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Sick leave in Bulgaria
Maternity, paternity, and parental leave in Bulgaria
Adoption leave in Bulgaria
Additional types of leave in Bulgaria
Public holidays in Bulgaria
Protect your employees and your business
Annual leave in Bulgaria
Managing leave policies in Bulgaria is essential for employers to ensure compliance with labour laws while maintaining employee satisfaction. Bulgarian law provides specific entitlements for annual leave, sick leave, and public holidays, which employers must incorporate into their workforce policies.
Employees in Bulgaria are entitled to a minimum of 20 days of paid annual leave per year, provided they have completed at least four months of employment. Employers may offer additional leave days as part of company policy or collective agreements. Some categories of employees are entitled to longer vacation (disabled employees with permanently reduced working capacity 50% and more; employees younger than 18 years; employees working under specific conditions and life and health hazards etc.)
Paid leave entitlements must be stated in the employment contract, and employees are encouraged to use their leave within the calendar year to avoid forfeiture. If leave is not used within the given year, it may be carried over for up to two years, after which it is typically lost unless exceptional circumstances apply.
Annual leave is typically scheduled in agreement between the employer and the employee. However, employers must ensure that employees take their legally mandated leave to prevent burnout and maintain productivity.
Sick leave in Bulgaria
Sick leave in Bulgaria is partially covered by employers and the National Social Security Fund (NSSF). The first three days of sick leave are paid by the employer at 70% of the employee’s regular salary.
From the fourth day onwards, the NSSF takes over payment at 80% of the regular salary or 90% in cases of work-related illness or injury. Employees can claim up to 18 months of paid sick leave, provided they have completed at least six months of service or made sufficient social security contributions. A medical certificate must be submitted within 48 hours of the first day of illness.
Sick leave eligibility is contingent upon an employee’s social security contributions. Employees who have not met the minimum contribution period may not be eligible for paid sick leave under the NSSF, placing a greater financial burden on them during illness. Employers should ensure that employees understand the documentation required for sick leave claims and the processes involved in securing compensation.
In cases of extended sick leave, employees may be subject to periodic medical evaluations to determine their continued eligibility. If an employee remains unable to work beyond the 18-month period, they may apply for disability benefits through Bulgaria’s social security system. Employers should be mindful of the reintegration process for long-term sick employees, ensuring a smooth transition back to work where possible.
Maternity, paternity, and parental leave in Bulgaria
In Bulgaria, organisations must adhere to statutory regulations regarding parental leave to support employees balancing work and family responsibilities. The Bulgarian Labour Code provides clear guidelines on maternity leave, paternity leave, and parental leave, ensuring financial support and job security for new parents.
Maternity leave in Bulgaria
All female employees are entitled to 410 days of paid maternity leave, with 45 days required to be taken before the due date. The remaining leave period follows childbirth, and after six months, the mother can transfer unused leave to the father if desired.
Employees who have contributed to Bulgaria’s social security system for at least 12 months receive maternity benefits from the National Social Security Institute (NSSI), amounting to 90% of their average daily gross wage.
To claim maternity leave benefits, employees must provide a series of medical certificates. The first certificate is issued 45 days before the due date, followed by another 42 days post-birth from the attending doctor. The child’s or mother’s general practitioner (GP) issues a third certificate covering leave up to 135 days after birth. For the remainder of the 410 days, employees must request leave directly from their employer, who then submits the claim to the NSSI.
After the 410-day maternity leave, additional leave can be taken until the child reaches two years of age, with financial support of 780 BGN per month. This allowance applies only if the child is not enrolled in formal childcare, and the mother has not transferred her entitlement to another eligible family member. If the child is placed in nursery care, financial support is discontinued.
Paternity leave in Bulgaria
Fathers are entitled to 15 days of paternity leave following the birth of their child, paid at 90% of their regular salary. To qualify, fathers must have been employed for at least one year. Once the child reaches six months of age, the father can use any remaining maternity leave transferred from the mother.
