---
title: "Bulgaria Hiring Guide 2026 | No Notice in Probation"
description: "Hire in Bulgaria 2026: written contract before day one, no-notice probation exit, 20 days leave, €3.74/hour minimum. Teamed covers all five steps."
canonical: https://www.teamed.global/country-hiring-guides/bulgaria/hiring-guide
---

Bulgaria · Hiring guide child

Served by Teamed vetted partner-entity network in Bulgaria

# How do you *hire a Bulgarian employee* in 2026?

Bulgaria lets either side end the employment contract with no notice at all during the probation period. That window lasts up to 6 months. Get the written contract and work-permit check right before day one and you start on solid ground.

Last reviewed 13 Jun 2026 · Bulgaria guide

![The Alexander Nevsky Cathedral in Sofia with its distinctive golden domes against a blue sky.](/images/country-guides/bulgaria-hiring-guide.webp)

Illustration · Sofia, Bulgaria

Answer.cite this

The Bulgaria hire process has five steps. Offer letter, work-permit check, written employment contract, onboarding registration, first payday.

The written contract must be signed before the employee starts. Bulgarian law requires it before day one.

Probation runs up to 6 months. Either side can end the contract with no notice during that period. After probation, the minimum notice is 30 days for both sides.

![Hands signing a printed employment contract at a desk in a Sofia office.](/images/country-guides/bulgaria-hiring-guide-polaroid-1.webp)

Sign before day one

## What does the end-to-end Bulgaria hire process look like?

Five steps from accepted offer to first payslip: offer letter, work-permit check, written contract, onboarding registration, first payday.

The key deadline is the written contract. It must be signed before the employee starts work.

| Step | What happens | Owner | Timing |
| --- | --- | --- | --- |
| 1. Offer letter | Written offer with role, salary, start date, and key terms | Client / Teamed drafts | Same day after verbal accept |
| 2. Work-permit check | Confirm EU/EEA right to work, or verify non-EU work permit before start | Teamed | Before the employee starts |
| 3. Written employment contract | Labour Code-compliant written contract signed by both parties | Teamed (legal employer) | Before day one |
| 4. Onboarding registration | Submit contract to the National Revenue Agency, register with the National Social Security Institute (NSSI), and collect tax ID | Teamed | Days 1 to 3 |
| 5. First payday | First payslip issued, advance income tax filed with the National Revenue Agency | Teamed | End of first pay period |

1. Issue the offer letter Send a written offer the same day as verbal acceptance. Include role, salary, start date, probation of up to 6 months, and any conditions such as work-permit verification.
2. Complete the work-authorisation check Verify EU or EEA identity documents, or confirm the non-EU work permit is valid before the start date. Record and retain copies of all documents checked.
3. Issue and register the written contract The written employment contract must be signed and submitted to the National Revenue Agency before day one. Teamed prepares, issues, and registers the contract as the legal employer.
4. Complete onboarding registration Register the employee with the National Social Security Institute, collect the EGN and bank details, and set up any benefits. This runs across days one to three.
5. Issue the first payslip and file tax return Run the first payroll and file advance income tax with the National Revenue Agency. The employee receives their payslip and is on the payroll record.

## What must a Bulgarian offer letter include?

The offer letter is not the binding contract. It is the document the candidate decides against.

Include role title, reporting line, start date, gross monthly salary, working hours of 40 hours per week, location, probation period of up to 6 months, and any conditions such as work-permit verification.

Three things to get right in a Bulgarian offer letter:

- **Quote gross, not net.** Bulgaria has a flat income tax and combined social contributions that vary by sector. Committing to a net figure creates problems when contribution rates change. Gross monthly salary is the standard.
- **State the probation period clearly.** Bulgarian law allows probation up to 6 months. The probation clause belongs in both the offer letter and the written contract. If they differ, the contract governs.
- **Check collective agreement coverage.** Some sectors in Bulgaria have branch-level collective agreements. If your employee falls under one, the offer must not undercut the agreed minimum. Teamed checks coverage before drafting.

