting and signing employment contracts
   • Processing payroll and taxes
   • Ensuring compliance with local labor laws
   • Managing benefits and social contributions
   • Handling HR-related issues
4. The client company maintains day-to-day management of the employee's work and responsibilities.
5. The EOR bills the client company for the employee's salary plus a service fee.

This arrangement allows the client company to focus on their core business activities while the EOR manages the complexities of local employment regulations.

Benefits of Using an EOR

Utilizing an EOR in Bulgaria offers several advantages for foreign companies:

1. Rapid market entry: Companies can quickly hire employees in Bulgaria without setting up a local entity, saving time and resources.

2. Compliance assurance: EORs are well-versed in Bulgarian labor laws, tax regulations, and employment standards, ensuring full compliance and minimizing legal risks.

3. Cost-effectiveness: Establishing and maintaining a legal entity in Bulgaria can be expensive. An EOR eliminates these costs while providing employment services.

4. Flexibility: Companies can easily scale their operations up or down without the long-term commitments associated with maintaining a local subsidiary.

5. Local expertise: EORs provide valuable insights into Bulgarian business culture, employment practices, and market conditions.

6. Risk mitigation: The EOR assumes many of the legal and financial risks associated with employment, protecting the client company from potential liabilities.

7. Focus on core business: By outsourcing administrative and HR tasks to the EOR, companies can concentrate on their primary business objectives and employee productivity.

8. Access to talent: EORs can help companies tap into Bulgaria's skilled workforce, particularly in sectors like IT, engineering, and manufacturing.

9. Simplified multi-country expansion: For companies looking to expand across multiple countries, working with an EOR can provide a consistent and streamlined approach to international hiring.

By leveraging an EOR's services, companies can effectively navigate Bulgaria's business landscape, comply with local regulations, and focus on growth and success in the Bulgarian market.

Bulgaria's employment landscape is characterized by a shrinking workforce due to an aging population and outward migration of skilled workers. Despite these challenges, the country boasts a well-educated workforce with strong technical capabilities, particularly in STEM fields. The service sector dominates employment, followed by industry and agriculture. Bulgaria's work culture values hard work and productivity, while also emphasizing the importance of family and work-life balance.

Overview of Labor Laws

Bulgaria's labor laws are designed to protect workers' rights and ensure fair employment practices. Key aspects include:

• A standard 40-hour workweek with provisions for overtime pay
• Minimum of 20 days of paid annual leave
• Maternity leave of up to 410 days, with 45 days before the due date
• Paternity leave of 15 days
• Protection against discrimination and unfair dismissal
• Mandatory social security and health insurance contributions

These laws aim to create a balanced work environment that respects both employer and employee rights.

Cultural Considerations

When engaging with the Bulgarian workforce, it's important to consider several cultural aspects:

1. Communication style: Bulgarians tend to be direct in their communication, valuing straightforward feedback and opinions.

2. Hierarchy: Respect for authority and seniority is important in Bulgarian workplaces, with decision-making often following a top-down approach.

3. Work-life balance: While hard work is valued, Bulgarians also prioritize family time and fully utilize their vacation allowances.

4. Relationship building: Fostering trust and rapport with colleagues and superiors is crucial for effective collaboration.

5. Language: Bulgarian is the official language, but English proficiency is increasing, especially among younger workers in urban areas.

Understanding and respecting these cultural nuances can greatly enhance workplace relationships and productivity.

Challenges of Direct Hiring

Direct hiring in Bulgaria can present several challenges for foreign companies:

1. Language barrier: Despite increasing English proficiency, language differences can still pose difficulties in recruitment and daily operations.

2. Complex labor laws: Navigating Bulgaria's labor regulations can be challenging for foreign employers unfamiliar with the local legal landscape.

3. Skills gap: While Bulgaria has a well-educated workforce, there may be a mismatch between available skills and specific job requirements, particularly in rapidly evolving industries.

4. Brain drain: The ongoing emigration of skilled workers to other EU countries can make it challenging to find and retain top talent.

5. Cultural differences: Adapting to local work culture and communication styles may require time and effort for foreign companies.

6. Administrative burden: Managing payroll, taxes, and social security contributions in compliance with local regulations can be complex and time-consuming.

