Sick leave

Sick leave in Bulgaria is governed by the Labour Code and provides employees with paid time off when they are unable to work due to illness or injury. Unlike many European countries with statutory minimum sick leave entitlements, Bulgaria does not mandate a specific number of paid sick days at the national level. Instead, the framework allows employers and employees to negotiate sick leave provisions through individual employment contracts or collective bargaining agreements.

When an employee is unable to work due to illness, they must notify their employer as soon as possible, typically within the first few hours of absence. Medical certification is required, usually from the first day of absence or after three consecutive days, depending on the employer's internal policies and collective agreement terms. The employee must provide a medical certificate issued by a healthcare provider to substantiate the absence.

The Labour Code of Bulgaria, along with regulations issued by the Ministry of Labour and Social Policy, establishes the procedural requirements for reporting and documenting sick leave. Employers are responsible for maintaining records of all absences and medical documentation.

Since Bulgaria has no statutory minimum sick leave requirement, employers must clearly define their sick leave policies in employment contracts or collective agreements. Payroll teams should ensure that any agreed sick leave is properly documented and that employees receive appropriate compensation during approved absences, as specified in their contracts. Employers should also maintain compliance with notification procedures and medical certification requirements to avoid disputes regarding absence legitimacy.