Fathers also have access to two months of additional leave for raising a child under eight years old, provided they have not previously used transferred maternity leave or parental leave for a child under two. The leave is paid by the National Social Security Institute and requires the employee to notify the employer at least 10 days in advance.
Additional parental leave in Bulgaria
Once maternity leave ends, parents can take unpaid parental leave until the child reaches eight years old. Each parent is entitled to six months of parental leave, provided the child is not in state-maintained institutional care. Parents may transfer up to five months of their entitlement to the other parent with their consent.
Parental leave can be taken either all at once or in increments of no less than five working days. Employees must inform their employer at least 10 working days in advance before taking parental leave. Employers should ensure that their workforce understands these entitlements and provide guidance on how to apply for parental leave when needed.
By staying compliant with Bulgaria’s parental leave regulations, businesses can foster a supportive work environment while ensuring adherence to labour laws.
Adoption leave in Bulgaria
Employers must comply with regulations regarding Bulgaria’s adoption leave to support employees who choose to expand their families through adoption. The Bulgarian Labour Code outlines the rights of adoptive parents, ensuring financial support and job security during the transition period.
Adoptive parents are entitled to 365 days of leave upon adopting a child up to five years of age, starting from the date of the adoption. During this period, the adoptive parent receives financial support from the National Social Security Institute (NSSI), provided they have contributed to the Bulgarian social security system for at least 12 months before the leave period begins.
Additionally, adoptive fathers are entitled to two months of leave to care for a child under eight years old. This leave is paid by the NSSI, ensuring that fathers can take an active role in the child’s early development. To utilise this entitlement, adoptive fathers must notify their employer at least 10 days in advance.
Adoption leave benefits provide crucial support to employees adjusting to their new family responsibilities. Employers should ensure compliance with these regulations while fostering a supportive and inclusive workplace environment for adoptive parents.
Additional types of leave in Bulgaria
Marriage leave in Bulgaria
Employees in Bulgaria are entitled to two days of paid leave when they get married. This statutory leave allows employees to celebrate and attend to any necessary arrangements related to their wedding without financial loss. Employers must approve this leave upon request, ensuring the employee provides adequate notice and relevant documentation.
Bereavement leave in Bulgaria
In the unfortunate event of the death of a family member, employees are entitled to two days of paid bereavement leave. This leave provides time for employees to grieve and attend funeral arrangements. Employers should have clear internal policies on the required documentation for bereavement leave requests.
Blood donation leave in Bulgaria
Employees who donate blood are entitled to one day of paid leave on the day of donation to ensure proper recovery.
Examination and study leave in Bulgaria
Employees pursuing higher education or professional qualifications may be entitled to paid or unpaid study leave, as outlined in their employment contract or collective agreement.
Military service leave in Bulgaria
Employees required to attend military training or reserve duties are entitled to leave for the duration of their service, with specific conditions depending on their employment contract.
Unpaid leave in Bulgaria
Employees may request unpaid leave for personal reasons, subject to employer approval. Unpaid leave duration and conditions are often determined by company policy or collective agreements.
Employers should establish clear leave request procedures and inform employees of their entitlements to foster a well-balanced and productive workforce.
Public holidays in Bulgaria
Bulgaria observes statutory public holidays during which employees are generally entitled to a paid day off. If employees are required to work on an official public holiday, they must be paid at least double their remuneration for that day (per the Labour Code). If an official public holiday falls on a Saturday and/or Sunday, the next working day(s) immediately following become non-working days.
Official national public holidays in Bulgaria (2026)
1 January (New Year’s Day)
Celebrates the beginning of the new calendar year.
3 March (Liberation Day / National Holiday)
Marks Bulgaria’s liberation from Ottoman rule in 1878.
10 April (Orthodox Good Friday)
Part of the officially designated Easter holidays.
11 April (Orthodox Holy Saturday)
Part of the Orthodox Easter celebrations.
12 April (Orthodox Easter Sunday)
Celebrates the resurrection of Jesus Christ.
