In Bulgaria, labor law mandates a comprehensive package of benefits for all employees, which employers must comply with to ensure a fair and secure work environment for their staff.

Paid Time Off

Bulgarian employees are entitled to various forms of paid leave:

• Annual Leave: A minimum of 20 working days of paid vacation per year. Employees can accrue additional days based on their employment contract or collective bargaining agreement.
• Public Holidays: Twelve days off for national holidays. Public holidays falling on weekends are typically observed on the following business days.
• Sick Leave: The first two days of sickness leave are paid by the employer at 70% of the regular salary. From the third day onwards, the National Social Security Fund covers payments at 80% of the salary, with a possibility of 90% for work-related illness or injury (subject to specific eligibility criteria). Employees can claim up to 18 months of paid sick leave, though they must provide a medical certificate within 48 hours of falling ill.
• Maternity Leave: Female employees are eligible for up to 410 days of paid maternity leave, with a minimum of 45 days mandatory before childbirth.
• Paternity Leave: Fathers are entitled to 10 days of paid paternity leave upon the birth of their child.

Social Security Contributions

Both employers and employees contribute to mandatory social security programs in Bulgaria. These contributions finance various benefits:

• Pension Insurance: Mandatory contributions ensure employees qualify for a state pension upon reaching retirement age (60 years and 10 months for women, 63 years and 10 months for men).
• Healthcare: Contributions guarantee access to state-funded healthcare services.

The specific contribution rates and eligibility criteria for each social security program are subject to change.

Beyond the mandated benefits, Bulgarian employers often provide additional perks and programs to attract and retain talent. Here's a look at some commonly offered optional employee benefits:

Insurance and Financial Wellness

• Supplementary Health Insurance: Employers may offer supplemental health insurance plans to provide broader coverage and access to private healthcare facilities.
• Group Life Insurance: Group life insurance policies can offer financial security to employees' families in the event of their death.
• Supplementary Voluntary Pension Insurance: Contributions to private pension plans can help employees save for a more comfortable retirement.

Perks and Lifestyle Benefits

• Meal Vouchers: Subsidized or tax-free meal vouchers can help employees save money on meals.
• Gym Memberships: Employers may offer gym memberships or fitness program discounts to promote employee health and well-being.
• Company Phones and Mobile Plans: Providing employees with phones and mobile plans can enhance communication and productivity.
• Transportation Benefits: Employers may contribute to commuting costs through fuel allowances, subsidized public transportation passes, or company shuttles.

Additional Support Programs

• Employee Assistance Programs (EAPs): EAPs offer confidential counseling and support services to employees dealing with personal or work-related challenges.

The specific benefits offered by employers in Bulgaria can vary depending on the company size, industry, and overall compensation strategy.

In Bulgaria, a dual healthcare system is in operation, combining state-funded and private health insurance options. It's crucial to understand the requirements for employees to ensure they receive appropriate medical coverage.

Mandatory Health Insurance

Every employee in Bulgaria is required to contribute to the National Health Insurance Fund (NHIF). These contributions finance the public healthcare system, providing employees with access to essential medical services through designated providers. The contribution rates and eligibility criteria are subject to change.

Key Points Regarding Mandatory Health Insurance:

• Coverage includes primary care, specialist consultations, hospitalization, and some medications.
• Employees typically contribute 8% of their gross salary, with employers matching the contribution.
• While mandatory health insurance provides a baseline of coverage, some limitations may exist, such as waiting lists for specialist consultations or limited access to certain treatments.

Optional Supplementary Health Insurance

A number of employers in Bulgaria offer supplemental private health insurance plans to complement the mandatory NHIF coverage. These plans can provide wider coverage options, including:

• Reduced waiting times for specialist consultations
• Access to a broader network of healthcare providers, including private hospitals and clinics
• Coverage for a wider range of medical treatments and procedures

Mandatory health insurance through NHIF contributions is a requirement for all employees in Bulgaria. However, due to potential limitations in the public system, opting for supplementary private health insurance offered by employers can provide more comprehensive medical coverage.

Bulgaria's retirement system is a multi-pillar structure offering various options for employees to save for their post-retirement life.

State Pension (Public System - Pillar I)

The mandatory system provides a basic state pension upon reaching retirement age (63 years and 10 months for men, 60 years and 10 months for women) with a minimum contribution period of 15 years. Contributions are made through mandatory deductions from employee and employer salaries (17.8% of gross insurable income, with the state contributing an additional 12% since 2009). The state pension amount is calculated based on average earnings during the contribution period and is subject to annual adjustments.

Supplementary Mandatory Pension (Second Pillar)

Introduced in 2000, this mandatory system offers a way to accumulate additional retirement savings. Two types of supplementary pension funds exist:

• Universal Pension Funds (UPFs): Open to all employees born after December 31, 1959, unless they opt for a Professional Pension Fund (PPF).
• Professional Pension Funds (PPFs): Cater to employees working in hazardous occupations (defined by specific labor categories) and may offer earlier retirement options.

Mandatory contributions are typically 5% of gross salary, split between the employee and employer (usually a 2.5% contribution each). Individuals can choose their specific UPF provider and make voluntary contributions to boost their retirement savings.

Voluntary Pension Plans (Third Pillar)

This entirely voluntary option allows individuals to save for retirement beyond the mandatory plans. Contributions are made directly to private pension companies or insurance providers offering various investment options. These plans are tax-deductible, offering tax benefits on contributions within specific limits. Voluntary pension plans provide flexibility and the potential for higher returns compared to the mandatory schemes.