Teamed's standard Bulgarian offer letter template covers all required ground. Clients choose commercial elements; Teamed holds the legal-employer position and prepares documents in Bulgarian as required by law.

## Bulgaria work-authorisation checks

Bulgaria is an EU member state. EU and EEA citizens can work freely with no permit required.

Non-EU nationals need a valid Bulgarian work permit before they can start. The employer must verify the permit before day one.

### EU and EEA nationals

Citizens of EU and EEA countries can work in Bulgaria without a separate work permit. The employer checks the identity document (passport or national ID card), records the document number, and retains a copy. No online portal or government approval is required for this category.

### Non-EU nationals

Third-country nationals must hold a valid Bulgarian work permit before starting employment. There are several permit categories. The standard combined residence and work permit is the most common route for skilled employees. The employer must apply to the Employment Agency (Agentsiia po zaetostta) and the Migration Directorate before the employee arrives. Processing takes several weeks, so planning ahead is important.

Once the permit is issued, the employer verifies the document before the start date, records the permit number, type, and expiry, and schedules a follow-up check before expiry.

Bulgarian Employment Agency · Work permits for third-country nationals

Employers wishing to hire non-EU nationals in Bulgaria must obtain prior authorisation from the Employment Agency. Employment without a valid permit is a violation of the Labour Code and carries administrative penalties.

Source: [Bulgarian Employment Agency (Agentsiia po zaetostta)](https://www.az.government.bg/en/)

### Ongoing permit checks

For employees on time-limited permits, Teamed tracks the expiry date and triggers a reminder ahead of renewal. A permit lapse is a compliance breach. Teamed manages the calendar so no renewal is missed.

## The Bulgarian written contract: what must it contain?

The Labour Code requires a written employment contract. It must be signed before the employee starts work.

A copy must also be submitted to the National Revenue Agency before the start date. This is a separate requirement from signing.

What the Bulgarian written employment contract must include under the Labour Code:

- Names and addresses of both employer and employee
- Employer registration number (UIC) and employee personal identification number (EGN)
- Start date of employment and place of work
- Job title and brief description of duties
- Gross basic salary and any additional remuneration components
- Pay intervals (Bulgarian law requires payment at least twice per month)
- Working time: 40 hours per week, with daily and weekly rest periods
- Annual paid leave entitlement of at least 20 days
- Probationary period, if agreed (up to 6 months)
- Notice period after probation (minimum 30 days for both employer and employee)
- Any applicable collective agreement
- Details of any supplementary social insurance or benefits

The requirement to submit the contract to the National Revenue Agency before the start date is a distinctive Bulgarian feature. Failure to register the contract before day one is an administrative offence. Teamed handles the registration as part of standard onboarding.

Key source: [CMS Expert Guide: Labour Law in Bulgaria](https://cms.law/en/int/expert-guides/cms-expert-guide-to-labour-law-in-central-eastern-europe/bulgaria).

## Onboarding admin in the first week

Days 1 to 7: contract registered, NSSI registration completed, tax ID and bank details collected, and benefits setup.

Teamed handles the compliance and payroll side. The client handles the operational side.

| Onboarding task | Who does it | Day |
| --- | --- | --- |
| Written contract signed | Employee and Teamed | Before day 1 |
| Contract submitted to National Revenue Agency | Teamed | Before day 1 |
| Work-authorisation check completed | Teamed | Day 0 (before start) |
| EGN (personal identification number) collected | Employee submits to Teamed | Day 1 |
| Registration with NSSI (National Social Security Institute) | Teamed | Days 1 to 3 |
| Bank details collected for domestic payment | Teamed | Days 1 to 7 |
| Supplementary social insurance or benefits enrolment | Teamed (admin) and Client (decision) | Days 1 to 7 |
| Equipment and system access | Client | Days 0 to 1 |
| Manager introduction and first-week plan | Client | Days 0 to 7 |
| 30-60-90 day plan documented | Client (manager) | Days 1 to 14 |

## How does Teamed handle Bulgarian employment for you?

Teamed becomes your legal [employer of record](/lp/employer-of-record) in Bulgaria for [**from $599 per employee per month**](/pricing), with **zero FX mark-up** in any currency.

