Insights

Choosing an EOR Company in Bulgaria: 10 Checks Before You Sign

Insights · By Chen ChunJie · Updated 24 October 2026

The best employer of record in Bulgaria is the one that can show you who the Bulgarian employer is, how the arrangement is structured under Bulgarian law, and what happens every month and when an employment ends. Use these ten checks to compare providers on substance rather than on brand or headline price.

Written for overseas companies comparing EOR, PEO and global employment providers for Bulgaria. Reviewed October 2026; general information, not legal advice.

1. Who will be the employer in Bulgaria?

Ask for the legal name of the company that will sign the employment contract and its registration as an employer with the National Revenue Agency (NRA). This name appears on the contract, the payslips and the NRA notification, so a provider should be able to tell you before you sign.

2. How is the arrangement structured?

Bulgarian law allows two structures. A temporary work agency registered with the Employment Agency can assign its employees to work under your direction (Labour Code, arts. 107p–107x). Under a service model, the provider employs and manages its own staff and you define the scope of work and the results. Ask which applies, because it decides who may give the employee day-to-day instructions. A provider that calls itself a temporary work agency should be able to show its registration.

3. Is the contract Bulgarian and signed before day one?

The employment contract must be in writing and signed before work starts, with a job description. The employer notifies the NRA within 3 days of signing and before the first working day, and records the employment in the NRA’s electronic employment record. Ask to see a sample contract and the onboarding checklist.

4. Are contributions and tax filed on time?

Each month the employer files Declarations 1 and 6 and pays social security, health insurance and withheld income tax by the 25th of the following month. Ask how the provider evidences this, for example with a payroll summary and proof of filing, and who you contact if something is late.

5. Does the provider know the cost drivers?

A credible quote for Bulgaria reflects the minimum insurable income for the occupation, the work-accident rate for the activity (0.4% to 1.1%), the seniority bonus of at least 0.6% per year of service, and the EUR 2,300 monthly ceiling on contributions from 1 August 2026. If a proposal quotes a flat percentage without asking about the role, it is a guess. See Bulgaria EOR cost.

6. Is every fee visible?

Ask for each line separately: employment cost, the monthly service fee, any one-time set-up item, the deposit and when it is refunded, termination support, and the invoice currency and exchange rate. Check what happens to your price when the minimum wage or the contribution ceiling changes.

7. How are leave, sick notes and changes handled?

Employees in Bulgaria take at least 20 working days of annual leave and submit electronic sick notes, with the employer paying the first 2 days. Ask who approves leave, how sick leave is recorded, and whether employees get support in Bulgarian on payslips and leave.

8. What happens when a job ends?

Termination is allowed only on Labour Code grounds, with notice, final pay, unused leave and, for some grounds, compensation. Some employees need Labour Inspectorate approval before dismissal. Ask how the provider reviews a termination before anything is said to the employee, and how quickly it records the end of employment with the NRA (within 7 days).

9. Can they handle or route non-EU hires?

Non-EU nationals usually need a single permit or an EU Blue Card applied for by a Bulgarian employer, and some routes limit the share of non-EU staff. A good provider tells you early whether a hire is a local EOR case or a permit case. At NNRoad, permit cases go to Expat Employment in Bulgaria.

10. Is data protected, and can you move to your own entity?

Check the data processing terms under the GDPR and who in the provider’s team can see employee records. Then ask how you can transfer employees to your own Bulgarian company later, with their service and accrued leave carried over, and what notice ends the service.

Questions to ask on the first call

Who signs the contract, and which structure do you use in Bulgaria?
What do you need from us, and what is a realistic start date for this role?
What exactly is in your monthly fee, and what is billed separately?
Who is our contact, and who answers the employee’s questions?
How do you handle a dismissal or a resignation?

NNRoad answers these in writing in every proposal. See how our Bulgaria employer of record service works.

Questions about choosing an EOR in Bulgaria

What is the best EOR in Bulgaria?

There is no single best provider for every hire. Choose the one that names the Bulgarian employer, explains how the arrangement is structured under Bulgarian law, quotes from your actual role, lists every fee and can show its monthly filings.

Do EOR providers in Bulgaria need a licence?

“Employer of record” is not a licensed category in Bulgaria. A provider that assigns workers to work under the client’s direction must be registered as a temporary work agency with the Employment Agency. A provider using a service model must genuinely employ and manage its own staff.

Is an EOR the same as a PEO in Bulgaria?

In practice, yes. Bulgarian law has no co-employment, so a provider calling itself a PEO for Bulgaria is offering an employer of record service. Read EOR, PEO or GEO in Bulgaria.