Resourcing

Amendments under the Labour Code made in 2024 were aimed at reducing the employer’s liability in the event of occupational accidents occurring whilst an employee is working from home, and also encouraging employees to adhere to established guidelines and bear responsibility for their own well-being …

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There is a general prohibition on unilateral change of employment terms and conditions by the employer, except for a number of cases listed in the Labour Code: Change of the employee’s working position within the same enterprise of the employer without change of the place of work, the position and the amount of the basic remuneration, Unilateral increase of the employee’s remuneration, Temporary conducting by the employee of other work in compliance with the qualification and health status of the employee, in the same or other enterprise, in the event of production needs or work stoppage, Conducting of work of different character by the employee, regardless of its compliance with the qualification and health status of the employee, in the event of insurmountable reasons …

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An agency that provides temporary work should provide in the contract of employment that the employee is a temporary worker who is working at the user undertaking and that their work is being supervised and controlled by the user undertaking …

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For comprehensive guidance about the latest EU jobs posting rules see our Guidance Note …

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Employment in Bulgaria is principally regulated through the Bulgarian Labour Code of 1986, as well as several specific acts and regulations …

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The processing of personal data is subject to the Data Protection Act …

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Employers may decide that certain activities may be undertaken by an individual on a personal services contract rather than through an employee …

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