Navigating the complexities of international labor law is essential for companies employing staff abroad. In Bulgaria, working time regulations are governed by the Labor Code, setting clear standards for daily and weekly hours, overtime, rest periods, and night or weekend work. Understanding these rules is crucial for ensuring compliance, maintaining fair labor practices, and avoiding potential legal issues.
These regulations aim to protect employee well-being while providing a framework for productive work environments. Employers operating in Bulgaria, whether through a local entity or via an Employer of Record, must adhere strictly to these provisions regarding working hours and compensation.
Standard Working Hours and Workweek
The standard working time in Bulgaria is typically 8 hours per day, spread over a 5-day workweek. This results in a standard workweek of 40 hours. The law allows for different work schedules, such as a compressed workweek or shifts, but the average weekly working time over a reference period (usually up to 4 months) must not exceed 40 hours. For specific roles or industries, shorter working hours may apply.
| Standard Working Time | Limit |
|---|---|
| Daily | 8 hours |
| Weekly | 40 hours (over 5 days) |
| Average Weekly (over reference period) | 40 hours |
Overtime Regulations and Compensation
Overtime work in Bulgaria is generally restricted and subject to specific conditions and limits. It is defined as work performed outside the established normal working time. Overtime is permitted only in specific cases defined by law, such as urgent repairs, preventing accidents, or completing work that cannot be postponed. There are strict annual limits on the amount of overtime an employee can work.
Overtime must be compensated at increased rates, which vary depending on when the overtime is performed:
| Overtime Scenario | Minimum Compensation Rate |
|---|---|
| Weekdays | 150% of standard pay |
| Weekends | 175% of standard pay |
| Public Holidays | 200% of standard pay |
| Night Shifts | 200% of standard pay |
These rates are minimums, and collective agreements or individual employment contracts may stipulate higher rates. Overtime must be recorded accurately by the employer.
Rest Periods and Breaks
Employees in Bulgaria are entitled to mandatory rest periods and breaks to ensure adequate recovery. These include:
- Daily Rest: A minimum uninterrupted daily rest period of 12 hours between two working days.
- Weekly Rest: A minimum uninterrupted weekly rest period of 48 hours. In specific cases (e.g., shift work), this can be reduced to 36 hours, provided the average weekly rest over a reference period is maintained.
- Breaks During the Workday: Employees are entitled to a break for rest and lunch, which must be at least 30 minutes and is typically not included in the working time. The specific timing and duration of breaks are usually regulated by internal company rules or collective agreements.
Night Shift and Weekend Work Regulations
Work performed during the night (typically between 10 PM and 6 AM) is subject to specific regulations. Night shift workers often have shorter standard hours (e.g., 7 hours per night) and are entitled to higher compensation rates or additional paid leave. Combining day and night shifts within a 24-hour period is also regulated.
Weekend work (Saturday and Sunday) is generally considered rest time. If work is required on weekends, it is often treated as overtime or compensated at higher rates, as mentioned above (175% for standard weekend overtime, 200% if it coincides with a public holiday). Specific rules apply to continuous operations or industries where weekend work is inherent to the job.
Working Time Recording Obligations
Employers in Bulgaria have a legal obligation to accurately record the working time of each employee. This includes recording the start and end time of the workday, breaks, overtime hours, night shifts, and work performed on weekends or public holidays. Proper record-keeping is essential for demonstrating compliance with working time regulations, calculating correct compensation, and managing leave entitlements. These records must be accessible for inspection by labor authorities.
