Hiring, Paying and Caring for Talent in More Than 150 Nations
Fixed-term contracts are permitted in Bulgaria for only specific reasons and must not exceed 3 years. In exceptional cases, a fixed-term contract for a period of less than one year may be concluded for activities that are not temporary, seasonal, or short-term. In such cases, the contract may be renewed with the Worker's agreement one time for a period of at least one year. Failure to comply with the rules on fixed-term contracts will render them indefinite. Those on fixed-term contracts are entitled to the same benefits as those on indefinite contracts. Also, the termination rules for fixed-term contracts are the same as those for indefinite contracts. However, the notice period cannot exceed the remaining period of the contract.
Bulgaria uses the term "employee" to describe mainly mental work whereas they use the term "worker" to describe mainly physical work. Employment law treats both groups the same.
Probationary periods are permitted up to six months. The contract must say who is to benefit from the probationary period otherwise it is presumed that both parties agree to a test period. A probationary period is only permitted one time per Worker for the same work with the same employer. The party who it is agreed benefits from the probationary period may terminate the employment relationship without notice or justification at any time during the probationary period.
Workers in Bulgaria recognize 13 to 15 paid public holidays per year. Any work performed on a public holiday must be compensated at an agreed upon premium not less than 200%.
The medical authorities dictate how many sick days a Worker is entitled to such that it cannot be estimated in advance. Workers must provide a medical certificate in the event of injury or illness or which sick days will be used. During the first three working days of incapacity, the Worker is entitled to 70% of average gross monthly wages paid by the employer not to be less than 70% of the average agreed upon remuneration. Any absences after that point are compensated by insurance.
The medical authorities dictate how many sick days a Worker is entitled to such that it cannot be estimated in advance. Workers must provide a medical certificate in the event of injury or illness or which sick days will be used. During the first three working days of incapacity, the Worker is entitled to 70% of average gross monthly wages paid by the employer not to be less than 70% of the average agreed upon remuneration. Any absences after that point are compensated by insurance.
Work above the standard workweek is considered overtime. There are no exemptions from overtime whatsoever. Overtime is payable at 150% on weekdays, 175% on weekends, 100% on public holidays. Unless otherwise agreed, the overtime payment is calculated based upon the contracted wage. Overtime may not exceed 150 hours in a year. In addition, it may not exceed (i) 30 hours of overtime in the day or 20 hours of overtime at night within one month; (ii) 6 hours of overtime in the day or 4 hours of overtime at night within 1 calendar week, or (iii) 3 hours of overtime in the day or 2 hours of overtime at night within 2 consecutive workdays. Some Workers are prohibited from working overtime altogether.
Creating a worldwide workforce is a continuous process that extends beyond a contract.
TCWGlobal surpasses the typical employer of record (EOR) by ensuring that your team receives personalized attention, ranging from smooth payrolling management to customized benefits based on your specific needs and location.
