Notice period

In Bulgaria, the statutory notice period for termination of an indefinite-term employment contract is 30 days, unless the parties have agreed to a longer period not exceeding three months. This rule applies to both employers and employees seeking to end an ongoing employment relationship without cause.

The notice period requirement is established under Bulgarian labour law and governed by the Ministry of Labour and Social Policy. The regulation ensures that both parties receive adequate time to prepare for the separation, allowing employers to arrange for a replacement or transition of duties and permitting employees to seek alternative employment.

The 30-day baseline may be extended by mutual agreement between employer and employee, but any agreed notice period cannot exceed three months. This flexibility allows parties to negotiate terms suited to their circumstances while maintaining a statutory floor that protects both sides. Contracts may also specify shorter notice periods only if they are more favourable to the employee.

Employers and payroll teams must ensure that termination notices comply with the 30-day minimum unless a longer period has been contractually agreed. The notice period begins on the date the termination notice is delivered and must be calculated in calendar days. During the notice period, the employment relationship remains active, and the employee continues to receive wages and benefits. Failure to observe the statutory notice period may expose the employer to claims for damages or reinstatement. Payroll records should clearly document the termination date, notice date, and applicable notice period to ensure compliance with Bulgarian labour regulations.