RemotePad Logo

What is an Employer of Record

How to hire globally with an EOR

What is a Global PEO

An alternative to EOR

What is a PEO

Hire locally with a PEO

Our Methodology

Why you can trust our guides

Hire Globally

Find international talents

Outsource Recruitment

How to outsource recruitment

Work Visas

How to get a work visa

Digital Nomad Visas

Get a digital nomad visa

Best Employer of Record (EOR)

Hire globally with the best EOR companies

Best Contractor Management

Hire and pay contractors and freelancers

Best Global PEO

Discover the best international co-employers

Best PEO Companies

Save on payroll and HR costs

Best Background Check Companies

Screen employees before hire

Best Global Payroll Providers

Outsource international payroll

Best Relocation Services

Relocate employees internationally

International Company Registration

Get help to incorporate overseas

All Reviews

Compare all providers

1. Horizons

Best Global EOR

2. Remote

Best EOR for Compliance

3. Deel

Best EOR Platform

4. Papaya Global

Best EOR for Payments

All EOR Reviews

Compare all providers

Where do you need a service provider?

All Countries

Explore our detailed guides for professional advice on international growth, recruitment, compensations strategies, and a curated list of top service providers.

Hire Employees in Bulgaria

When hiring in Bulgaria, consider legal requirements, qualifications, language skills, and local market salary rates. Offer competitive benefits and understand cultural work norms. Learn more in our guide. 

Key Takeaways

  • Bulgaria presents a great opportunity for international companies with a skilled workforce, lower wage levels and strong infrastructure.
  • Cultural understanding is essential in hiring Bulgarian employees to ensure effective collaboration and respect for local customs.
  • Legal considerations are crucial when hiring in Bulgaria; it includes understanding the country’s labor law, contracts, and taxation system.
  • Options for hiring in Bulgaria include direct hiring, using a Professional Employer Organization (PEO), or an Employer of Record (EOR).
  • Frequently Asked Questions (FAQ) answered at the end provide further guidance on hiring in Bulgaria.

Why Should International Companies Hire Employees in Bulgaria?

  1. Bulgaria has emerged as a viable option for international companies seeking to expand their operations or take advantage of cost savings through outsourcing. Known for its skilled workforce, lower wage levels, strong infrastructure, and strategic location, Bulgaria is appealing for global businesses looking to tap into the country’s numerous advantages.
  2. The workforce in Bulgaria is highly educated, with a strong emphasis on science, technology, engineering, and math (STEM) fields. The nation boasts a high percentage of individuals holding university degrees, with many speaking English, making it easy to bridge communication barriers often faced by international firms.
  3. Moreover, Bulgaria has one of the most competitive costs of labor in the European Union. While the workforce is highly skilled, wage levels are significantly lower than the European average. This cost-efficiency can allow companies to allocate funds to other strategic areas, driving their growth and profitability.
  4. The country’s infrastructure supports business growth with robust transport networks, high-speed internet, and an improving business environment. Bulgaria’s strategic location at the crossroads between Europe and Asia also allows companies to easily access various markets. Its membership in the European Union and its policies aimed at attracting foreign investment add further appeal to Bulgaria as a destination for international businesses.

What Are the Important Cultural Considerations When Hiring Employees in Bulgaria?

When hiring employees in Bulgaria, understanding the local culture is paramount for smooth business operations and successful collaborations. The Bulgarian work culture is unique and influenced by its history, societal norms, and values.

  1. Firstly, personal relationships and trust play a significant role in Bulgarian business culture. Face-to-face meetings are preferred over virtual ones, and the concept of ‘blat’ or connections can often influence business interactions. Building strong personal relationships with Bulgarian employees can foster trust and loyalty, leading to increased productivity and long-term collaboration.
  2. Secondly, Bulgarians have a high regard for hierarchy. Decisions are typically made by the top executives, and this respect for authority is apparent in the workplace. Recognizing this hierarchical structure can ensure effective communication and decision-making processes.
  3. Finally, the concept of time is perceived more flexibly in Bulgaria compared to some Western cultures. While punctuality is appreciated, deadlines are often viewed as flexible. Understanding this cultural trait can help in planning and scheduling, and maintaining a balance is crucial.

What Are the Important Legal Considerations When Hiring in Bulgaria?

When hiring employees in Bulgaria, international companies need to familiarize themselves with local labor laws, contracts, and taxation systems. Bulgaria has specific regulations concerning working hours, annual leave, minimum wage, and social security contributions.

All working relationships in Bulgaria are regulated by the Labor Code. It specifies the rights and obligations of both employers and employees, the standard working week, the terms for termination, and more. It’s crucial to fully understand these legal provisions to ensure compliance and prevent potential legal issues.

Employment contracts in Bulgaria must be in written form and include specifics like position, salary, working hours, and leave entitlement. An understanding of these requirements is vital to ensure legally sound hiring.

In terms of taxation, employers are responsible for withholding personal income tax and making social security contributions on behalf of their employees. The tax system can be complex, and companies are advised to seek local tax advice to ensure compliance.

What Is the Best Method for Hiring Employees in Bulgaria, Direct Hiring, PEO, or EOR?

When it comes to hiring employees in Bulgaria, companies have three main options: direct hiring, using a Professional Employer Organization (PEO), or an Employer of Record (EOR). Each method has its pros and cons, depending on the specific circumstances and needs of the business.

Direct hiring is the most traditional approach, where the company hires employees directly under its own entity. This approach requires a good understanding of Bulgarian labor law, taxation, and other administrative tasks.

A PEO is a company that hires employees on behalf of another company. In this setup, the PEO takes care of the administrative tasks such as payroll, benefits, and compliance, allowing the company to focus on its core business.

An EOR is similar to a PEO but also takes on the legal responsibilities of being an employer. The EOR becomes the ‘official’ employer, but the company still maintains control over the employees’ work and day-to-day tasks. This can be a great option for businesses that don’t want to establish a legal presence in Bulgaria.

The best method depends on a company’s specific situation. If a company wants full control and has resources to handle legal and administrative tasks, direct hiring may be the best option. However, for companies looking to enter the Bulgarian market quickly with fewer resources allocated to administrative tasks, a PEO or EOR might be the ideal choice.


Hiring employees in Bulgaria offers many benefits for international companies, from cost savings to a highly educated workforce and strategic location. However, it’s essential to understand the cultural and legal landscape, as well as consider the most effective hiring method. Whether through direct hiring, PEO, or EOR, finding the right fit can open up opportunities for business growth and success in Bulgaria.


The standard working week in Bulgaria is 40 hours, usually spread over five days. However, this can be adjusted based on the specific industry or job requirements.

Not necessarily. Companies can hire employees directly, in which case setting up a local entity might be necessary. However, if using a PEO or EOR, the need to establish a local entity may be eliminated as the PEO/EOR takes over most of the legal and administrative responsibilities.