To overcome these challenges, many companies choose to partner with an Employer of Record service like Rivermate, which can handle the complexities of hiring and managing employees in Bulgaria while ensuring full compliance with local laws and regulations.

Bulgaria's payroll and tax system is designed to support both employers and employees while ensuring the country's social welfare programs are adequately funded. The system is characterized by a flat income tax rate and shared responsibilities for social security and health insurance contributions. This structure aims to create a balance between maintaining a competitive business environment and providing essential social benefits to workers.

Employer Contributions

Employers in Bulgaria play a crucial role in the country's tax and social security system. They are responsible for various contributions and administrative tasks related to their employees' payroll.

Income Tax Withholding

Employers are required to withhold a flat 10% income tax from their employees' wages. This amount is then remitted to the National Revenue Agency (NRA) on a monthly basis. Additionally, employers must file annual tax returns with the NRA, ensuring compliance with Bulgarian tax regulations.

Social Security Contributions

The social security system in Bulgaria is funded through contributions from both employers and employees. Employer contributions cover several important funds:

1. General Pension Fund
2. Supplementary Mandatory Pension Insurance (for employees born after 1959)
3. Disability, Old-age and Survivors Fund
4. Unemployment Fund
5. General Illness and Maternity Fund

The exact percentage of employer contributions may vary slightly depending on the industry. These contributions are calculated based on the employee's gross salary, with a monthly cap of BGN 3,400.

Health Insurance Contributions

Employers are required to contribute 4.8% of each employee's gross salary to the National Health Insurance Fund (NHIF). This contribution ensures that employees have access to public healthcare services.

Additional Contributions

Employers in high-risk industries may be required to make additional contributions to the Labor Accident and Occupational Diseases Fund. This helps cover potential workplace injuries and illnesses specific to these sectors.

Administrative Responsibilities

Bulgarian employers must ensure accurate deductions, contributions, and tax withholding in accordance with the law. They are responsible for timely remittance of tax and social contribution payments to the relevant authorities. Maintaining precise payroll records for reporting and potential audits is also crucial. Employers must stay informed about any changes in tax and social contribution regulations to ensure ongoing compliance.

Employee Contributions

Employees in Bulgaria also have financial responsibilities within the country's tax and social security system. These contributions are typically deducted directly from their gross salary by their employer.

Income Tax

All employees in Bulgaria are subject to a flat income tax rate of 10% on their employment income. This includes salaries, bonuses, and other benefits provided by the employer.

Social Security Contributions

Employees contribute 10.58% of their gross income towards social security. These contributions provide coverage for pensions, unemployment benefits, and other social welfare programs. It's important to note that there is a monthly cap of BGN 3,400 on the income subject to social security contributions.

Health Insurance Contributions

To access public healthcare services, employees contribute 3.2% of their gross income towards health insurance. This is in addition to the employer's contribution to the National Health Insurance Fund.

International Considerations

For foreign workers in Bulgaria, it's essential to be aware of potential double taxation treaties between Bulgaria and their home country. These agreements may affect how taxes are applied and could provide certain benefits or exemptions.

By understanding their respective roles and responsibilities within Bulgaria's payroll and tax system, both employers and employees can ensure compliance with local regulations while contributing to the country's social welfare programs. This system, with its shared responsibilities and flat tax rate, aims to create a fair and transparent environment for all parties involved in the Bulgarian workforce.

Bulgaria offers a comprehensive set of employee benefits, combining mandatory provisions with optional perks to create an attractive work environment. As an Employer of Record (EOR), Rivermate expertly manages these benefits, ensuring compliance with local labor laws while helping companies provide competitive packages to attract and retain top talent. Let's explore the landscape of employee benefits in Bulgaria, from the legally required provisions to the additional perks that can set employers apart.