13 April (Orthodox Easter Monday)
Final day of Orthodox Easter festivities.
1 May (Labour Day)
Recognises workers’ rights and achievements.
6 May (Saint George’s Day / Day of Valour and the Bulgarian Armed Forces)
A dual celebration of Saint George and the Bulgarian Armed Forces.
24 May (Culture and Literacy Day)
Celebrates the Bulgarian alphabet, education and culture, and Slavic literature.
25 May (Compensatory non-working day)
Observed because 24 May falls on a Sunday.
6 September (Unification Day)
Commemorates the unification of Bulgaria in 1885.
7 September (Compensatory non-working day)
Observed because 6 September falls on a Sunday.
22 September (Independence Day)
Celebrates Bulgaria’s declaration of independence from the Ottoman Empire in 1908.
24 December (Christmas Eve)
The beginning of Bulgaria’s Christmas celebrations.
25 December (Christmas Day)
Observes the birth of Jesus Christ.
26 December (Second Day of Christmas)
A continuation of the Christmas festivities.
28 December (Compensatory non-working day)
Observed because 26 December falls on a Saturday.
Other observances in Bulgaria
Apart from national holidays, Bulgaria also observes 1 November (Day of the Bulgarian Enlighteners / National Awakeners Day), which is a day off for educational institutions (not a general nationwide non-working day for all employees).
Protect your employees and your business
As an employer in Bulgaria, staying informed about your employees’ rights and entitlements is essential. However, keeping up with local labour laws and regulations can be complex and overwhelming.
When you engage workers through CXC, we ensure full compliance with Bulgarian employment laws, including employee benefit requirements. This way, your workforce receives all the benefits they are entitled to, while your business remains protected from legal and financial risks.
Find out more about our Employer of Record (EoR) solution – speak to our team today.
FAQ's
What paid leave are employees entitled to in Bulgaria?
Employees in Bulgaria are entitled to paid annual leave, sick leave, maternity and childcare leave, and paid leave for certain family and civic events.
The main paid leave entitlements include:
- Annual leave: At least 20 working days per year for employees working a standard five-day week.
- Sick leave: Paid sick leave is available when an employee is temporarily unable to work because of illness or injury, subject to medical certification.
- Maternity leave: Eligible employees can receive 410 days of maternity leave, including 45 days before the expected birth.
- Childcare leave: Additional paid leave is available for caring for a child after maternity leave, subject to eligibility requirements.
- Other paid leave: Bulgarian law provides paid time off for certain events, including marriage, blood donation and the death of a close relative.
Some payments are made by the employer, while others are provided through Bulgaria’s social insurance system. The employment right to be absent and the right to receive a social-security cash benefit should therefore be assessed separately.
An Employer of Record or local payroll provider can help coordinate leave records, payroll treatment, medical certificates and NSSI documentation while the employee’s statutory rights remain governed by Bulgarian law.
What are the statutory leave entitlements under Bulgarian labour law?
Bulgarian labour law provides statutory annual leave, sick leave, maternity and childcare leave, adoption leave, bereavement leave, marriage leave, blood donation leave and leave for certain civic and family responsibilities.
Employees can also qualify for study leave in certain circumstances and additional annual leave for specific working conditions or working arrangements.
These leave types have different rules for eligibility and pay. Annual leave is paid by the employer, while qualifying sickness, maternity and childcare benefits are generally supported through Bulgaria’s social insurance system. Some types of special leave are paid directly by the employer.
Employers may provide additional leave through an employment contract, collective agreement or company leave policy in Bulgaria, but statutory entitlements must still be provided.
How many annual leave days are employees entitled to in Bulgaria?
Employees in Bulgaria are generally entitled to at least 20 working days of paid annual leave each year. Longer entitlements may apply under a collective agreement, employment contract or statutory rules for particular categories of workers.
