Navigating Employee Termination and Notice Periods in Bulgaria

Understanding Bulgaria's employment termination regulations is essential for international HR professionals managing teams in this EU member state. The Bulgarian Labour Code establishes clear procedures for ending employment relationships, balancing employer flexibility with employee protections.

Termination Scenarios Requiring No Notice Period

Certain circumstances allow for immediate termination without prior notice. These include employee detention due to imprisonment, loss of professional qualifications, degree revocation affecting job requirements, and disciplinary dismissals for serious misconduct.

Disciplinary Dismissal Grounds

Employers may implement disciplinary measures ranging from warnings to termination for violations such as:

Three instances of lateness or early departure exceeding one hour within a month
Consecutive two-day absences without valid reason
Systematic breach of workplace discipline
Disclosure of confidential company information
Gambling activities using company communication facilities

Employer-Initiated Termination with Notice

Valid reasons for termination with notice include company restructuring, workforce reduction, decreased workload, extended operational pauses exceeding 15 days, employee incompetence, refusal to relocate with the company, pension eligibility, or objective impossibility to fulfill contract terms.

Employee-Initiated Termination Options

Employees may resign with standard notice or without notice in specific situations, including employer payment delays, unilateral changes to employment terms, educational pursuits, or employer-provided unpaid leave without consent.

Mutual Agreement Termination

Employers may propose contract termination by mutual consent with compensation equivalent to at least four months' salary. Acceptance must occur within seven days through written confirmation.

Notice Period Requirements

The standard notice period is three months, though this cannot exceed the remaining duration of fixed-term contracts. Failure to observe notice periods triggers compensation obligations.

Severance and Compensation Structures

Termination may involve various compensation types:

Compensation Type	Description
Notice Period Violation	Equivalent to wages for unobserved notice period
Redundancy Payments	Up to one month's salary for operational closures
Long-service Compensation	2-6 months' salary based on tenure
Illegal Dismissal	Maximum six months' lost wages

Protected Employee Categories

Special protections apply to mothers of children under three, employees undergoing rehabilitation, those with specific medical conditions, workers on approved leave, and employee representatives.

Termination Procedure Essentials

Proper termination requires written notification to employees and relevant trade unions, followed by potential consultation periods. Documentation must specify termination reasons and appeal rights.

Unemployment Benefit Eligibility

Bulgarian unemployment benefits require 12 months of social security contributions within the preceding 18 months. Benefits range from 4-12 months based on work experience, calculated at 60% of average daily earnings.

For companies navigating Bulgaria's complex employment landscape, SailGlobal provides comprehensive HR solutions ensuring compliance with local regulations while maintaining operational efficiency.

Bulgaria Employment Termination Guide: Notice Periods & Legal Requirements