Payroll, NSSI registration, the Labour Code contract, and the full Bulgarian employment law stack run on **one platform**.

**Real HR and legal experts** handle your Bulgarian hires, from the first offer letter through every contract registration and monthly payroll filing. **An actual person**, not a chatbot or a pooled queue. There is **no setup fee** and **no exit fee**. Employer cost **passes through at cost, itemised** on every invoice.

EOR payroll, contractor onboarding, and entity setup all live on **one platform**. A Bulgarian contractor who converts to full employment keeps their record. Run the [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator) to see the month your Bulgarian hire is ready to graduate to your own entity. Start from the Bulgaria hiring overview. Each guide takes one layer of Bulgarian employment law.

Key sources: [CMS Labour Law Guide: Bulgaria](https://cms.law/en/int/expert-guides/cms-expert-guide-to-labour-law-in-central-eastern-europe/bulgaria) and [Bulgarian Employment Agency](https://www.az.government.bg/en/).

## Frequently asked questions

Does a Bulgarian employer need to do a right-to-work check?

Bulgaria is an EU member state. EU and EEA citizens can work freely with no permit required. The employer should verify identity documents and retain copies. Non-EU nationals need a valid Bulgarian work permit before starting. The permit must be in place before day one; the employer verifies and records it. Employment without a valid permit is an administrative offence.

When must the written employment contract be issued in Bulgaria?

The written employment contract must be signed before the employee starts work. It must also be submitted to the National Revenue Agency before day one. This registration step is a legal requirement under the Labour Code. Failure to register before the start date is a separate offence from failing to issue the contract.

What notice period applies during a Bulgarian probation period?

During probation, either side can end the employment with no notice at all. This right exists for the party in whose favour the probation clause is written; in practice it applies to both employer and employee. Probation can run for up to 6 months. After probation, the minimum notice rises to 30 days for both sides, and can be agreed up to a maximum of 3 months by contract.

What is the minimum annual leave entitlement for a Bulgarian employee?

The minimum paid annual leave is 20 days per year under Labour Code Art. 155. Bulgaria has 15 statutory public holidays per year. Employers can count public holidays toward the minimum or offer them on top. Leave accrues from the first day of employment.

When does unfair dismissal protection start in Bulgaria?

Unfair dismissal protection under Labour Code Art. 344 applies from the very first day of employment. There is no qualifying service period. An employee can challenge a dismissal in court immediately. If the court finds the dismissal unlawful, the employer may be ordered to reinstate the employee and pay lost wages of up to six months.

Teamed Legal Operations

The contract registration step is what catches companies out in Bulgaria. It is not enough to sign the contract. You must submit it to the National Revenue Agency before the employee walks in on day one. We build that step into the onboarding flow automatically, so no Bulgarian hire ever starts without a registered contract.

A note from Tom Price-Daniel

In Bulgaria the contract must be registered with the tax authority before the employee arrives.  
Either side can end the employment with no notice at all during probation. That is a feature of Bulgarian law, not a loophole.  
Get the paperwork sequenced correctly from day one and everything downstream stays clean.

Tom Price-Daniel · Co-founder, Teamed

## Related Bulgaria guides

- Hiring in Bulgaria, overviewparent
- [Bulgaria termination and severance](/country-hiring-guides/bulgaria/termination-and-severance)sibling
- [Bulgaria employer cost breakdown](/country-hiring-guides/bulgaria/cost-breakdown)sibling
- [Germany hiring guide](/country-hiring-guides/germany/hiring-guide)sibling
- [Employer of Record overview](/lp/employer-of-record)core
- [Zero-FX fixed pricing](/pricing)core
- [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator)tool
- [Talk to an expert](https://www.teamed.global/contact)CTA

A note on this page.

This is a guide, not legal, tax or accounting advice. Rules change and vary by jurisdiction. Verify current requirements with the Bulgarian National Revenue Agency and the Ministry of Labour and Social Policy before relying on any specific framework, or speak to a qualified professional.