The Bulgarian Labour Code sets theminimum paid annual leave at 20 working days. Employees working under specific conditions or with particular working-time arrangements can qualify for additional leave, and some protected groups have enhanced entitlements. An employee generally acquires the right to use paid annual leave after completing at least four months of employment service. This service does not necessarily have to be completed with the current employer. Entitlement in the year employment begins or ends is calculated according to the applicable pro-rata rules.
The number of vacation days in Bulgaria used in a particular year can also be affected by when employment begins, recognised service and whether leave has been postponed. Annual leave may be taken in one continuous period or divided into separate periods with the required authorisation. For most full-time employees, 20 working days is the statutory baseline, not a universal ceiling. Contractual, collective or role-specific rules can produce a higher annual entitlement.
How does sick leave work for employers and employees in Bulgaria?
In Bulgaria, an employee with a medical certificate can take sick leave. The employer pays 70% of the employee’s average daily gross pay for the first two working days, after which eligible employees receive sickness benefit from the National Social Security Institute (NSSI). More precisely, for temporary incapacity beginning after 31 December 2023, the employer generally pays the first two working days at 70% of the employee’s average daily gross remuneration for the relevant month, subject to the statutory minimum calculation. Earlier references to three employer-paid days no longer reflect the current rule. The employee must obtain a medical certificate confirming that they are temporarily unable to work. The employer records the absence, pays its portion of the sick leave in Bulgaria and submits the required information for the employee’s social insurance benefit.
For general illness, the NSSI benefit is generally 80% of the employee’s average daily insurable income for the relevant calculation period, subject to eligibility and statutory limits. For incapacity resulting from an occupational accident or occupational disease, the benefit is generally calculated at 90%. The cash benefit cannot exceed the applicable statutory limits. Employees generally need at least six months of social insurance coverage for general sickness and maternity to qualify for the NSSI cash benefit. Exceptions apply, including employees under 18 and benefits relating to occupational accidents or diseases. The absence itself and eligibility for payment should therefore not be treated as identical questions.
In summary, the employer generally covers the first two working days of certified sick leave at 70%, with NSSI covering eligible sickness benefits from the third day.
How much maternity leave are employees entitled to in Bulgaria?
Employees giving birth in Bulgaria are entitled to 410 calendar days of pregnancy and childbirth leave for each child, with 45 days normally taken before the expected birth. This is substantially longer than ordinary annual leave and operates under separate Labour Code and social-insurance rules.
For qualifying employees, maternity leave in Bulgaria is linked to cash benefits under the state social-insurance system. Eligibility for the benefit depends on the employee being insured for general sickness and maternity and meeting the required insurance record. The employee generally needs at least 12 months of insurance for this risk to receive the cash benefit. The benefit is generally calculated at 90% of the relevant average insured income or gross remuneration over the statutory reference period, subject to legal limits. The reference period is normally the 24 calendar months preceding the month in which the pregnancy and childbirth leave begins. The daily benefit remains subject to the statutory minimum and net-remuneration limitations.
Part of the remaining leave can also be transferred in certain circumstances after the child reaches the specified age. After the child reaches six months, the remaining portion of the 410-day period may be used by the father or another statutorily eligible person where the required conditions and consents are met. The 410-day entitlement is the core maternity-leave period, but benefit eligibility and any transfer of leave depend on the employee’s insurance status and family circumstances.
Who pays for maternity leave in Bulgaria?
Maternity leave in Bulgaria is not generally funded by the employer for the full statutory period. For employees who meet the social-insurance conditions, the cash benefit is paid through Bulgaria’s state social-insurance system, administered by the National Social Security Institute (NSSI).
The official rules onpregnancy and childbirth benefits provide for payment for up to 410 days, including 45 days before birth. The daily benefit is generally 90% of the relevant average gross remuneration or insured income for the preceding 24 calendar months, subject to statutory minimum and maximum rules.
Employers still have an administrative role in maternity leave in Bulgaria, including maintaining the employment relationship and supplying required information for benefit processing. Company-enhanced maternity pay may create additional employer cost if separately promised.