Mandatory Benefits

Bulgarian labor law mandates a robust set of benefits that all employers must provide:

• Annual Leave: Minimum 20 working days of paid vacation annually
• Public Holidays: 12 days off for national holidays
• Sick Leave:
  • First two days paid by employer at 70% of regular salary
  • From third day onwards, covered by National Social Security Fund at 80-90% of salary
  • Up to 18 months of paid sick leave possible
• Maternity Leave: Up to 410 days for female employees
• Paternity Leave: 10 days for fathers upon child's birth
• Social Security Contributions:
  • Pension Insurance
  • Healthcare coverage

Optional Benefits

To enhance their appeal as employers, many Bulgarian companies offer additional benefits:

• Supplementary Health Insurance
• Group Life Insurance
• Supplementary Voluntary Pension Insurance
• Meal Vouchers
• Gym Memberships
• Company Phones and Mobile Plans
• Transportation Benefits:
  • Fuel allowances
  • Subsidized public transportation passes
  • Company shuttles
• Employee Assistance Programs (EAPs)

By leveraging both mandatory and optional benefits, employers in Bulgaria can create comprehensive packages that support employee well-being and job satisfaction. As an EOR, Rivermate ensures seamless management of these benefits, allowing companies to focus on their core business while providing attractive compensation to their Bulgarian workforce.

The process of termination and offboarding in Bulgaria is governed by the Bulgarian Labour Code, which outlines specific procedures and requirements that employers must follow. This framework ensures fair treatment of employees while allowing businesses to make necessary workforce adjustments.

Grounds for Dismissal

In Bulgaria, employers can only terminate an employment contract based on specific grounds outlined in the Labour Code. These grounds fall into three main categories:

1. Employee-related reasons: These include lack of necessary qualifications, health issues preventing job performance, and disciplinary breaches.

2. Business-related reasons: Examples are closure of the enterprise, reduction in workload, or organizational restructuring.

3. Mutual agreement: Both the employer and employee agree to end the employment relationship.

Notice Periods

The Labour Code stipulates minimum notice periods for termination:

• For indefinite term contracts: At least 30 days, with a maximum of 3 months if contractually agreed.
• For fixed-term contracts: Three months, not exceeding the remaining contract term.

In cases of severe misconduct, employers may terminate without notice, as specified in the Labour Code.

Severance Pay

Severance pay requirements vary depending on the reason for termination:

• Business-related terminations typically require severance pay based on the employee's length of service.
• Mutual agreement terminations may involve negotiated severance (at least four times the last gross monthly salary).
• Disciplinary dismissals generally do not require severance pay.

Special Considerations

Bulgarian law provides additional protections for certain employee groups, such as pregnant women, employees on parental leave, and those with disabilities. Terminating these employees is subject to stricter regulations.

Dispute Resolution

Employees who believe their dismissal was unlawful have the right to challenge the decision in court.

Offboarding Process

While not explicitly outlined in the Labour Code, a proper offboarding process typically includes:

1. Communicating the termination decision clearly and professionally.
2. Providing all necessary documentation, including a termination letter and final pay statement.
3. Retrieving company property and revoking access to systems and facilities.
4. Conducting an exit interview to gather feedback and ensure a smooth transition.
5. Fulfilling all legal obligations, such as providing required certificates and settling final payments.

By adhering to these legal requirements and best practices, employers in Bulgaria can navigate the termination and offboarding process effectively while minimizing potential disputes and ensuring compliance with local labor laws.

Bulgaria, a member of the European Union since 2007, offers various opportunities for foreign workers. However, navigating the visa and work permit requirements can be complex. Here's a concise overview of what foreign workers need to know:

EU/EEA Citizens

Citizens of EU and EEA countries enjoy freedom of movement within Bulgaria:

• No visa required for entry or stay
• Can work without a work permit
• Must register for residency if staying longer than 3 months

Non-EU/EEA Citizens

For non-EU/EEA nationals, the process is more involved:

Visa Requirements

• Short-stay visa (Type C): For stays up to 90 days
• Long-stay visa (Type D): Required for stays exceeding 90 days

Work Permit

• Typically obtained by the employer on behalf of the foreign worker
• Valid for up to 1 year, renewable for up to 3 years
• Tied to a specific job and employer

Blue Card

• Available for highly skilled non-EU workers
• Requires a higher education qualification and a job offer with a salary at least 1.5 times the average Bulgarian salary

Application Process

1. Employer applies for work permit
2. Worker applies for Type D visa at Bulgarian embassy in home country
3. Upon arrival, register with local authorities and apply for residence permit

It's important to note that requirements can change, and the process may vary depending on specific circumstances. Employers and workers should consult with Bulgarian authorities or seek professional assistance to ensure compliance with current regulations.