Learn about the legal processes for employee termination and severance in Bulgaria
In Bulgaria, the Labour Code (LCB) outlines the legal requirements for notice periods during employment termination.
The employment contract can specify a notice period for termination. This notice period must be the same for both the employer and the employee to ensure fairness.
If the employment contract does not mention the notice period, statutory minimums apply based on the employee's position and length of service. The minimum notice period is as follows:
The Labour Code provides exceptions for specific termination scenarios, allowing for shorter notice periods under certain circumstances. These exceptions include:
Severance pay entitlements in Bulgaria are primarily governed by the Bulgarian Labour Code.
In Bulgaria, there are several circumstances under which an employee is entitled to severance pay. These include:
The amount of severance pay an employee is entitled to depends on the circumstances of their dismissal:
Upon termination, employees must also receive compensation for any unused paid annual leave.
The termination of an employment relationship in Bulgaria is strictly governed by the Bulgarian Labour Code. There are several ways in which a contract can be terminated:
Both the employer and employee may agree to end the employment contract at any time. This agreement must be explicitly put in writing.
Both employer and employee can initiate termination by providing written notice. The reasons for employer-initiated termination are specific and outlined in the Labour Code.
The Labour Code (Article 327) provides specific instances where an employee can terminate the contract without notice. These include non-payment of wages/salary, employer failing to provide safe working conditions, and employer changing essential terms of the contract. Employer-initiated termination without notice is permitted only in cases of severe disciplinary breach by the employee (gross misconduct).
Employers must have a justifiable reason from the list laid out in Article 328 of the Labour Code for termination. Common reasons include company closure or restructuring, reduction in workload, and poor employee performance (with documented evidence).
Employees under special protection (e.g., pregnant women, those on parental leave) have additional protection against termination.
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