The distinction matters for budgeting: statutory maternity leave is an employment entitlement, while qualifying cash compensation is primarily provided through social insurance.
What additional leave entitlements do employees have in Bulgaria?
Bulgarian employees can qualify for several additional forms of leave beyond standard annual holiday and sickness absence. Depending on the circumstances, these can include pregnancy and childbirth leave, childcare and adoption leave, paternity-related leave, study leave and time off for specific civic or family events.
Examples include paid leave for marriage, blood donation and bereavement involving specified close relatives. Certain employees may also receive additional paid annual leave because of hazardous working conditions or open-ended working hours. Parents, adopters and carers have separate statutory rights whose duration and payment arrangements depend on the particular leave. An eligible father is generally entitled to 15 calendar days of leave from the child’s discharge from hospital. Separate adoption leave may provide up to 365 calendar days for the adoption of a child up to five years old, subject to the child’s age and the statutory conditions.
Employees may also have unpaid parental leave rights for caring for a child up to a specified age, as well as paid or unpaid study leave where the relevant educational and employer-approval requirements are met. Leave can additionally arise for court appearances, public duties and other civic obligations.
A complete leave policy in Bulgaria needs to recognise these event-based and employee-specific entitlements rather than treating annual holiday as the only statutory absence category. Additional leave rights are highly circumstance dependent. The correct entitlement can turn on family status, the purpose of the absence, working conditions, insurance history or the employee’s education arrangements.
How do public holidays work for employees in Bulgaria?
Bulgaria has statutory public holidays on which employees are generally not required to work. The list includes New Year’s Day, Liberation Day, Labour Day, St George’s Day, 24 May, Unification Day, Independence Day, Christmas holidays and the Orthodox Easter holidays.
When most public holidays fall on a Saturday or Sunday, the next working day or days become non-working days under the Labour Code. Easter follows its own statutory holiday arrangement. Employees required to work on an official public holiday are generally entitled to increased remuneration, with at least double pay applying under the Labour Code.
Public holidays are separate from an employee’s vacation days in Bulgaria, so they do not normally reduce the statutory annual-leave balance.
For workforce planning, the important distinction is between annual leave chosen or scheduled through the employment relationship and official holidays created by law, particularly where continuous operations require staff to work on those dates.
Can employers in Bulgaria require employees to take leave?
Yes, but only in specific circumstances permitted by Bulgarian labour law. Paid annual leave normally requires written authorisation, yet an employer can direct an employee to use annual leave without a written request or consent in several defined situations.
These situations include an idling period lasting more than five working days, a period when all employees take leave simultaneously, or where an employee has not requested leave after being invited to do so before the end of the calendar year. Special rules can also apply during a formally declared emergency.
A leave policy in Bulgaria can set procedures for requesting and scheduling annual leave, but it cannot create an unrestricted employer right to impose leave whenever operationally convenient. Employers are also expected to organise leave so that employees have a practical opportunity to use their statutory entitlement. If postponed leave is not authorised within the period prescribed by law, the employee may in certain circumstances determine when to take it by giving at least 14 days’ written notice.
Employer-directed leave is an exception rather than the standard approach. The legal reason for requiring leave matters, and the employee’s remaining entitlement and statutory protections still need to be respected.
How does CXC simplify workforce administration and leave tracking in Bulgaria?
CXC simplifies workforce administration in Bulgaria by managing employee leave, payroll and HR requirements in one place while keeping them aligned with Bulgarian employment law.
Through our Employer of Record service in Bulgaria, CXC tracks annual leave, sick leave, maternity and parental leave, public holidays and other statutory absences. We maintain employee records and make sure leave, and related payments are correctly reflected in payroll.
CXC also manages employment contracts, statutory benefits, social security contributions, onboarding, ongoing HR administration and offboarding.
With more than 30 years of workforce management experience, CXC supports companies managing their workforce in Bulgaria and across multiple markets.
Speak to our team to learn more about managing and hiring employees in Bulgaria and 100+ countries.
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