Recruiting in Bulgaria, as in any overseas territory, is a significant commitment for international companies undertaking Global Expansion. Bulgaria is developing into an open, market-based upper-middle-income economy. It is moving away from traditional manufacturing and engineering into sectors such as IT, food production, energy, pharmaceuticals, real estate, chemicals, gas, and nuclear power, while further boosting its tourism market.
These areas reflect where the most significant demand for recruits exists, with employers searching for highly-skilled, multi-lingual and experienced staff with the go-ahead willingness to learn new skills to match these developing sectors. Membership of the European Union (EU) has further stimulated the employment market with free movement between its member nations, often leading mega-companies such as IBM to look for foreign recruits. This potential – and the challenges it brings – underlines why Bradford Jacobs’ global experience is indispensable for taking the smartest recruitment route into Bulgaria.
Bradford Jacobs’ benchmark platforms as a Professional Employment Organisation (PEO) have worldwide reach and include a total understanding of Bulgaria’s challenging employment market complexities. You can trust Bradford Jacobs to put the brightest talent in place for your company.
Bulgaria’s population of just under seven million showed a slight decline in the two years up to 2022, with a correspondingly small workforce of under five million. This poses challenges for companies recruiting in Bulgaria, although the effects are offset by free market access for workers from other European Union nations.
Recruitment is the first stage of making your company operational and competitive in Bulgaria. There are many complications in moving staff into the country and the complexities of obtaining work visas and permits. It is vital to know where to locate the finest candidates for your company’s expansion plans to avoid these issues.
Once recruited, companies must consider the implications of handling payroll for their staff and deal with the revenue and social insurance authorities. To undertake these tasks, foreign companies must establish a limited liability subsidiary, known as a drujestvo s ogranichena otgovornost (OOD). The requirements and procedures include the following:
Pre-hire checks are generally initiated by the employer asking the candidate to supply a number of documents before employment can be agreed upon and before drawing up the contract. Legally-required documents when recruiting in Bulgaria include the following:
Required: Check that the potential employee satisfies work permit, residency and visa requirements.
The Labour Code is the primary legislation governing the employer-employee relationship in Bulgaria, which also establishes regulations applying to contracts.
After hiring and onboarding, employers must know other considerations detailed in the Labour Code. Minimum standards include sick leave, working hours, maternity allowances, paid vacations, termination and severance, notice periods and social insurance payments. Other rules regulate workplace discrimination. Examples include the following: