Bulgarian Labour Code in english

Article 1.

(Amended - SG, issue 100 of 1992)

(1) This Code regulates the labor relations between the employee and the employer, as well as other relations directly related to them.

(2) (New - SG, issue 2 of 1996) The relations in the provision of labor shall be regulated only as employment relations.

(3) (Previous para. 2 - SG, issue 2 of 1996, amended - SG, issue 25 of 2001, in force from 31.03.2001) This code aims to ensure freedom and protection of labor, fair and decent working conditions, as well as the implementation of social dialogue between the state, workers, employees, employers and their organizations for the settlement of labor and directly related relations. Social dialogue

Article 2.

(New - SG, issue 25 of 2001, in force from 31.03.2001) The State shall regulate labour relations and those directly related to them, social security relations and issues of the standard of living after consultations and dialogue with the workers, employees, employers and their organisations in a spirit of cooperation, mutual concessions and respect for the interests of each of the parties. Bilateral cooperation

Article 3.

(Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001)

(1) (Amended - SG, No. 120 of 2002) The State shall regulate labor relations and those directly related thereto, insurance relations, as well as issues of the standard of living in cooperation and after consultations with the representative organizations of workers and employees and employers. The scope of issues of the standard of living, subject to consultations, shall be determined by an act of the Council of Ministers upon a proposal of the National Council for Tripartite Cooperation.

(2) (Amended - SG, issue 120 of 2002) Cooperation and consultations shall be mandatory when adopting regulatory acts on the relations and issues referred to in para.

1.

(3) (New - SG, issue 54 of 2015, effective 17.07.2015) On matters within the scope of paragraph 1, agreements may be concluded between the representative organizations of the workers and employees and the employers for the adoption of regulatory acts, when:

1. the agreement was concluded at their request after the state's discretion;

2. the state has proposed the conclusion of the agreement.

(4) (New - SG, issue 54 of 2015, effective 17.07.2015) The implementation of the agreements under paragraph 3 shall be carried out by the state. National Council for Tripartite Cooperation

Article 4.

(Amended - SG, No. 100 of 1992)

(1) Workers and employees have the right, without prior permission, to freely form trade union organizations of their own choosing, to voluntarily join and leave them, complying only with their statutes.

(2) Trade union organizations represent and protect the interests of workers and employees before state authorities and employers on issues of labor and social security relations and the standard of living through collective bargaining, participation in tripartite cooperation, organizing strikes and other actions in accordance with the law. Employers' Association

Article 5.

(Amended - SG, No. 100 of 1992)

(1) Employers have the right, without prior permission, to freely form organizations of their own choosing to represent and protect them, as well as to voluntarily join and leave them, complying only with their statutes.

(2) (Amended - SG, issue 25 of 2001, effective 31.03.2001) The employers' organizations under the preceding paragraph shall represent and protect their interests through collective bargaining, participation in tripartite cooperation and through other actions in accordance with the law. General meeting of workers and employees

Article 6.

(1) (Amended - SG, issue 100 of 1992, amended - SG, issue 25 of 2001, in force from 31.03.2001) The general meeting shall consist of all workers and employees in the enterprise.

(2) When the organization of work or other reasons do not allow the functioning of a general meeting, a meeting of proxies may be established at the initiative of workers and employees or the employer. It shall consist of representatives of the workers and employees, elected for a term determined by the general meetings in the structural units of the enterprise. The standard of representation shall be determined by the workers and employees and shall be the same for the entire enterprise.

(3) The rules regarding the general meeting of workers and employees shall apply to the convening, activities and rights of the meeting of proxies. Rules of Procedure of the General Meeting (Title amended - SG, issue 25 of 2001, effective 31.03.2001)

Article 7.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 7 - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 48 of 2006, effective 01.07.2006) The workers and employees shall participate through representatives elected by the general meeting of the workers and employees in the discussion and resolution of issues of the management of the enterprise only in the cases provided for by law.

(2) (New - SG No. 25/2001, effective 31.03.2001) Workers and employees may elect their representatives at a general meeting to represent their common interests on matters of labor and social security relations before their employer or before state authorities. The representatives shall be elected by a majority of more than two-thirds of the members of the general meeting.

(3) (New - SG, issue 52 of 2004, effective 01.08.2004, repealed - SG, issue 48 of 2006, effective 01.07.2006) Representatives for informing and consulting workers and employees

Article 8.

(1) Labor rights and obligations shall be implemented in good faith in accordance with the requirements of the laws.

(2) Good faith in the exercise of labor rights and obligations shall be presumed until proven otherwise.

(3) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 52 of 2004, effective 01.08.2004) In the exercise of labor rights and obligations, direct or indirect discrimination based on nationality, origin, gender, sexual orientation, race, skin color, age, political and religious beliefs, membership in trade unions and other public organizations and movements, family and material status, presence of mental or physical disabilities, as well as differences in the term of the contract and the duration of working hours shall not be allowed.

(4) Labor rights and obligations are personal. The waiver of labor rights, as well as the transfer of labor rights or obligations, are invalid. Guarantees for the implementation of labor rights and obligations

Article 9.

(Repealed - State Gazette, issue 100 of 1992) Applicable law in employment relationships

Article 10.

(Amended - SG, No. 100 of 1992, amended - SG, No. 48 of 2006, in force from 01.07.2006, amended - SG, No. 108 of 2008)

(1) (Amended - SG, No. 107 of 2020) This Code shall apply to the employment relationship between an employer and an employee with a place of work in the Republic of Bulgaria, unless otherwise provided for by law or in an international treaty in force for the Republic of Bulgaria.

(2) (Amended - SG, issue 107 of 2020) This Code shall also apply to the employment relationship between a Bulgarian employer and a worker or employee with a place of work outside the Republic of Bulgaria, unless otherwise provided for in a law or in an international treaty in force for the Republic of Bulgaria.

(3) The provisions of paragraphs 1 and 2 shall not apply to employment relationships with an international element if the parties have chosen to have their employment relationship governed by the legislation of another country.

(4) (Amended - SG No. 107/2020) The application of paragraphs 1, 2 and 3 shall not deprive the employee of the protection provided by the mandatory provisions of the legislation of the state in whose territory or from which the work is usually performed, when they are more favorable to the employee. Recognition of labor rights acquired abroad Article

11. (Amended - SG, No. 100 of 1992) Labor rights acquired abroad shall be recognized in the Republic of Bulgaria by virtue of a law, an act of the Council of Ministers or an international treaty to which the Republic of Bulgaria is a party. Chapter Two. WORKING GROUP (REPEALED - SG, No. 100 OF 1992) Section I. General Provisions (Repealed - SG, No. 100 of 1992) Primary and core workforce

Article 11.

(Amended - State Gazette, No. 100 of 1992) Labour rights acquired abroad shall be recognised in the Republic of Bulgaria by virtue of a law, an act of the Council of Ministers or an international treaty to which the Republic of Bulgaria is a party.

Article 12.

(Repealed - State Gazette, issue 100 of 1992) Program and other temporary teams

Article 13.

(Repealed - State Gazette, issue 100 of 1992) Labor collectives - owners of socialist property

Article 14.

(Repealed - SG, issue 100 of 1992) The implementation of the work process by the work teams

Article 15.

(Repealed - SG, issue 100 of 1992) Self-management of work teams

Article 16.

(Repealed - SG, issue 100 of 1992) Applicability of the legal framework of labor collectives

Article 17.

(Repealed - SG, issue 100 of 1992) Section II. Primary Labor Collective (Repealed - State Gazette, Issue 100 of 1992) Bodies of the primary labor collective

Article 18.

(Repealed - SG, issue 100 of 1992) Convening the general meeting and adopting decisions

Article 19.

(Repealed - State Gazette, issue 100 of 1992) Rights and obligations of the general meeting

Article 20.

(Repealed - State Gazette, issue 100 of 1992) Rights and obligations of the brigade council

Article 21.

(Repealed - State Gazette, issue 100 of 1992) Rights and obligations of the foreman

Article 22.

(Repealed - State Gazette, issue 100 of 1992) Disagreements between the foreman, the brigade council and the general meeting

Article 23.

(Repealed - SG, issue 100 of 1992) Section III. Main workforce (Repealed - SG, issue 100 of 1992) Bodies of the main workforce

Article 24.

(Repealed - State Gazette, issue 100 of 1992) General Meeting and Meeting of Proxies

Article 25.

(Repealed - State Gazette, issue 100 of 1992) Convening the general meeting and adopting decisions

Article 26.

(Repealed - SG, issue 100 of 1992) Rights and obligations of the general meeting

Article 27.

(Repealed - SG, issue 100 of 1992) Election and composition of the business council

Article 28.

(Repealed - SG, issue 100 of 1992) Convening the business council and adopting decisions

Article 29.

(Repealed - State Gazette, issue 100 of 1992) Rights and obligations of the business council

Article 30.

(Repealed - State Gazette, issue 100 of 1992) Rights and obligations of the head of the enterprise

Article 31.

(Repealed - State Gazette, issue 100 of 1992) Disagreements between the head of the enterprise and the general meeting or the works council

Article 32.

(Repealed - State Gazette, issue 100 of 1992) Chapter Three. TRADE UNION ORGANIZATIONS AND EMPLOYERS' ORGANIZATIONS (TITLE AMENDED - SG, No. 100 OF 1992) Independence

Article 33.

(Amended - SG, No. 100 of 1992)

(1) Trade union organizations and employers' organizations have the right, within the framework of the law, to develop and adopt their own statutes and rules of procedure, to freely elect their bodies and representatives, to organize their management, as well as to adopt programs for their activities.

(2) Trade union organizations and employers' organizations shall freely determine their functions and carry them out in accordance with their statutes and the law. Representative organizations of workers and employees

Article 34.

(New - SG, issue 25 of 2001, in force from 31.03.2001, amended - SG, issue 40 of 2007, amended - SG, issue 7 of 2012) An organization that meets the following requirements shall be recognized as a representative organization of workers and employees at the national level:

1. (amended - SG, issue 8 of 2016, effective 29.01.2016) to have at least 50 thousand members;

2. to have organizations of workers and employees in more than a quarter of the activities, defined by a code up to the second character of the Classification of Economic Activities, approved by the National Statistical Institute, with members representing not less than 5 percent of the employed persons in each economic activity or at least 50 organizations with not less than 5 members in each economic activity;

3. to have local authorities in more than a quarter of the municipalities in the country and a national governing body;

4. to have the status of a legal entity, acquired under the procedure of Article 49, paragraph 1 at least three years prior to the submission of the request for recognition of representativeness. Employers' representative organizations

Article 35.

(New - SG, issue 25 of 2001, in force from 31.03.2001, amended - SG, issue 40 of 2007, amended - SG, issue 7 of 2012)

(1) An organization that meets the following requirements shall be recognized as a representative organization of employers at national level:

1. (declared unconstitutional by RCC No. 7 of 2012 - SG, issue 49 of 2012, amended - SG, issue 8 of 2016, effective 29.01.2016) has at least: a) 1,500 members and a total of not less than 50,000 workers and employees in all members of the employers' organization, or b) 100,000 workers and employees employed under an employment contract in all members of the employer organization;

2. to have employers' organizations in more than a quarter of the activities, defined by a code up to the second character of the Classification of Economic Activities, approved by the National Statistical Institute, with no less than 5 percent of the persons insured under an employment contract in each economic activity or 10 members in each economic activity;

3. to have local authorities in more than a quarter of the municipalities in the country and a national governing body;

4. to have the status of a legal entity, acquired under the procedure of Article 49, paragraph 1, at least three years prior to submitting the request for recognition of representativeness;

5. (declared unconstitutional by RCC No. 7 of 2012 - SG, issue 49 of 2012) not to carry out activities explicitly assigned only to it by law or by a regulatory act.

(2) In cases where an employer is a member directly or through a branch or sectoral organization of two or more national employers' organizations, when establishing the membership with a view to the existence of the criteria for representativeness under paragraph 1, item 1, he has one of the following options:

1. to authorize with an explicit power of attorney one of the national organizations of which it is a member;

2. to authorize with an explicit power of attorney the branch or sectoral organization of which he is a member.

(3) In cases where a branch or sectoral employers' organization is a member of two or more national employers' organizations, when establishing the membership under paragraph 1, item 2, in view of the existence of the criteria for representativeness, it shall be included in the list of that organization to which it has given explicit power of attorney to represent it. Recognition of representative organizations

Article 36.

(New - SG, issue 25 of 2001, in force from 31.03.2001, amended - SG, issue 40 of 2007)

(1) The organizations of workers and employees and of employers shall be recognized, upon their request, as representative at national level by the Council of Ministers for a term of 4 years.

(2) Once every 4 years, the Council of Ministers shall conduct a procedure for recognizing the organizations of workers and employees and employers as representative at national level.

(3) The Chairman of the National Council for Tripartite Cooperation shall announce in the " State Gazette " the beginning of a procedure for recognition of representativeness 6 months before the expiry of the term under para.

1.

(4) (Amended - SG, issue 61 of 2011) The organizations of workers and employees and of employers who wish to be recognized as representative shall submit their requests within four months from the date of promulgation of the announcement under paragraph

3.

(5) The Council of Ministers shall determine the procedure for establishing the existence of the criteria for representativeness under Articles 34 and 35 , subject to compliance with the following principles:

1. equality in assessing the criteria for representativeness and the presence of a social mandate;

2. transparency of the procedure for establishing the existence of the criteria for representativeness under Articles 34 and 35 ;

3. guaranteeing the authenticity of the primary information;

4. mutual control in establishing the presence of the criteria for representativeness.

(6) (Amended - SG, issue 61 of 2011) The Council of Ministers shall issue a decision within two months of the receipt of a duly submitted request from an interested organization.

(7) (Amended - SG, issue 77 of 2018, effective 01.01.2019) The refusal of the Council of Ministers to recognize an organization of workers and employees or of employers as representative shall be motivated and notified to the interested organization within 7 days of its adoption. The interested organization may appeal the refusal before the relevant administrative court in accordance with the Administrative Procedure Code .

(8) All divisions of an organization recognized as representative at national level shall also be recognized as representative. Verification of representativeness requirements

Article 37.

(Amended - SG, issue 100 of 1992) The bodies of the trade union organizations in the enterprise have the right to participate in the preparation of the drafts of all internal regulations and ordinances that relate to labor relations, for which the employer shall necessarily invite them. Increasing legal knowledge of workers

Article 38.

(Repealed - SG, issue 100 of 1992) Participation in planning

Article 39.

(Repealed - State Gazette, issue 100 of 1992) Care for the development of labor activity

Article 40.

(Repealed - State Gazette, issue 100 of 1992) Technological advancement and quality improvement

Article 41.

(Repealed - State Gazette, issue 100 of 1992) Participation in the discussion of labor and social security issues

Article 42.

(Amended - SG, No. 100 of 1992) The central managements of trade union organizations and employers' organizations or the bodies or persons designated by them have the right to participate in the discussion of issues of labor and social security relations of workers and employees of ministries, other departments, enterprises and local government bodies. Organizing the activities of labor collectives and collective management bodies

Article 43.

(Repealed - State Gazette, issue 100 of 1992) Organizing workers' rest and recreation

Article 44.

(Repealed - State Gazette, issue 100 of 1992) Representation before the court

Article 45.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 45 - SG, No. 105 of 2016, effective 30.12.2016) Trade union organizations and their branches shall have the right, at the request of the workers and employees, to represent them as proxies before the court. They may not conclude agreements, recognize claims, waive, withdraw or reduce the claims of the workers and employees and receive amounts on behalf of the represented persons, unless they are expressly authorized to do so.

(2) (New - SG, issue 105 of 2016, effective 30.12.2016) Paragraph 1 shall also apply to the workers and employees under Art. 121a . Assistance in carrying out the activities of trade union organizations and representatives of workers and employees (Title amended - SG, issue 48 of 2006, in force from 01.07.2006)

Article 46.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 46 - SG, No. 48 of 2006, effective 01.07.2006, supplemented - SG, No. 58 of 2010, effective 30.07.2010) State bodies, local self-government bodies and employers shall create conditions and assist trade union organizations in carrying out their activities. They shall provide them with movable and immovable properties, buildings, premises and other material conditions necessary for the performance of their functions free of charge.

(2) (New - SG, issue 48 of 2006, effective 01.07.2006) The employer shall be obliged to assist the representatives of the workers and employees in the performance of their functions and to create conditions for the implementation of their activities. Labor protection of trade unionists and other activists

Article 47.

(Repealed - State Gazette, issue 100 of 1992) Employment of trade unionists after the expiration of their mandate

Article 48.

(Repealed - State Gazette, issue 100 of 1992) Legal entity

Article 49.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 2 of 1996, amended - SG, No. 59 of 2018) Trade union organizations and employers' organizations shall acquire the status of a legal entity after their entry in the register of trade union and employers' organizations at the relevant district court at their seat.

(2) (Amended - SG, issue 59 of 2018) A division of an organization registered under paragraph 1 shall acquire the status of a legal entity in accordance with its statutes and.

(3) (New - SG, issue 59 of 2018) Entries shall be made under the conditions and in accordance with the procedure of Chapter Fifty-Five of the Civil Procedure Code .

(4) (New - SG, issue 59 of 2018) The following circumstances shall be entered in the register of trade union and employer organizations:

1. the type and name of the organization;

2. the registered office and address;

3. the organization's statutes;

4. the bodies, the names of the members of the management body, the names and positions of the persons representing the organization;

5. the termination of the organization;

6. transformation;

7. the names, respectively the name, as well as the address of the liquidators;

8. the deletion of the organization.

(5) (New - SG, issue 59 of 2018) Changes in the circumstances under paragraph 4 shall also be subject to registration.

(6) (New - SG, issue 59 of 2018) The circumstances and acts under paragraph 4 shall be applied for entry, respectively for announcement in the register of trade union and employer organizations with the relevant district court, within one month from the day of their occurrence, respectively of their change.

(7) (Previous para. 3 - SG, issue 59 of 2018) The property relations between the members of a terminated trade union organization, as well as of a terminated employers' organization, shall be regulated in accordance with the provisions of their statutes. Chapter Four. COLLECTIVE LABOR AGREEMENT Subject

Article 50.

(Amended - SG, No. 100 of 1992)

(1) The collective employment contract shall regulate issues of the employment and social security relations of the workers and employees which are not regulated by mandatory provisions of the law.

(2) (Supplemented - SG No. 25/2001, effective 31.03.2001) The collective employment contract may not contain clauses that are less favorable for the workers and employees than those established in the law or in a collective employment contract by which the employer is bound. Levels of collective bargaining (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 51.

(Amended - SG, No. 100 of 1992, amended - SG, No. 2 of 1996, amended - SG, No. 25 of 2001, in force from 31.03.2001)

(1) Collective labour contracts shall be concluded by enterprises, branches, industries and by municipalities.

(2) Only one collective labor agreement may be concluded at the level of an enterprise, branch and sector. Collective labor agreement in enterprises

Article 52.

(Amended - SG, issue 100 of 1992)

(1) The individual employer, the group of employers and their organizations shall be obliged:

1. to negotiate with the representatives of the workers and employees for the conclusion of a collective labor agreement;

2. to provide the representatives of the workers and employees with: a) the concluded collective labor agreements to which the parties are bound due to industry, territorial or organizational affiliation; b) (amended - SG, issue 25 of 2001, effective 31.03.2001) timely, reliable and understandable information about their economic and financial situation, which is relevant for the conclusion of the collective labor agreement; the provision of information, the dissemination of which could cause damage to the employer, may be refused or made subject to a requirement of confidentiality.

(2) In case of failure to fulfill the obligations under the preceding paragraph, the guilty employers shall owe compensation for the damages caused.

(3) The employer shall be deemed to be in default if he fails to fulfill his obligation under item 1 of paragraph 1 within one month, and under item 2 of paragraph 1 - within 15 days of the invitation.

(4) (New - SG, issue 25 of 2001, effective 31.03.2001) At the request of the employer, upon commencement of negotiations for the conclusion of a collective labor agreement, the trade union organizations in the enterprise shall provide information on the actual number of their members. Conclusion and registration

Article 53.

(Amended - SG, No. 100 of 1992)

(1) The collective employment contract shall be concluded in writing in three copies - one for each of the parties and one for the relevant labor inspectorate, and shall be signed by the representatives of the parties.

(2) The written form is necessary for the validity of the collective employment contract.

(3) (Amended - SG, issue 25 of 2001, effective 31.03.2001, amended - SG, issue 107 of 2020) The collective employment contract shall be entered in a register in the labor inspectorate in the region where the employer's seat is located. Collective employment contracts by sectors and branches shall be entered in the Executive Agency "General Labor Inspectorate".

(4) (Amended - SG, issue 108 of 2008) The entry shall be made on the basis of a written application of each of the parties within one month of its receipt by the labor inspectorate. A copy of the contract signed by the parties and an electronic image of the document shall be attached to the application.

(5) (New - SG, issue 108 of 2008) Copies of the registered collective labor agreements shall be provided ex officio, in accordance with the procedure determined by the Minister of Labor and Social Policy, to the National Institute for Conciliation and Arbitration, which shall establish and maintain an information system for collective labor agreements.

(6) (Previous para. 5 - SG, issue 108 of 2008) In case of a dispute regarding the text of the contract, the text that has been registered shall be authentic. Entry into force and duration

Article 54.

(Amended - SG, No. 100 of 1992)

(1) The collective employment contract shall enter into force on the day of its conclusion, unless otherwise agreed therein.

(2) (Amended - SG No. 25/2001, effective 31.03.2001) The collective employment contract shall be deemed to have been concluded for a period of one year, unless another period is agreed therein, but for no more than two years. The parties may agree on a shorter period of validity for individual clauses thereof.

(3) (New - SG, issue 25 of 2001, effective 31.03.2001) Negotiations for the conclusion of a new collective labor agreement shall begin no later than three months before the expiration of the term of the current collective labor agreement. Continuation of the collective labor agreement

Article 55.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 55 - SG, No. 25 of 2001, in force from 31.03.2001) The effect of the collective labour agreement concluded between an organization of employers and trade union organizations shall not be terminated with respect to an employer who ceases his membership in it after its conclusion.

(2) (New - SG, issue 25 of 2001, effective 31.03.2001, supplemented - SG, issue 108 of 2008) In the cases under Articles 123 and 123a , the existing collective labor agreement shall be effective until the conclusion of a new collective labor agreement, but for no more than one year from the date of the change of employer. Amendment

Article 56.

(Amended - SG, No. 100 of 1992)

(1) The collective employment contract may be amended at any time by mutual consent of the parties in accordance with the procedure for its conclusion.

(2) Articles 53 and 54 shall apply to amendments to the collective employment contract . Action against individuals

Article 57.

(Amended - SG, No. 100 of 1992)

(1) The collective labor agreement shall be effective against the workers and employees who are members of the trade union organization - a party to the agreement.

(2) (Supplemented - SG, issue 2 of 1996, amended - SG, issue 25 of 2001, effective 31.03.2001, amended and supplemented - SG, issue 107 of 2020) Workers and employees who are not members of a trade union organization, a party to the contract, may join the collective labor agreement concluded by their employer with a written application to him or to the management of the trade union organization that concluded the contract.

(3) (New - SG, issue 107 of 2020) The procedure and conditions for joining under paragraph 2, including payment of a monetary joining fee, shall be determined between the parties to the contract so that they do not contradict the law or circumvent it, or violate good morals. Duty of information

Article 58.

(Amended - SG, No. 100 of 1992, amended - SG, No. 48 of 2006, effective 01.07.2006) The employer shall be obliged to inform all workers and employees of the collective labor agreements concluded in the enterprise, by sectors, branches or municipalities to which it is bound, and to keep their texts available to the workers and employees. Claims for default

Article 59.

(Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001) In the event of failure to fulfill the obligations under the collective labor agreement, claims may be brought before the court by the parties thereto, as well as by any worker or employee to whom the collective labor agreement applies. Action for declaration of invalidity

Article 60.

(New - SG No. 25/2001, effective 31.03.2001) Each of the parties to the collective labor agreement, as well as each worker or employee to whom the collective labor agreement applies, shall have the right to file a claim with the court for the declaration of invalidity of the collective labor agreement or of its individual clauses, if they contradict the law or circumvent it. Chapter Five. EMERGENCY AND CHANGE OF THE EMPLOYMENT RELATIONSHIP Section I. Employment contract Conclusion

Article 61.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 120 of 2002) The employment contract shall be concluded between the employee and the employer before starting work.

(2) For positions defined in a law or in an act of the Council of Ministers, the employment contract shall be concluded by the superior authority to the employer. In such cases, the employment relationship shall be established with the enterprise in which the relevant position is held.

(3) An employment contract may also be concluded with a group of persons - directly or through a representative authorized by them. In this case, the same rights and obligations arise for the employer and for each person of the group as if the contract had been concluded with each of them. Form

Article 62.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 2 of 1996) The employment contract shall be concluded in writing.

(2) (New - SG, issue 2 of 1996, repealed - SG, issue 120 of 2002)

(3) (New - SG, issue 120 of 2002, amended - SG, issue 105 of 2005, effective 01.01.2006, supplemented - SG, issue 108 of 2008, amended - SG, issue 85 of 2023, effective 01.06.2025) Within three days of the conclusion or amendment of the employment contract and within seven days of its termination, the employer or a person authorized by him shall be obliged to enter the data in the employment register. The National Revenue Agency shall provide authorized persons from the Labor Inspectorate Directorates with real-time electronic access to the employment register and, upon request, shall send a copy of the data for the relevant entry within three working days.

(4) (New - SG, issue 100 of 2010, effective 01.01.2011, amended - SG, issue 85 of 2023, effective 01.06.2025) After the term under para. 3, entry shall be made only after a mandatory prescription from the control bodies of the labor inspection has entered into force.

(5) (New - SG, issue 120 of 2002, amended - SG, issue 105 of 2005, effective 29.12.2005, previous para. 4 - SG, issue 100 of 2010, effective 01.01.2011, amended - SG, issue 85 of 2023, effective 01.06.2025) The procedure and data required for making an entry shall be determined by an ordinance of the Council of Ministers, upon proposal of the Minister of Labour and Social Policy, coordinated with the Executive Director of the National Revenue Agency and the Chairman of the National Statistical Institute.

(6) (New - SG, issue 2 of 1996, former para. 3 - SG, issue 120 of 2002, former para. 5 - SG, issue 100 of 2010, in force from 01.01.2011) Upon conclusion of the employment contract, the employer shall familiarize the employee with the employment obligations arising from the position held or the work performed.

(7) (Previous para. 2 - SG, issue 2 of 1996, amended - SG, issue 25 of 2001, in force from 31.03.2001, previous para. 4 - SG, issue 120 of 2002, previous para. 6 - SG, issue 100 of 2010, in force from 01.01.2011) The documents necessary for concluding the employment contract shall be determined by the Minister of Labour and Social Policy. Start of performance

Article 63.

(1) (New - SG, issue 120 of 2002, amended - SG, issue 105 of 2005, effective 01.01.2006, amended - SG, issue 85 of 2023, effective 01.06.2025) The employer shall be obliged to provide the employee, prior to his or her commencement of work, with a copy of the concluded employment contract, signed by both parties, and a copy of the entry of the commencement of the employment relationship under Art. 62, para. 3 , certified by the territorial directorate of the National Revenue Agency.

(2) (New - SG, issue 120 of 2002) The employer shall not have the right to admit the worker or employee to work before providing him with the documents under para.

1.

(3) (Paragraph 1 repealed, former paragraph 2 - amended, SG, issue 100 of 1992, former paragraph 1, amended - SG, issue 120 of 2002) The worker or employee shall be obliged to start work within one week of receiving the documents under paragraph 1, unless the parties have agreed on another term. If the worker or employee does not start work within this term, the employment relationship shall be deemed not to have arisen, unless this is due to reasons beyond his control, of which he has notified the employer before the expiry of the term.

(4) (Previous para. 3, amended - SG, issue 100 of 1992, previous para. 2 - SG, issue 120 of 2002) The performance of the obligations under the employment contract shall begin with the employee's entry into work, which shall be certified in writing. Participation of the brigade in concluding an employment contract with a worker in material production

Article 64.

(Amended - SG, No. 21 of 1990, repealed - SG, No. 100 of 1992) Participation of the primary workforce in concluding an employment contract with a worker in other activities

Article 65.

(Repealed - State Gazette, issue 21 of 1990) Contents

Article 66.

(Amended - SG, issue 100 of 1992)

(1) (Amended - SG, issue 52 of 2004, effective 01.08.2004) The employment contract shall contain data on the parties and shall specify:

1. the place of work;

2. the title of the position and the nature of the work;

3. the date of its conclusion and the start of its implementation;

4. the duration of the employment contract;

5. the amount of the basic and extended paid annual leave and of the additional paid annual leaves;

6. equal notice period for both parties upon termination of the employment contract;

7. the basic and additional wages of a permanent nature, as well as the periodicity of their payment;

8. the length of the working day or week.

(2) The employment contract may also stipulate other conditions related to the provision of the workforce that are not regulated by mandatory provisions of the law, as well as conditions that are more favorable to the worker or employee than those established by the collective employment contract.

(3) The place of work shall be considered to be the registered office of the enterprise with which the employment contract was concluded, unless otherwise agreed or follows from the nature of the work.

(4) (New - SG, issue 58 of 2010, effective 30.07.2010) The title of the position shall be determined in accordance with the National Classification of Professions and Positions, approved by the Minister of Labour and Social Policy after consultation with the Chairman of the National Statistical Institute.

(5) (New - SG, issue 48 of 2006, effective 01.07.2006, previous para. 4 - SG, issue 58 of 2010, effective 30.07.2010, amended - SG, issue 62 of 2022, effective 01.08.2022) Upon any amendment to the employment relationship, the employer shall be obliged, no later than the entry into force of the amendment, to provide the employee with the necessary written information containing data on the changes made. Duration

Article 67.

(1) (Amended - SG, issue 100 of 1992) An employment contract may be concluded:

1. for an indefinite period of time;

2. as a fixed-term employment contract.

(2) The employment contract shall be deemed concluded for an indefinite period, unless expressly agreed otherwise.

(3) (New - SG, issue 25 of 2001, effective 31.03.2001) An employment contract for an indefinite period may not be converted into a contract for a fixed term, except at the express wish of the employee, expressed in writing. Fixed-term employment contracts (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 68.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 68, supplemented - SG, No. 25 of 2001, in force from 31.03.2001) A fixed-term employment contract shall be concluded:

1. (amended - SG, issue 100 of 1992) for a certain period, which may not be longer than 3 years, unless otherwise provided for in a law or in an act of the Council of Ministers;

2. (amended - SG, issue 100 of 1992) until completion of a specific work;

3. (amended - SG, issue 100 of 1992) for replacing a worker or employee who is absent from work;

4. (item 4, previous item 5 - amended, SG, issue 100 of 1992) for work in a position filled through a competition - for the time until it is filled on the basis of a competition;

5. (new - SG, issue 25 of 2001, in force from 31.03.2001) for a specific mandate, when such a mandate has been established for the relevant body.

(2) (New - SG No. 48/2006, effective 01.07.2006) Workers and employees under a fixed-term employment contract under para. 1 shall have the same rights and obligations as workers and employees under an employment contract for an indefinite period. They may not be placed in a less favourable position solely because of the temporary nature of their employment relationship in comparison with workers and employees under an employment contract for an indefinite period who perform the same or similar work in the enterprise, unless the law makes the enjoyment of certain rights dependent on the qualifications held or the skills acquired. When there are no workers and employees employed in the same or similar work, workers and employees under a fixed-term employment contract may not be placed in a less favourable position than other workers and employees who work under an employment contract for an indefinite period.

(3) (New - SG, issue 25 of 2001, in force from 31.03.2001, previous para. 2 - SG, issue 48 of 2006, in force from 01.07.2006) A fixed-term employment contract under para. 1, item 1 shall be concluded for the performance of temporary, seasonal or short-term works and activities, as well as with newly employed workers and employees in enterprises declared bankrupt or in liquidation.

(4) (New - SG, No. 25 of 2001, effective 31.03.2001, previous para. 3 - SG, No. 48 of 2006, effective 01.07.2006) By way of exception, a fixed-term employment contract under para. 1, item 1 for a term of at least one year may be concluded for works and activities that are not temporary, seasonal or short- term in nature. Such an employment contract may also be concluded for a shorter term upon written request of the employee. In such cases, the fixed-term employment contract under para. 1, item 1 with the same employee for the same work may be concluded again only once for a term of at least one year.

(5) (New - SG, issue 25 of 2001, in force from 31.03.2001, previous para. 4, amended - SG, issue 48 of 2006, in force from 01.07.2006) An employment contract under para. 1, item 1, concluded in violation of paras. 3 and 4, shall be deemed to have been concluded for an indefinite period.

(6) (New - SG, issue 7 of 2012) A fixed-term employment contract for the period of the long-term secondment may be concluded for work in a position designated for long-term secondment in a foreign mission of the Republic of Bulgaria under the Diplomatic Service Act .

(7) (New - SG, issue 48 of 2006, in force from 01.07.2006, previous para. 6 - SG, issue 7 of 2012) The employer shall provide, at an appropriate place in the enterprise, timely written information to workers and employees under fixed-term employment contracts about the vacant jobs and positions that can be filled under an employment contract for an indefinite period, in order to ensure them the opportunity for permanent work. He shall also provide such information to the representatives of the trade union organizations, as well as to the representatives of the workers and employees under Art. 7, para. 2 .

(8) (New - SG, issue 48 of 2006, in force from 01.07.2006, previous para. 7 - SG, issue 7 of 2012) Where possible, the employer shall take measures to facilitate the access of workers and employees on fixed-term employment contracts to vocational training in order to improve their skills and opportunities for career growth and for their transfer to another job. Conversion of a fixed-term employment contract into a permanent contract

Article 69.

(Amended - SG, No. 100 of 1992)

(1) An employment contract concluded for a fixed term shall be converted into a contract for an indefinite period if the employee continues to work after the expiry of the agreed term for 5 or more working days without a written objection from the employer and the position is vacant.

(2) (Supplemented - SG, issue 100 of 1992) The preceding paragraph shall also apply to the fixed-term employment contract for the replacement of an absent worker or employee, if the employment contract with replacements is terminated during the replacement. Employment contract with a probationary period

Article 70.

(1) (Amended - SG, No. 100 of 1992, supplemented - SG, No. 62 of 2022, effective 01.08.2022) When the work requires the verification of the suitability of the employee to perform it, the final acceptance of the work may be preceded by a contract with a trial period of up to 6 months, and when a term shorter than one year is specified for the work - the trial period is up to one month. Such a contract may also be concluded when the employee wishes to verify whether the work is suitable for him.

(2) (New - SG, issue 25 of 2001, effective 31.03.2001) The contract under para. 1 shall specify in whose favor the trial period has been agreed. If this is not specified in the contract, it shall be assumed that the trial period has been agreed in favor of both parties.

(3) (Previous para. 2 - SG, issue 25 of 2001, in force from 31.03.2001) During the trial period the parties shall have all the rights and obligations as in a final employment contract.

(4) (Amended - SG, issue 100 of 1992, previous para. 3 - SG, issue 25 of 2001, effective 31.03.2001) The probationary period shall not include the time during which the worker or employee was on statutory leave or for other valid reasons did not perform the work for which the contract was concluded.

(5) (New - SG, issue 25 of 2001, effective 31.03.2001) For the same job with the same worker or employee in the same enterprise, an employment contract with a trial period may be concluded only once. Termination of the contract with a probationary period

Article 71.

(1) Until the expiration of the trial period, the party in whose favor the agreement was made may terminate the contract without notice.

(2) The employment contract shall be deemed to be finally concluded if it is not terminated under the preceding paragraph by the expiration of the probationary period.

(3) (Repealed - SG, issue 21 of 1990) Prohibition on concluding a contract with a trial period

Article 72.

(Repealed - SG, issue 25 of 2001, in force from 31.03.2001) Employment contract for participation in a program or other temporary team

Article 73.

(Repealed - State Gazette, issue 100 of 1992) Invalidity

Article 74.

(1) (Amended - SG, No. 100 of 1992) An employment contract that contradicts the law or a collective employment contract or circumvents them shall be invalid.

(2) (Amended - SG No. 100/1992) The employment contract shall be declared invalid by the court in accordance with the procedure of Chapter Eighteen. In cases where the employment contract is invalid due to the employment of a worker or employee who has not reached the age permitted under this Code, the invalidity shall be declared by the labor inspectorate.

(3) (Amended - SG No. 100/1992) In cases where a supervisory or other competent authority considers that the employment contract is invalid on any of the grounds specified in para. 1, it shall immediately refer the matter to the court to rule on the validity of the employment contract.

(4) Pursuant to the procedure of para. 2, clause 1, only individual clauses of the employment contract may be declared invalid. Instead of them, the relevant mandatory provisions of the law or the provisions of the collective employment contract shall apply to the employment contract.

(5) The parties may not invoke the invalidity of the employment contract or its individual clauses until it has been announced and the decision on the announcement has been served on the parties.

(6) (Amended - SG, No. 100 of 1992) The invalidity shall not be declared if the defect in the employment contract disappears or is removed. The employer may not invoke a defect in the employment contract that can be removed.

(7) (Amended - SG, issue 100 of 1992) Upon declaration of the invalidity of the employment contract, the provisions of Article 333 shall not apply . Relations between the parties in the event of an invalid employment contract

Article 75.

(1) (Amended - SG, No. 100 of 1992) When the employment contract is declared invalid and the employee has acted in good faith when concluding it, the relations between the parties to the contract until the moment of its declaration of invalidity shall be regulated as in the case of a valid employment contract.

(2) The preceding paragraph shall also apply in cases where individual clauses of the employment contract are declared invalid. Applicability of the provisions on invalidity of the employment contract

Article 76.

The rules regarding the invalidity of the employment contract shall apply accordingly to the other grounds for the emergence of the employment relationship. Section II. Employment of young specialists (Repealed - State Gazette, issue 100 of 1992) Concerns of the state and enterprises for job placement of young specialists

Article 77.

(Repealed - State Gazette, issue 100 of 1992) Conclusion of employment contracts after completion of training

Article 78.

(Repealed - State Gazette, issue 100 of 1992) Liability for breach of contract

Article 79.

(Repealed - State Gazette, issue 100 of 1992) Employment of young specialists who have not concluded an employment contract after completing their training

Article 80.

(Repealed - State Gazette, issue 100 of 1992) Getting to work according to the general procedure

Article 81.

(Repealed - State Gazette, issue 100 of 1992) Other obligations for the placement of young professionals

Article 82.

(Repealed - State Gazette, issue 100 of 1992) Section III. Choice Getting a job based on choice

Article 83.

(Amended - SG, No. 21 of 1990, amended - SG, No. 100 of 1992)

(1) The positions held on the basis of election shall be established in a law, in an act of the Council of Ministers or in a statute.

(2) An election shall be held to fill a position that is vacant or about to be vacant, as well as in the event of a prolonged absence of the person occupying it. The term for which the person is elected shall not exceed 5 years. Nominating candidates for elected office

Article 84.

(New - No. 100 of 1992)

(1) Candidacies for holding an elective office shall be submitted by bodies and persons specified in a law, in an act of the Council of Ministers or in a statute. A candidate for holding an elective office may also submit his candidacy himself.

(2) An unlimited number of candidates may be nominated or run for one elected position.

(3) The election shall be made after the candidate has given his written consent.

(4) An election shall also be held when only one person is a candidate for the position. Making a choice

Article 85.

(Amended - SG, No. 21 of 1990)

(1) (Amended - SG, No. 100 of 1992) The election shall be conducted by an electoral body established by law, by an act of the Council of Ministers or by a statute.

(2) (Amended - SG, issue 100 of 1992) An election shall be held when more than half of the persons entitled to vote are present.

(3) (Amended - SG, issue 21 of 1990) Voting shall be open unless the body electing decides to be secret.

(4) Candidates for the elected office who are members of the electoral body shall not be taken into account when calculating the number of those present under paragraph 2 and shall not vote.

(5) Each position shall be voted on separately.

(6) (Amended - SG, No. 21 of 1990, amended - SG, No. 100 of 1992) The candidate who received the most votes, but not less than half of the votes of those who participated in the voting, shall be considered elected. Occurrence of the employment relationship

Article 86.

(1) The employment relationship arises from the declaration of the candidate as elected.

(2) (Amended - SG, issue 100 of 1992) The selected person shall be obliged to start work within 2 weeks from the receipt of the notification of the result of the selection. In case of valid reasons this period shall be up to 3 months.

(3) The fulfillment of the obligations under the employment relationship begins with the entry of the selected person into work.

(4) The employment relationship arising from an election shall remain in force after the expiry of the established term until another person is elected for the position.

(5) When the same person is elected in the new election, the employment relationship with him/her shall continue for a new term.

(6) (Amended - SG, issue 100 of 1992) When the election is concluded without any of the candidates being elected, the employment relationship with the person holding the position for which the election is being held shall continue until the successful completion of the next election.

(7) The employment relationship with the selected person who does not start work within the period under paragraph 2 shall be deemed not to have arisen. Disputes over the legality of the election

Article 87.

(1) (Amended - SG, No. 100 of 1992) Disputes regarding the legality of the election shall be considered by the district court at the request of each candidate or the employer within 2 weeks of receiving the notification of the result.

(2) In cases where the court establishes that the choice is lawful, it shall confirm it and the employment relationship shall arise from the choice, and when it establishes that the choice is unlawful - it shall be annulled and a new choice shall be made. Application of other election provisions

Article 88.

(1) (Amended - SG, No. 100 of 1992) The issues not regulated in this section shall be regulated in the relevant law, in an act of the Council of Ministers or in the statute, which provides for the holding of certain positions on the basis of election.

(2) (Amended - SG, issue 100 of 1992) The provisions of this section shall apply unless otherwise provided for in a law, in an act of the Council of Ministers or in a statute. Section IV. Competition Recruitment based on competition Article

89. (Amended - SG, No. 100 of 1992) A competition may be held for the filling of any position except for a position which is intended to be filled on the basis of an election. Determination of competitive positions

Article 89.

(Amended - State Gazette, No. 100 of 1992) A competitive examination may be held for filling any position except a position which is required to be filled by election.

Article 90.

(1) (Amended - SG, No. 100 of 1992) The positions to be filled by competition shall be determined by law, by an act of the Council of Ministers, by a minister or head of another department or by the employer.

(2) (Previous para. 3 - SG, issue 21 of 1990, amended, issue 100 of 1992, amended - SG, issue 25 of 2001, in force from 31.03.2001) A competition shall be announced for a position which has been announced for filling by competition by law, or when the position is vacant or is about to be vacated, as well as in the event of a prolonged absence of the person occupying it, for the time until his return.

(3) (Previous para. 4 - SG, issue 21 of 1990, amended, issue 100 of 1992) The positions designated as competitive shall be filled only on the basis of a competition. Until the competition is held, the position may be filled with a fixed-term employment contract for the time it is filled on the basis of a competition. Announcement of a competition

Article 91.

(1) (Amended - SG, No. 100 of 1992) The competition shall be announced by the employer through the central or local press. If necessary, the competition may also be announced in another appropriate manner.

(2) The competition notice must contain:

1. the name of the enterprise, the location and nature of the work and the requirements for the position;

2. (amended - SG, issue 100 of 1992) the manner of conducting the competition;

3. (amended - SG, issue 100 of 1992) the necessary documents, the place and the deadline for their submission, which cannot be shorter than 1 month.

(3) The description of the competitive position shall be provided to the candidates in advance so that they may familiarize themselves with it. Participation in a contest

Article 92.

(1) (Amended - SG, issue 100 of 1992) Participation in a competition shall not require the consent of the employer for whom the candidate works.

(2) (Repealed, previous para. 3, amended - SG, issue 100 of 1992) The candidate is entitled to unpaid leave for the days of participation in the competition and up to 2 days for travel, when the competition is held in another locality. This leave shall be recognized as work experience. Admission to competition

Article 93.

(1) (Amended - SG, issue 100 of 1992) The admission of candidates to a competition shall be carried out by a commission appointed by the employer.

(2) (Amended - SG, No. 100 of 1992) The reasons for the rejection shall be communicated in writing to the rejected candidates. Within 7 days of the notification, they may file an objection with the employer who announced the competition, who shall decide the matter finally within 3 days of receiving the objection.

(3) (Amended - SG, issue 100 of 1992) The admitted candidates shall be notified in writing of the date, time of commencement and place of the competition. Competition Committee

Article 94.

(Amended - SG, No. 100 of 1992) The competition shall be conducted by a commission appointed by the employer. The commission shall include relevant specialists. Holding a competition

Article 95.

(Amended - SG, No. 100 of 1992)

(1) The competition commission shall conduct the competition in the manner announced. It shall assess the professional training and other qualities of the candidates required for the position and shall rank only those who have successfully passed the competition. A protocol shall be drawn up for the competition held.

(2) (Amended - SG, issue 100 of 1992) The result of the competition shall be communicated to the persons participating in it within 3 days of its holding. Occurrence of the employment relationship

Article 96.

(1) (Amended - SG, No. 100 of 1992) The employment relationship shall arise with the person who is ranked first from the day on which he received the notification of the result.

(2) (Amended - SG, issue 100 of 1992) The person with whom the employment relationship has arisen shall be obliged to start work within 2 weeks of receiving the notification under the previous paragraph. In case of valid reasons this period shall be up to 3 months.

(3) (Amended - SG, issue 100 of 1992) The fulfillment of the obligations under the employment relationship begins with the person's entry into employment.

(4) (Amended - SG, issue 100 of 1992) If the person does not start work within the period under para. 2, the employment relationship shall be deemed not to have arisen. In this case, the employment relationship shall arise with the next ranked participant in the competition, of which he shall be notified in writing.

(5) (Repealed - SG, issue 100 of 1992) Inapplicability to competitions for academic positions

Article 97.

(Amended - SG, issue 101 of 2010) This section shall not apply to competitions for holding academic positions. Section V. Job placement by the Labor and Social Affairs Bureau (Repealed - State Gazette, issue 100 of 1992) Job placement order

Article 98.

(Repealed - State Gazette, issue 100 of 1992) Obligation to rule on the request for job placement

Article 99.

(Repealed - State Gazette, issue 100 of 1992) Establishment of an employment relationship

Article 100.

(Repealed - State Gazette, issue 100 of 1992) Refusal to place a job

Article 101.

(Repealed - State Gazette, issue 100 of 1992) Appeal by the enterprise against the work placement order

Article 102.

(Repealed - State Gazette, issue 100 of 1992) Section VI. Court Decision (Repealed - State Gazette, issue 100 of 1992) Cases of emergence of the employment relationship

Article 103.

(Repealed - State Gazette, issue 100 of 1992) Establishment of an employment relationship

Article 104.

(Repealed - SG, issue 100 of 1992) Section VII. Membership in a production cooperative (Repealed - SG, issue 100 of 1992) Occurrence of the employment relationship

Article 105.

(Repealed - State Gazette, issue 100 of 1992) Obligation of the cooperative to provide work to the cooperator

Article 106.

(Repealed - State Gazette, issue 100 of 1992) Section VIII. Additional conditions for certain employment relationships Determination of additional conditions upon the emergence of the employment relationship

Article 107.

(Amended - SG, No. 100 of 1992) When the employment relationship arises from a selection or a competition, before starting work the employer and the worker or employee shall agree on the amount of the remuneration. They may also agree on other conditions of the employment relationship. Additional conditions for those working under an employment relationship in the state administration

Article 107.

(Amended - SG, No. 100 of 1992) When the employment relationship arises from a selection or a competition, before starting work the employer and the worker or employee shall agree on the amount of the remuneration. They may also agree on other conditions of the employment relationship. Additional conditions for those working under an employment relationship in the state administration

Article 107.

(Amended - SG, No. 100 of 1992) When the employment relationship arises from a selection or a competition, before starting work the employer and the worker or employee shall agree on the amount of the remuneration. They may also agree on other conditions of the employment relationship. Additional conditions for those working under an employment relationship in the state administration

Article 107.

(Amended - SG, No. 100 of 1992) When the employment relationship arises from a selection or a competition, before starting work the employer and the worker or employee shall agree on the amount of the remuneration. They may also agree on other conditions of the employment relationship. Additional conditions for those working under an employment relationship in the state administration

Article 108.

(Repealed - SG, issue 100 of 1992) Additional labor from a worker

Article 109.

(Repealed - State Gazette, issue 100 of 1992) Additional work with the same employer

Article 110.

(Amended - SG, No. 100 of 1992) The worker or employee may conclude an employment contract with the employer for whom he works, for the performance of work that is not within the scope of his employment duties, outside the working hours established for him. Additional work for another employer

Article 111.

(Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 62 of 2022, effective 01.08.2022) The worker or employee may conclude employment contracts with other employers for performing work outside the working hours established for him under the main employment relationship (external combination), unless a prohibition is agreed in his individual employment contract under his main employment relationship due to the protection of a trade secret and/or the prevention of a conflict of interest. Prohibition on additional work

Article 112.

(Amended - SG, No. 100 of 1992, amended - SG, No. 48 of 2006, effective 01.07.2006) It is prohibited to perform additional work by workers or employees who:

1. work under specific conditions and the risks to their life and health cannot be eliminated or reduced, regardless of the measures taken - for work under the same or other specific conditions;

2. are defined in a law or in an act of the Council of Ministers. Working hours under an employment contract for additional work

Article 113.

(Amended - SG, No. 52/2004, effective 01.08.2004, amended - SG, No. 27/2005, amended - SG, No. 48/2006, effective 01.07.2006)

(1) The maximum duration of working hours under an employment contract for additional work together with the duration of working hours under the main employment relationship, calculated on a daily basis, may not exceed:

1. 40 hours per week - for workers and employees under the age of 18;

2. 48 hours per week - for other workers and employees.

(2) With their express written consent, the workers and employees under paragraph 1, item 2 may work more than 48 hours.

(3) The worker or employee under Articles 110 and 111 shall give his written consent to work more than 48 hours a week to the employer for whom he works. In case the worker or employee does not give his consent, he may not be obliged to work more than 48 hours a week, and his refusal may not lead to adverse consequences for him.

(4) The written consent of the worker or employee under Article 111 to work more than 48 hours a week shall be given to the employer - a party to the employment contract for additional work.

(5) In the cases under paragraphs 3 and 4, the duration of working hours shall be calculated for a period not exceeding 4 months.

(6) In all cases of additional work, the total duration of working hours may not violate the continuous minimum daily and weekly rest established by this Code.

(7) Employers shall keep records of every worker or employee who works more than 48 hours per week. The records shall be kept at the disposal of the Executive Agency "General Labour Inspectorate", which may, for reasons related to the safety and/or health of workers and employees, prohibit or restrict the possibility of exceeding the weekly working hours.

(8) Upon request, employers shall provide the Executive Agency "General Labour Inspectorate" with information on the cases in which workers and employees have agreed to work more than 48 hours a week. Employment contract for work on certain days of the month (Title amended - SG, issue 15 of 2010)

Article 114.

(1) (New - SG, issue 25 of 2001, in force from 31.03.2001, amended - SG, issue 108 of 2008, amended and supplemented - SG, issue 15 of 2010, previous text of Art. 114 - SG, issue 107 of 2020) An employment contract may also be concluded for work on certain days of the month, and this time shall be recognized as work experience.

(2) (New - SG, issue 107 of 2020) The worker or employee may conclude an employment contract under paragraph 1 with the employer for whom he works, for the performance of work that is not within the scope of his employment duties, outside the working hours established for him. Employment contract for short-term seasonal agricultural work

Article 115.

(Amended - SG, issue 100 of 1992) The employment contracts under this section, in addition to the conditions under Art. 66, paragraph 1, shall stipulate the duration and distribution of working hours, and may also stipulate the periodicity of payment of remuneration. Obligation of the enterprise

Article 116.

(Repealed - State Gazette, issue 100 of 1992) Social security Article

117. (Amended - SG, No. 100 of 1992) Workers and employees who perform additional work shall be insured under conditions and in accordance with the procedure established in a separate law. Section X. Amendment of the employment relationship Prohibition on unilateral modification of the employment relationship

Article 117.

(Amended - State Gazette, No. 100 of 1992) Workers and employees who perform additional work shall be insured under the conditions and according to the procedure established by a separate law.

Article 118.

(1) (Amended - SG, issue 100 of 1992) The employer or the employee may not unilaterally change the content of the employment relationship except in the cases and according to the procedure established by law.

(2) (Amended - SG, issue 100 of 1992) A change in the employment relationship shall not be considered when the worker or employee is transferred to another workplace in the same enterprise, without changing the designated place of work, the position and the amount of the basic salary of the worker or employee.

(3) (New - SG, issue 25 of 2001, effective 31.03.2001) The employer may unilaterally increase the remuneration of the employee. Amendment of the employment relationship by mutual consent

Article 119.

(1) (Previous text of Art. 119 - SG, issue 62 of 2022, in force from 01.08.2022) The employment relationship may be amended by written consent between the parties for a fixed or indefinite period.

(2) (New - SG, issue 62 of 2022, effective 01.08.2022) When the employment contract is fixed-term and/or for part-time work, the employee has the right to propose in writing to the employer its amendment into an employment contract for an indefinite period and/or for full-time work.

(3) (New - SG, issue 62 of 2022, effective 01.08.2022) Where a probationary period has been agreed, the employee may propose an amendment to the employment relationship under paragraph 2 after the expiration of the probationary period.

(4) (New - SG, issue 62 of 2022, effective 01.08.2022) When the employer refuses to amend the employment relationship under paragraph 2, he shall be obliged to provide the employee with a reasoned written response within one month, unless the proposal has been made more than twice within a period of one year. Change in the place and nature of work by the employer

Article 120.

(1) (Amended - SG, No. 100 of 1992) The employer may, in case of production necessity, as well as in case of a layoff, assign the worker or employee, without his consent, to temporarily perform other work in the same or in another enterprise, but in the same settlement or locality for a period of up to 45 calendar days during one calendar year, and in cases of a layoff - for as long as it continues.

(2) (Amended - SG, issue 100 of 1992) The change under the preceding paragraph shall be made in accordance with the qualification and health condition of the worker or employee.

(3) (Amended - SG, issue 100 of 1992) The employer may assign the worker or employee work of a different nature, even if it does not correspond to his or her qualification, when this is necessary for compelling reasons. Holding a position in an institution of the European Union

Article 121.

(1) (Amended - SG, No. 100 of 1992) When the needs of the enterprise so require, the employer may second the worker or employee to perform work duties outside the place of his permanent work, but for no more than 30 calendar days without interruption.

(2) (Amended - SG, issue 100 of 1992) Secondment for a period longer than 30 calendar days shall be carried out with the written consent of the worker or employee.

(3) (New - SG, issue 15 of 2010, effective 28.08.2010, repealed - SG, issue 105 of 2016, effective 30.12.2016)

(4) (New - SG, issue 7 of 2012, repealed - SG, issue 105 of 2016, in force from 30.12.2016)

(5) (New - SG, issue 82 of 2011, previous para. 4, supplemented - SG, issue 7 of 2012, repealed - SG, issue 105 of 2016, in force from 30.12.2016) Secondment and sending of workers and employees within the framework of the provision of services

Article 122.

(Repealed - State Gazette, issue 100 of 1992) Preservation of the employment relationship when changing employer

Article 123.

(Amended - SG, No. 25/2001, effective 31.03.2001, amended - SG, No. 52/2004, effective 01.08.2004, amended - SG, No. 48/2006, effective 01.07.2006)

(1) The employment relationship with the employee shall not be terminated upon a change of employer as a result of:

1. merger of enterprises;

2. merger of one enterprise into another;

3. division of the activities of one enterprise between two or more enterprises;

4. transfer of a separate part of one enterprise to another;

5. change of the legal organizational form of the enterprise;

6. change of the owner of the enterprise or a separate part thereof;

7. assignment or transfer of an activity from one enterprise to another, including the transfer of tangible assets.

(2) In the cases under paragraph 1, the rights and obligations of the transferring employer before the change, which arise from the employment relationships as of the date of the change, shall be transferred to the new acquiring employer.

(3) The rights arising from the additional voluntary pension insurance of the workers and employees of the transferring employer who were in employment relations with him on the date of the change under paragraph 1, as well as the rights of the persons who were no longer workers and employees on the date of the change, shall be regulated in a separate law.

(4) The following shall be responsible for the obligations to the employee that arose before the change under paragraph 1:

1. in the event of a merger or acquisition of enterprises and in the event of a change in the legal and organizational form - the acquiring employer;

2. in other cases - jointly and severally by the transferring employer and the acquiring employer.

(5) (New - SG, issue 104 of 2007) Paragraphs 1 - 4 shall apply to the establishment of a European company and a European cooperative society through merger, as well as to merger and acquisition under Section V of Chapter Sixteen of the Commerce Act . Preservation of the employment relationship when renting or leasing the enterprise or a separate part thereof, as well as when awarding a concession (Title amended - SG, issue 96 of 2017, effective 02.01.2018)

Article 124.

(Amended - SG, No. 100 of 1992) Under the employment relationship, the worker or employee is obliged to perform the work for which he has agreed and to observe the established labor discipline, and the employer - to provide the worker or employee with conditions for performing the work and to pay him remuneration for the work performed. Duty of good faith performance

Article 125.

(Amended - SG, issue 100 of 1992) The worker or employee must perform his or her work duties accurately and in good faith. Obligations when performing the assigned work

Article 126.

(Amended - SG, No. 100 of 1992) When performing the work for which he has agreed, the worker or employee is obliged:

1. to report to work on time and to be at his/her workplace until the end of working hours;

2. to report to work in a condition that allows him to perform the assigned tasks and not to consume alcohol or any other intoxicating substance during working hours;

3. to use all working hours to perform the assigned work;

4. to perform his/her work in the required quantity and quality;

5. to comply with technical and technological rules;

6. (amended - SG, issue 25 of 2001) to comply with the rules for healthy and safe working conditions;

7. to carry out the lawful orders of the employer;

8. to carefully safeguard the property entrusted to him or with which he comes into contact during the performance of his assigned work, as well as to conserve the raw materials, materials, energy, money and other resources provided to him for the performance of his work duties;

9. (amended - SG, issue 25 of 2001, effective 31.03.2001) to be loyal to the employer, not abusing his trust and not disseminating confidential information, as well as to protect the good name of the enterprise;

10. to comply with the internal rules adopted in the enterprise and not to hinder other workers and employees from performing their work duties;

11. to coordinate his work with the other workers and employees and to provide them with assistance in accordance with the employer's instructions;

12. (new - SG, issue 95 of 2003) to notify the employer of the presence of incompatibility with the work performed, when during the performance and for him any of the grounds for inadmissibility under Art. 107a, para. 1 arises ;

13. (previous item 12 - SG, issue 95 of 2003) to fulfill all other obligations arising from a regulatory act, a collective labor agreement, the employment contract and the nature of the work. Employer's obligations to ensure working conditions

Article 127.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 127, supplemented - SG, No. 25 of 2001, effective 31.03.2001) The employer shall be obliged to provide the employee with normal conditions for the performance of the work under the employment relationship, for which he has agreed, by providing him with:

1. the work that is determined upon the emergence of the employment relationship;

2. workplace and conditions in accordance with the nature of the work;

3. (amended - SG, issue 25 of 2001, effective 31.03.2001) healthy and safe working conditions;

4. (new - SG, issue 25 of 2001, in force from 31.03.2001, amended - SG, issue 52 of 2004, in force from 01.08.2004, supplemented - SG, issue 108 of 2008) job description, a copy of which is given to the worker or employee upon conclusion of the employment contract against signature and the date of the giving is noted;

5. (previous item 4, amended - SG, issue 25 of 2001, effective 31.03.2001, supplemented - SG, issue 62 of 2022, effective 01.08.2022) instructions on the procedure and manner of performing labor duties and exercising labor rights, including familiarization with the rules for internal labor procedures, with the internal rules for wages and with the rules for health and safety at work;

6. (new - SG, issue 62 of 2022, effective 01.08.2022) information on the conditions and procedure for termination of the employment contract in accordance with the provisions of this code;

7. (new - SG, issue 62 of 2022, effective 01.08.2022) information on training provided by the employer, related to maintaining and improving professional qualifications and improving professional skills.

(2) (New - SG, issue 25 of 2001, in force from 31.03.2001) The employer is obliged to protect the dignity of the worker or employee during the performance of the work under the employment relationship.

(3) (New - SG, issue 48 of 2006, in force from 01.07.2006, repealed - SG, issue 108 of 2008)

(4) (New - SG, issue 48 of 2006, effective 01.07.2006, amended - SG, issue 105 of 2016, effective 30.12.2016) When the employer posts a worker or employee to work abroad for more than one month, he is obliged to inform him in writing before departure about:

1. the duration of the work;

2. the currency in which the remuneration will be paid;

3. (amended - SG, issue 105 of 2016, effective 30.12.2016) additional remuneration to be paid in cash or in kind, related to the posting abroad, if such are provided for;

4. the conditions for returning to the country.

(5) (New - SG, issue 7 of 2012) In cases where a worker or employee is sent to work abroad by an enterprise providing temporary work, it shall be obliged to inform him in writing before departure about:

1. the duration of the work;

2. the currency in which the remuneration will be paid;

3. additional remuneration to be paid in cash or in kind, related to the posting abroad, if any;

4. the conditions for returning to the country. Employer's obligation to accrue and pay wages

Article 128.

(Amended - SG, issue 100 of 1992, amended - SG, issue 52 of 2004, in force from 01.08.2004) The employer shall be obliged within the established time limits:

1. to charge in payrolls the wages of workers and employees for the work they have done;

2. to pay the agreed remuneration for the work performed;

3. to issue, upon request by the worker or employee, an extract from the payroll for the paid or unpaid wages and benefits. Employer's obligation to issue documents

Article 129.

(Amended - SG, No. 100 of 1992, amended - SG, No. 82 of 2011) The employer is obliged to provide insurance for the employee under the conditions and in accordance with the procedure established in the Social Insurance Code and the Health Insurance Act . Section II. General rules for information and consultation (New - SG, issue 48 of 2006, in force from 01.07.2006) Obligation of the employer to inform and consult (Title amended - SG, issue 48 of 2006, in force from 01.07.2006)

Article 130.

(Repealed - SG, No. 100 of 1992, new - SG, No. 25 of 2001, in force from 31.03.2001, amended - SG, No. 52 of 2004, in force from 01.08.2004, amended - SG, No. 48 of 2006, in force from 01.07.2006)

(1) The employer shall be obliged to provide the trade union organizations and the representatives of the workers and employees under Art. 7 and 7a in the enterprise with the information required by law, as well as to hold consultations with them.

(2) The employer shall provide information, conduct consultations and coordination in the cases provided for by law only with the trade union organizations or only with the representatives under Art. 7, para. 2 , when there are no trade union organizations in the enterprise or there are no elected representatives under Art. 7, para. 2 or any of them refuses to participate in the information and/or consultation procedure .

(3) The trade union organizations and the representatives of the workers and employees under Articles 7 and 7a are obliged to inform the workers and employees of the information received from the employer, as well as to take into account their opinion when conducting the consultations.

(4) Workers and employees have the right to timely, reliable and understandable information about the economic and financial situation of the employer, which is relevant to their labor rights and obligations.

(5) By collective employment contract or by agreement, the employer and the representatives of the workers and employees under Article 7a may agree on other practical measures for informing and consulting the workers and employees in addition to those specified in the law. Right to information and consultation in cases of mass dismissal

Article 131.

(Repealed - State Gazette, issue 100 of 1992) Obligation to create normal working conditions

Article 132.

(Repealed - State Gazette, issue 100 of 1992) Obligation to organize the work process

Article 133.

(Repealed - State Gazette, issue 100 of 1992) Obligation to develop democracy in labor relations

Article 134.

(Repealed - SG, issue 100 of 1992) Exercise of the rights and obligations of the enterprise

Article 135.

(Repealed - State Gazette, issue 100 of 1992) Chapter Seven. WORKING HOURS AND REST BREAKS Section I. Regular Working Hours Normal working hours

Article 136.

(Amended - SG, issue 100 of 1992)

(1) (Amended - SG, issue 25 of 2001, in force from 31.03.2001) The working week shall be five days with a normal duration of weekly working hours of up to 40 hours.

(2) (Repealed - SG, issue 25 of 2001, effective 31.03.2001)

(3) (Amended - SG, issue 25 of 2001, effective 31.03.2001) The normal duration of working hours during the day is up to 8 hours.

(4) (Supplemented - SG, issue 25 of 2001, effective 31.03.2001) The normal duration of working hours under the preceding paragraphs may not be extended, except in the cases and in accordance with the procedure provided for in this Code.

(5) (Repealed - SG, issue 25 of 2001, in force from 31.03.2001) Extension of working hours

Article 137.

(1) (Previous text of Art. 137 - SG, issue 25 of 2001, in force from 31.03.2001) Reduced working hours shall be established for:

1. (amended - SG, issue 100 of 1992, amended - SG, issue 83 of 2005) workers and employees who perform work under specific conditions and the risks to their life and health cannot be eliminated or reduced, regardless of the measures taken, but the reduction of the duration of working hours leads to the limitation of the risks to their health;

2. (amended - SG, issue 100 of 1992) workers or employees under the age of

18.

(2) (New - SG, issue 83 of 2005) The types of work for which reduced working hours are established shall be determined by an ordinance of the Council of Ministers.

(3) (New - SG, issue 25 of 2001, in force from 31.03.2001, previous para. 2 - SG, issue 83 of 2005) The right to reduced working hours under para. 1, item 1 shall be granted to workers and employees who work in the relevant conditions for not less than half of the statutory working hours.

(4) (New - SG, issue 25 of 2001, in force from 31.03.2001, previous para. 3 - SG, issue 83 of 2005) When reducing the working hours under paras 1 and 2, the remuneration and other rights of the worker or employee under the employment relationship shall not be reduced. Part-time

Article 138.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 138 - SG, No. 25 of 2001, in force from 31.03.2001) The parties to the employment contract may agree on work for part of the statutory working hours (part-time work). In such cases, they shall determine the duration and distribution of the working hours.

(2) (New - SG, issue 25 of 2001, effective 31.03.2001, amended - SG, issue 48 of 2006, effective 01.07.2006) In the cases under para. 1, the monthly duration of the working hours of the part-time workers and employees shall be shorter than the monthly duration of the working hours of the workers and employees who work under a full-time employment relationship in the same enterprise and perform the same or similar work. When there are no full-time workers and employees employed in the same or similar work, the comparison shall be made against the duration of the monthly working hours of the other workers and employees in the enterprise.

(3) (New - SG, issue 25 of 2001, effective 31.03.2001, amended - SG, issue 48 of 2006, effective 01.07.2006) The workers and employees under para. 1 may not be placed in a less favourable position solely because of the incomplete duration of their working hours in comparison with the workers and employees who are parties to a full-time employment contract, performing the same or similar work in the enterprise. They shall enjoy the same rights and have the same obligations as the workers and employees working full-time, unless the law makes the enjoyment of certain rights dependent on the duration of the hours worked, the length of service, the qualifications held and others.

(4) (New - SG, issue 7 of 2012) An employment contract concluded for part of the statutory working hours shall be deemed to have been concluded for work during normal working hours in cases where the control authorities establish that the worker or employee under this contract works outside the working hours established for him, without the conditions for overtime work being available in the cases permitted by law. Introduction of part-time work by the employer

Article 139.

(1) The distribution of working time shall be established in the internal labour rules of the enterprise.

(2) (Amended - State Gazette, No. 100 of 1992) In enterprises where the organisation of work permits this, working time with flexible boundaries may be established. The period during which the worker or employee must be present at the enterprise, as well as the method of recording it, shall be determined by the employer. Outside the period of mandatory presence, the worker or employee shall determine the beginning of working time.

(3) (New - State Gazette, No. 54 of 2015, effective from 17.07.2015) In the cases under Paragraph 2, outside the period of mandatory presence, the worker or employee may make up unworked daily working time on the following or other days of the same working week. The method of recording working time shall be regulated by the internal labour rules of the enterprise.

(4) (Amended - State Gazette, No. 100 of 1992; amended - State Gazette, No. 25 of 2001, effective from 31.03.2001; repealed - State Gazette, No. 48 of 2006, effective from 01.07.2006; former Paragraph 3 - State Gazette, No. 54 of 2015, effective from 17.07.2015) Depending on the nature of the work and the organisation of work, the working day may be divided into two or three parts.

(5) (Amended - State Gazette, No. 100 of 1992; amended - State Gazette, No. 25 of 2001, effective from 31.03.2001; amended - State Gazette, No. 107 of 2020, effective from 01.01.2021) For certain positions, due to the special nature of the work, an obligation to be on duty or available to the employer during a specified period of the day may be established. The procedure for establishing such an obligation, the maximum duration of the period and the procedure for recording it shall be determined by a regulation of the Council of Ministers.

Article 140.

(1) (Amended - SG, issue 25 of 2001, effective 31.03.2001) The normal duration of weekly working hours at night in a 5-day working week is up to 35 hours. The normal duration of working hours at night in a 5-day working week is up to 7 hours.

(2) (Amended - SG, issue 25 of 2001, effective 31.03.2001, amended and supplemented - SG, issue 54 of 2015, effective 17.07.2015) Night work is work performed from 22.00 to 06.00, and for workers and employees under the age of 16 - from 20.00 to 06.

00.

(3) (Amended - SG, issue 100 of 1992, amended - SG, issue 107 of 2020) The employer is obliged to provide workers and employees with free food, refreshing drinks and other facilitating conditions for the effective performance of night work.

(4) (Amended - SG, issue 100 of 1992) Night work is prohibited for:

1. workers and employees who have not reached the age of 18;

2. (amended - SG, issue 52 of 2004, effective 01.08.2004, supplemented - SG, issue 103 of 2009, effective 29.12.2009) pregnant workers and employees as well as workers and employees in an advanced stage of in-vitro treatment;

3. (amended - SG, issue 52 of 2004, effective 01.08.2004) mothers with children up to 6 years of age, as well as mothers who take care of children with disabilities regardless of their age, except with their written consent;

4. employed workers and employees except with their consent and if this does not adversely affect their health according to the conclusion of the health authorities;

5. workers and employees who continue their education without being separated from production except with their consent.

(5) (New - SG, issue 52 of 2004, in force from 01.08.2004, repealed - SG, issue 48 of 2006, in force from 01.07.2006) Special rules for night work

Article 141.

(1) When the nature of the production process requires it, work in the enterprise shall be organized in two or more shifts.

(2) A work shift is mixed when it includes day and night work. A mixed work shift with 4 or more hours of night work is considered a night shift and has the duration of a night shift, and with less than 4 hours of night work it is considered a day shift and has the duration of a day shift.

(3) The alternation of shifts in the enterprise shall be determined in the internal labor regulations.

(4) (Amended - SG, issue 100 of 1992) The work shifts of the workers and employees who continue their education without being separated from production, as well as of the students who work during their free time from studies, shall be determined depending on the organization of the educational process.

(5) It is prohibited to assign work during two consecutive work shifts.

(6) (Amended - SG No. 100/1992) In proceedings with an uninterrupted work process, the worker or employee may not suspend his work until the arrival of the worker or employee replacing him without the permission of the immediate supervisor. In such cases, the immediate supervisor is obliged to take the necessary measures for the arrival of the replacing worker or employee. Working time reporting Article

142.

(1) Working hours shall be calculated in working days - daily.

(2) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 48 of 2006, effective 01.07.2006, amended - SG, No. 107 of 2020, effective 01.01.2021) The employer may establish a summarized calculation of working hours under conditions and in accordance with the procedure determined by an ordinance of the Council of Ministers.

(3) (New - SG, issue 107 of 2020, effective 01.01.2021) In the cases of para. 2, the employer shall determine a period for which a summarized calculation of working hours is established, with a duration of 1 to 4 months.

(4) (New - SG No. 107/2020, effective 01.01.2021) A collective labor agreement under Art. 51b may specify a period for the aggregate calculation of working hours of up to 12 months. The branches and industries in which a period for the aggregate calculation of working hours of up to 12 months may be specified shall be established by the ordinance under Para.

2.

(5) (Amended - SG, issue 100 of 1992, amended - SG, issue 25 of 2001, effective 31.03.2001, previous para. 3 - SG, issue 107 of 2020, effective 01.01.2021) Summarized calculation of working hours for workers and employees with irregular working hours is not allowed.

(6) (Amended - SG, No. 100 of 1992, supplemented - SG, No. 52 of 2004, effective 01.08.2004, previous para. 4 - SG, No. 107 of 2020, effective 01.01.2021) The maximum duration of a work shift when calculating the total working hours may be up to 12 hours, while the duration of the working week may not exceed 56 hours, and for workers and employees with reduced working hours - up to 1 hour above their reduced working hours. Section II. Overtime Definition and prohibition

Article 142.

(1) Working time shall be calculated in working days, on a daily basis.

(2) (Amended - State Gazette, No. 100 of 1992; amended - State Gazette, No. 25 of 2001, effective from 31.03.2001; amended - State Gazette, No. 48 of 2006, effective from 01.07.2006; amended - State Gazette, No. 107 of 2020, effective from 01.01.2021) The employer may establish summary calculation of working time under the conditions and according to the procedure determined by a regulation of the Council of Ministers.

(3) (New - State Gazette, No. 107 of 2020, effective from 01.01.2021) In the cases under Paragraph 2, the employer shall determine a period for which summary calculation of working time is established, lasting from 1 to 4 months.

(4) (New - State Gazette, No. 107 of 2020, effective from 01.01.2021) A period of up to 12 months may be determined by a collective employment agreement under Article 51b. The sectors and industries in which a period of up to 12 months may be determined shall be established by the regulation under Paragraph 2.

(5) (Amended - State Gazette, No. 100 of 1992; amended - State Gazette, No. 25 of 2001, effective from 31.03.2001; former Paragraph 3 - State Gazette, No. 107 of 2020, effective from 01.01.2021) Summary calculation of working time shall not be permitted for workers and employees with non-standard working days.

(6) (Amended - State Gazette, No. 100 of 1992; supplemented - State Gazette, No. 52 of 2004, effective from 01.08.2004; former Paragraph 4 - State Gazette, No. 107 of 2020, effective from 01.01.2021) The maximum duration of a work shift under summary calculation of working time may be up to 12 hours, while the working week may not exceed 56 hours, and for workers and employees with reduced working time, up to 1 hour above their reduced working time.

Article 143.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001) Overtime work is work performed by order or with the knowledge and without the opposition of the employer or the relevant manager by the worker or employee outside the working hours established for him.

(2) Overtime work is prohibited. Admissibility by exception

Article 144.

Overtime work shall be permitted exceptionally only in the following cases:

1. for carrying out work related to the defense of the country;

2. (new - SG, issue 42 of 2018) for the performance of work by employees of the Ministry of Interior related to the conduct of elections, preparation of expert reports and psychological support in operational-search activities and management of critical situations, as well as for other work related to security and preservation of public order;

3. (amended - SG, issue 100 of 1992, amended - SG, issue 19 of 2005, supplemented - SG, issue 102 of 2006, amended - SG, issue 35 of 2009, in force from 12.05.2009, previous item 2 - SG, issue 42 of 2018) for prevention, control and overcoming of the consequences of disasters;

4. (amended - SG, issue 100 of 1992, previous item 3 - SG, issue 42 of 2018) for carrying out urgent public works to restore water supply, electricity supply, heating, sewage, transport and communication links and providing medical assistance;

5. (amended - SG, issue 100 of 1992, previous item 4 - SG, issue 42 of 2018) for carrying out emergency restoration work and repairs in work premises, on machines or other equipment;

6. (amended - SG, issue 100 of 1992, amended - SG, issue 108 of 2008, previous item 5 - SG, issue 42 of 2018) for completing work that has been started and cannot be performed during regular working hours;

7. (new - SG, issue 100 of 1992, previous item 6 - SG, issue 42 of 2018) for performing intensive seasonal work. Laying order

Article 145.

(Amended - SG, No. 100 of 1992, repealed - SG, No. 25 of 2001, in force from 31.03.2001) Duration

Article 146.

(1) (Amended - SG, issue 100 of 1992) The duration of overtime work during one calendar year for one worker or employee may not exceed 150 hours.

(2) (New - SG, issue 107 of 2020, effective 01.01.2021) A collective labor agreement under Art. 51b may stipulate a longer duration of overtime work under Para. 1, but not more than 300 hours in one calendar year.

(3) (Previous para. 2 - SG, issue 107 of 2020, in force from 01.01.2021) The duration of overtime work may not exceed:

1. 30 hours of daytime or 20 hours of night work in 1 calendar month;

2. 6 hours of daytime or 4 hours of night work in 1 calendar week;

3. 3 hours of daytime or 2 hours of night work during 2 consecutive working days.

(4) (Amended - SG, issue 42 of 2018, former para. 3, amended - SG, issue 107 of 2020, in force from 01.01.2021) The restrictions under paras 1 and 3 shall not apply in the cases under Art. 144, items 1 - 4 . Inadmissibility of overtime work

Article 147.

(Amended - SG, No. 100 of 1992)

(1) Overtime work shall not be permitted by:

1. workers or employees who have not reached the age of 18;

2. (amended - SG, issue 52 of 2004, effective 01.08.2004, supplemented - SG, issue 103 of 2009, effective 29.12.2009) pregnant workers or employees as well as workers and employees in an advanced stage of in-vitro treatment;

3. (amended - SG, issue 52 of 2004, effective 01.08.2004) mothers with children up to 6 years of age, as well as mothers who take care of children with disabilities regardless of their age, except with their written consent;

4. employed workers or employees except with their consent and if this does not adversely affect their health according to the conclusion of the health authorities;

5. workers or employees who continue their education without being separated from production except with their consent.

(2) (Amended - SG, No. 83/2005, amended - SG, No. 42/2018) Overtime shall not be permitted, except in the cases under Art. 144, items 1 - 4, by workers and employees for whom reduced working hours have been established under Art. 137, para. 1, item 1 . Refusal to apply

Article 148.

(Amended - SG, No. 100 of 1992) The worker or employee has the right to refuse to work overtime when the rules of this Code, of another normative act or of the collective labor agreement have not been complied with. Reporting

Article 149.

(Amended - SG, issue 100 of 1992)

(1) The employer shall be obliged to keep a special book for recording overtime work.

(2) (Amended - SG, issue 100 of 1992, amended - SG, issue 27 of 2014) The overtime work performed during the calendar year shall be reported to the labor inspectorate by January 31 of the following calendar year. Overtime pay

Article 150.

(Amended - SG, issue 100 of 1992, amended - SG, issue 52 of 2004, effective 01.08.2004) For overtime work, an increased amount of remuneration shall be paid in accordance with Art. 262 . Section III. Holidays Breaks during the workday

Article 151.

(1) (Amended - SG, No. 100 of 1992) The working hours of the worker or employee shall be interrupted by one or several breaks. The employer shall provide the worker or employee with a meal break, which may not be less than 30 minutes.

(2) Breaks are not included in working hours.

(3) (Amended - SG, issue 100 of 1992, amended - SG, issue 25 of 2001, effective 31.03.2001) In productions with an uninterrupted work process and in enterprises where work is carried out continuously, the employer shall provide the worker or employee with a meal time during working hours. Midday break

Article 152.

(Amended - SG, No. 100 of 1992) The worker or employee has the right to an uninterrupted daily rest period, which may not be less than 12 hours. Weekly rest

Article 153.

(1) (Amended - SG No. 100/1992) In a five-day working week, the worker or employee shall be entitled to a weekly rest period of two consecutive days, one of which shall begin on Sunday. In such cases, the worker or employee shall be provided with at least 48 hours of uninterrupted weekly rest.

(2) (Amended - SG, issue 25 of 2001, effective 31.03.2001, amended - SG, issue 52 of 2004, effective 01.08.2004) When calculating the total working hours, the continuous weekly rest period shall be no less than 36 hours.

(3) (New - SG, issue 52 of 2004, effective 01.08.2004) In the event of a change in shifts in the aggregate calculation of working hours, the uninterrupted weekly rest may be less than the rest period under paragraph 2, but not less than 24 hours, in cases where the actual and technical organization of work in the enterprise requires this.

(4) (New - SG, issue 52 of 2004, effective 01.08.2004) For overtime work performed on the two days of the weekly rest period when calculating working hours on a daily basis, the worker or employee shall be entitled, in addition to increased pay for this work, to uninterrupted rest during the following working week in an amount not less than 24 hours. Holidays

Article 154.

(Amended and supplemented - SG, No. 30 of 1990, amended - SG, No. 27 of 1991, amended - SG, No. 104 of 1991, amended - SG, No. 88 of 1992, amended - SG, No. 2 of 1996)

(1) (Amended - SG, No. 22 of 1998, amended and supplemented - SG, No. 56 of 1998, amended - SG, No. 108 of 1998, amended - SG, No. 15 of 2010, amended - SG, No. 107 of 2020) Official holidays are: January 1 - New Year; March 3 - Day of the Liberation of Bulgaria from the Ottoman Yoke - national holiday; May 1 - Labor Day and International Workers' Solidarity Day; May 6 - St. George's Day, Day of Bravery and the Bulgarian Army; May 24 - Day of the Holy Brothers Cyril and Methodius, of the Bulgarian Alphabet, Education and Culture, and of Slavic Literature; September 6 - Reunification Day; September 22 - Independence Day of Bulgaria; November 1 - Day of the National Awakeners - absent for all educational institutions; December 24 - Christmas Eve, December 25 and 26 - Christmas; Good Friday, Holy Saturday and Easter - Sunday and Monday, which in the respective year are designated for its celebration.

(2) (New - SG, issue 105 of 2016, effective 01.01.2017) When the official holidays under para. 1, with the exception of the Easter holidays, coincide with Saturday and/or Sunday, the first or first two working days following them shall be non-working days.

(3) (Supplemented - SG, No. 52/2004, effective 01.08.2004, amended - SG, No. 15/2010, previous para. 2, amended - SG, No. 105/2016, effective 01.01.2017) The Council of Ministers may declare other days as non-attendance days on a one-time basis for public tribute to important historical, political, cultural or other particularly significant events, as well as days for celebrating certain professions and for expressing appreciation. Working hours and breaks in work of a specific nature and/or work organization

Article 155.

(Amended - SG, issue 100 of 1992)

(1) (Amended - SG, issue 52 of 2004, in force from 01.08.2004) Every worker or employee has the right to paid annual leave.

(2) (New - SG, issue 52 of 2004, effective 01.08.2004, amended - SG, issue 107 of 2020) Upon starting work for the first time, the worker or employee may use his paid annual leave when he acquires at least 4 months of work experience.

(3) (New - SG, issue 52 of 2004, effective 01.08.2004, amended - SG, issue 107 of 2020) Upon termination of the employment relationship before acquiring 4 months of service, the employee shall be entitled to compensation for unused paid annual leave, calculated in accordance with the procedure set out in Art. 224, para. 1 .

(4) (Amended - SG, issue 25 of 2001, effective 31.03.2001, previous text of para. 2 - SG, issue 52 of 2004, effective 01.08.2004) The amount of the basic paid annual leave shall be no less than 20 working days.

(5) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, in force from 31.03.2001, previous text of para. 3, amended - SG, No. 52 of 2004, in force from 01.08.2004) Certain categories of workers and employees, depending on the special nature of the work, are entitled to extended paid annual leave, which includes the leave under para.

4. The categories of workers and employees and the minimum amount of this leave shall be determined by the Council of Ministers. Additional paid annual leave

Article 156.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 52 of 2004, in force from 01.08.2004, previous text of Art. 156 - SG, No. 83 of 2005) Under the conditions of Art. 155, Para. 2 , the worker or employee shall be entitled to additional paid annual leave:

1. (amended - SG, issue 83 of 2005) for work under specific conditions and risks to life and health that cannot be eliminated, limited or reduced, regardless of the measures taken - not less than 5 working days;

2. (amended - SG, issue 25 of 2001, effective 31.03.2001) for work on irregular working days - not less than 5 working days.

(2) (New - SG, issue 83 of 2005) The types of work for which additional paid annual leave is established shall be determined by an ordinance of the Council of Ministers. Negotiating larger amounts of leave

Article 157.

(1) (Amended - SG, issue 100 of 1992) The employer is obliged to dismiss the worker or employee:

1. upon marriage - 2 working days;

2. in case of blood donation - for the day of the examination and blood donation, as well as 1 day after it;

3. (amended - SG, issue 25 of 2001, effective 31.03.2001) in the event of death of a parent, child, spouse, brother, sister and parent of the other spouse or other relatives in the direct line - 2 working days;

4. (amended - SG, issue 25 of 2001, effective 31.03.2001) when summoned to court or by other authorities as a party, witness or expert;

5. (amended - SG, issue 100 of 1992) for participation in meetings as a member of a representative state body or a court juror;

5a. (new - SG, issue 57 of 2006, in force from 01.01.2007) for participation in meetings of a special negotiating body, a European works council or a representative body in a European commercial or cooperative company;

6. (repealed, previous item 7, amended - SG, issue 100 of 1992) when notice has been given by the employer to terminate the employment relationship - 1 hour per day for the days of notice. This right may not be exercised by an employee who works 7 hours or less;

7. (new - SG, issue 19 of 2005, amended - SG, issue 102 of 2006) for the period of training and participation in the voluntary disaster protection formations.

(2) (New - SG, issue 52 of 2004, effective 01.08.2004, supplemented - SG, issue 103 of 2009, effective 29.12.2009) The employer shall be obliged to release from work a pregnant worker or employee as well as a worker and employee in an advanced stage of in-vitro treatment for medical examinations, when it is necessary for them to be carried out during working hours. For this time, the pregnant worker or employee as well as a worker and employee in an advanced stage of in-vitro treatment shall be paid remuneration by the employer in the amount under Art. 177 .

(3) (Amended - SG, No. 100 of 1992, amended and supplemented - SG, No. 133 of 1998, amended - SG, No. 25 of 2001, in force from 31.03.2001, previous text of para. 2 - SG, No. 52 of 2004, in force from 01.08.2004) During the leave under para. 1, the employee shall be paid remuneration as follows:

1. under items 1-3 - as provided for in the collective employment contract or by agreement between the employee and the employer;

2. (amended - SG, issue 57 of 2006, effective 01.01.2007) under items 5a and 6 - by the employer in the amount under Art. 177 ;

3. in other cases - as provided for in the special laws. Leave during active and conscript service in the voluntary reserve (Title amended - SG, issue 25 of 2001, in force from 31.03.2001, amended - SG, issue 20 of 2012, in force from 10.06.2012, amended - SG, issue 109 of 2020, in force from 22.12.2020)

Article 158.

(Amended - SG, issue 20 of 2012, effective 10.06.2012, amended - SG, issue 109 of 2020, effective 22.12.2020)

(1) Upon call-up for active service in the voluntary reserve or upon performance of term service in the voluntary reserve, the worker or employee shall be considered on official unpaid leave for the period of service, including the day of departure and return.

(2) If active service in the voluntary reserve lasts more than 25 calendar days, the employee is entitled to two calendar days of unpaid leave before departure and two days after return.

(3) For the period of performance of conscript service in the voluntary reserve, the worker or employee shall be entitled to two calendar days of unpaid leave before departure and two days after return.

(4) For the period of leave under paragraphs 2 and 3, the employee shall be paid remuneration from the budget of the Ministry of Defence. Leave of absence of trade unionists

Article 159.

(Amended - SG, No. 100 of 1992)

(1) For the purpose of carrying out trade union activities, non-executive members of central, sectoral and territorial managements of trade union organizations, as well as non-executive chairmen of trade union managements in enterprises, shall be entitled to paid leave in amounts established in the collective labor agreement, but not less than 25 hours per calendar year.

(2) The leave under the preceding paragraph shall be paid in accordance with Article 177 and may not be compensated by monetary compensation.

(3) The time of use of the leave under para. 1 shall be determined by the relevant trade union activist, of which he shall promptly notify the employer. The time and duration of the used leave shall be recorded in a special book at the employer.

(4) The leave under paragraph 1 may not be postponed to the following calendar year. Unpaid leave

Article 160.

(Amended - SG, No. 100 of 1992)

(1) The employer may, at the request of the employee, grant him unpaid leave regardless of whether or not he has used his paid annual leave and regardless of the length of his employment.

(2) (New - SG, issue 43 of 2008) The employer shall be obliged to allow a one-time use of unpaid leave of up to one year to an employee who is in a legal relationship with an institution of the European Union, except in the cases under Article 120a , with the United Nations, with the Organization for Security and Cooperation in Europe, with the North Atlantic Treaty Organization or with other international governmental organizations.

(3) (Previous para. 2 - SG, issue 43 of 2008) (*) Unpaid leave of up to 30 working days in one calendar year shall be recognized as work experience, and over 30 working days - only if this is provided for in this Code, in another law or in an act of the Council of Ministers. Service and creative leaves

Article 161.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 25 of 2001, effective 31.03.2001) The worker or employee may be granted paid or unpaid official or creative leave under conditions and in accordance with the procedure established in a collective labor agreement or in an agreement between the parties to the employment relationship.

(2) (New - SG, issue 54 of 2015, effective 17.07.2015) The period of unpaid official or creative leave under paragraph 1 shall be considered as length of service.

(3) (New - SG, issue 100 of 1992, previous para. 2 - SG, issue 54 of 2015, in force from 17.07.2015) Unless otherwise agreed in a collective labour agreement, full-time elected trade union activists shall be considered on unpaid leave for the time they hold the relevant trade union position.

(4) (New - SG, issue 57 of 2006, effective 01.01.2007, previous para. 3 - SG, issue 54 of 2015, effective 17.07.2015) An employee who is a member of a representative body in a European commercial or cooperative company shall be entitled to training leave necessary for the performance of his functions. The amount of the leave and the remuneration due during its use shall be agreed upon in a collective employment contract or by agreement between the parties to the employment relationship. Leave in case of temporary incapacity for work (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 162.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, supplemented - SG, No. 52 of 2004, effective 01.08.2004, amended - SG, No. 58 of 2022, effective 01.01.2023) The worker or employee has the right to leave in case of temporary incapacity for work due to a general illness or occupational disease, an occupational accident, for sanatorium-resort treatment and for an urgent medical examination or examination, quarantine, removal from work by prescription of the health authorities, caring for a sick or quarantined family member, necessary accompaniment of a sick family member for a medical examination, examination or treatment, as well as for caring for a healthy child, up to 12 years of age, returned from a childcare facility or school, due to quarantine of the facility or school, or of a separate group or class therein, or due to quarantine of the child.

(2) The leaves under the preceding paragraph shall be authorized by the health authorities.

(3) (Amended - SG, issue 100 of 1992, amended - SG, issue 25 of 2001, effective 31.03.2001) For the period of leave due to temporary incapacity for work, the worker or employee shall be paid monetary compensation within the terms and in amounts determined by a separate law. Leave due to pregnancy and childbirth (Title amended - SG, issue 30 of 2018, effective 01.07.2018)

Article 163.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 110 of 1999, in force from 1.01.2000, amended - SG, No. 52 of 2004, in force from 01.08.2004, amended - SG, No. 68 of 2006, in force from 01.01.2007, amended - SG, No. 109 of 2008, in force from 02.01.2009) The female worker or employee has the right to leave due to pregnancy and childbirth in the amount of 410 days for each child, of which 45 days must be taken before the birth.

(2) (Repealed - SG, issue 25 of 2001, effective 31.03.2001)

(3) When, due to inaccurate prediction by the health authorities, the birth occurs before the expiry of 45 days from the commencement of the leave, the remainder of up to 45 days shall be used after the birth.

(4) (Amended - SG, issue 25 of 2001, effective 31.03.2001) When the child is stillborn, dies or is placed in a children's institution on full state support or for adoption, the mother is entitled to leave until the expiration of 42 days from the birth. If the mother's working capacity as a result of the birth has not been restored after the 42nd day, this leave shall be extended at the discretion of the health authorities until her working capacity is restored. Until the expiration of the term under para. 1, this leave shall be paid as a leave for pregnancy and childbirth.

(5) (Amended - SG No. 25/2001, effective 31.03.2001) When the child is given up for adoption, is placed in a childcare facility at full state support or dies after the 42nd day of birth, the leave under para. 1 shall be terminated as of the next day. In such cases, if the mother's working capacity has not been restored as a result of the birth, sentences 2 and 3 of the preceding paragraph shall apply.

(6) (Amended - SG, issue 100 of 1992, amended - SG, issue 48 of 2006, effective 01.07.2006, repealed - SG, issue 30 of 2018, effective 01.07.2018)

(7) (New - SG, issue 98 of 2016, effective 01.06.2017, amended - SG, issue 30 of 2018, effective 01.07.2018) A female worker or employee with whom a child is placed in accordance with the procedure of Art. 26 of the Child Protection Act shall be entitled to leave under para. 1 in the amount of the difference in the age of the child on the day of placement until the expiration of the term of the entitled maternity leave. This leave may not be used simultaneously with the leave under para.

1.

(8) (New - SG, issue 108 of 2008, effective 01.01.2009, previous para. 7 - SG, issue 98 of 2016, effective 01.06.2017) When the mother and the father are married or live in the same household, the father is entitled to 15 days of leave upon the birth of a child from the date of discharge of the child from the medical institution.

(9) (New - SG, issue 98 of 2016, effective 01.06.2017, repealed - SG, issue 30 of 2018, effective 01.07.2018)

(10) (New - SG, issue 108 of 2008, effective 01.01.2009, amended - SG, issue 109 of 2008, effective 02.01.2009, previous para. 8, supplemented - SG, issue 98 of 2016, effective 01.06.2017, amended - SG, issue 30 of 2018, effective 01.07.2018, amended - SG, issue 104 of 2022, effective 01.01.2023) With the consent of the mother after the child reaches 6 months of age, the leave under para. 1 for the remainder of up to 410 days may be used instead by the father or by one of the parents of the mother or the father, when they work under an employment relationship.

(11) (New - SG, issue 98 of 2016, effective 01.06.2017, repealed - SG, issue 30 of 2018, effective 01.07.2018)

(12) (New - SG, issue 98 of 2016, effective 01.06.2017) When the child is placed in the care of spouses pursuant to Article 26 of the Child Protection Act , with the consent of the employee, after the child reaches the age of 6 months, her husband may use leave in her place for the remaining period of up to 410 days.

(13) (New - SG, issue 108 of 2008, effective 01.01.2009, previous para. 9, amended - SG, issue 98 of 2016, effective 01.06.2017, amended - SG, issue 30 of 2018, effective 01.07.2018) For the period during which leave under para. 10 or 12 is taken, the leave of the mother or the worker or employee with whom a child is placed under the procedure of art. 26 of the Child Protection Act shall be interrupted.

(14) (Amended - SG, No. 100 of 1992, former para. 7, amended - SG, No. 108 of 2008, supplemented - SG, No. 15 of 2010, former para. 10, amended - SG, No. 98 of 2016, effective 01.06.2017, amended - SG, No. 30 of 2018, effective 01.07.2018) During the leave under paras 1 - 12, the persons shall be paid a cash compensation under conditions and in amounts determined in a separate law. The time during which the leave is used shall be recognized as work experience.

(15) (New - SG, issue 98 of 2016, effective 01.06.2017, amended - SG, issue 30 of 2018, effective 01.07.2018) In cases where leave under para. 1 is not used, or the person under para. 10, who uses such leave, interrupts its use, the mother, when working under an employment relationship, shall be paid a cash benefit from the state social security.

(16) (New - SG, issue 68 of 2006, effective 01.01.2007, previous para. 8 - SG, issue 108 of 2008, previous para. 11 - SG, issue 98 of 2016, effective 01.06.2017, amended - SG, issue 30 of 2018, effective 01.07.2018) The procedure and manner for using the leave under paragraphs 1, 7, 8, 10 and 12 shall be determined by an ordinance of the Council of Ministers. Leave for raising a child up to 2 years of age (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 164.

(1) (Amended - SG, issue 54 of 2015, effective 17.07.2015) After using leave due to pregnancy, childbirth or adoption, if the child is not placed in a childcare facility, the female employee is entitled to additional leave to raise a child until the child reaches the age of

2.

(2) (Repealed - SG, issue 25 of 2001, effective 31.03.2001)

(3) (Amended - SG, issue 25 of 2001, effective 31.03.2001) The leave under paragraph 1, with the consent of the mother (adoptive mother), shall be granted to the father (adoptive mother) or to one of their parents, when they work under an employment relationship.

(4) (Amended - SG No. 100/1992) During the leave under the preceding paragraphs, the mother (adoptive mother) or the person who has taken over the upbringing of the child shall be paid a monetary compensation under the conditions and in the amounts specified in a separate law. The time during which the leave is taken shall be recognized as work experience.

(5) (Amended and supplemented - SG, issue 25 of 2001, effective 31.03.2001, amended - SG, issue 1 of 2002, effective 01.01.2002) In cases where leave under para. 1 is not used or the person using such leave interrupts its use, the mother (adoptive mother), if she works under an employment relationship, shall be paid a monetary compensation from the State Social Insurance. Leave to raise a child placed with relatives or in a foster family

Article 165.

(Repealed - SG, issue 54 of 2015, effective 17.07.2015) Leave for breastfeeding and feeding a small child

Article 166.

(1) (Amended - SG No. 100 of 1992) A female worker or employee who breastfeeds her child on her own is entitled to paid leave for breastfeeding until the child reaches the age of 8 months, for 1 hour twice a day or, with her consent, for 2 hours at a time. For a female worker or employee who works a reduced working day of 7 hours or less, this leave is 1 hour a day. After the child reaches the age of 8 months, this leave is 1 hour a day and is allowed to the female worker or employee at the discretion of the health authorities, as long as it is necessary to breastfeed the child.

(2) (Amended - SG No. 100/1992) When the female worker or employee has twins or a premature child, the amount of the leave under the previous paragraph shall be 3 hours per day until the child reaches 8 months of age and 2 hours - after the child reaches 8 months of age, until the health authorities deem it necessary to breastfeed the child. In these cases, if the female worker or employee works a reduced working day of 7 hours or less, the initial amount of the leave for breastfeeding the child shall be 2 hours, and after the child reaches 8 months of age - 1 hour per day. The leave under this paragraph shall be used twice, and with the consent of the female worker or employee - at once.

(3) Leave under the conditions and in the amounts specified in this article shall be granted to both the adoptive mother and the mother of a stepchild.

(4) (Amended - SG, issue 100 of 1992) The leave under the preceding paragraphs shall be paid by the employer. Leave in the event of death or serious illness of a parent or adoptive parent, in the event of deprivation of parental rights or granting of parental rights to the father (adoptive parent) (Title amended - SG, issue 30 of 2018, in force from 01.07.2018, amended - SG, issue 66 of 2024)

Article 167.

(1) (Amended - SG, No. 52 of 2004, effective 01.08.2004, supplemented - SG, No. 98 of 2016, effective 01.06.2017, amended - SG, No. 30 of 2018, effective 01.07.2018, amended - SG, No. 66 of 2024) When the mother of a child under 2 years of age or the adoptive mother of a child under 5 years of age dies or becomes seriously ill, due to which she cannot take care of the child, or when she is deprived of parental rights or the exercise of parental rights over the child is granted to the father (adoptive parent) in accordance with the established procedure, the relevant part of the maternity, adoption and child-rearing leave shall be used by the father. (the adoptive parent). With his consent, these leaves may be used by one of his parents or by one of the parents of the child's mother (adoptive parent) when working under an employment relationship.

(2) (New - SG, issue 98 of 2016, effective 01.06.2017, amended - SG, issue 30 of 2018, effective 01.07.2018) When the mother of a child up to 2 years of age or the adoptive mother of a child up to 5 years of age becomes seriously ill, due to which she cannot take care of the child, and the father (adoptive parent) has died, the relevant part of the maternity, adoption and child-rearing leave shall be used by one of the parents of the mother (adoptive mother) or of the father (adoptive parent), when working under an employment relationship.

(3) (New - SG, issue 98 of 2016, effective 01.06.2017, amended - SG, issue 30 of 2018, effective 01.07.2018) When the mother of a child up to 2 years of age dies or becomes seriously ill, due to which she cannot take care of the child, and the father is unknown, the relevant part of the maternity and child-rearing leaves shall be used by one of her parents, when working under an employment relationship.

(4) (New - SG, issue 98 of 2016, effective 01.06.2017, amended - SG, issue 30 of 2018, effective 01.07.2018) When the person who alone has adopted a child up to 5 years of age dies or becomes seriously ill, due to which he/she cannot take care of the child, the relevant part of the leaves for adoption or for raising a child up to 2 years of age shall be used by one of his/her parents, when working under an employment relationship.

(5) (Amended - SG, No. 52 of 2004, effective 01.08.2004, previous para. 2 - SG, No. 98 of 2016, effective 01.06.2017, amended - SG, No. 30 of 2018, effective 01.07.2018) When both parents of a child up to 2 years of age or both adoptive parents of a child up to 5 years of age die and the child is not placed in a childcare facility, including a nursery or educational institution, or in a childcare facility fully supported by the state, the relevant part of the leaves under paras 1, 2, 3 and 4 shall be used by the guardian, and with his consent - by one of the parents of the mother or the father of the child, respectively - of the adoptive parents, when working under an employment relationship. Unpaid leave for raising a child up to 8 years of age

Article 168.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 25 of 2001, effective 31.03.2001) If agreed in a collective labor agreement, a female worker or employee with two living children under the age of 18 shall be entitled to two working days, and a female worker or employee with three or more living children under the age of 18 - to 4 working days of paid leave for each calendar year. This leave shall be taken whenever the female worker or employee so wishes and may not be compensated with monetary compensation, except upon termination of the employment relationship.

(2) The female worker or employee has the right to use the leave under the previous paragraph, including for the calendar year in which any or all of the children reach the age of

18.

(3) (Repealed - SG, issue 25 of 2001, effective 31.03.2001)

(4) The use of leave under this Article may be postponed in accordance with the procedure set out in Article 176 . Paid study leave

Article 169.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 25 of 2001, effective 31.03.2001) A worker or employee who studies in a secondary or higher school without interruption from production with the consent of the employer, is entitled to paid leave in the amount of 25 working days for each academic year.

(2) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001) The leave under para. 1 shall be used independently of all other types of leave. It may be used at once or in parts and shall not be granted to an employee who repeats the school year for unjustified reasons.

(3) (Amended - SG, issue 100 of 1992) Students under paragraph 1 shall be entitled to a one-time paid leave of 30 working days for preparation and appearing for a matriculation or state examination, including preparation and defense of a diploma thesis, diploma project or dissertation.

(4) (Amended - SG, No. 100 of 1992, amended and supplemented - SG, No. 25 of 2001, effective 31.03.2001) For the preparation of a dissertation for the award of the scientific degree "doctor", the workers and employees enrolled in part-time or independent doctoral studies shall be entitled to a one-time 6-month paid leave, and for the preparation of a dissertation for the award of the scientific degree "doctor of sciences" - 12 months. This right shall be exercised with the consent of the employer.

(5) (Amended - SG, issue 100 of 1992, supplemented - SG, issue 25 of 2001, effective 31.03.2001) Workers and employees who study in evening schools with the consent of the employer, except for those who work a reduced working day of 7 hours or less, shall be released from work 1 hour earlier on each school day. Leave for an entrance exam at an educational institution

Article 170.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001) When, with the consent of the employer, the worker or employee applies to a school, admission to which is by examination, the worker or employee shall be entitled to paid leave, as follows:

1. when applying to a secondary school - 6 working days;

2. when applying to a higher education institution or for doctoral studies - 12 working days.

(2) (New - SG, issue 25 of 2001, effective 31.03.2001) When the employer's consent is not given, the worker or employee shall be entitled to unpaid leave in the amounts under paragraph 1, reduced by half, which shall be recognized as length of service.

(3) (Amended - SG, issue 100 of 1992, previous para. 2, amended - SG, issue 25 of 2001, in force from 31.03.2001) When the worker or employee has used the paid or unpaid leave under paras 1 and 2, but has not been accepted into the relevant educational institution or as a doctoral student, for the following years he is entitled to unpaid leave in an amount equal to half of the leave under para. 1, which shall be recognized as work experience. Unpaid student leave

Article 171.

(1) (Amended - SG, issue 25 of 2001, effective 31.03.2001) The workers and employees under Art. 169, para. 1 shall also be entitled to unpaid leave in the following amounts:

1. for preparation and taking an exam - up to 20 working days per academic year;

2. (amended - SG, issue 25 of 2001, effective 31.03.2001) for preparation and appearance for an entrance, maturity or state examination, including for preparation and defense of a diploma thesis or diploma project in secondary educational institutions - up to 30 working days;

3. for preparation and taking a state exam, including preparation and defense of a thesis or a diploma project in higher education institutions - up to 4 months;

4. (amended - SG, issue 25 of 2001, effective 31.03.2001) for preparation and defense of a dissertation by part-time doctoral students or by doctoral students in independent preparation - up to 4 months.

(2) (New - SG, issue 25 of 2001, effective 31.03.2001) When the employer's consent is not given, the worker or employee who studies in a secondary or higher school without interruption from production shall be entitled to unpaid leave in the amounts under paragraph 1, reduced by half.

(3) (Previous para. 2, amended - SG, issue 25 of 2001, effective 31.03.2001) The unpaid leave under paras 1 and 2 shall be recognized as work experience. Use of leave by students

Article 172.

(Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 58 of 2010, effective 30.07.2010, amended - SG, No. 54 of 2015, effective 17.07.2015) Paid annual leave shall be granted to the employee at once or in parts. Usage order

Article 173.

(Amended - SG, issue 58 of 2010, effective 30.07.2010, amended - SG, issue 54 of 2015, effective 17.07.2015)

(1) The paid annual leave shall be used by the employee with written permission from the employer.

(2) The employer shall be obliged to allow employees who profess a religion other than the Eastern Orthodox to use, at their option, part of the annual paid leave or unpaid leave under Art. 160, para. 1 for the days of the relevant religious holidays, but not more than the number of days for the Eastern Orthodox religious holidays under Art. 154 .

(3) The days for the religious holidays of the denominations other than the Eastern Orthodox shall be determined by the Council of Ministers upon a proposal from the official leadership of the respective denomination.

(4) The employer has the right to grant the paid annual leave to the worker or employee without his consent during a stay of more than 5 working days, when the leave is used simultaneously by all workers and employees, as well as in cases where the worker or employee, after an invitation from the employer, has not requested his leave by the end of the calendar year for which it is due.

(5) The employee shall use his paid annual leave until the end of the calendar year to which it relates. The employer shall be obliged to allow the employee's paid annual leave until the end of the relevant calendar year, unless its use is postponed in accordance with the procedure laid down in Article

176. In this case, the employee shall be provided with the use of not less than half of the paid annual leave due to him for the calendar year. Use of leave during a declared state of emergency or declared emergency epidemic situation (Title supplemented - SG, issue 44 of 2020, in force from 14.05.2020)

Article 174.

(Amended - SG, No. 100 of 1992, amended - SG, No. 18 of 2011, effective 01.03.2011, amended - SG, No. 54 of 2015, effective 17.07.2015) Workers or employees under the age of 18 and mothers with children up to 7 years of age shall take their leave during the summer, and at their request - at other times of the year, except in the cases under Art. 173, Para. 4 . Interruption of use

Article 175.

(Amended - SG, issue 100 of 1992)

(1) When during the use of the paid annual leave the worker or employee is granted another type of paid or unpaid leave, the use of the paid annual leave shall be interrupted at his request and the remainder shall be used additionally by agreement between him and the employer.

(2) (New - SG, issue 100 of 1992) Except in the cases under the preceding paragraph, the leave of the worker or employee may be interrupted by mutual consent of the parties, expressed in writing. Postponement of use

Article 176.

(Amended - SG, No. 100 of 1992, amended - SG, No. 58 of 2010, effective 30.07.2010, amended - SG, No. 54 of 2015, effective 17.07.2015)

(1) The use of paid annual leave may be postponed to the following calendar year by:

1. the employer - due to important production reasons under the condition of Art. 173, para. 5 , sentence three;

2. the worker or employee - when using another type of leave or at his request with the consent of the employer.

(2) When the leave is postponed or not used by the end of the calendar year to which it relates, the employer is obliged to ensure its use in the following calendar year, but not later than 6 months from the end of the calendar year to which it is due.

(3) Where the employer has not permitted the use of the leave in the cases and within the time limits under paragraph 2, the worker or employee shall have the right to determine the time of its use by notifying the employer thereof in writing at least 14 days in advance. Termination of the right of use

Article 177.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 108 of 2008) For the period of paid annual leave, the employer shall pay the employee remuneration, which shall be calculated from the average daily gross remuneration accrued by the same employer for the last calendar month preceding the use of the leave, during which the employee has worked at least 10 working days.

(2) (New - SG, issue 108 of 2008) When there is no month during which the worker or employee has worked at least 10 working days with the same employer, the remuneration under paragraph 1 shall be determined by the basic and additional remuneration of a permanent nature agreed upon in the employment contract. Prohibition of monetary compensation

Article 178.

Compensation for paid annual leave with monetary benefits is prohibited, except upon termination of the employment relationship. Chapter Nine. LABOR DISCIPLINE Section I. General Provisions (Repealed - SG, No. 100 of 1992) Content of labor discipline

Article 179.

(Repealed - State Gazette, issue 100 of 1992) Compliance with labor discipline

Article 180.

(Repealed - State Gazette, issue 100 of 1992) Internal work rules

Article 181.

(Amended - SG, No. 100 of 1992, amended - SG, No. 108 of 2008)

(1) The employer shall be obliged to issue regulations for the internal labor order, which shall determine the rights and obligations of the workers and employees and of the employer under the employment relationship and shall regulate the organization of labor in the enterprise in accordance with the specifics of its activity.

(2) The employer shall issue the internal labor regulations after conducting preliminary consultations with the representatives of the trade union organizations in the enterprise and with the representatives of the workers and employees under Art. 7, para. 2 . Section II. Awards (Repealed - State Gazette, issue 100 of 1992) Grounds for awarding by the enterprise

Article 182.

(Repealed - State Gazette, issue 100 of 1992) Types of enterprise awards

Article 183.

(Repealed - State Gazette, issue 100 of 1992) Order of giving awards by the enterprise

Article 184.

(Repealed - State Gazette, issue 100 of 1992) Awards for exceptional merit

Article 185.

(Repealed - State Gazette, issue 100 of 1992) Section III. Disciplinary liability Violation of labor discipline

Article 186.

The culpable failure to fulfill labor obligations is a violation of labor discipline. The violator shall be punished with the disciplinary penalties provided for in this Code, regardless of the property, administrative or criminal liability, if such liability is provided for. Types of violations of labor discipline

Article 187.

(1) (Previous text of Art. 187 - SG, issue 105 of 2016, in force from 30.12.2016) Violations of labor discipline are:

1. being late, leaving work early, not showing up for work or not keeping working hours;

2. (supplemented - SG, issue 100 of 1992) the employee reporting to work in a condition that does not allow him to perform the tasks assigned to him;

3. failure to perform the assigned work, failure to comply with technical and technological rules;

4. producing poor quality products;

5. (amended - SG, issue 25 of 2001, effective 31.03.2001) failure to comply with the rules for health and safety at work;

6. (repealed - State Gazette, issue 100 of 1992)

7. (amended - SG, issue 100 of 1992) failure to comply with the employer's lawful orders;

8. abuse of trust and damage to the good name of the enterprise, as well as dissemination of confidential information about it;

9. (amended - SG, issue 100 of 1992) damage to the employer's property and waste of materials, raw materials, energy and other resources;

10. failure to fulfill other labor obligations provided for in laws and other regulatory acts, in the internal labor regulations, in the collective labor agreement or determined upon the occurrence of the employment relationship.

(2) (New - SG, issue 105 of 2016, effective 30.12.2016, amended - SG, issue 15 of 2018, effective 16.02.2018, supplemented - SG, issue 64 of 2020, effective 21.08.2020, amended and supplemented - SG, issue 25 of 2022, effective 29.03.2022, supplemented - SG, issue 51 of 2022) Filing a complaint, signal or message to the Financial Supervision Commission for a violation of the Act on the Implementation of Measures Against Market Abuse with Financial Instruments , of the Act on the Activities of Collective Investment Schemes and Other Undertakings for Collective Investment , of the Act on the Markets in Financial Instruments , of the Code of insurance , the Social Security Code , Regulation (EU) No 596/2014 of the European Parliament and of the Council of 16 April 2014 on market abuse (Market Abuse Regulation) and repealing Directive 2003/6/EC of the European Parliament and of the Council and Commission Directives 2003/124/EC, 2003/125/EC and 2004/72/EC (OJ, L 173/1 of 12 June 2014), Regulation (EU) No 909/2014 of the European Parliament and of the Council of 23 July

2014. on improving securities settlement in the European Union and on central securities depositories and amending Directives 98/26/EC and 2014/65/EU and Regulation (EU) No 236/2012 (OJ, L 257/1 of 28 August 2014) Regulation (EU) No 575/2013 of the European Parliament and of the Council of 26 June 2013 on prudential requirements for credit institutions and amending Regulation (EU) No 648/2012 (OJ, L 176/1 of 27 June 2013) and Regulation (EU) No 600/2014 of the European Parliament and of the Council of 15 May

2014. on markets in financial instruments and amending Regulation (EU) No 648/2012 (OJ, L 173/84 of 12 June 2014), Regulation (EU) 2017/1129 of the European Parliament and of the Council of 14 June 2017 on the prospectus to be published when securities are offered to the public or admitted to trading on a regulated market and repealing Directive 2003/71/EC (OJ, L 168/12 of 30 June 2017), Regulation (EU) 2020/1503 of the European Parliament and of the Council of 7 October

2020. on European crowdfunding service providers for businesses and amending Regulation (EU) 2017/1129 and Directive (EU) 2019/1937 (OJ L 347/1 of 20 October 2020), Regulation (EU) 2019/2033of the European Parliament and of the Council of 27 November 2019 on prudential requirements for investment firms and amending Regulations (EU) No 1093/2010, (EU) No 575/2013, (EU) No 600/2014 and (EU) No 806/2014 (OJ L 314/1 of 5 December 2019) or their implementing acts, by an employee shall not constitute a violation under paragraph 1, item 8, except in cases where the same person intentionally reported false information. The first sentence shall apply accordingly to an employee against whom a report of a violation has been filed. Types of disciplinary punishments

Article 188.

(Amended - State Gazette, issue 100 of 1992) The disciplinary penalties are:

1. note;

2. notice of dismissal;

3. dismissal. Criteria for determining and one-time application of disciplinary punishment

Article 189.

(1) (Paragraph 1 repealed, former paragraph 2 - SG, issue 100 of 1992) When determining the disciplinary punishment, the gravity of the violation, the circumstances under which it was committed, as well as the behavior of the employee shall be taken into account.

(2) (Previous para. 3 - SG, issue 100 of 1992) Only one disciplinary punishment may be imposed for the same violation of labor discipline. Disciplinary dismissal

Article 190.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 190 - SG, No. 25 of 2001, in force from 31.03.2001) Disciplinary dismissal may be imposed for:

1. three late arrivals or early departures from work in one calendar month, each of which is not less than 1 hour;

2. failure to appear for work for two consecutive working days;

3. systematic violations of labor discipline;

4. (amended - SG, issue 25 of 2001, effective 31.03.2001) abuse of the employer's trust or dissemination of confidential information about him;

5. harm to citizens by workers or employees in trade and services through fraud in the price, weight, quality of the goods or service;

6. (new - SG, issue 51 of 1999) participation in gambling games through telecommunication means of the enterprise and the expenses incurred shall be reimbursed in full;

7. (previous item 6 - SG, issue 51 of 1999) other serious violations of labor discipline.

(2) (New - SG, issue 25 of 2001, effective 31.03.2001) Disciplinary dismissal under para. 1 shall be imposed upon compliance with the criteria under art. 189, para. 1 . Exclusion from the cooperative for disciplinary violations

Article 191.

(Repealed - State Gazette, issue 100 of 1992) Authorities that impose disciplinary sanctions

Article 192.

(1) (Amended - SG, issue 100 of 1992, amended - SG, issue 54 of 2015, effective 17.07.2015) Disciplinary sanctions shall be imposed by the employer or by an official designated by him with managerial functions or by another body authorized by law.

(2) (Amended - SG, issue 100 of 1992) Disciplinary sanctions of the head of the enterprise, as well as of workers or employees appointed by the superior authority, shall be imposed by this authority.

(3) (Repealed - SG, issue 100 of 1992) Obligations of the employer before imposing disciplinary punishment

Article 193.

(1) (Amended - SG, No. 21 of 1990, amended - SG, No. 100 of 1992) The employer shall be obliged, before imposing the disciplinary penalty, to hear the employee or accept his written explanations and to collect and evaluate the indicated evidence.

(2) (Amended - SG, issue 100 of 1992) Where the employer has not previously heard the worker or employee or has not accepted his written explanations, the court shall cancel the disciplinary punishment without examining the dispute on the merits.

(3) (Amended - SG, issue 100 of 1992) The provisions of the preceding paragraph shall not apply when the explanations of the worker or employee have not been heard or given through his fault. Deadlines for imposing disciplinary sanctions

Article 194.

(1) Disciplinary sanctions shall be imposed no later than 2 months from the discovery of the violation and no later than 1 year from its commission.

(2) In the event of a disciplinary violation, which is also a crime or an administrative violation related to the assigned work and established by a final judgment or penal decree, the time limits under the preceding paragraph shall begin to run from the entry into force of the judgment or penal decree.

(3) (Supplemented - SG, No. 21 of 1990, amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, in force from 31.03.2001) The terms under para. 1 shall not run during the time when the worker or employee is on statutory leave or participates in a strike.

(4) (Repealed - SG, issue 100 of 1992, new - SG, issue 107 of 2020) The terms under para. 1 shall not run during the period from the submission of the request until the receipt of the opinion of the labor expert medical commission and/or the preliminary permission for dismissal from the labor inspectorate in the cases under Art. 333, paragraph 1 . Disciplinary punishment order

Article 195.

(1) The disciplinary punishment shall be imposed by a reasoned written order, which shall specify the offender, the violation, and when it was committed, the punishment and the legal text on the basis of which it is imposed.

(2) (Amended - SG, issue 100 of 1992) The order for disciplinary punishment shall be served against the signature of the worker or employee, noting the date of service. If it is impossible to serve the order to the worker or employee, the employer shall send it by registered letter with return receipt.

(3) (Amended - SG, issue 100 of 1992) The disciplinary punishment shall be deemed to have been imposed from the day of delivery of the order to the worker or employee or from the day of its receipt, when it is sent by registered letter with return receipt.

(4) (Repealed - SG, issue 100 of 1992) Examination of disciplinary violations by the comrades' court

Article 196.

(Repealed - State Gazette, issue 100 of 1992) Erasure of disciplinary sanctions

Article 197.

(1) (Amended - SG, issue 100 of 1992) Disciplinary penalties shall be expunged upon the expiration of one year from their imposition.

(2) (Amended - SG, No. 100 of 1992) The deletion shall have effect for the future. The deletion of the disciplinary dismissal shall not be grounds for reinstating the worker or employee to his previous job. Early cancellation of disciplinary sanctions

Article 198.

(1) (Amended - SG, No. 100 of 1992) Disciplinary sanctions, with the exception of dismissal, may be deleted by the employer before the expiration of the term under para. 1 of the preceding article, if the worker or employee has not committed any other violations of labor discipline. The deletion shall have effect for the future.

(2) (Amended - SG, issue 100 of 1992) The cancellation of the punishment under the preceding paragraph shall be carried out by a reasoned written order, which shall be served on the worker or employee. Temporary suspension from work

Article 199.

(1) (Amended - SG, No. 100 of 1992) The employer or the immediate supervisor may temporarily suspend from work a worker or employee who is in a condition that does not allow him to perform his work duties, or who consumes alcohol or another strong intoxicant during working hours.

(2) (Amended - SG, issue 100 of 1992) The suspension shall continue until the worker or employee restores his fitness to perform his assigned work.

(3) (Amended - SG, issue 100 of 1992) During the period of suspension, the worker or employee shall not receive any remuneration. Chapter Ten. PROPERTY LIABILITY AND OTHER TYPES OF COMPENSATION Section I. Property Liability of the Employer (Title amended - SG, issue 100 of 1992) Employer's property liability in the event of death or injury to the health of the employee

Article 200.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 25 of 2001, in force from 31.03.2001, amended - SG, No. 52 of 2004, in force from 01.08.2004, amended - SG, No. 41 of 2009, in force from 01.07.2009, amended - SG, No. 15 of 2010) For damages resulting from an occupational accident or occupational disease which have caused temporary incapacity for work, permanent reduced working capacity of 50 and over 50 percent or death of the worker or employee, the employer shall be liable materially regardless of whether his body or another worker or employee is at fault for their occurrence.

(2) (Amended - SG, issue 100 of 1992) The employer shall also be liable when the occupational accident is caused by force majeure during or in connection with the performance of the assigned work or any work performed without an order, but in the interest of the employer, as well as during a vacation spent at the enterprise.

(3) (Amended - SG, issue 100 of 1992) The employer shall owe compensation for the difference between the damage caused - non-pecuniary and pecuniary, including the lost benefit, and the compensation and/or pension under social security.

(4) (New - SG, issue 83 of 2005) The compensation due under paragraph 3 shall be reduced by the amount of the amounts received under the concluded contracts for insurance of the workers and employees.

(5) (New - SG, issue 100 of 1992, amended - SG, issue 25 of 2001, in force from 31.03.2001, previous para. 4 - SG, issue 83 of 2005) The receipt of compensation under the preceding paragraphs by the heirs of a deceased person due to an occupational accident or occupational disease shall not be considered acceptance of an inheritance. Exclusion or reduction of liability

Article 201.

(Amended - SG, issue 100 of 1992)

(1) The employer shall not be liable under the preceding article if the injured party has intentionally caused the injury.

(2) (Amended - SG, issue 27 of 2024) The employer's liability may be reduced when:

1. the injured party contributed to the work accident by committing gross negligence;

2. when working remotely, the injured party did not comply with the prescribed rules and regulations for health and safety at work. Recourse claim

Article 202.

(Amended - SG, No. 100 of 1992) The employer shall have the right to claim against the guilty workers or employees for the compensation paid to the injured party or his heirs in accordance with the rules of Section II of this Chapter. Section II. Property Liability of the Worker or Employee (Title amended - SG, issue 100 of 1992) Scope of property liability

Article 203.

(1) (Amended - SG, No. 100 of 1992) The worker or employee shall be financially liable in accordance with the rules of this Chapter for the damage he has caused to the employer through negligence during or in connection with the performance of his employment duties.

(2) For damage caused intentionally or as a result of a crime or caused not during or in connection with the performance of employment duties, liability shall be determined by civil law.

(3) (Amended - SG, issue 100 of 1992) The property liability of the employee shall apply regardless of the disciplinary, administrative-punitive and criminal liability for the same act. Exclusion of liability

Article 204.

(Amended - SG, issue 100 of 1992) The worker or employee shall not be liable materially for the damage resulting from a normal production and economic risk. Damage subject to compensation

Article 205.

(1) (Supplemented - SG, issue 100 of 1992) The worker or employee shall be liable for the loss suffered, but not for the lost benefit.

(2) The amount of the damage shall be determined as of the day of its occurrence, and if it cannot be established - as of the day of its discovery. Amount of liability

Article 206.

(Amended - SG, No. 100 of 1992)

(1) For damage caused to the employer through negligence during or in connection with the performance of employment duties, the worker or employee shall be liable to the extent of the damage, but not more than the agreed monthly remuneration.

(2) When the damage is caused by a manager, including an immediate manager, during or in connection with the exercise of his managerial functions, the liability shall be in the amount of the damage, but not more than three times the agreed monthly remuneration.

(3) The liability shall be in the amounts set out in the preceding paragraphs even when the employer has compensated third parties for damages caused by the worker or employee under the same conditions. Amount of liability for damage caused during reporting activities

Article 207.

(Amended - SG, No. 100 of 1992)

(1) An employee or employee who is assigned as a work obligation to collect, store, spend or account for monetary or material values shall be liable to the employer:

1. in the amount of the damage, but not more than three times the agreed monthly remuneration;

2. for lack - in full amount together with legal interest from the day the damage was caused, and if this cannot be established - from the day the lack was discovered.

(2) Persons who have received something without reason from the person who caused the damage or who have benefited from the damage under item 1 of the preceding paragraph shall be jointly and severally liable with the person who caused the damage to return what was received up to the amount of the enrichment, except in the cases under Art. 271, para.

1. Persons shall also be liable to return what was received as a donation from the person who caused the damage, when the donation is made with funds derived from the damage caused.

(3) The claims under item 2 of para. 1 and under para. 2 shall be extinguished upon the expiration of a 10-year limitation period from the day the damage was caused.

(4) Other cases of full property liability may be established by law. Liability for damage caused by several workers or employees

Article 208.

(Amended - SG, No. 100 of 1992) When the damage is caused by several workers or employees, they shall be liable:

1. (amended - SG, issue 100 of 1992) in cases of limited liability - in accordance with the participation of each of them in causing the damage, and when it cannot be established - in proportion to their agreed monthly remuneration. The sum of the compensations due by them may not exceed the amount of the damage;

2. in cases of full liability - jointly and severally. Brigade responsibility

Article 209.

(1) (Amended - SG No. 100/1992) Team liability for absence may be assumed by a written contract concluded between the employer and the workers or employees who jointly or in shifts perform accounting activities. When the specific cause cannot be established, the compensation shall be distributed among the workers or employees who signed the contract, in proportion to the gross salary received for the period of time for which the absence was established.

(2) (Repealed - SG, issue 100 of 1992) Implementation of limited liability

Article 210.

(1) (Amended - SG, No. 100 of 1992) In cases of limited property liability, the employer shall issue an order determining the grounds and the amount of the liability of the worker or employee. When the damage is caused by the head of the enterprise, the order shall be issued by the relevant superior body, and if there is none - by the collective management body of the enterprise.

(2) The order shall be issued within 1 month of the discovery of the damage or of the payment of the amount to the third party, but not later than 1 year from its causing, and where the damage is caused by a manager or in the performance of an accounting activity - within 3 months of the discovery of the damage, but not later than 5 years from its causing. These terms shall not run if proceedings have been initiated for the implementation of full property liability, while the proceedings are pending.

(3) (Amended - SG, issue 100 of 1992) If the worker or employee, within 1 month from the delivery of the order, disputes in writing the grounds or the amount of the liability, the employer may file a claim against him in court.

(4) (Amended - SG, issue 100 of 1992) If within the term under the preceding paragraph the worker or employee does not dispute the grounds or the amount of liability, the employer shall withhold the amount due from the worker or employee's remuneration in the amounts specified in the Civil Procedure Code .

(5) (Amended - SG, No. 100 of 1992, amended - SG, No. 59 of 2007, effective 01.03.2008) In cases where, due to termination of the employment relationship or for other reasons, the collection of the amount cannot be made through deductions pursuant to the procedure of the preceding paragraph, on the basis of the order of the employer or of the authority under sentence two of para. 1, the employer may request the issuance of an enforcement order under Art. 410, para. 1 of the Civil Procedure Code, regardless of the amount of the claim.

(6) (Repealed - SG, issue 12 of 1996) Exercise of full property liability

Article 211.

Full property liability shall be exercised in accordance with the procedure established by law. In such cases, deductions may be made only on the basis of a final court decision. Application of civil law

Article 212.

(Supplemented - SG No. 100/1992) For the issues not regulated in this chapter on the employer's property liability for causing death or injury to the health of the worker or employee, as well as on the property liability of the worker or employee towards the employer, the civil law shall apply. Section III. Other types of compensation Compensation for not being allowed to work

Article 213.

(1) (Amended - SG No. 100/1992) In the event of unlawfully preventing a worker or employee, with whom an employment relationship has been established under the procedure of Chapter Five , from starting work, the employer and the guilty officials shall jointly and severally owe the worker or employee the gross remuneration for the relevant position from the day of reporting to start work until his actual admission to work.

(2) (Amended - SG No. 100/1992) The employer and the guilty officials shall jointly and severally owe compensation to the worker or employee who was unlawfully prevented from working during the period of performance of the employment relationship. This compensation shall be in the amount of the gross remuneration of the worker or employee for the period of unlawful prevention of work. Compensation for temporary suspension from work

Article 214.

(Previous text of para. 1, amended and supplemented - SG, issue 100 of 1992) An employee who has been unlawfully dismissed from work by the employer or by the immediate supervisor shall be entitled to compensation in the amount of his gross remuneration for the period of unlawful dismissal. The compensation shall be jointly and severally due by the employer and the guilty officials. (Paragraph 2 - repealed - State Gazette, issue 100 of 1992) Business trip compensation

Article 215.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 215, supplemented - SG, No. 105 of 2016, effective 30.12.2016) When on secondment under Art. 121, Para. 1, the employee shall be entitled to receive, in addition to his gross remuneration, travel, daily and accommodation allowances under conditions and in amounts determined by the Council of Ministers.

(2) (New - SG, issue 105 of 2016, effective 30.12.2016) Upon secondment under Art. 121a, para. 1, item 1 and upon dispatch under Art. 121a, para. 2, item 1, the employee shall be entitled to receive, in addition to his gross remuneration, travel allowance under the conditions specified in the ordinance under Art. 121a, para. 8 . Relocation allowance

Article 216.

(Amended - SG, No. 100 of 1992)

(1) An employee who moves to work in another locality may, by agreement with the employer, be paid:

1. travel expenses for him and his family members;

2. the costs of moving his household goods;

3. remuneration for the days of travel and for 2 more days.

(2) An employee whose employment relationship has been terminated through no fault of his or her own or without his or her application with prior notice may, by agreement with the employer, be paid the expenses under items 1 and 2 of the preceding paragraph for his or her and his or her family's return to their permanent place of residence.

(3) The worker or employee shall be entitled to compensation under the preceding paragraphs when, in accordance with the procedure provided for by law, he or she moves or is transferred to a permanent job in another locality not at his or her request. When the distance to the locality of the new job is over 100 kilometers and the transfer is for a period of over 1 year, the worker or employee shall also be paid the agreed one-month salary for the new job and a salary in the amount of one quarter of the same amount for each family member supported by the worker or employee. The compensation shall be paid by the employer to whom the worker or employee moves to work. Job placement compensation

Article 217.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 41 of 2009, effective 01.07.2009) The employer shall owe the worker or employee subject to job placement compensation in the amount of his gross remuneration from the day on which he receives the job placement prescription until its implementation.

(2) (Amended - SG, issue 100 of 1992) An employee who, without valid reasons, refuses to accept the job for which he is employed in the same or another enterprise, shall not be entitled to the compensation under the preceding paragraph. Disaster Compensation (Title amended - SG, issue 19 of 2005, amended - SG, issue 35 of 2009, in force from 12.05.2009)

Article 218.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 19 of 2005, supplemented - SG, No. 102 of 2006, amended - SG, No. 35 of 2009, effective 12.05.2009) When, in the event of a disaster, the worker or employee is prevented from reporting to work, he shall be paid compensation in the amount of 50 percent of his gross remuneration for the time during which he was prevented from working, but not less than 75 percent of the minimum wage established for the country.

(2) (Amended - SG, No. 100 of 1992, amended - SG, No. 19 of 2005, supplemented - SG, No. 102 of 2006, amended - SG, No. 35 of 2009, effective 12.05.2009) If the worker or employee has taken part in the rescue operations in the event of a disaster, he shall be paid the full amount of the gross remuneration.

(3) (Amended - SG, issue 100 of 1992) The compensation under the preceding paragraphs shall be paid by the employer for whom the worker or employee works.

(4) (Amended - SG, issue 100 of 1992) The reasons for the failure to report to work and participation in rescue operations shall be established by the mayor's office, the municipal council or another state body. Compensation for lawful refusal of the employee to perform work

Article 219.

(Amended - SG, No. 100 of 1992)

(1) An employee who has lawfully refused to perform or has suspended work due to a serious and immediate danger to his life and health has arisen, shall be entitled to compensation in the amount of his gross remuneration for the time during which he did not work.

(2) A worker or employee who refuses to perform work assigned to him outside the cases permitted by this Code for a unilateral change in the place and nature of work, if he is prevented from performing his work under the previous conditions, shall also be entitled to compensation under the previous paragraph. Compensation for failure to comply with notice

Article 220.

(Amended - SG, No. 100 of 1992)

(1) The party who has the right to terminate the employment relationship with notice may terminate it before the expiry of the notice period, in which case he shall owe the other party compensation in the amount of the gross remuneration of the employee for the failure to comply with the notice period.

(2) The party that has been notified of the termination of the employment relationship may terminate it before the notice period expires, by owing the other party compensation in the amount of the gross remuneration of the employee for the unobserved notice period. Compensation upon termination of employment without notice

Article 221.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 52 of 2004, effective 01.08.2004, supplemented - SG, No. 58 of 2010, effective 30.07.2010) Upon termination of the employment relationship by the employee without notice in the cases under Art. 327, para. 1, items 2, 3 and 3a, the employer shall owe him compensation in the amount of the gross remuneration for the period of notice - in the case of an open-ended employment relationship, and in the amount of the actual damages - in the case of a fixed-term employment relationship.

(2) In the event of disciplinary dismissal, the employee shall owe the employer compensation in the amount of his or her gross remuneration for the period of notice - in the case of an open-ended employment relationship, and in the amount of the actual damages - in the case of a fixed-term employment relationship.

(3) The preceding paragraph shall also apply when the worker or employee is dismissed under Article 330, paragraph 1 due to conviction for a crime which also constitutes a breach of employment obligations.

(4) The actual damages under the preceding paragraphs shall be calculated on the gross remuneration of the employee, as follows:

1. in the cases under paragraph 1 - for the time during which the worker or employee was unemployed, but for no more than the remainder of the term of the employment relationship;

2. in the cases under paragraphs 2 and 3 - for the time during which the employer was left without a worker or employee for the same job, but for no more than the remainder of the term of the employment relationship. Compensation upon dismissal for other reasons

Article 222.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 1 of 2002, amended - SG, No. 108 of 2008) In the event of dismissal due to the closure of the enterprise or part thereof, reduction in the staff, reduction in the volume of work, suspension of work for more than 15 working days, in the event of the employee's refusal to follow the enterprise or its division in which he works, when it moves to another settlement or locality, or when the position occupied by the employee must be vacated in order to reinstate an illegally dismissed employee who previously held the same position, the employee shall be entitled to compensation from the employer. The compensation shall be in the amount of his gross remuneration for the time during which he remained unemployed, but for no more than 1 month. An act of the Council of Ministers, a collective labor agreement or the employment contract may provide for compensation for a longer period. If during this period the employee has started work with a lower salary, he is entitled to the difference for the same period.

(2) (Supplemented - SG, No. 100 of 1992, supplemented - SG, No. 58 of 2010, effective 30.07.2010, amended - SG, No. 7 of 2012) Upon termination of the employment relationship due to illness ( Art. 325, Para. 1, Item 9 and Art. 327, Para. 1, Item 1 ) the employee shall be entitled to compensation from the employer in the amount of his gross remuneration for a period of 2 months, if he has at least 5 years of work experience and has not received compensation on the same grounds during the last 5 years of work experience.

(3) (Amended - SG, No. 100 of 1992, amended - SG, No. 2 of 1996, amended - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 107 of 2020) Upon termination of the employment relationship, after the employee has acquired the right to a pension for insurance length of service and age, regardless of the grounds for the termination, he is entitled to compensation from the employer in the amount of his gross remuneration for a period of 2 months, and if he has acquired 10 years of service with the same employer or in the same group of enterprises during the last 20 years - to compensation in the amount of his gross remuneration for a period of 6 months. Compensation under this paragraph may be paid only once.

(4) (New - SG, issue 98 of 2015, effective 01.01.2016) Paragraph 3 shall also apply when, upon termination of the employment relationship, the employee meets the conditions for granting a pension for insurance length of service and age in a reduced amount under Article 68a of the Social Security Code . Compensation upon dismissal due to detention by the authorities

Article 223.

(Repealed - State Gazette, issue 100 of 1992) Compensation for unused paid annual leave

Article 224.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 58 of 2010, declared unconstitutional in the part "for the current calendar year in proportion to the time recognized as seniority, and for the unused leave deferred under the procedure of Art. 176" by RCC No. 12 of 2010 - SG, No. 91 of 2010) Upon termination of the employment relationship, the employee shall be entitled to monetary compensation for the unused paid annual leave for the current calendar year in proportion to the time recognized as seniority, and for the unused leave deferred under the procedure of Art. 176 , the right to which has not been extinguished by prescription.

(2) (Amended - SG, issue 100 of 1992) The compensation under the preceding paragraph shall be calculated in accordance with the procedure of Article 177 as of the day of termination of the employment relationship.

(3) (Amended - SG, issue 100 of 1992, amended - SG, issue 25 of 2001, effective 31.03.2001) Paid leave for training of students and doctoral candidates without interruption from production and for an entrance examination in an educational institution, when not used, shall not be compensated in cash. Compensation in case of unlawful dismissal and in case of denial of work to a reinstated worker or employee

Article 225.

(Amended - SG, No. 100 of 1992)

(1) In the event of unlawful dismissal, the worker or employee shall be entitled to compensation from the employer in the amount of his gross remuneration for the time during which he remained unemployed due to such dismissal, but for no more than 6 months.

(2) (Amended - SG No. 100/1992) When during the period referred to in the preceding paragraph the worker or employee has worked in a lower-paid job, he shall be entitled to the difference in wages. This right shall also be enjoyed by the worker or employee who has been illegally transferred to another lower-paid job.

(3) (Amended - SG No. 100/1992) When an illegally dismissed worker or employee is reinstated and after his/her appearance at the enterprise to take up the job to which he/she was reinstated, is not allowed to perform it, the employer and the guilty officials shall be jointly and severally liable to the worker or employee in the amount of his/her gross remuneration from the day of his/her appearance until his/her actual admission to work. Employer's liability for other damages caused to the employee

Article 226.

(Supplemented - SG, issue 100 of 1992)

(1) The employer and the guilty officials shall be jointly and severally liable for the damages caused to the worker or employee due to:

1. failure to issue or untimely issuance of the necessary documents certifying facts related to the employment relationship;

2. entering false data in issued documents.

(2) (Amended - SG No. 85/2023, effective 01.06.2025) The employer and the guilty officials shall be jointly and severally liable to the employee for the damages that he has suffered due to failure to register the termination of the employment contract in accordance with the procedure set out in Article 62, paragraph 3 , after the employment relationship has been terminated.

(3) (Amended - SG, issue 85 of 2023, effective 01.06.2025) The compensation under para. 1 shall cover all damages suffered by the employee, including non- pecuniary damages. The compensation under para. 2 shall be in the amount of his gross remuneration from the day of termination of the employment relationship until the entry of the termination of the employment contract in accordance with the procedure of art. 62, para. 3 . Recourse liability

Article 227.

(Amended - SG, No. 94 of 1990, amended - SG, No. 100 of 1992) Officials guilty of paying the compensation under Art. 213 , 214 , 225, para. 3 and Art. 226 shall owe their reimbursement to the employer in accordance with the rules of Section II of this Chapter. Gross remuneration for determining benefits and payment deadline (Title supplemented - SG, issue 102 of 2017, effective 22.12.2017)

Article 228.

(1) (Amended - SG, issue 100 of 1992) The gross remuneration for determining the benefits under this section shall be the gross remuneration received by the worker or employee for the month preceding the month in which the grounds for the relevant benefit arose, or the last monthly gross remuneration received by the worker or employee, unless otherwise provided.

(2) (New - SG, issue 100 of 1992) The amounts of the compensation under Articles 215 , 218 , 222 and 225 shall apply, unless higher amounts are provided for in an act of the Council of Ministers, in a collective labour agreement or in the employment contract.

(3) (New - SG No. 102/2017, effective 22.12.2017) The compensation under this section, due upon termination of the employment relationship, shall be paid no later than the last day of the month following the month in which the legal relationship was terminated, unless another term is agreed upon in the collective employment contract. After the expiry of this term, the employer shall owe the compensation together with the statutory interest. Chapter Eleven. PROFESSIONAL QUALIFICATION (AMENDED - SG, No. 100 OF 1992) Obligations of the employer to maintain and improve the professional qualifications of workers and employees

Article 228.

(1) (Amended - SG, issue 100 of 1992) The gross remuneration for determining the benefits under this section shall be the gross remuneration received by the worker or employee for the month preceding the month in which the grounds for the relevant benefit arose, or the last monthly gross remuneration received by the worker or employee, unless otherwise provided.

(2) (New - SG, issue 100 of 1992) The amounts of the compensation under Articles 215 , 218 , 222 and 225 shall apply, unless higher amounts are provided for in an act of the Council of Ministers, in a collective labour agreement or in the employment contract.

(3) (New - SG No. 102/2017, effective 22.12.2017) The compensation under this section, due upon termination of the employment relationship, shall be paid no later than the last day of the month following the month in which the legal relationship was terminated, unless another term is agreed upon in the collective employment contract. After the expiry of this term, the employer shall owe the compensation together with the statutory interest. Chapter Eleven. PROFESSIONAL QUALIFICATION (AMENDED - SG, No. 100 OF 1992) Obligations of the employer to maintain and improve the professional qualifications of workers and employees

Article 229.

(Amended - SG, issue 100 of 1992)

(1) The employer may conclude a contract with a person who is entering or has entered an educational institution for the purpose of acquiring a qualification.

(2) With the contract under the preceding paragraph, the employer undertakes:

1. to provide the trainee with maintenance and other conditions in connection with the training;

2. after completing the training, to employ the trainee based on the acquired qualification for the period agreed upon by the parties, which may not exceed 6 years.

(3) With the contract under paragraph 1, the trainer undertakes to:

1. to complete their training in the agreed qualification on time;

2. to work for the employer within the agreed period.

(4) In case of culpable failure to fulfill the obligations under paragraphs 2 and 3, unless otherwise agreed, the defaulting party shall be liable under civil law. Employment contract for on-the-job training (Title amended - SG, issue 27 of 2014, amended - SG, issue 107 of 2020)

Article 230.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 27 of 2014, amended - SG, No. 54 of 2015, in force from 17.07.2015, supplemented - SG, No. 92 of 2018, amended - SG, No. 107 of 2020) With the employment contract for on-the-job training, the employer undertakes to train the worker or employee in the process of working in a certain profession or specialty, and the worker or employee - to master it. Such a contract with the same worker or employee in the same enterprise for training in the same profession may be concluded only once, except in cases of training through work (dual training system), organized under the terms and conditions of the Vocational Education and Training Act .

(2) (Amended - SG, No. 61 of 2014, supplemented - SG, No. 54 of 2015, effective 17.07.2015, amended - SG, No. 79 of 2015, effective 01.08.2016, amended - SG, No. 92 of 2018) The contract shall determine the forms, place and duration of the training, the compensation that the parties owe each other in case of non-performance, as well as other issues related to the implementation of the training. The duration of the training may not exceed 6 months, except in cases of training through work (dual training system), organized under the terms and conditions of the Vocational Education and Training Act , in which the duration is determined in accordance with the relevant curricula.

(3) (New - SG, issue 54 of 2015, effective 17.07.2015, amended - SG, issue 59 of 2016, effective 01.08.2016, amended - SG, issue 92 of 2018, amended - SG, issue 107 of 2020) The employment contract for training for students in cases of training through work (dual training system) shall be concluded in accordance with the procedure of Chapter Fifteen, Section I.

(4) (Amended - SG, issue 27 of 2014, previous para. 3, amended - SG, issue 54 of 2015, effective 17.07.2015) The parties shall also determine in the contract the period during which the employee undertakes to work for the employer after the successful completion of the training, and the employer - to provide him with a job in accordance with the acquired qualification. This period may not exceed 3 years.

(5) (Amended - SG, issue 27 of 2014, previous para. 4, amended - SG, issue 54 of 2015, effective 17.07.2015) During the training, the worker or employee shall receive remuneration according to the work performed, but not less than 90 percent of the minimum wage established for the country.

(6) (New - SG, issue 92 of 2018) During the training through work, students in the dual education system shall receive remuneration in the amount of: for grade XI - not less than twice, and for grade XII - not less than three times the maximum amount of the monthly scholarship, determined in accordance with the procedure of Art. 171, para. 3 of the Preschool and School Education Act . Completion of training

Article 231.

(Amended - SG, No. 100 of 1992, amended - SG, No. 27 of 2014)

(1) (Amended - SG, No. 54 of 2015, effective 17.07.2015) The result of the training under the contract under Art. 230, para. 1 shall be established through an examination of the employee, which shall be conducted under the conditions and in accordance with the procedure determined by the employer. In the case of training for the acquisition of a professional qualification, the examination shall be conducted under the conditions and in accordance with the procedure of the Vocational Education and Training Act .

(2) (Supplemented - SG, issue 61 of 2014, amended - SG, issue 54 of 2015, effective 17.07.2015) Upon successful passing of the exam, the employee shall be issued a document certifying the acquired knowledge and skills. In the case of training for the acquisition of a professional qualification, the results of the training shall be certified under the terms and conditions of the Vocational Education and Training Act.

(3) (Amended - SG, issue 54 of 2015, effective 17.07.2015) Upon completion of the training, the employee shall be entitled to paid leave for preparation and taking an exam in an amount agreed with the employer, but not less than 5 working days. Upon retaking an exam, the employee shall be entitled to unpaid leave in an amount of 5 working days, which shall be recognized as work experience. Work obligations and liability for failure to fulfill the employment contract for on-the-job training (Title amended - SG, issue 27 of 2014, amended - SG, issue 107 of 2020)

Article 232.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 27 of 2014, amended - SG, No. 61 of 2014, amended - SG, No. 54 of 2015, in force from 17.07.2015, amended - SG, No. 79 of 2015, in force from 01.08.2016) After successful completion of the training, in accordance with the contract under Art. 230, para. 1 , with the exception of cases of training through work (dual training system), organized under the terms and conditions of the Vocational Education and Training Act , the employer is obliged to accept the worker or employee to work in accordance with the acquired professional qualification, and the worker or employee - to start work and work within the agreed period.

(2) (Amended - SG, issue 27 of 2014, amended - SG, issue 54 of 2015, effective 17.07.2015) If the employer does not provide the worker or employee who has successfully completed the training with a job in accordance with the acquired qualification, he shall owe him the gross remuneration for the relevant position for the time during which he did not provide him with such work, but for no more than 6 months, unless otherwise agreed.

(3) (Amended - SG, issue 27 of 2014, amended - SG, issue 54 of 2015, effective 17.07.2015) If the worker or employee, for irreparable reasons, does not complete the training or, after completing it, does not take up the job provided to him by the employer, or leaves it before the specified deadline, he shall owe the employer compensation corresponding to the non-performance in an amount agreed upon by the parties, but not more than six times the gross remuneration for the respective position.

(4) (New - SG, issue 61 of 2014, amended - SG, issue 79 of 2015, effective 01.08.2016) The provisions of para. 2 and para. 3 shall not apply to contracts under art. 230, para. 1 , concluded for training through work (dual training system), organized under the terms and conditions and in accordance with the procedure of the Vocational Education and Training Act . In case of culpable failure to fulfill obligations, unless otherwise agreed, the defaulting party shall be liable in accordance with the applicable legislation. Applicability of labor legislation to the employment contract for on-the-job training (Title amended - SG, issue 107 of 2020)

Article 233.

(Amended - SG, No. 100 of 1992, amended - SG, No. 27 of 2014, amended - SG, No. 107 of 2020) The current labor legislation shall apply to the relations between the parties to the employment contract for on-the-job training. Internship

Article 234.

(Amended - SG, issue 100 of 1992)

(1) The parties to the employment relationship may conclude a contract for the improvement of the qualification of the worker or employee or for the acquisition of qualification in another profession or specialty (requalification).

(2) The contract under the preceding paragraph shall determine:

1. the profession and specialty in which the worker or employee will be trained;

2. the place, form and time of the training;

3. the financial, living and other conditions for the period of training.

(3) With the contract under paragraph 1, the parties may agree:

1. obligation of the employee to work for the employer for a certain period of time, but not more than 5 years;

2. liability for failure to complete the training, as well as for failure to fulfill the obligations under the previous point. Qualification contract with a person who is not working

Article 235.

(Amended - SG, issue 100 of 1992) A contract for improving qualifications or for retraining may also be concluded between an employer and a person who is preparing for work with the employer after completing training. Termination of a qualification contract

Article 236.

(Amended - SG, No. 100 of 1992) Either party may, by written application to the other party, terminate the contract under this chapter before the expiration of the training period:

1. due to culpable failure to perform the obligations of the other party, by giving the defaulting party an appropriate period of time for performance;

2. in other cases agreed upon in the contract. Employment contract after training

Article 237.

(Amended - SG, No. 100 of 1992) After completion of the training on the basis of a contract under this Chapter, the employment relations between the parties shall be regulated by an employment contract or by a corresponding amendment to the employment contract. Liability for non-fulfillment of retraining contracts

Article 238.

(Repealed - State Gazette, issue 100 of 1992) Content of the apprenticeship contract

Article 239.

(Repealed - State Gazette, issue 100 of 1992) Examination and recognition of qualifications

Article 240.

(Repealed - State Gazette, issue 100 of 1992) Work obligations and liability for non-performance

Article 241.

(Repealed - State Gazette, issue 100 of 1992) Chapter Twelve. REMUNERATION Section I. General provisions Labor remuneration

Article 242.

(Amended - SG, issue 100 of 1992) Work performed under an employment relationship shall be remunerated. Right to equal pay

Article 243.

(New - SG, issue 25 of 2001, in force from 31.03.2001)

(1) Women and men have the right to equal remuneration for equal or equivalent work.

(2) Paragraph 1 shall apply to all payments under the employment relationship. Regulation of minimum wages and benefits

Article 244.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 244 - SG, No. 14 of 2023) The Council of Ministers shall determine:

1. (amended - SG, issue 14 of 2023) the minimum wage for the country for each calendar year;

2. the types and minimum amounts of additional remuneration and compensation under the employment relationship, to the extent that they are not determined by this code.

(2) (New - SG, issue 14 of 2023) The minimum wage for the country for the next calendar year shall be determined by September 1 of the current year in the amount of 50 percent of the average gross wage for a period of 12 months, which includes the last two quarters of the previous year and the first two quarters of the current year.

(3) (New - SG, issue 14 of 2023) The minimum wage for the country determined in accordance with paragraph 2 may not be lower than that determined for the previous year. Guaranteeing the payment of wages

Article 245.

(Amended - SG, No. 100 of 1992, amended - SG, No. 52 of 2004, effective 01.08.2004)

(1) In the event of conscientious performance of the labor obligations of the worker or employee, the payment of labor remuneration in the amount of 60 percent of his gross labor remuneration, but not less than the minimum wage for the country, is guaranteed.

(2) The difference to the full amount of the remuneration remains due and shall be paid additionally together with the statutory interest.

(3) (New - SG No. 27/2024) When the employer is a direct subcontractor of a contract for the provision of services, the contractor under the contract shall be jointly and severally liable for guaranteeing the payment of the remuneration of the workers or employees. The contractor's liability shall be limited to the rights of the worker or employee arising from the contractual relations between the contractor and the employer. The contractor shall not be liable when it has fulfilled or is fulfilling its obligations under the contract with the employer accurately and in good faith. Participation of the work team in determining remuneration

Article 246.

(Repealed - SG, issue 100 of 1992) Section II. Labor Remuneration Systems (Title amended - SG, issue 100 of 1992) Determining the amount of remuneration

Article 247.

(Amended - SG, issue 100 of 1992)

(1) The amount of remuneration shall be determined according to the duration of the work or according to the work performed.

(2) The amount of remuneration per unit of work (labor rate) shall be agreed between the employee and the employer and may not be less than that provided for in the collective labor agreement. Labor standards according to their content

Article 248.

(Repealed - State Gazette, issue 100 of 1992) Labor standards according to the scope of their application

Article 249.

(Repealed - State Gazette, issue 100 of 1992) Determination and amendment of labor standards

Article 250.

(Amended - SG, issue 100 of 1992)

(1) Labor standards shall be determined with a view to establishing normal labor intensity.

(2) The labor standards shall be determined and amended by the employer after obtaining the opinion of the interested workers and employees. Amendment of labor standards

Article 251.

(Repealed - SG, issue 100 of 1992) Bylaws

Article 252.

(Repealed - State Gazette, issue 100 of 1992) Right to grow in place (Section III "Growth in place" repealed - SG, issue 100 of 1992)

Article 253.

(Repealed - State Gazette, issue 100 of 1992) Increase in basic salary

Article 254.

(Repealed - State Gazette, issue 100 of 1992) Other material incentives for working in the same enterprise

Article 255.

(Repealed - State Gazette, issue 100 of 1992) Expanding opportunities for public expression and spiritual stimulation

Article 256.

(Repealed - State Gazette, issue 100 of 1992) Section III. Additional and other remuneration (Repealed, former Section IV - State Gazette, issue 100 of 1992) Additional remuneration for combining professions and specialties

Article 257.

(Repealed - State Gazette, issue 100 of 1992) Additional remuneration for internal work-life balance

Article 258.

(Repealed - State Gazette, issue 100 of 1992) Remuneration for internal replacement

Article 259.

(1) (Amended - SG No. 100/1992) When a worker or employee performs the position or work of an absent worker or employee, he shall enjoy the rights for this position or work, including the remuneration, if this is more favorable for him. If he also performs his own work or position during this time, he shall also be entitled to additional remuneration, which shall be agreed upon between the parties to the employment relationship.

(2) (Amended - SG, issue 100 of 1992) The rights under the preceding paragraph may not be exercised by a worker or employee who, by position, is a substitute for the absent person.

(3) (Amended - SG, issue 100 of 1992) The substitution under paragraph 1 shall be carried out with the consent of the employer and the employee, expressed in writing. The lack of a written form shall not prevent the employee from receiving the remuneration for the substitution. Remuneration for external work combination

Article 260.

(Amended - SG, No. 100 of 1992) An employee who works on an external combination basis shall receive the full amount of the remuneration for the main job, as well as remuneration for the external combination work according to the agreement between the parties. Payment for night work

Article 261.

(Amended - SG, No. 100 of 1992) Night work performed shall be paid with an increase agreed upon by the parties to the employment relationship, but not less than the amounts determined by the Council of Ministers. Overtime pay

Article 262.

(Amended - SG, No. 100 of 1992)

(1) Overtime work shall be paid with an increase agreed upon between the employee and the employer, but not less than:

1. 50 percent - for work during working days;

2. 75 percent - for work on weekends;

3. 100 percent - for work during official holidays;

4. 50 percent - for work in the case of summed calculation of working hours.

(2) Unless otherwise agreed, the increase under the preceding paragraph shall be calculated on the remuneration determined by the employment contract. Payment for overtime work during irregular working hours (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 263.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 25 of 2001) No remuneration shall be paid for overtime work performed on working days by workers and employees with irregular working hours.

(2) (Amended - SG No. 25/2001, effective 31.03.2001) For overtime work performed by workers and employees with irregular working hours during the days of the weekly rest and during the days of official holidays, remuneration shall be paid in the amounts under Art. 262, para. 1, items 2 and 3 . Remuneration for work during public holidays

Article 264.

(Amended - SG, No. 100 of 1992) For work during official holidays, regardless of whether it constitutes overtime work or not, the worker or employee shall be paid according to the agreement, but not less than double the amount of his or her remuneration. Part-time wages

Article 265.

(Repealed - State Gazette, issue 100 of 1992) Labor remuneration in case of non-fulfillment of labor standards

Article 266.

(Amended - SG, No. 100 of 1992)

(1) When a worker or employee fails to fulfill his labor standards through no fault of his own, he shall receive remuneration according to the work done, but not less than the agreed remuneration for full performance.

(2) In case of failure to meet labor standards due to the fault of the worker or employee, he or she shall be entitled to remuneration according to the work performed. Labor remuneration for downtime and production needs

Article 267.

(Amended - SG, No. 100 of 1992)

(1) For the period of stay not due to the fault of the worker or employee, he shall be entitled to the gross remuneration.

(2) In the event of a stay due to the fault of the employee, he or she shall not be entitled to remuneration for the period of the stay.

(3) For the time during which the worker or employee performed other work due to production necessity, he shall receive remuneration for the work performed, but not less than the gross remuneration for his main job. Remuneration upon suspension of work during a declared state of emergency or declared extraordinary epidemic situation (Title supplemented - SG, issue 44 of 2020, in force from 14.05.2020)

Article 268.

(Amended - SG, No. 100 of 1992)

(1) In the event of production of completely unsuitable products due to the fault of the worker or employee, no remuneration shall be paid to him.

(2) When, due to the fault of the worker or employee, the production partially meets the established quality requirements (partial defect), the amount of his or her remuneration shall be reduced in accordance with the suitability of the production.

(3) In the event of production of unsuitable production through no fault of the worker or employee, he shall be entitled to remuneration as for suitable production. Section IV. Payment of Remuneration (Former Section V - State Gazette, issue 100 of 1992) Payment in cash and in kind Article

269.

(1) Remuneration shall be paid in cash.

(2) (Amended - SG, issue 100 of 1992) Additional remuneration or part thereof may be paid in kind, if this is provided for in an act of the Council of Ministers, in a collective labor agreement or in the employment contract. Place and terms of payment

Article 269.

(1) Remuneration shall be paid in money.

(2) (Amended - State Gazette, No. 100 of 1992) Additional labour remuneration or part thereof may be paid in kind if this is provided for by an act of the Council of Ministers, a collective employment agreement or the employment contract.

Article 270.

(1) Remuneration shall be paid in the enterprise where the work is performed.

(2) (Amended - SG, issue 100 of 1992) The remuneration shall be paid in advance or in full every month in two installments, unless otherwise agreed.

(3) (Amended - SG, No. 100 of 1992, amended and supplemented - SG, No. 106 of 2023, effective 01.01.2024) The remuneration shall be paid personally to the employee on a payroll or against a receipt or, upon written request of the employee, to his or her relatives. Upon written request of the employee, his or her remuneration shall be transferred to his or her payment account. In case the payment account is outside the country, the fees for the money transfer shall be borne by the employee.

(4) (New - SG, issue 66 of 2023, effective 01.09.2023, amended and supplemented - SG, issue 106 of 2023, effective 01.01.2024) Notwithstanding para. 3, when remuneration is paid by an employer under art. 3, para. 1, item 3 of the Act on Restriction of Cash Payments , its payment shall be made only by transfer or deposit into the payment account of the employee. In case the payment account is outside the country, the fees for the money transfer shall be at the expense of the employee. Good faith in receiving remuneration

Article 271.

(1) (Amended - SG, issue 100 of 1992) The worker or employee shall not be obliged to return the amounts of remuneration and compensation under the employment relationship that he has received in good faith.

(2) The guilty officials who have ordered or allowed the unjustified payment of the amounts under the preceding paragraph shall bear property liability. Deductions from wages

Article 272.

(1) (Amended - SG, issue 100 of 1992) Without the consent of the worker or employee, no deductions may be made from his or her remuneration, except for:

1. advances received;

2. overcharged amounts due to technical errors;

3. taxes that may be withheld from wages under special laws;

4. (new - SG, issue 28 of 1996, in force from 01.03.1996) insurance contributions, which are at the expense of the worker or employee, insured for all insurance cases;

5. (previous item 4 - SG, issue 28 of 1996) garnishments imposed in accordance with the relevant procedure;

6. (amended - SG, issue 100 of 1992, previous item 5 - SG, issue 28 of 1996) deductions in the case under Art. 210, para. 4 .

(2) The total amount of the monthly deductions under the preceding paragraph may not exceed the amount established by the Civil Procedure Code . Chapter Thirteen. HEALTH AND SAFETY CONDITIONS OF WORK (TITLE AMENDED - SG, No. 25 OF 2001, IN FORCE FROM 31.03.2001) Scope of safe and healthy working conditions

Article 273.

(Repealed - State Gazette, issue 100 of 1992) Planning safe and healthy working conditions

Article 274.

(Repealed - State Gazette, issue 100 of 1992) Obligation to create healthy and safe working conditions (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 275.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 25 of 2001, in force from 31.03.2001) The employer shall be obliged to ensure healthy and safe working conditions, so that the dangers to the life and health of the worker or employee are eliminated, limited or reduced.

(2) (Amended - SG, issue 25 of 2001, effective 31.03.2001) The executive authorities shall, within the framework of their powers, implement the state policy on ensuring healthy and safe working conditions. Normative acts, uniform and sectoral rules (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 276.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001) The Minister of Labour and Social Policy shall, alone or jointly with other ministers, issue acts on the provision of healthy and safe working conditions. If necessary, the Minister of Labour and Social Policy shall determine the bodies and organizations that shall participate in the development of these acts.

(2) (Amended - SG, issue 100 of 1992, amended - SG, issue 25 of 2001, effective 31.03.2001) The Minister of Labour and Social Policy and the Minister of Health shall, individually or jointly, approve uniform rules for ensuring healthy and safe working conditions, which shall apply in all sectors and activities.

(3) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001) The ministers and other executive authorities under Art. 19, Para. 4 of the Administration Act shall approve sectoral rules for ensuring healthy and safe working conditions in the enterprises and activities of the relevant sector.

(4) (Amended - SG, issue 100 of 1992, repealed - SG, issue 25 of 2001, in force from 31.03.2001)

(5) (Amended - SG, issue 100 of 1992, repealed - SG, issue 25 of 2001, in force from 31.03.2001)

(6) (New - SG, issue 28 of 1996, amended - SG, issue 25 of 2001, in force from 31.03.2001) The orders for approval of the rules under paras 2 and 3 shall be promulgated in the " State Gazette ", and the rules shall be issued by the authority which has approved them. Rules in the enterprise (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 277.

(Repealed - SG, issue 54 of 2015, effective 17.07.2015) Design and construction obligations

Article 278.

(Repealed - SG, issue 25 of 2001, in force from 31.03.2001) Requirements for foreign-made machinery and equipment

Article 279.

(Repealed - SG, issue 25 of 2001, in force from 31.03.2001) Permission to put the facilities into operation

Article 280.

(Amended - SG, No. 100 of 1992, repealed - SG, No. 25 of 2001, in force from 31.03.2001) Instruction and training

Article 281.

(Amended - SG, No. 100 of 1992)

(1) (New - SG, No. 25 of 2001, effective 31.03.2001) All workers and employees shall be instructed and trained in safe work methods.

(2) (Previous para. 1, amended - SG, issue 25 of 2001, effective 31.03.2001) Workers and employees whose work is related to the use, servicing and maintenance of machines and other technical equipment, as well as workers and employees engaged in activities that pose a danger to their health and life, shall be mandatorily instructed, trained and tested on the rules for ensuring healthy and safe working conditions.

(3) (Amended - SG, No. 100 of 1992, previous para. 2 - SG, No. 25 of 2001, in force from 31.03.2001) Machines, other equipment and technological processes with increased danger shall be serviced only by legally qualified workers and employees. Their legal capacity shall be regulated by special regulations. The list of the equipment and activities with increased danger shall be approved by the relevant departments.

(4) (Previous para. 3, amended and supplemented - SG, issue 25 of 2001, in force from 31.03.2001) Persons without the necessary knowledge and skills, which are provided for in the rules for ensuring healthy and safe working conditions in the enterprise, shall not be admitted to work.

(5) (Amended - SG, issue 100 of 1992, previous para. 4, amended - SG, issue 25 of 2001, in force from 31.03.2001) The employer shall be obliged to organize the conduct of periodic training or instruction of the workers and employees on the rules for ensuring healthy and safe working conditions under conditions and in accordance with the procedure determined by an ordinance of the Minister of Labour and Social Policy. Obligation to provide sanitary, domestic and medical services

Article 282.

(Amended - SG, issue 100 of 1992) The employer shall be obliged to provide conditions for sanitary, domestic and medical services for the workers and employees in accordance with the sanitary norms and requirements. Refusal of the worker or employee to perform the assigned work

Article 283.

(Amended - SG, No. 100 of 1992) The worker or employee has the right to refuse to perform or to suspend work when a serious and immediate danger to his life or health arises, by immediately notifying the immediate supervisor. In such cases, the continuation of work is permitted only after the danger has been eliminated, upon order of the employer or the immediate supervisor. Special work clothing and personal protective equipment

Article 284.

(1) (Amended - SG, issue 100 of 1992) The employer shall be obliged to provide free of charge special work clothing and personal protective equipment to workers and employees who work with or near machines, equipment, liquids, gases, molten metals, red-hot objects and other similar items that are dangerous or harmful to health or life.

(2) (Amended - SG, issue 100 of 1992) Workers and employees are obliged to use special work clothing and personal protective equipment for their intended purpose, and only during work.

(3) (Amended - SG, issue 100 of 1992, amended - SG, issue 25 of 2001, effective 31.03.2001) The conditions and procedure for providing special work clothing and personal protective equipment, as well as their type, shall be determined by the Minister of Labor and Social Policy and the Minister of Health .

(4) (New - SG, issue 83 of 2005) The exchange of personal protective equipment for their monetary equivalent is prohibited. Free food (Title added - SG, issue 25 of 2001, in force from 31.03.2001, title amended - SG, issue 83 of 2005)

Article 285.

(Amended - SG, issue 83 of 2005)

(1) The employer shall provide free food and/or food supplements to workers and employees who work in enterprises with a specific nature and organization of work.

(2) The terms and conditions under which free food and/or supplements to it are provided under paragraph 1 shall be determined by an ordinance of the Minister of Labour and Social Policy and the Minister of Health . Limiting the duration of work in a harmful or dangerous environment

Article 286.

(1) (Amended - SG, No. 100 of 1992) For work in particularly harmful and health-hazardous industries and types of work, a maximum number of years shall be determined, after which the worker or employee shall be obliged to transfer to another suitable job.

(2) (Amended - SG, issue 100 of 1992, amended - SG, issue 25 of 2001, effective 31.03.2001) The list of industries and types of work, as well as the maximum number of years of work in them, shall be approved by the Council of Ministers upon proposal of the Minister of Health and the Minister of Labor and Social Policy. Preliminary and periodic medical examinations (Title amended - SG, issue 82 of 2011)

Article 287.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 287 - SG, No. 25 of 2001, in force from 31.03.2001, amended and supplemented - SG, No. 82 of 2011) All workers and employees shall be subject to mandatory preliminary and periodic medical examinations. The conditions for carrying out the preliminary and periodic examinations in accordance with the nature of the work, the working conditions and the age of the workers and employees shall be determined by the Minister of Health .

(2) (New - SG, issue 25 of 2001, in force from 31.03.2001, amended - SG, issue 82 of 2011) Preliminary medical examinations shall be paid for by the persons applying for employment, and periodic medical examinations shall be at the expense of the employer.

(3) (New - SG, issue 25 of 2001, in force from 31.03.2001, amended - SG, issue 48 of 2006, in force from 01.07.2006) The employer and the officials in the enterprise are obliged to keep confidential the data regarding the health condition of the workers and employees and the information from and about the relevant medical examinations. Data on health and safety conditions at work (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 288.

(Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, in force from 31.03.2001, repealed - SG, No. 18 of 2003) Prevention and reporting of occupational accidents and illnesses

Article 289.

(1) (Amended - SG, issue 100 of 1992) The employer shall be obliged to take measures to prevent and reduce occupational accidents and general and occupational diseases.

(2) (Amended - SG, issue 100 of 1992, repealed - SG, issue 25 of 2001, in force from 31.03.2001) Legal regulation of occupational accidents and diseases

Article 290.

(Amended - SG, No. 100 of 1992) Occupational accidents, general illnesses and occupational diseases, as well as the procedure for their establishment and the consequences of their occurrence shall be regulated by a separate law. Chapter Fourteen. SOCIAL, DOMESTIC AND CULTURAL SERVICES IN THE ENTERPRISE Planning and organizing

Article 291.

(Repealed - State Gazette, issue 100 of 1992) Financing

Article 292.

(Amended - SG, issue 100 of 1992) The social, domestic and cultural services of the workers and employees shall be financed with funds from the employer and from other sources. Allocation and use of funds

Article 293.

(1) (Amended - SG, issue 100 of 1992) The manner of using the funds for social, domestic and cultural services shall be determined by a decision of the general meeting of workers and employees.

(2) The funds for social, household and cultural services may not be seized and used for other purposes. Ensuring the satisfaction of social, domestic and cultural needs

Article 294.

(Amended - SG, No. 100 of 1992, supplemented - SG, No. 25 of 2001, effective 31.03.2001) The employer may, independently or jointly with other bodies and organizations, provide the workers and employees with:

1. organized nutrition in accordance with rational norms and specific working conditions;

2. commercial and residential services, by building and maintaining commercial facilities and service bases;

3. transportation services from the place of residence to the place of work and back;

4. bases for long-term and short-term recreation, physical culture, sports and tourism;

5. (amended - SG, issue 100 of 1992) facilities for cultural activities, clubs, libraries and others;

6. (amended - SG, issue 100 of 1992) support for young and newly employed workers and employees;

7. satisfying other social, domestic and cultural needs. Participation in self-gratification

Article 295.

(Repealed - State Gazette, issue 100 of 1992) Workwear and uniforms

Article 296.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 296 - SG, No. 25 of 2001, in force from 31.03.2001) The employer shall provide the workers and employees with free working and uniform clothing under the conditions and in accordance with the procedure established by the Council of Ministers or in the collective employment contract.

(2) (New - SG, issue 25 of 2001, effective 31.03.2001) The worker or employee is obliged to wear the work or uniform clothing during working hours and to protect it as the employer's property. Housing and workers' dormitories

Article 297.

(1) (Amended - SG, No. 100 of 1992, amended and supplemented - SG, No. 25 of 2001, in force from 31.03.2001) The employer may take care of providing housing for the workers and employees and their families, using funds from its funds designated for this purpose and the efforts of the work team.

(2) (Amended - SG, issue 100 of 1992) Dwellings shall be allocated according to criteria established in the collective labor agreement.

(3) (Amended - SG, issue 100 of 1992, supplemented - SG, issue 25 of 2001, in force from 31.03.2001) The employer may build and maintain workers' dormitories. Caring for young workers

Article 298.

(Repealed - State Gazette, issue 100 of 1992) Care for the families of workers and employees

Article 299.

(Amended - SG, No. 100 of 1992)

(1) (Supplemented - SG, No. 25 of 2001, effective 31.03.2001) The employer may provide assistance in placing the children of the workers and employees in childcare facilities by maintaining, constructing or participating in their construction and maintenance with its own funds or jointly with other employers and the municipal councils.

(2) (Supplemented - SG, issue 25 of 2001, effective 31.03.2001) The employer may provide for the use of the children of the workers and employees the available facilities for recreation, physical education, sports and tourism, youth activities and cultural activities.

(3) (Amended - SG, issue 100 of 1992) The social funds and forms of social service may also be used by the families of the workers and employees by decision of the general meeting (the meeting of the proxies) and in accordance with the collective labor agreement. Care for retired workers and employees

Article 300.

(Amended - SG, No. 100 of 1992) By decision of the general meeting of workers and employees, the social funds and forms of social services may also be used by pensioners who have worked for the same employer. Chapter Fifteen. SPECIAL PROTECTION OF CERTAIN CATEGORIES OF WORKERS AND EMPLOYEES (TITLE AMENDED - SG, No. 100 OF 1992) Section I. Special protection of minors Minimum age for employment

Article 301.

(1) The minimum age for employment shall be 16 years. The employment of persons under the age of 16 shall be prohibited.

(2) (Supplemented - SG No. 48/2006, effective 01.07.2006) By way of exception, persons from 15 to 16 years of age may be employed to perform work that is light and not dangerous or harmful to their health and proper physical, mental and moral development and the performance of which would not be an obstacle to regular school attendance or participation in vocational guidance or training programs.

(3) (Amended - SG, No. 100 of 1992) With the exception of student positions in circuses, girls who have reached the age of 14 and boys who have reached the age of 13 may be admitted, and for participation in filming, preparation and performance of theatrical and other performances, persons who have not reached the age of 15 may also be attracted, under relaxed conditions and in accordance with the requirements for their proper physical, mental and moral development. The working conditions in these cases shall be determined by the Council of Ministers. Employment of persons under the age of 16 Article

302.

(1) Persons under the age of 16 shall be employed after a thorough medical examination and a medical conclusion that they are fit to perform the relevant work and that it will not harm their health or hinder their proper physical and mental development.

(2) (Amended - SG, issue 100 of 1992) Persons under the age of 16 shall be employed with the permission of the labor inspectorate for each individual case. Employment of persons aged 16 to 18

Article 302.

(1) Persons under 16 years of age shall be admitted to employment after a thorough medical examination and a medical conclusion that they are fit to perform the respective work and that it will not harm their health or impede their proper physical and mental development.

(2) (Amended - State Gazette, No. 100 of 1992) Persons under 16 years of age shall be admitted to employment with the permission of the labour inspectorate in each individual case.

Article 303.

(1) (Amended - SG, issue 48 of 2006, effective 01.07.2006) It is prohibited to employ persons aged 16 to 18 in work that is heavy, dangerous or harmful to their health and to their proper physical, mental and moral development.

(2) Persons from 16 to 18 years of age shall be employed after a thorough preliminary medical examination and a medical conclusion establishing their fitness to perform the relevant work.

(3) (Amended - SG, issue 100 of 1992) Persons from 16 to 18 years of age shall be admitted to work with the permission of the labor inspectorate for each individual case.

(4) (New - SG, issue 18 of 2003, amended and supplemented - SG, issue 48 of 2006, effective 01.07.2006) The conditions and procedure for granting a work permit under paragraph 3, a work permit to persons under 16 years of age, as well as the obligations of the employer for ensuring healthy and safe working conditions for persons under 18 years of age, shall be regulated by an ordinance of the Minister of Labour and Social Policy and the Minister of Health. Works for persons under 18 years of age

Article 304.

(Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, in force from 31.03.2001)

(1) For minors, work is prohibited that is:

1. beyond their physical or mental capabilities;

2. associated with exposure to harmful physical, biological or chemical effects, especially toxic agents, carcinogens, agents causing hereditary genetic or intrauterine damage;

3. related to harmful effects which in any other way have a permanent adverse impact on health;

4. in radiation conditions;

5. at extremely low or high temperatures, noise or vibrations;

6. related to a risk of occupational accidents which it is assumed cannot be realized or avoided by the minor due to his physical or mental immaturity.

(2) (Repealed - SG, issue 18 of 2003) Special care for minors

Article 305.

(1) (Amended - SG, No. 100 of 1992) The employer shall take special care of the work of persons under the age of 18, by creating for them relaxed working conditions and conditions for acquiring professional qualifications and for their improvement.

(2) (New - SG, issue 25 of 2001, in force from 31.03.2001) The employer shall be obliged to notify minor workers and employees and their parents or guardians of the possible risks at work and of the measures taken to ensure healthy and safe working conditions.

(3) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, supplemented - SG, No. 48 of 2006, effective 01.07.2006) The working hours of workers and employees under the age of 18 shall be 35 hours per week and 7 hours per day for a five-day working week. Their daily and weekly working hours shall also include the time for acquiring professional qualifications and for their improvement, when this is carried out in the course of work.

(4) (Amended - SG, issue 100 of 1992, supplemented - SG, issue 108 of 2008) Workers and employees under the age of 18 are entitled to basic paid annual leave of not less than 26 working days, including for the calendar year in which they turn

18. Section II. Special Protection of Women Positions and jobs

Article 306.

(Repealed - SG, issue 100 of 1992) Protection of pregnant women and nursing mothers

Article 307.

(Amended, SG No. 52/2004, effective 01.08.2004)

(1) (Amended, SG No. 103/2009, effective 29.12.2009) The employer may not assign or oblige pregnant and nursing women, as well as workers and employees in an advanced stage of in-vitro treatment, to perform work that exposes them to danger or endangers their safety and health.

(2) (Supplemented - SG No. 103/2009, effective 29.12.2009) A pregnant or nursing woman, as well as a worker or employee in an advanced stage of in-vitro treatment, may refuse to perform work that is determined to be harmful to the health of the mother or the child or for which, after a risk assessment, it has been determined to pose a significant risk to the health of the mother or her child.

(3) The list of works and working conditions under paragraph 1 shall be determined by an ordinance of the Minister of Labor and Social Policy and the Minister of Health. Women's rooms

Article 308.

(Amended - SG, No. 100 of 1992, supplemented - SG, No. 103 of 2009, effective 29.12.2009) An employer employing 20 or more women shall be obliged to furnish rooms for personal hygiene of women and rest rooms for pregnant women and female workers and employees in an advanced stage of in- vitro treatment in accordance with the procedure established by the Minister of Health. Employment of pregnant or breastfeeding women

Article 309.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 52 of 2004, effective 01.08.2004, amended and supplemented - SG, No. 103 of 2009, effective 29.12.2009) When a pregnant or nursing woman, as well as a worker and employee in an advanced stage of in-vitro treatment, performs work unsuitable for her condition, upon prescription of the health authorities, the employer shall take the necessary measures for temporary adjustment of the working conditions at the workplace and/or working hours with a view to eliminating the risk to their safety and health. If the adjustment of working conditions at the workplace and/or working hours is technically and/or objectively unfeasible or is not justified to require for good reasons, the employer shall take the necessary measures to transfer the employee to another suitable job.

(2) (Amended - SG, No. 100 of 1992, supplemented - SG, No. 52 of 2004, effective 01.08.2004, amended - SG, No. 103 of 2009, effective 29.12.2009) The prescription of the health authorities is mandatory for implementation by the pregnant woman, the nursing woman, the worker and the employee in an advanced stage of in-vitro treatment, as well as by the employer. Until the implementation of the prescription for relocation, she is released from the obligation to perform the job unsuitable for her condition, and the employer pays her compensation in the amount of the gross remuneration received for the month preceding the day of issuing the prescription.

(3) (Amended - SG, No. 100 of 1992, amended - SG, No. 52 of 2004, effective 01.08.2004) In the cases under para. 1, the worker or employee shall receive remuneration for the work performed. When it is lower than the remuneration for the previous work, she shall be entitled to monetary compensation for the difference in remuneration in accordance with a separate law.

(4) (Amended - SG, issue 100 of 1992, supplemented - SG, issue 103 of 2009, effective 29.12.2009) The employer, together with the health authorities, shall annually determine positions and jobs suitable for occupation by pregnant and breastfeeding women as well as workers and employees in an advanced stage of in-vitro treatment. Sending pregnant women and mothers with children on business trips

Article 310.

(Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 52 of 2004, effective 01.08.2004, supplemented - SG, No. 103 of 2009, effective 29.12.2009) The employer may not second a pregnant woman, a worker or employee in an advanced stage of in-vitro treatment and a mother of a child up to 3 years of age without her written consent. Special leaves for pregnant women or mothers

Article 311.

(Repealed - State Gazette, issue 100 of 1992) Homework

Article 312.

(1) (Amended - SG, No. 100 of 1992) A female worker or employee - mother of a small child, until the child reaches the age of 6, has the right to work from home for the same or another employer.

(2) (Amended - SG, No. 100 of 1992) When the worker or employee under the preceding paragraph switches to home work for the same employer, he is obliged, after ceasing to work from home, but not later than the child reaches the age of 6, to provide her with the work she performed previously, and if the position has been reduced - with her consent, another suitable job.

(3) (Amended - SG No. 100/1992) When the worker or employee under para. 1 transfers to home work for another employer, the employment relationship with the employer for whom she is working on the day of the transfer shall not be terminated, and the worker or employee shall be on unpaid leave. When she ceases to work from home, but not later than the child reaches the age of 6, the unpaid leave shall be terminated. If the position is reduced, the employer shall, with her consent, provide her with another suitable job. Exercise of the mother's rights by the father

Article 313.

(Amended - SG, No. 100 of 1992) The rights of the mother under Art. 310 and 312 may be exercised by the father when the mother is unable to exercise them. Notification obligation

Article 314.

(Amended - SG, No. 100 of 1992) A worker or employee who, due to illness or an occupational accident, cannot perform the work assigned to him, but can perform other suitable work or the same work under relaxed conditions without danger to his health, shall be reassigned to another job or the same work under appropriate conditions upon prescription by the health authorities. Job placement jobs

Article 315.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 2 of 1996, amended - SG, No. 25 of 2001, in force from 31.03.2001, amended - SG, No. 41 of 2009, in force from 01.07.2009, amended - SG, No. 15 of 2010) The employer with more than 50 workers and employees is obliged to determine annually jobs suitable for employment of 4 to 10 percent of the total number of workers and employees, depending on the economic activity.

(2) (New - SG, issue 61 of 2011) When determining the total number of workers and employees under paragraph 1, seafarers working in the enterprise shall not be taken into account.

(3) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, in force from 31.03.2001, amended - SG, No. 15 of 2010, previous para. 2 - SG, No. 61 of 2011) The part of the total number of workers and employees under para. 1 by economic activities shall be determined by the Minister of Labour and Social Policy and by the Minister of Health. Specialized enterprises and workshops for persons with permanently reduced working capacity (Title amended - SG, issue 25 of 2001, in force from 31.03.2001, amended - SG, issue 41 of 2009, in force from 01.07.2009)

Article 316.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 2 of 1996, amended - SG, No. 25 of 2001, in force from 31.03.2001, amended - SG, No. 41 of 2009, in force from 01.07.2009) Ministers, heads of other departments and municipal councils are obliged to establish specialized state (municipal) enterprises, and employers with more than 300 workers and employees - workshops and other units for the employment of persons with permanently reduced working capacity.

(2) (Amended - SG, issue 100 of 1992) The activities of the specialized enterprises, workshops and units under the preceding paragraph shall be planned and reported separately, and specific rules for standardization, reporting and payment of labor shall be established for the workers and employees in them in accordance with the procedure established by the Council of Ministers. Employment of workers and employees

Article 317.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 41 of 2009, effective 01.07.2009) The need to transfer the worker or employee to another suitable job or to the same job under easier conditions, the nature of the job, the working conditions and the term of the transfer shall be determined by prescription of the health authorities.

(2) (Amended - SG, issue 100 of 1992) The employment order issued by the health authorities shall oblige the worker or employee not to perform the work from which he is transferred, and the employer - not to allow him to do this work.

(3) (Amended - SG, issue 100 of 1992) The employer is obliged to transfer the worker or employee to a suitable job according to the prescription of the health authorities within 7 days of receiving it.

(4) (Repealed, previous para. 5, amended - SG, issue 100 of 1992) In case of failure to comply with the prescription of the health authorities by the employer, he shall owe the employee compensation under Art. 217 . Employment of disabled people who are not working

Article 318.

(Repealed - State Gazette, issue 100 of 1992) Paid annual leave

Article 319.

(Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, supplemented - SG, No. 108 of 2008, amended - SG, No. 41 of 2009, effective 01.07.2009) Workers and employees with a permanently reduced working capacity of 50 and over 50 percent are entitled to basic paid annual leave of no less than 26 working days. Remuneration

Article 320.

(Amended - SG, No. 100 of 1992)

(1) An employee who is employed under the procedure of this section shall receive remuneration for the work performed.

(2) (Amended - SG, issue 25 of 2001, effective 31.03.2001, amended - SG, issue 41 of 2009, effective 01.07.2009) An employee with a permanently reduced working capacity of less than 50 percent, who is employed for a certain period and receives lower remuneration for the new job than the remuneration for the previous job, shall be entitled to monetary compensation for the difference in remuneration in accordance with a separate law. Protection in the event of dismissal

Article 321.

(Repealed - State Gazette, issue 100 of 1992) Section IV. Special Protection of Working Pensioners (Repealed - SG, No. 100 of 1992) Employment relationship

Article 322.

(Repealed - State Gazette, issue 100 of 1992) Duration of the employment contract

Article 323.

(Repealed - State Gazette, issue 100 of 1992) Remuneration

Article 324.

(Repealed - State Gazette, issue 100 of 1992) Chapter Sixteen. TERMINATION OF THE EMPLOYMENT RELATIONSHIP Section I. Termination of the employment contract General grounds for termination of the employment contract

Article 329.

(1) (Amended - SG, No. 100 of 1992) In the event of the closure of part of the enterprise, as well as in the event of a reduction in the number of employees or a reduction in the volume of work, the employer has the right to selection and may, in the interest of production or service, dismiss workers and employees whose positions are not being reduced, in order to retain those who have higher qualifications and work better.

(2) (Amended - SG, issue 100 of 1992, repealed - SG, issue 25 of 2001, in force from 31.03.2001)

(3) (New - SG, issue 100 of 1992, repealed - SG, issue 25 of 2001, in force from 31.03.2001)

(4) (New - SG, issue 23 of 1992, previous para. 3 - SG, issue 100 of 1992, repealed - SG, issue 25 of 2001, in force from 31.03.2001) Termination of the employment contract by the employer without notice

Article 331.

(New - SG, issue 25 of 2001, effective 31.03.2001)

(1) The employer may, on his own initiative, propose to the employee termination of the employment contract in exchange for compensation. If the employee does not respond in writing to the proposal within 7 days, it shall be deemed not to have been accepted.

(2) If the worker or employee accepts the offer under paragraph 1, the employer shall owe him compensation in the amount of not less than four times the last received monthly gross remuneration, unless the parties have agreed on a higher amount of compensation.

(3) If the compensation under paragraph 2 is not paid within one month from the date of termination of the employment contract, the grounds for its termination shall be deemed to have ceased to exist. Termination of the employment contract by decision of the brigade

Article 332.

(Repealed - SG, issue 21 of 1990) Protection in the event of dismissal

Article 333.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 110 of 1999, amended - SG, No. 25 of 2001, in force from 31.03.2001) In the cases under Art. 328, para. 1, items 2, 3, 5, 11 and Art. 330, para. 2, item 6 the employer may dismiss only with the prior permission of the labour inspectorate for each individual case:

1. (amended - SG, issue 52 of 2004, in force from 01.08.2004, amended - SG, issue 108 of 2008) a female worker or employee who is the mother of a child up to 3 years of age;

2. employed worker or employee;

3. a worker or employee suffering from a disease specified in an ordinance of the Minister of Health;

4. a worker or employee who has begun using his/her authorized leave;

5. (new - SG, issue 48 of 2006, effective 01.07.2006) a worker or employee who is elected as a representative of the workers and employees pursuant to the procedure of Art. 7, para. 2 and Art. 7a , for the time as long as he holds such capacity;

5a. (new - SG, issue 27 of 2014) a worker or employee who is elected as a representative of the workers for safety and health at work by the general meeting or by the meeting of proxies pursuant to the procedure of Art. 6 , for the time as long as he holds such capacity;

6. (new - SG, issue 57 of 2006, in force from 01.01.2007) a worker or employee who is a member of a special negotiating body, of a European works council or of a representative body in a European commercial or cooperative company, for the time while performing his functions.

(2) In the cases under items 2 and 3 of the preceding paragraph, the opinion of the labor expert medical commission shall also be obtained before dismissal.

(3) (Amended - SG, No. 110 of 1999, amended - SG, No. 25 of 2001, effective 31.03.2001) In the cases under Art. 328, para. 1, items 2, 3, 5, 11 and Art. 330, para. 2, item 6, the employer may dismiss a worker or employee who is a member of a trade union leadership in the enterprise, of a territorial, sectoral or national leading elected trade union body, during the time he holds the relevant trade union position and up to 6 months after his dismissal, only with the prior consent of a trade union body designated by a decision of the central management of the relevant trade union organization.

(4) Where this is provided for in the collective employment contract, the employer may dismiss a worker or employee due to staff reduction or reduction in the volume of work after the prior consent of the relevant trade union body in the enterprise.

(5) (New - SG, issue 52 of 2004, effective 01.08.2004, amended - SG, issue 46 of 2007, effective 01.01.2008, supplemented - SG, issue 103 of 2009, effective 29.12.2009) A pregnant worker or employee, as well as a worker or employee in an advanced stage of in-vitro treatment, may be dismissed with notice only on the grounds of Art. 328, para. 1, items 1, 7, 8 and 12 , as well as without notice on the grounds of Art. 330, para. 1 and para. 2, item

6. In the cases of Art. 330, para. 2, items 6 dismissal can only take place with the prior permission of the labor inspectorate.

(6) (New - SG, issue 25 of 2001, in force from 31.03.2001, previous para. 5 - SG, issue 52 of 2004, in force from 01.08.2004, amended - SG, issue 108 of 2008) An employee or servant who is on leave under Art. 163 may be dismissed only on the grounds of Art. 328, para. 1, item 1 .

(7) (Previous para. 5 - SG, issue 25 of 2001, in force from 31.03.2001, previous para. 6 - SG, issue 52 of 2004, in force from 01.08.2004) The protection under this article shall apply to the moment of serving the dismissal order. Termination of the employment contract for additional work

Article 334.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 27 of 2014, amended - SG, No. 107 of 2020) Except in the cases provided for in this Code, the employment contract for additional work ( Art. 110 , 111 and 114, para. 1 ) and the employment contract under Art. 233b, para. 1 may be terminated by the employee or by the employer with 15 days' notice.

(2) (Amended - SG, issue 107 of 2020) In the event of dismissal under para. 1, Art. 333 shall not apply . Form and moment of termination of the employment contract (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 335.

(1) (New - SG, issue 25 of 2001, in force from 31.03.2001) The employment contract shall be terminated in writing.

(2) (Amended - SG, No. 100 of 1992, previous text of Art. 335 - SG, No. 25 of 2001, in force from 31.03.2001) The employment contract shall be terminated:

1. in case of termination with notice - upon the expiration of the notice period;

2. in case of failure to comply with the notice period - upon the expiry of the relevant part of the notice period;

3. in case of termination without notice - from the moment of receipt of the written statement for the termination of the contract. Applicability of provisions on termination of employment contract

Article 336.

(Amended - SG, No. 100 of 1992) The provisions of this section shall apply accordingly to the termination of an employment relationship arising from a competition. Section II. Termination of the employment relationship arising from election Termination of the employment relationship upon expiration of the term

Article 337.

The employment relationship arising from an election shall be terminated upon the expiration of the term for which the person was elected. If, upon the expiration of this term, a new election has not been made, the employment relationship shall continue until such election is made. Recall

Article 338.

(Amended - SG, No. 100 of 1992) The employment relationship arising from an election may be terminated without notice by the relevant electoral body. Applicability of provisions on termination of employment contract

Article 339.

(Amended - SG, No. 100 of 1992)

(1) For termination of an employment relationship arising from a choice, the grounds for termination of the employment contract shall apply accordingly, with the exception of disciplinary dismissal.

(2) In the cases of the preceding paragraph, when a declaration of will of the employer is necessary for the termination of the employment relationship, it shall be replaced by a decision of the electoral body. Inapplicability of protection upon dismissal

Article 340.

(Amended - SG, No. 100 of 1992) The provisions of this section shall apply unless otherwise provided for in a law, in another normative act or in a statute. Section III. Termination of the employment relationship arising from membership in a production cooperative (Repealed - SG, issue 100 of 1992) Termination without obligation of the parties to give notice

Article 341.

(Repealed - State Gazette, issue 100 of 1992) Termination by a cooperative member

Article 342.

(Repealed - State Gazette, issue 100 of 1992) Termination from a production cooperative

Article 343.

(Repealed - State Gazette, issue 100 of 1992) Section IV. Protection against unlawful dismissal Challenging the legality of dismissal

Article 344.

(Amended - SG, issue 100 of 1992)

(1) The worker or employee has the right to challenge the legality of the dismissal before the employer or before the court and to request:

1. recognition of the dismissal as illegal and its annulment;

2. restoration of previous work;

3. compensation for the time during which he remained unemployed due to the dismissal;

4. (amended - SG, issue 85 of 2023, effective 01.06.2025) correction of the grounds for dismissal entered in the unified electronic employment record or in other documents.

(2) (Supplemented - SG No. 11/2023, effective 01.07.2024) The employer may also, on his own initiative, cancel the dismissal order until the employee files a claim with the court. After the claim has been filed and until the court decision enters into force, he may cancel the dismissal order with the written consent of the employee.

(3) In cases where the prior consent of the labor inspectorate or a trade union body is required for the dismissal and such consent was not requested or was not given prior to the dismissal, the court shall annul the dismissal order as unlawful solely on this ground, without examining the labor dispute on its merits.

(4) (New - SG, issue 2 of 1996) The labor disputes under paragraph 1 shall be considered by the district court within three months from the receipt of the claim and by the district court - within one month from the receipt of the appeal. Restoring previous work

Article 345.

(Amended - SG No. 100/1992)

(1) Upon reinstatement of the worker or employee to his previous job by the employer or by the court, he may take it up if he reports to work within two weeks of receiving the notice of reinstatement, except when this deadline is not met for valid reasons.

(2) An employee dismissed under Article 330, paragraph 1 , shall be reinstated to his previous job in accordance with the procedure set out in the preceding paragraph on the basis of an acquittal that has entered into force. Registration of cancellation of dismissal

Article 346.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 85 of 2023, effective 01.06.2025) When the dismissal of the employee is recognized as unlawful by the employer or by the court or the grounds for termination of the employment relationship are corrected, the change that has occurred shall be entered in the unified electronic employment record of the employee.

(2) (Amended - SG, issue 85 of 2023, effective 01.06.2025) The entry in the unified electronic labor record shall be made by the employer with whom the employment relationship was terminated, and in case of refusal - by the labor inspectorate. Chapter Seventeen. EMPLOYMENT REGISTER, UNIFIED ELECTRONIC LABOR RECORD AND WORK EXPERIENCE (TITLE AMENDED - SG, NO. 85 OF 2023, IN FORCE FROM 01.06.2025) Chapter Seventeen. WORK BOOK AND WORK EXPERIENCE Section I. Employment book Section I. Employment Register and Unified Electronic Labor Record (Title amended - SG, issue 85 of 2023, effective 01.06.2025) Employment Register (Title amended - SG, issue 85 of 2023, effective 01.06.2025)

Article 347.

(Amended - SG, issue 100 of 1992, amended - SG, issue 85 of 2023, effective 01.06.2025)

(1) The National Revenue Agency shall maintain an employment register containing the unified electronic employment records of workers and employees.

(2) The establishment and maintenance of the employment register shall be carried out on the basis of the following principles:

1. ensuring the timeliness and accuracy of the stored data;

2. ensuring an appropriate environment for data exchange;

3. ensuring regulated access to data in the employment register;

4. ensuring information security.

(3) Access to the employment register and the unified electronic work record shall be provided in accordance with the procedure set out in Article 5 of the Electronic Government Act . Access to the data shall also be provided free of charge in the territorial directorates of the National Revenue Agency in accordance with the procedure set out in the ordinance under Article 62, paragraph 5 .

(4) The format and procedure for storing data in the employment register, the procedure and deadlines for entering, deleting and certifying circumstances, the conditions for access to the data, as well as the procedure and rights of the Executive Director of the National Revenue Agency for access to data in other registers in connection with the maintenance of the employment register, shall be determined by the ordinance under Art. 62, para. 5 .

(5) The National Statistical Institute shall have the right to data from the employment register for the purposes of publishing statistical information on employment. The procedure for access and the scope of the data subject to publication shall be determined by the ordinance under Art. 62, para. 5 .

(6) The processing of personal data in the employment register is carried out in accordance with Regulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data, and repealing Directive 95/46/EC (General Data Protection Regulation) (OJ L 119/1 of 4 May 2016) and the Personal Data Protection Act . Unified electronic work record

Article 348.

(Amended - SG, No. 100 of 1992, repealed - SG, No. 85 of 2023, in force from 01.06.2025) Contents

Article 349.

(Amended - SG, issue 100 of 1992)

(1) (Amended - SG, issue 85 of 2023, effective 01.06.2025) The unified electronic labor record shall contain data on:

1. the names of the worker or employee;

2. the personal identifier of the worker or employee;

3. the employer's identifier and name;

4. the basis of the employment contract;

5. the date of conclusion of the employment contract and the beginning of its implementation;

6. the term of the contract, where one has been agreed;

7. the date of conclusion of additional agreements;

8. the date and grounds for termination of the employment relationship;

9. the amount of the basic salary;

10. the code of the position held under the National Classification of Professions and Positions;

11. the code of the main economic activity in which the person is employed, according to the Classification of Economic Activities approved by the National Statistical Institute;

12. the code of the settlement of the worker's or employee's workplace according to the Unified Classifier of Administrative-Territorial and Territorial Units;

13. the duration of working hours;

14. the duration of the time that is recognized as work experience, as well as the time that is not recognized as work experience;

15. compensation paid upon termination of the employment relationship on the grounds of Art. 222, para. 2 and 3 ;

16. attachment notices, provided for in Art. 512, para. 5 of the Code of Civil Procedure ;

17. the agreed paid annual leave;

18. the days of paid annual leave used, due for the year of termination of the legal relationship.

(2) (Amended - SG, issue 85 of 2023, effective 01.06.2025) The employer is obliged to accurately and promptly enter the data under the previous paragraph and any changes therein into the unified electronic work record.

(3) (New - SG, issue 58 of 2010, effective 30.07.2010, amended - SG, issue 85 of 2023, effective 01.06.2025) The unified electronic employment record also contains the data specified in the Civil Servant Act on the employment relationships of the persons. Registration of dismissal and restoration of a lost work book

Article 350.

(Amended - SG, No. 100 of 1992, repealed - SG, No. 85 of 2023, in force from 01.06.2025) Entry of data into the unified electronic labor record by the labor inspectorate (Title amended - SG, issue 85 of 2023, effective 01.06.2025)

Article 351.

(1) (Amended - SG, No. 100 of 1992, supplemented - SG, No. 67 of 1999, in force from 27.08.1999, previous text of Art. 351 - SG, No. 15 of 2010, in force from 28.08.2010) Work experience within the meaning of this Code is the time during which the worker or employee has worked under an employment relationship, unless otherwise provided for in this Code or in another law, as well as the time during which the person has worked as a civil servant.

(2) (New - SG, issue 15 of 2010, effective 28.08.2010, supplemented - SG, issue 107 of 2020) Work experience also includes the time during which civil service or work under an employment relationship was performed according to the legislation of another Member State of the European Union, in another State party to the Agreement on the European Economic Area, or in the Swiss Confederation, as well as the time of holding a position in an institution of the European Union or an international organization of which the Republic of Bulgaria is a member, certified by an act of establishment and termination of the legal relationship. Time in an employment relationship that is recognized as work experience without the employee having worked

Article 352.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 352 - SG, No. 15 of 2010, effective 28.08.2010) The period of employment during which the employee did not work shall also be recognized as length of service in the following cases:

1. weekends and holidays;

2. (amended - SG, issue 30 of 2018, effective 01.07.2018) paid leave taken, regardless of its reason and the method of payment;

3. (amended - SG, issue 30 of 2018, effective 01.07.2018) the unpaid leave used, established by this Code or other regulatory acts, where this is explicitly provided for;

4. (amended - SG, issue 25 of 2001, effective 31.03.2001, supplemented - SG, issue 15 of 2010, effective 28.08.2010, amended - SG, issue 30 of 2018, effective 01.07.2018) the unpaid leaves used for temporary incapacity for work, for pregnancy and childbirth and for adoption of a child up to 5 years of age;

5. the time spent in courses, schools and other forms of professional qualification and retraining with detachment from production;

6. the time during which the worker or employee did not work due to improper non-admission to work;

7. (new - SG, issue 107 of 2020) the employed or pregnant worker or employee is not working because the employer has not provided suitable work in accordance with the prescription of the medical expertise bodies;

8. (previous item 7 - SG, issue 107 of 2020) the period of suspension from work pursuant to Art. 33, paras. 2 - 4 of the Labor Code of 1951 for a crime committed in connection with work, if the worker or employee was not brought as a defendant pursuant to the relevant procedure;

9. (previous item 8 - SG, issue 107 of 2020) the period of suspension from work pursuant to Art. 33, paras. 2 - 4 of the Labor Code of 1951 , after the worker or employee has been brought as a defendant, as well as the period of suspension from work pursuant to the Criminal Procedure Code , if the worker or employee has been acquitted or the criminal prosecution has been terminated due to the fact that he or she did not commit the act or that the act committed does not constitute a crime;

10. (previous item 9 - SG, issue 107 of 2020) in other cases established by the Council of Ministers.

(2) (New - SG, issue 15 of 2010, effective 28.08.2010) The provision of para. 1 shall also apply to the legal relationships under Art. 351, para. 2 . Work experience in an invalid employment relationship

Article 353.

(Supplemented - No. 100 of 1992, amended - SG, No. 15 of 2010, effective 28.08.2010) The time until the employment relationship is declared invalid when working in the country or in another Member State of the European Union, in another State party to the Agreement on the European Economic Area, or in the Swiss Confederation shall be recognized as work experience if the employee acted in good faith when it arose. Time that is recognized as work experience without an employment relationship having existed

Article 354.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 354 - SG, No. 15 of 2010, effective 28.08.2010) The time during which no employment relationship existed shall also be recognized as length of service in the following cases:

1. the worker or employee was unemployed due to a dismissal that was recognized as illegal by the competent authorities - from the date of dismissal until his reinstatement to work;

2. the person dismissed due to detention by the authorities was left without a job as a result of this dismissal, when he was not brought as an accused, was acquitted or the criminal prosecution was terminated because he did not commit the act or because the act committed did not constitute a crime;

3. the person has served a sentence of "deprivation of liberty", which was subsequently recognized under the relevant procedure as unreasonably imposed;

4. (repealed - SG, issue 107 of 2020)

5. (amended - SG, issue 85 of 2023, effective 01.06.2025) the worker or employee has become unemployed due to illegal retention of the unified electronic labor record;

6. (amended - SG, issue 100 of 1992) the mother, the father, the adoptive mother or the adoptive father shall take care of raising a child until the child reaches the age of 3;

7. (amended - SG, issue 100 of 1992, amended - SG, issue 2 of 1996) the worker or employee has become unemployed and has received unemployment benefits, or has been enrolled in schools and retraining courses;

8. in other cases established by the Council of Ministers.

(2) (New - SG, issue 15 of 2010, in force from 28.08.2010) The provisions of para. 1, items 1 - 7 shall apply accordingly also upon the occurrence of these circumstances in another Member State of the European Union, in another State party to the Agreement on the European Economic Area, or in the Swiss Confederation. Calculation of length of service Article

355.

(1) Length of service shall be calculated in days, months and years.

(2) (Amended - SG, issue 100 of 1992) The time during which the worker or employee has worked at least half of the legally established working hours for the day under one or several employment relationships shall be recognized as 1 day of work experience.

(3) (Amended - SG, issue 25 of 2001, effective 31.03.2001) The calendar month during which at least 21 days of work have been worked in a five-day working week shall be considered as 1 month of work experience.

(4) For 1 year of work experience, 12 months of work experience shall be recognized, calculated in the manner established in the previous paragraph.

(5) (Amended - SG, issue 100 of 1992) Under this Code of Work Experience, the time in excess of the actual service in an employment relationship, which is recognized as a pension, as well as the time in excess upon conversion of labor from one category to another upon retirement of the worker or employee, shall not be recognized. Bylaws

Article 355.

(1) (Supplemented - State Gazette, No. 69 of 2026, effective from 01.09.2026) Length of service shall be calculated in hours, days, months and years.

(2) (Amended - State Gazette, No. 100 of 1992; amended - State Gazette No. 69 of 2026, effective from 01.09.2026) One day of length of service shall be recognised as the time during which the worker or employee has worked the full statutory working time applicable to them for the day. Where the worker or employee works part-time, length of service shall be calculated proportionally to their statutory working time.

(3) (Amended - State Gazette No. 25 of 2001, effective from 31.03.2001; amended - State Gazette No. 69 of 2026, effective from 01.09.2026) One month of length of service shall be recognised as the calendar month during which all working days for the relevant month have been worked.

(4) (Amended - State Gazette No. 69 of 2026, effective from 01.09.2026) One year of length of service shall be recognised when 12 months have been recognised as length of service.

(5) (New - State Gazette No. 69 of 2026, effective from 01.09.2026) Where a worker or employee has more than one employment relationship, length of service shall be calculated for each employment relationship.

(6) (Amended - State Gazette No. 100 of 1992; former Paragraph 5; amended - State Gazette No. 69 of 2026, effective from 01.09.2026) When exercising rights under this Code, no more than the calendar time shall be recognised as length of service.

Article 356.

(Amended - SG, issue 100 of 1992, amended - SG, issue 85 of 2023, in force from 01.06.2025) The Council of Ministers shall issue an ordinance on the implementation of this section. Chapter Eighteen. LABOR DISPUTES (AMENDED - SG, No. 100 OF 1992) Definition (Section I "General Provisions" repealed - SG, issue 100 of 1992)

Article 357.

(1) (Amended - SG, No. 100 of 1992, supplemented - SG, No. 25 of 2001, in force from 31.03.2001, previous text of Art. 357 - SG, No. 48 of 2006, in force from 01.07.2006) Labor disputes shall be those between the employee and the employer concerning the origin, existence, performance and termination of the employment relationship, as well as disputes concerning the performance of collective labor agreements and the establishment of length of service.

(2) (New - SG, issue 48 of 2006, effective 01.07.2006) Disputes between the representatives of the workers and employees elected in accordance with the procedure of Art. 7, para. 2 and Art. 7a and the employer in the event of a violation of their rights shall also be considered labor disputes.

(3) (New - SG, issue 7 of 2012) Labor disputes shall also include disputes between workers and employees sent by an enterprise providing temporary work and the user enterprise in the event of a violation of their rights.

(4) (New - SG, issue 105 of 2016, effective 30.12.2016, amended - SG, issue 27 of 2024) Labor disputes shall also include disputes between workers or employees who are or have been seconded or sent to the territory of the Republic of Bulgaria under Art. 121a, para. 1, item 2 and para. 2, item 2 , and their employer in cases where they have suffered damages due to non-compliance with the working conditions under Art. 121a, para. 5 , including after the termination of the employment relationship.

(5) (New - SG, issue 27 of 2024) Disputes between the employee and the contractor, of which the employer is a direct contractor, regarding guaranteeing the payment of remuneration under Art. 245, para. 3 shall also be considered labor disputes . Prescription

Article 358.

(Amended - SG, issue 100 of 1992)

(1) Claims in labor disputes shall be filed within the following time limits:

1. (amended - SG, issue 48 of 2006, effective 01.07.2006) one month - in disputes about limited property liability of the employee, for cancellation of a disciplinary penalty "reprimand" and in the cases under Art. 357, para. 2 .

2. (amended - SG, issue 25 of 2001, effective 31.03.2001) 2-month - in disputes for the cancellation of a disciplinary penalty "warning of dismissal", change of the place and nature of the work and termination of the employment relationship;

3. 3-year - for all other labor disputes.

(2) The time limits under the preceding paragraph shall begin to run:

1. for claims for the cancellation of disciplinary sanctions and for a change in the place and nature of work - from the day on which the worker or employee was served with the relevant order, and in the case of claims regarding the termination of the employment relationship - from the day of termination.

2. for other claims - from the day on which the right, the subject of the claim, became due or could have been exercised. In the case of monetary claims, dueness shall be deemed to have occurred on the day on which payment should have been made under the claim in accordance with the due procedure.

(3) The term under paragraph 1 shall not be deemed to have been missed if, before its expiry, the claim is filed with an incompetent body. In such case, the claim shall be forwarded ex officio to the court. Free labor proceedings

Article 359.

(Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001) Labor proceedings shall be free of charge for workers and employees. They shall not pay fees and expenses for the proceedings, including for applications for annulment of decisions in labor cases that have entered into force. Subordination

Article 360.

(Amended - SG, No. 100 of 1992)

(1) Labor disputes shall be considered by the courts. They shall be considered in accordance with the procedure of the Civil Procedure Code , unless otherwise provided in this Code.

(2) (Declared unconstitutional in the part concerning the words "or in an act of the Council of Ministers" by RCC No. 12 of 1995 - SG, issue 69 of 1995, amended - SG, issue 2 of 1996) The courts shall not consider disputes concerning the release of:

1. (amended - SG, issue 25 of 2001, effective 31.03.2001) election officials in the bodies of executive power, in public organizations and in political parties and movements;

2. (amended - SG, issue 25 of 2001, effective 31.03.2001) the employees under Art. 28, para. 2 of the Administration Act . Jurisdiction of labor disputes with foreign persons

Article 361.

(1) (Amended - SG, No. 100 of 1992, previous text of Art. 361 - SG, No. 48 of 2006, in force from 01.07.2006) Labor disputes between workers or employees - foreign citizens, and employers - foreign persons or joint ventures with a registered office in the Republic of Bulgaria, when the work is performed in the country, shall be subject to the jurisdiction of the court according to the registered office of the employer, unless otherwise agreed between the parties.

(2) (New - SG, issue 48 of 2006, effective 01.07.2006, amended - SG, issue 105 of 2016, effective 30.12.2016) Labor disputes for ensuring working conditions of workers or employees posted or sent to the Republic of Bulgaria under Art. 121a, para. 1, item 2 and para. 2, item 2 shall be subject to the jurisdiction of the court at the place where the worker or employee temporarily performs or has performed his or her work. Jurisdiction of labor disputes of Bulgarian workers or employees abroad

Article 362.

(Amended - SG, No. 100 of 1992) Labor disputes between workers or employees - Bulgarian citizens working abroad, and Bulgarian employers abroad shall be subject to the jurisdiction of the competent court in Sofia, and when the worker or employee is the defendant - of the competent court at his place of residence in the country. Decisions not subject to cassation appeal (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 363.

(Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, in force from 31.03.2001, repealed - SG, No. 105 of 2002) Review bodies (Section II "Jurisdiction of Labor Disputes" repealed - State Gazette, issue 100 of 1992)

Article 364.

(Repealed - State Gazette, issue 100 of 1992) Jurisdiction of labor dispute commissions

Article 365.

(Repealed - State Gazette, issue 100 of 1992) Jurisdiction of the courts

Article 366.

(Repealed - State Gazette, issue 100 of 1992) Court that hears the labor dispute

Article 367.

(Repealed - State Gazette, issue 100 of 1992) Composition of the court when considering labor disputes

Article 368.

(Repealed - State Gazette, issue 100 of 1992) Subordination of superior administrative authorities

Article 369.

(Repealed - State Gazette, issue 100 of 1992) Labor disputes with foreign workers in joint ventures

Article 370.

(Repealed - State Gazette, issue 100 of 1992) Labor disputes of Bulgarian workers abroad

Article 371.

(Repealed - State Gazette, issue 100 of 1992) Establishment (Section III "Labor Disputes Commission" repealed - State Gazette, issue 100 of 1992)

Article 372.

(Repealed - State Gazette, issue 100 of 1992) Choice

Article 373.

(Repealed - State Gazette, issue 100 of 1992) Mandate

Article 374.

(Repealed - State Gazette, issue 100 of 1992) Ensuring working conditions

Article 375.

(Repealed - State Gazette, issue 100 of 1992) Interference in the work of the labor dispute committee

Article 376.

(Repealed - State Gazette, issue 100 of 1992) Removal of a member of the labor dispute committee

Article 377.

(Repealed - State Gazette, issue 100 of 1992) Commencement of proceedings before the Labor Disputes Commission (Section IV "Review of labor disputes" repealed - State Gazette, issue 100 of 1992)

Article 378.

(Repealed - State Gazette, issue 100 of 1992) Content of the application

Article 379.

(Repealed - State Gazette, issue 100 of 1992) Guidance to the worker by the labor dispute committee

Article 380.

(Repealed - State Gazette, issue 100 of 1992) Consideration of the application by the labor dispute committee

Article 381.

(Repealed - State Gazette, issue 100 of 1992) Publicity of hearings

Article 382.

(Repealed - State Gazette, issue 100 of 1992) Questioning of witnesses and experts

Article 383.

(Repealed - State Gazette, issue 100 of 1992) Voluntary dispute resolution

Article 384.

(Repealed - State Gazette, issue 100 of 1992) Minutes of the meeting

Article 385.

(Repealed - State Gazette, issue 100 of 1992) Disclosure of data about a crime and violations of the labor code

Article 386.

(Repealed - State Gazette, issue 100 of 1992) Dispute resolution

Article 387.

(Repealed - State Gazette, issue 100 of 1992) Immutability and force of the decision

Article 388.

(Repealed - State Gazette, issue 100 of 1992) Proceedings before a higher administrative authority

Article 389.

(Repealed - State Gazette, issue 100 of 1992) Decision of the superior administrative authority

Article 390.

(Repealed - State Gazette, issue 100 of 1992) Decisions of the Labor Disputes Commission, which are final and not subject to appeal (Section V "Appeal, Entry into Force and Enforcement of Decisions on Labor Disputes" - repealed - State Gazette, issue 100 of 1992)

Article 391.

(Repealed - State Gazette, issue 100 of 1992) Deadline for appealing other decisions of the Labor Disputes Commission

Article 392.

(Repealed - State Gazette, issue 100 of 1992) Review of the complaint

Article 393.

(Repealed - State Gazette, issue 100 of 1992) Appealing decisions on labor disputes with Bulgarian citizens working in Bulgarian companies abroad

Article 394.

(Repealed - SG, issue 100 of 1992) Appeal and entry into force of the decision of the higher administrative authority

Article 395.

(Repealed - State Gazette, issue 100 of 1992) Entry into force of decisions on labor disputes

Article 396.

(Repealed - State Gazette, issue 100 of 1992) Enforcement of decisions on labor disputes

Article 397.

(Repealed - State Gazette, issue 100 of 1992) Effect of an effective decision to reinstate work

Article 398.

(Repealed - State Gazette, issue 100 of 1992) Chapter Nineteen. CONTROL OF COMPLIANCE WITH LABOR LEGISLATION AND ADMINISTRATIVE CRIMINAL LIABILITY FOR ITS VIOLATION Section I. Control over compliance with labor legislation Executive Agency "General Labor Inspectorate" (Title amended - SG, issue 25 of 2001, in force from 31.03.2001)

Article 399.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, previous text of Art. 399 - SG, No. 77 of 2010, supplemented - SG, No. 102 of 2017, effective 22.12.2017) The overall control for compliance with the labor legislation in all sectors and activities, including the payment of unpaid wages and compensations after termination of the employment relationship, shall be carried out by the Executive Agency "General Labor Inspectorate" under the Minister of Labor and Social Policy.

(2) (New - SG, issue 77 of 2010) The Executive Agency "General Labour Inspectorate" shall also carry out specialized control activities regarding compliance with the legislation related to the performance of civil service and the rights and obligations of the parties to the employment relationship.

(3) (New - SG, issue 102 of 2017, effective 31.03.2018) The Executive Agency "General Labor Inspectorate" shall submit a written application pursuant to Art. 625 of the Commerce Act . External departmental control

Article 400.

(Amended - SG, No. 100 of 1992) Other state bodies, other than those specified in the previous article, shall exercise general or specialized control over compliance with labor legislation by virtue of a law or an act of the Council of Ministers. Internal control

Article 401.

(Amended - SG, No. 100 of 1992) Ministers, heads of other departments, as well as local government bodies shall exercise control over compliance with labor legislation through their specialized bodies. Rights of supervisory authorities

Article 402.

(Amended - SG, issue 100 of 1992)

(1) (Amended - SG, issue 108 of 2008) The control bodies, within the framework of their competence, have the right to:

1. visit at any time the ministries, other departments, enterprises and places where work is carried out, the premises used by the workers and employees, as well as to require the persons who are on their territory to present an identity document;

2. (suppl. - SG, issue 77 of 2010) require from the employer, respectively from the appointing authority, explanations, information and presentation of all necessary documents, papers and certified copies thereof in connection with the exercise of control;

3. (supplemented - SG, issue 77 of 2010) shall be informed directly by the workers and employees on all issues related to the exercise of control, as well as to require them to declare in writing facts and circumstances related to the performance of the work activity, respectively the activity of performing the civil service, including data on the remuneration of the work;

4. take samples, specimens and other similar materials for laboratory research and analysis, use technical means and equipment and make measurements of factors of the working environment in connection with the exercise of control over the work activity carried out;

5. establish the causes and circumstances under which occupational accidents occurred.

(2) (Supplemented - SG No. 77/2010) Employers, appointing authorities, officials, workers and employees shall be obliged to assist the control authorities in the performance of their functions.

(3) (New - SG, issue 27 of 2014, amended - SG, issue 54 of 2015, effective 17.07.2015, amended - SG, issue 85 of 2023, effective 01.06.2025) The Executive Agency "General Labour Inspectorate" shall notify the National Revenue Agency of the ex officio deletion of an employment relationship entered in the employment register, when an employer or official has not fulfilled within the time limit a mandatory prescription under Art. 404, para. 1, item 11 that has entered into force or in the cases of Art. 404, para. 5 .

(4) (New - SG, issue 48 of 2006, effective 01.07.2006, supplemented - SG, issue 77 of 2010, previous paragraph 3 - SG, issue 27 of 2014) The National Revenue Agency shall provide the control authorities under Article 399 with the necessary tax and social security information for the purposes of control over compliance with labor legislation and legislation related to the civil service.

(5) (Amended - SG, No. 25 of 2001, effective 31.03.2001, previous para. 3 - SG, No. 48 of 2006, effective 01.07.2006, supplemented - SG, No. 77 of 2010, previous para. 4 - SG, No. 27 of 2014) The supervisory authorities under Articles 399 , 400 and 401 shall exercise their rights in cooperation with employers, the appointing authorities, the employees and their organizations, as well as with civil servants. Obligations of control authorities

Article 403.

(Amended - SG, issue 100 of 1992)

(1) The control bodies shall be obliged:

1. to keep confidential and official information that has become known to them in connection with the exercise of control, as well as not to use this information in their business activities;

2. (supplemented - SG, issue 77 of 2010) to keep secret the source from which they received a signal for a violation of labor legislation or legislation related to the civil service.

(2) (Repealed - SG, issue 25 of 2001, effective 31.03.2001)

(3) (Supplemented - SG, issue 77 of 2010) Control over compliance with labor legislation and legislation related to the civil service may not be exercised by a person who has a direct or indirect interest in the activities of the controlled entities. Employer obligations in relation to monitoring compliance with labor legislation

Article 404.

(Amended - SG, No. 100 of 1992)

(1) (Amended - SG, No. 25 of 2001, in force from 31.03.2001, amended - SG, No. 108 of 2008, supplemented - SG, No. 77 of 2010) In order to prevent and terminate violations of the labor legislation, of the legislation related to the civil service, as well as to prevent and eliminate the harmful consequences thereof, the control bodies of the labor inspection, as well as the bodies under Art . 400 and 401 , on their own initiative or at the proposal of the trade union organizations, may apply the following coercive administrative measures:

1. (amended - SG, issue 25 of 2001, in force from 31.03.2001, supplemented - SG, issue 57 of 2006, in force from 01.01.2007, supplemented - SG, issue 77 of 2010, supplemented - SG, issue 7 of 2012) to issue mandatory instructions to employers, user enterprises, appointing authorities and officials to eliminate violations of labor legislation, legislation related to the civil service, including the obligations for social and household services for workers and employees and the obligations for informing and consulting with workers and employees under this code and under the Act on Informing and Consulting Workers and Employees in Multinational Enterprises, Groups of Enterprises and European Companies , as well as to eliminate deficiencies in ensuring healthy and safe working conditions;

2. (amended - SG, issue 25 of 2001, amended - SG, issue 108 of 2008) to suspend the commissioning of buildings, machinery and equipment, production facilities and sites if the rules for healthy and safe working conditions and social and household services are not complied with;

3. (amended - SG, issue 25 of 2001, supplemented - SG, issue 54 of 2015, effective 17.07.2015) to suspend the activities of enterprises, production facilities and sites, including their construction and reconstruction, as well as machines, facilities and workplaces, when violations of the rules for health and safety at work endanger the life and health of people, to place a special sign indicating the applied coercive administrative measure, and its unauthorized removal shall entail administrative criminal liability;

4. (amended - SG, issue 108 of 2008, supplemented - SG, issue 77 of 2010) to suspend the implementation of illegal decisions or orders of employers, appointing authorities and officials;

5. (amended - SG, issue 25 of 2001, supplemented - SG, issue 108 of 2008) to remove from work workers and employees who are not familiar with the rules for healthy and safe working conditions or do not possess the necessary legal capacity, as well as workers and employees under the age of 18 for whom the permit to accept work under Art. 302, para. 2 and Art. 303, para. 3 has been revoked ;

6. (new - SG, issue 25 of 2001, in force from 31.03.2001) to issue prescriptions for the introduction of a special regime for safe work in case of serious and immediate danger to the life and health of the workers if it is impossible to apply item 3;

7. (new - SG, issue 25 of 2001, effective 31.03.2001) in the event of a repeated violation of Article 62, paragraph 1 , to suspend the activity of the work site or the enterprise until the violation is remedied;

8. (new - SG, issue 108 of 2008, supplemented - SG, issue 77 of 2010) to issue mandatory instructions to employers, appointing authorities and officials to eliminate a violation related to the accrual in the payroll of an amount less than the amount that the employer, respectively the appointing authority has paid to the worker or employee for the work performed by him; in case the instruction is not fulfilled within the period specified therein or in case of a repeated violation, the control bodies of the labor inspection may suspend the activity of the enterprise until the violation is eliminated;

9. (new - SG, issue 7 of 2012) in the presence of the circumstances under Art. 138, para. 4 to issue mandatory instructions to employers, appointing authorities and officials to amend the employment contract concluded for part-time work into an employment contract for normal working hours;

10. (new - SG, issue 27 of 2014, amended - SG, issue 85 of 2023, effective 01.06.2025) to issue mandatory instructions to employers or to persons authorized by them for entry in the employment register, when they establish that the deadline under Art. 62, para. 3 has not been met ;

11. (new - SG, issue 27 of 2014, amended - SG, issue 85 of 2023, effective 01.06.2025) to issue mandatory instructions to employers or to persons authorized by them to enter the employment relationship in the employment register, if they establish that there is no evidence of the existence of an employment relationship;

12. (new - SG, issue 102 of 2017, effective 22.12.2017) to issue mandatory instructions to the employer and the appointing authority for the payment of unpaid wages and compensation after termination of employment relationships.

(2) (New - SG, issue 54 of 2015, effective 17.07.2015) The Minister of Labour and Social Policy shall determine by ordinance the rules for placing and the graphic representation of the sign under para. 1, item

3.

(3) (Supplemented - SG, No. 77 of 2010, former para. 2, amended - SG, No. 54 of 2015, effective 17.07.2015, supplemented - SG, No. 102 of 2017, effective 22.12.2017) When the mandatory prescription under para. 1, item 1 and/or item 12 refers to the elimination of violations of labor legislation and the legislation related to the civil service, it may be given at the request of the employee until a claim is filed with the court, after which the issue may be resolved only by the court.

(4) (Previous para. 3, amended - SG, issue 54 of 2015, effective 17.07.2015) When in the cases under para. 3 on the same issue a mandatory prescription has been issued and there is a court decision that has entered into force, which contradict each other, the court decision shall be enforced.

(5) (New - SG, issue 27 of 2014, previous para. 4 - SG, issue 54 of 2015, in force from 17.07.2015) The mandatory prescription under para. 1, item 11 shall be deemed to have been served on the day of its issuance, when the employer, the person representing him, or the person designated to receive the employer's correspondence cannot be found at the employer's registered office.

(6) (New - SG, issue 102 of 2017, effective 22.12.2017) A copy of an effective regulation under paragraph 1, item 12 shall be provided by the supervisory authorities to the employee upon his or her request.

(7) (New - SG, issue 108 of 2008, previous para. 4 - SG, issue 27 of 2014, previous para. 5 - SG, issue 54 of 2015, in force from 17.07.2015, previous para. 6 - SG, issue 102 of 2017, in force from 22.12.2017) When applying the coercive administrative measures, the control bodies of the labor inspection shall not be liable for any damage caused. Appeal against coercive administrative measures

Article 405.

(Amended - SG, No. 100 of 1992, amended - SG, No. 30 of 2006, effective 12.07.2006) The compulsory administrative measures under para. 1 of the preceding article may be appealed under the procedure of the Administrative Procedure Code . The appeal shall not stay the execution of the compulsory administrative measure. Declaration of the existence of an employment relationship

Article 406.

(Amended - SG, issue 100 of 1992)

(1) Trade union organizations have the right to report violations of labor legislation to the supervisory authorities, as well as to request administrative punishment for the guilty persons.

(2) (New - SG, issue 25 of 2001, effective 31.03.2001) In performing their functions under paragraph 1, the representatives of the trade union organizations have the right:

1. to visit at any time the enterprises and other places where work is carried out, as well as premises used by the workers and employees;

2. to require the employer to provide explanations and submit the necessary information and documents;

3. to obtain information directly from workers and employees on all issues related to compliance with labor legislation.

(3) (New - SG, issue 25 of 2001, effective 31.03.2001) Representatives of trade union organizations, when performing their signaling function, shall be obliged to comply with the conditions under Art. 403, para. 1 .

(4) (Previous para. 2 - SG, issue 25 of 2001, in force from 31.03.2001) The control bodies are obliged to notify the trade union organizations of the measures taken within one month. Signal function of control bodies

Article 407.

(Amended - SG, issue 100 of 1992) When the control bodies establish violations of the law which contain data on a committed crime or other violations of the law, they shall be obliged to notify the bodies of the prosecutor's office. Audit book

Article 408.

(Amended - SG, No. 100 of 1992, amended - SG, No. 108 of 2008, repealed - SG, No. 27 of 2014) Measures to bring to disciplinary and administrative liability

Article 409.

(Repealed - State Gazette, issue 100 of 1992) Signaling function of trade union control bodies

Article 410.

(Repealed - State Gazette, issue 100 of 1992) Rights of state, state-public and public-state control bodies

Article 411.

(Repealed - State Gazette, issue 100 of 1992) Audit book for the findings and prescriptions of the control authorities

Article 412.

(Repealed - State Gazette, issue 100 of 1992) Section II. Administrative liability for violations of labor legislation Types of administrative penalties

Article 412.

(Repealed - State Gazette, issue 100 of 1992) Section II. Administrative liability for violations of labor legislation Types of administrative penalties

Article 413.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 2 of 1996, amended - SG, No. 25 of 2001, in force from 31.03.2001, amended - SG, No. 108 of 2008) Whoever violates the rules for ensuring healthy and safe working conditions, if not subject to a more severe punishment, shall be punished with a fine in the amount of 100 to 500 BGN.

(2) (Amended - SG, No. 100 of 1992, amended - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 48 of 2006, effective 01.07.2006, amended - SG, No. 108 of 2008, amended - SG, No. 58 of 2010, effective 30.07.2010) An employer who fails to fulfill his obligations to ensure healthy and safe working conditions, if not subject to a more severe punishment, shall be punished with a property sanction or a fine in the amount of BGN 1,500 to 15,000, and the guilty official, if not subject to a more severe punishment - with a fine in the amount of 1,000 to 10,000 BGN.

(3) (Amended - SG, issue 25 of 2001, effective 31.03.2001) For a repeated violation, the penalty shall be:

1. (amended - SG, issue 108 of 2008) under paragraph 1 - a fine of 500 to 1,000 BGN;

2. (amended - SG, issue 48 of 2006, in force from 01.07.2006, amended - SG, issue 108 of 2008, amended - SG, issue 107 of 2020) under para. 2 - a property sanction or a fine of 15,000 to 20,000 BGN, respectively a fine of 5,000 to 10,000 BGN. Liability for violations of other provisions of labor legislation

Article 414.

(Amended - SG, No. 25 of 2001, effective 31.03.2001, amended - SG, No. 120 of 2002)

(1) (Amended - SG, No. 48 of 2006, effective 01.07.2006, amended - SG, No. 108 of 2008, amended - SG, No. 58 of 2010, effective 30.07.2010) An employer who violates the provisions of the labor legislation other than the rules for ensuring healthy and safe working conditions, if not subject to a more severe punishment, shall be punished with a property sanction or a fine in the amount of BGN 1,500 to 15,000, and the guilty official a person, if not subject to a more severe punishment - with a fine in the amount of 1,000 to 10,000 BGN.

(2) (Amended - SG, issue 48 of 2006, in force from 01.07.2006, amended - SG, issue 108 of 2008, repealed - SG, issue 107 of 2020)

(3) (Amended - SG, No. 48/2006, effective 01.07.2006, amended - SG, No. 108/2008, amended - SG, No. 58/2010, effective 30.07.2010, supplemented - SG, No. 7/2012) An employer who violates the provisions of Art. 61, Para. 1 , Art. 62, Para. 1 or 3 and Art. 63, Para. 1 or 2 shall be punished with a property sanction or a fine in the amount of BGN 1,500 to BGN 15,000, and the guilty official - with a fine in the amount of BGN 1,000 to BGN 10,000, for each separate violation.

(4) (New - SG, issue 107 of 2020) For a repeated violation under paragraphs 1 and 3, the punishment shall be a property sanction or a fine in the amount of BGN 15,000 to 20,000, respectively for the guilty official - a fine in the amount of BGN 5,000 to 10,

000.

(5) (New - SG, issue 7 of 2012, former para. 4, supplemented - SG, issue 107 of 2020) In the cases under para. 3, including when the violation is repeated, the paid property sanction or fine imposed on the employer or the guilty official shall be deducted and paid into the relevant social security funds the social security contributions due by the employer for the person.

(6) (New - SG, issue 48 of 2006, in force from 01.07.2006, previous para. 4 - SG, issue 7 of 2012, previous para. 5 - SG, issue 107 of 2020) An employer who violates the provisions of Art. 130a, paras. 1 and 2 , Art. 130b, paras. 1 and 2 and Art. 130c, paras. 1 and 2 , shall be punished with a property sanction or a fine in the amount of BGN 1,500 to BGN 5,000, and the guilty official - with a fine in the amount of BGN 250 to BGN 1,000, for each separate violation.

(7) (New - SG, issue 107 of 2020) For systematic violations of Art. 61, para. 1 , Art. 62, para. 1 and 3 , Art. 63, para. 1 and 2 , Art. 128, item 2 and Art. 228, para. 3 the employer shall be punished with a property sanction or a fine in the amount of BGN 20,000 to 30,000, and the guilty official - with a fine in the amount of BGN 10,000 to 20,

000. Responsibility of the worker or employee when providing labor without a concluded employment contract

Article 415.

(1) (Amended - SG, No. 100 of 1992, amended - SG, No. 2 of 1996, amended - SG, No. 124 of 1997, amended - SG, No. 25 of 2001, in force from 31.03.2001, amended - SG, No. 108 of 2008, amended - SG, No. 58 of 2010, in force from 30.07.2010, amended - SG, No. 107 of 2020) Whoever fails to comply with a compulsory administrative measure applied by a control body for compliance with labor legislation shall be punished with a property sanction or a fine in the amount of 1500 to 10 000 BGN

(2) (New - SG, issue 107 of 2020) Whoever fails to comply with a mandatory order of a control body of the labor inspection, issued on the basis of Art. 405a, para. 4 , shall be punished with a property sanction or a fine in the amount of BGN 2,500 to 15,

000.

(3) (New - SG, issue 107 of 2020) Whoever fails to provide assistance to a control body for compliance with labor legislation in the performance of its functions, if not subject to a more severe punishment, shall be punished with a fine in the amount of BGN 100 to 500 or a property sanction in the amount of BGN 2,500 to 15,000, and the guilty official, if not subject to a more severe punishment - with a fine in the amount of BGN 1,000 to 10,

000.

(4) (Amended - SG, No. 100 of 1992, amended - SG, No. 2 of 1996, amended - SG, No. 124 of 1997, amended - SG, No. 25 of 2001, in force from 31.03.2001, amended - SG, No. 48 of 2006, in force from 01.07.2006, amended - SG, No. 108 of 2008, previous para. 2 - SG, No. 107 of 2020) An employer who unlawfully prevents a control body for compliance with labor legislation from fulfilling its official duties shall be punished with a property sanction or a fine in the amount of BGN 20,000, if not subject to a more severe punishment, and the guilty official - with a fine of BGN 10,000, if not subject to a more severe punishment. Obligation to pay property sanctions and fines under criminal decrees

Article 416.

(Amended - SG, No. 108/2008)

(1) Violations of labor legislation shall be established by acts drawn up by the state control bodies. Regularly drawn up acts under this Code shall have evidentiary force until proven otherwise.

(2) (Repealed - SG, issue 27 of 2014)

(3) The act establishing an administrative violation shall be served on the violator personally against signature, and if it is impossible to serve it, it shall be sent by post by registered letter with return receipt. If the person is not found at the address of management, at his permanent address or at his place of work, the service shall be carried out by placing a notice about the preparation of the act, subject to service, on the notice board and on the website of the relevant authority under Art. 399 , 400 and 401 .

(4) (Amended - SG, issue 27 of 2014) In the cases under paragraph 3, sentence two, the act establishing an administrative violation shall be deemed to have been served after the expiry of a 7-day period from the posting of the notice.

(5) The penal decrees shall be issued by the head of the relevant authority under Articles 399 , 400 and 401 or by officials authorized by him in accordance with the departmental affiliation of the drafters of the act.

(6) The establishment of violations, the issuance, appeal and enforcement of penal decrees shall be carried out in accordance with the procedure provided for in the Administrative Violations and Penalties Act , unless another procedure is established by this Code.

(7) (Repealed - SG, issue 77 of 2012, in force from 09.10.2012)

(8) The violation is repeated when it is committed within one year from the entry into force of the penal decree by which the violator is punished for a violation of the same type.

(9) (Repealed - SG, issue 38 of 2012, effective 01.07.2012, new - SG, issue 107 of 2020) Systemic violations are present when three or more administrative violations of the same type have been committed, established by effective penal decrees within three years.

(10) (Repealed - SG, issue 38 of 2012, effective 01.07.2012) Chapter Twenty. ADMINISTRATIVE COOPERATION THROUGH THE INTERNAL MARKET INFORMATION SYSTEM AND CROSS-BORDER ENFORCEMENT OF IMPOSED FINANCIAL ADMINISTRATIVE SANCTIONS AND FINES, INCLUDING FEES AND CHARGES (NEW - SG, No. 105/2016, IN FORCE FROM 30.12.2016) Competent authority

Article 417.

(New - SG, issue 105 of 2016, effective 30.12.2016)

(1) The Executive Agency "General Labour Inspectorate" shall carry out free administrative cooperation through the Internal Market Information System with the competent authorities of the other Member States of the European Union, of States parties to the Agreement on the European Economic Area, or of the Swiss Confederation.

(2) The Executive Agency "General Labour Inspectorate" shall receive through the Internal Market Information System requests for collection of public receivables under Art. 162, para. 7 of the Tax and Social Security Procedure Code .

(3) The Executive Agency "General Labour Inspectorate" shall send through the Internal Market Information System requests for collection of receivables for imposed property sanctions or fines, including interest on imposed property sanctions or fines, for violations of the labour legislation regarding the posting and sending of workers or employees within the framework of the provision of services, the performance of which cannot be carried out on the territory of the Republic of Bulgaria. Types of administrative cooperation

Article 418.

(New - SG, issue 105 of 2016, effective 30.12.2016)

(1) Administrative cooperation under Art. 417, para. 1 includes:

1. provision of information regarding working conditions during posting or dispatch within the framework of the provision of services;

2. sending reasoned requests for information and inspections to the control authorities of other countries;

3. respond to reasoned requests from the competent authorities of other countries in cases of: (a) employment of workers or employees in the framework of the provision of services; b) violations of posting or dispatching regimes identified;

4. sending and receiving copies of documents;

5. service of documents sent by the control authorities of another country;

6. sending documents to the control authorities of another country for delivery to employers who second or send workers or employees to the territory of the Republic of Bulgaria;

7. notification of an act imposing a financial administrative sanction or fine, or of a document related to the collection of receivables in connection with such a sanction or fine, to an employer who posts or sends workers or employees under Art. 121a, para. 1, item 1 and para. 2, item 1 ;

8. sending a request for notification of a penal decree imposing a property sanction or fine, or of a document related to the collection of receivables in connection with such a sanction or fine, to an employer who posts or sends workers or employees under Art. 121a, para. 1, item 2 and para. 2, item 2 ;

9. carrying out inspections in connection with cases of secondment or sending of workers or employees and sending information from them.

(2) In case of difficulties in implementing the administrative cooperation under paragraph 1, the Executive Agency "General Labour Inspectorate" shall immediately inform the competent authorities of the other country.

(3) The information under paragraph 1, requested by the competent authorities of other countries or by the European Commission, shall be provided through the Internal Market Information System within the following time limits:

1. in urgent cases requiring only inquiries in public registers or confirmation of the registration under the Value Added Tax Act of an employer under Art. 121a, para. 1, item 1 and para. 2, item 1 - within two working days from the date of receipt of the request;

2. in other cases - up to 25 working days from the date of receipt of the request.

(4) Upon receipt of a request for notification under Art. 418, para. 1, item 7, the Executive Agency "General Labor Inspectorate" shall take action to serve the document within one month of its receipt in accordance with the provisions of Bulgarian legislation.

(5) For the implementation of administrative cooperation under paragraph 1, the Executive Agency "General Labour Inspectorate" may require assistance and information from authorities and institutions according to their competence. Implementation of acts that have entered into force and have been sent through the Internal Market Information System

Article 419.

(New - SG No. 105/2016, effective 30.12.2016)

(1) Acts that have entered into force, sent with a request for collection of a claim through the Internal Market Information System, by which the competent authorities of another Member State of the European Union, of a State party to the Agreement on the European Economic Area, or of the Swiss Confederation impose financial administrative sanctions or fines, including fees and charges, on an employer under Art. 121a, para. 1, item 1 and para. 2, item 1 for violations of the labor legislation regarding the posting or sending of workers or employees, shall be subject to collection under the procedure of the Tax and Social Security Procedure Code .

(2) The Executive Agency "General Labour Inspectorate" shall take action to notify the employer of a request under paragraph 1 within one month of its receipt.

(3) The employer shall be obliged to pay the claim under para. 1 within one month of receiving the notification under para.

2.

(4) When the public claim has not been paid within the period under paragraph 3, the Executive Agency "General Labour Inspectorate" shall send the request and the documents attached thereto, including the writ of execution, translated into Bulgarian, as well as data on the notification made under paragraph 2 to the National Revenue Agency.

(5) The Executive Agency "General Labour Inspectorate" shall notify the competent authority of the other country through the Internal Market Information System of the actions taken under paragraphs 2 -

4.

(6) The procedure for the exchange of information between the Executive Agency "General Labour Inspectorate" and the National Revenue Agency shall be regulated by an agreement between the executive directors of the two institutions. Grounds for refusal

Article 420.

(New - SG, issue 105 of 2016, effective 30.12.2016)

(1) The Executive Agency "General Labour Inspectorate" may refuse to take any action to notify or to implement an act that has entered into force by which the competent authorities of another Member State of the European Union, of a State party to the Agreement on the European Economic Area, or of the Swiss Confederation impose financial administrative sanctions or fines, including fees and charges, on an employer who posts or sends workers or employees within the framework of the provision of services, where the request does not contain data regarding:

1. the name, known address or other data of the employer related to its identification, such as data on a unique identification code, BULSTAT code, unique civil number of an individual and others;

2. the facts and circumstances related to the violation, the property sanction or fine and the grounds on which it is imposed;

3. the act allowing the collection of the claim in the state in which it was issued and any other information or documents in connection with the imposed property sanction or fine;

4. the name, address and other contact details of the authority competent to impose the pecuniary sanction or fine, and in case it is different from the authority that submitted the request through the Internal Market Information System - the competent institution from which additional information can be obtained regarding the pecuniary sanction or fine, as well as the possibilities for appealing against them;

5. the purpose of the notification under Art. 418, para. 1, item 7 and the deadline within which it must be made;

6. the date on which the act under Art. 419, para. 1 entered into force; the amount of the pecuniary sanction or fine; the dates relevant to the enforcement process, including whether and how the act was served on the employer or was issued in his absence; confirmation that the pecuniary sanction or fine is not subject to appeal; the main claim in relation to which the request was made.

(2) Apart from the cases under para. 1, the Executive Agency "General Labour Inspectorate" may refuse to carry out enforcement actions in the following cases:

1. when the costs necessary for the collection of receivables are disproportionate to the amount to be collected or would cause significant difficulties;

2. (amended - SG, issue 70 of 2024 [ * ]) when the amount of the imposed property sanction or fine is less than 350 euros;

3. when the employer's right to protection under Art. 121a, para. 1, item 1 and para. 2, item 1 is violated .

(3) In the cases under paragraphs 1 and 2, the Executive Agency "General Labour Inspectorate" shall notify the competent authority of the other country through the Internal Market Information System of the reasons for the refusal. Stopping the procedure

Article 421.

(New - SG No. 105/2016, effective 30.12.2016)

(1) Upon receipt of a notification through the Internal Market Information System for an appeal against the act by which the competent authorities of another Member State of the European Union, of a State party to the Agreement on the European Economic Area, or of the Swiss Confederation impose financial administrative sanctions or fines, including fees and charges, the Executive Agency "General Labour Inspectorate" shall suspend the implementation of the actions under this Chapter until a decision on the dispute is issued by the relevant competent institution or body in the state in which the act was issued.

(2) The act by which the Executive Agency "General Labour Inspectorate" suspends and resumes the execution shall be sent within 7 days of its issuance to the competent territorial directorate/office of the National Revenue Agency, when the act being appealed has been submitted for compulsory execution. Sending a request for collection of amounts for imposed administrative penalties

Article 422.

(New - SG No. 105/2016, effective 30.12.2016)

(1) Penal decrees that have entered into force, by which fines or pecuniary sanctions have been imposed on an employer under Art. 121a, para. 1, item 2 and para. 2, item 2 for violations of the labor legislation regarding the posting or sending of workers or employees within the framework of the provision of services, the performance of which cannot be carried out on the territory of the Republic of Bulgaria, shall be sent together with the collected amounts by the Executive Agency "General Labor Inspectorate" to the competent authority of the state of registration of the employer or of the enterprise providing temporary work, with a request for collection through the Internal Market Information System.

(2) The request under paragraph 1 shall contain:

1. the name, known address or other data of the employer related to his identification;

2. the facts and circumstances related to the violation, the property sanction or the fine, and the grounds on which it is imposed;

3. the effective penal decree and any other information or documents in connection with the imposed property sanction or fine;

4. the name, address and other contact details of the Executive Agency "General Labour Inspectorate";

5. the purpose of the notification of the effective penal decree and the deadline within which it must be executed;

6. the date on which the penal decree entered into force; the dates relevant to the enforcement process, including whether and how the act was served on the employer or was issued in his absence; confirmation that the pecuniary sanction or fine is not subject to appeal; the main claim in relation to which the request under para. 1 was made;

7. the amount of the property sanction or fine, including the amount of interest due from the date of entry into force of the penal decree until its sending to the other state;

8. the amount of the collected amount under item 7 and the balance that is subject to collection.

(3) Upon appeal of the penal decree under paragraph 1, the Executive Agency "General Labour Inspectorate" shall immediately notify the competent authority of the state of registration of the employer or of the enterprise providing temporary work, through the Internal Market Information System, of the suspension of actions to collect the receivables. Additional provisions Explanations of some words §

1. For the purposes of this Code:

1. (amended - SG, issue 100 of 1992, supplemented - SG, issue 33 of 2011, supplemented - SG, issue 82 of 2011, supplemented - SG, issue 7 of 2012) " Employer " is any natural person, legal person or its division, as well as any other organizational and economically separate entity (enterprise, establishment, organization, cooperative, farm, establishment, household, company and the like), which independently hires workers or employees under an employment relationship, including for performing home work and remote work and for sending them to perform work in a user enterprise;

2. (amended - SG, issue 100 of 1992) " Enterprise " is any place - enterprise, establishment, organization, cooperative, establishment, site and other similar places where hired labor is performed;

2a. (new - SG, issue 105 of 2016, in force from 30.12.2016, amended - SG, issue 107 of 2020) " Group of enterprises " is a concept within the meaning of § 1, item 5 of the additional provisions of the Law on Labor Migration and Labor Mobility .

3. (amended - SG, issue 100 of 1992) " Management of the enterprise " means the head of the enterprise, his deputies and other persons entrusted with the management of the labor process, including in a division of the enterprise, as well as the collective elected management bodies (economic council, management board, executive bureau, operational bureau and the like);

4. (repealed, previous item 7, amended - SG, issue 100 of 1992, supplemented - SG, issue 33 of 2011, amended - SG, issue 82 of 2011, supplemented - SG, issue 7 of 2012, amended - SG, issue 27 of 2024) " Workplace " is a room, workshop, room, location of a machine, facility or other similar territorially defined place in the enterprise, where the worker or employee, upon the instructions of the employer, performs his work in fulfillment of the obligations under the employment relationship, as well as a place designated by a user enterprise. In the case of home work and remote work, a workplace is a place in a room in the worker or employee's home or in another room of his choice outside the enterprise, where the work is performed;

5. (repealed, previous item 8, amended - SG, issue 100 of 1992) " Official " is a worker or employee who is assigned to exercise management of the labor process in the enterprise, in its divisions and lower-level units, as well as a worker or employee who performs the work of a specialist in the functional and service units of the enterprise.

6. (repealed, new - SG, issue 100 of 1992) " Trade union leadership " is the chairman and secretary of the relevant trade union organization;

7. (new - SG, issue 25 of 2001, in force from 31.03.2001, repealed - SG, issue 86 of 2003, in force from 01.01.2004).

8. (new - SG, issue 25 of 2001, effective 31.03.2001, amended - SG, issue 48 of 2006, effective 01.07.2006) " Exception " within the meaning of Art. 68, para. 4 is present in the case of specific economic, technological, financial, market and other objective reasons of a similar nature, existing at the time of conclusion of the employment contract, specified therein and determining its term.

9. (new - SG, issue 52 of 2004, effective 01.08.2004, amended - SG, issue 48 of 2006, effective 01.07.2006) " Mass dismissals" are dismissals on one or more grounds carried out at the discretion of the employer and for reasons unrelated to the specific worker or employee, when the number of dismissals is: a) at least 10 in enterprises where the number of employees in the month preceding the mass layoff is more than 20 and less than 100 workers and employees for a period of 30 days; b) at least 10 percent of the number of workers and employees in enterprises where the number of employees in the month preceding the mass dismissal is at least 100, but not more than 300 workers and employees for a period of 30 days; c) at least 30 in enterprises where the number of employees in the month preceding the mass layoff is at least 300 or more workers and employees for a period of 30 days. d) (repealed - SG, issue 15 of 2010) (Amended - SG, issue 48 of 2006, effective 01.07.2006) When in the periods under letters "a" - "c" the employer has dismissed at least 5 workers and employees, any subsequent termination of an employment relationship, carried out at the discretion of the employer on other grounds and for reasons unrelated to the specific worker or employee, shall be taken into account when determining the number of dismissals under letters "a" - "c".

10. (new - SG, issue 52 of 2004, effective 01.08.2004) " The data on the countries " under Art. 66, para. 1, item 1 include: a) (amended - SG, issue 108 of 2008) for an employer - a legal entity or a sole trader - the name, registered office and address of management of the legal entity or sole trader, UIC in the BULSTAT/UIC register, the name(s) of the person(s) representing it, the uniform civil number (personal number - for a foreigner); b) for an employer - an individual - the name of the person, the permanent address, the uniform civil number (personal number - for a foreigner); c) for a worker or employee - the name of the person, permanent address, uniform civil number (personal number - for a foreigner), the type and level of education held, as well as data on the scientific degree held, if it is related to the work performed by him.

11. (new - SG, issue 48 of 2006, in force from 01.07.2006) " Working time " is any period during which the worker or employee is obliged to perform the work for which he has agreed.

12. (new - SG, issue 48 of 2006, in force from 01.07.2006) " Main employment relationship " is any employment relationship which, regardless of the grounds on which it arose, existed before the conclusion of the employment contract for additional work.

13. (new - SG, issue 103 of 2009, effective 29.12.2009) " Workers and employees in an advanced stage of in-vitro treatment " are workers and employees who are in a stage of treatment through assisted reproduction methods, including the period from follicular puncture to embryo transfer, but not more than 20 days.

14. (new - SG, issue 58 of 2010, effective 30.07.2010) " Suspension of activity " is the actual suspension of the production and/or business activity of the enterprise for more than 15 working days, without a declared downtime or suspension of work due to technological reasons or production necessity.

15. (new - SG, issue 61 of 2011) " Seafarer " is a natural person who holds a position under an employment relationship as a member of the crew of a ship entered in the ship register of a Member State of the European Union, regardless of whether he is on shore or on board the ship, holds a certificate of competency and a certificate of additional and/or special training, acquired in accordance with the ordinance under Art. 87, para. 1 of the Merchant Shipping Code .

16. (new - SG, issue 82 of 2011, repealed - SG, issue 105 of 2016, in force from 30.12.2016)

17. (new - SG, issue 7 of 2012) " Enterprise providing temporary work " is any natural or legal person who carries out commercial activity and concludes an employment contract with a worker or employee in order to send him to perform temporary work in a user enterprise under his direction and control after registration with the Employment Agency.

18. (new - SG, issue 7 of 2012) " User enterprise " is any natural or legal person who carries out commercial activity and under whose management and control work assigned by him is performed by a worker or employee sent by an enterprise providing temporary work.

19. (new - SG, issue 7 of 2012) " Enterprises related to the national security and defense of the country " are the enterprises designated by an act of the Council of Ministers.

20. (new - SG, issue 7 of 2012) " Basic working and employment conditions " are working and employment conditions established by laws and regulations, administrative acts, collective labour agreements and/or other provisions in force in the user enterprise and relating to the duration of working hours, overtime, breaks during working hours, daily and weekly rest, night work, basic and additional leave, days off and public holidays, protection of minors and women, as well as with regard to remuneration.

21. (new - SG, issue 105 of 2016, in force from 30.12.2016) " Internal Market Information System " is an electronic multilingual information system for mutual assistance and exchange of information between the competent authorities of the Member States of the European Union and of the States parties to the Agreement on the European Economic Area, established in implementation of Regulation (EU) No 1024/2012 of the European Parliament and of the Council of 25 October 2012 on administrative cooperation through the Internal Market Information System and repealing Commission Decision 2008/49/EC ("IMI Regulation") (OJ, L 316/1 of 14 November 2014).

22. (new - SG, issue 107 of 2020) " Systemic violations of labor discipline " are three or more violations of labor discipline committed over a period of one year, for at least one of which no disciplinary punishment has been imposed and the established deadlines for their imposition have not expired, and for those for which they have been imposed - when the disciplinary punishments have not been deleted in accordance with the relevant procedure.

23. (new - SG, issue 85 of 2023, in force from 01.06.2025) " Personal identifier " is a single civil number, personal number, personal number of a foreigner, service number or other identifier of a natural person, defined by law.

24. (new - SG, issue 27 of 2024) " Information system for algorithmic management " is a system for making automated decisions in the assignment, reporting and control of the work of workers and employees.

25. (new - SG, issue 27 of 2024) " Automated system for recording working hours " is a system for automatically recording and storing information for the purpose of recording the time worked by workers and employees. Applicability to the employment relationships of members of production cooperatives §

2. (Amended - SG, issue 100 of 1992) The provisions of this code shall apply accordingly to the employment relationships of the members-cooperators in production cooperatives, unless otherwise provided for by law or by the statute. Applicability to employment relations in micro and small enterprises §

2a. (New - SG, issue 54 of 2015, effective 17.07.2015, repealed - SG, issue 61 of 2015, effective 17.07.2015) Transitional provisions §

3.

(1) (Repealed - SG, issue 100 of 1992)

(2) The cases pending before the conciliation commissions shall be submitted for consideration by the labor dispute commissions in accordance with the procedure provided for in this Code. §

3a. (New - SG, issue 105 of 2006, effective 01.01.2007)

(1) Female workers or employees whose pregnancy and childbirth leave in the amount of 135 calendar days has not expired as of 1 January 2007, shall, after this date, be entitled to leave under Art. 163, para. 1 for the remainder of up to 315 days.

(2) Female workers or employees whose pregnancy and childbirth leave of 135 calendar days expired before 1 January 2007 shall, after that date, be entitled to leave under Article 163, paragraph 1, in the amount of the difference between 315 calendar days and the sum of the used pregnancy and childbirth leave and the used or entitled parental leave for the period up to 31 December

2006.

(3) In the cases of paragraphs 1 and 2, leave shall be granted on the basis of a written application by the worker to the enterprise.

(4) During the leave under paragraphs 1 and 2, the worker or employee shall be paid a cash compensation under Article 49 of the Social Security Code .

(5) From the day of granting leave under paragraph 2, the leave of the worker or employee under Article 164 shall be terminated. §

3b. (New - SG, issue 109 of 2008, effective 01.01.2009, amended - SG, issue 103 of 2009, effective 29.12.2009, amended - SG, issue 58 of 2010, effective 30.07.2010)

(1) From 1 January 2010 to 31 December 2010, after prior coordination with the representatives of the trade union organizations and with the representatives of the workers and employees under Art. 7, para. 2, the period for which the part-time working hours under Art. 138a, para. 1 , may be extended by another three months, provided that the employer uses measures to preserve employment, financed by the republican budget and/or the Operational Program "Human Resources Development".

(2) In the cases under para. 1, if in the month following the period for which part-time working hours have been introduced, the employment relationship of the worker or employee is terminated, the compensation under Art. 220 , Art. 221, para. 1 , Art. 222 and 224 shall be determined by the basic and additional permanent remuneration agreed in the employment contract. §

3c. (New - SG, issue 109 of 2008, effective 02.01.2009)

(1) Female workers or employees whose leave due to pregnancy and childbirth in the amount of 315 calendar days has not expired as of 2 January 2009, shall, after this date, be entitled to leave under Art. 163, para. 1 for the remainder of up to 410 calendar days.

(2) Female workers or employees whose maternity leave of 315 calendar days expired before 2 January 2009 shall, after that date, be entitled to leave under Article 163, paragraph 1, in the amount of the difference between 410 calendar days and the sum of the maternity leave used and the parental leave used or due for the period up to 1 January

2009.

(3) In the cases of paragraphs 1 and 2, leave shall be granted on the basis of a written application by the worker to the enterprise.

(4) During the leave under paragraphs 1 and 2, the worker or employee shall be paid a cash compensation under Article 49 of the Social Security Code .

(5) From the day of granting leave under paragraph 2, the leave of the worker or employee under Article 164 shall be terminated. §

3d. (New - SG, issue 58 of 2010, effective 30.07.2010)

(1) Until 31 December 2011, the period for which the employer may assign the worker or employee to temporarily perform other work in the same or another enterprise, but in the same settlement or locality under Art. 120, para. 1 , may be extended by another 45 calendar days during one calendar year.

(2) In the cases under para. 1 for the period after the 45th day under art. 120, para. 1, the consent of the employee is required. §

3e. (New - SG, issue 58 of 2010, effective 30.07.2010)

(1) Until 31 December 2010, in the event of a reduction in the volume of work, the employer may grant unpaid leave to the worker or employee without his or her consent for up to 60 working days during the calendar year, provided that during the unpaid leave, measures for maintaining employment are used, financed by the republican budget and/or the Operational Program "Human Resources Development", and that previously part-time working hours were introduced under Art. 138a, para. 1 and § 3b, para. 1 and during this period, measures for maintaining employment are used, financed by the republican budget and/or the Operational Program "Human Resources Development".

(2) In the cases under paragraph 1, unpaid leave shall be recognized as work experience.

(3) If during the use or in the month following the period for which the unpaid leave under para. 1 was granted, the employment relationship of the employee is terminated, the compensation under Art. 220 , Art. 221, para. 1 , Art. 222 and 224 shall be determined by the basic and additional permanent remuneration agreed in the employment contract. §

3f. (New - SG, issue 58 of 2010, in force from 30.07.2010, declared unconstitutional by RCC No. 12 of 2010 - SG, issue 91 of 2010) Paid annual leave for previous calendar years not used by 1 January 2010 may be used only until 31 December

2011. §

3g. (New - SG, issue 18 of 2011, effective 01.03.2011) The unused paid annual leave or part thereof for 2010, including the one postponed under the procedure of Art. 176, para. 1 , may be used until 31 December

2012. §

3h. (New - SG, issue 18 of 2011, effective 01.03.2011) The schedule for the use of paid annual leave for 2011 shall be approved in accordance with the procedure of Art. 173, para. 1 by 31 March

2011. §

3i. (New - SG, issue 1 of 2014, effective 01.01.2014) The person who adopted a child from 2 to 5 years of age before 1 January 2014 shall be entitled to leave under the conditions of Art. 164b for the remainder of up to 365 days, counting from the day of the child's surrender for adoption. Final provisions §

4. This Code repeals:

1. (amended - SG, issue 100 of 1992) articles 1 to 144 , art. 171 to 185 of the Labor Code (promulgated - Izv., No. 91 of 1951; amended, No. 93 of 1951; amended, No. 92 of 1957; State Gazette, Nos. 24, 36 and 92 of 1963, Nos. 1, 61, 90 and 99 of 1965, Nos. 15 and 33 of 1968, No. 68 of 1970, Nos. 53 and 81 of 1973, No. 27 of 1975, No. 63 of 1976, No. 32 of 1977, No. 57 of 1981 and No. 44 of 1984);

2. Law on granting the Bulgarian Trade Unions control over occupational safety (SG, issue 53 of 1973);

3. Articles 23 , 29 and 30 of the Act on Closer Connection of School with Life and on Further Development of Public Education in the People's Republic of Bulgaria (promulgated, Izv., No. 54 of 1959; amended and supplemented, State Gazette, No. 99 of 1963 and No. 36 of 1979);

4. Decree on the application of certain provisions of the Labor Code with respect to administrative and engineering-technical personnel and machine operators at labor-cooperative agricultural holdings (Izv., No. 65 of 1961);

5. Decree on the implementation of the provisions of the Labor Code regarding technical safety and occupational hygiene with respect to members of labor cooperative agricultural holdings (Izv., No. 100 of 1962);

6. Decree on the introduction of a five-day working week (SG, issue 1 of 1968);

7. Articles 5 , 10 , 12 , 15, para. 2 , 19 and 20 of the Decree on Mutual Insurance of Members of Labor and Production Cooperatives (promulgated, Izv., No. 63 of 1953; amended, No. 82 of 1953; amended and supplemented, No. 17 of 1955, No. 69 of 1956, No. 62 of 1958; amended, No. 82 of 1958; amended, No. 68 of 1960, No. 38 of 1962; State Gazette, No. 50 of 1963, No. 21 of 1964 and No. 32 of 1968). §

5. The following amendments are made to Titles III and IV of the Labor Code of 1951 :

1. In Art. 155a the words "in accordance with Art. 118 and 118a" shall be replaced by "in accordance with Art. 309 of the Labor Code of 1986."

2. In Art. 156 : a) in para. 1, clause 1 the words "within the terms under Art. 60, paras. 1, 2 and 3 of this Code" shall be replaced by "within the terms under Art. 163, paras. 1-6 of the Labor Code of 1986"; b) in para. 3 the words "under Art. 60, para. 4 or 5" shall be replaced by "under Art. 164, para. 1 or 2 of the Labor Code of 1986"; c) in para. 4, clause 1 the words "under Art. 60, para. 4 or 5" shall be replaced by "under Art. 164, para. 1 or 2 of the Labor Code of 1986", and in clause 2 the words "under Art. 60, para. 6" shall be replaced by "under Art. 164, para. 3 of the Labor Code of 1986"; d) in paragraph 6 the words "under Art. 119, paragraph 2" shall be replaced by "under Art. 313, paragraph 3 of the Labor Code of 1986".

3. In Art. 162, para. 1, the words "due to death (Art. 29, b. "e") shall be replaced by the words "due to the death of the worker (Art. 325, item 11 of the Labor Code of 1986)".

4. (repealed - State Gazette, issue 100 of 1992) §

6. In Art. 27 of the Mines and Quarries Act (promulgated, Official Gazette, No. 92 of 1957; amended, No. 17 of 1958; amended and supplemented, No. 68 of 1959, No. 104 of 1960; State Gazette, No. 84 of 1963, No. 27 of 1973, No. 36 of 1979) the words "for violation of the rules on technical occupational safety" shall be deleted. §

7. In Art. 99, para. 1 of the Public Health Act (promulgated in the State Gazette, No. 88 of 1973; amended in No. 92 of 1973; amended in No. 63 of 1976, No. 28 of 1983 and No. 66 of 1985) the following text shall be added after the figure 9: "excluding those related to occupational hygiene", and after the figure 13 - "excluding those related to the intensity of noise within the limits of the hygiene standards in the enterprise". §

8. The following amendments are made to the Financial Control Act (promulgated, Izv., No. 91 of 1960; amended, SG, No. 32 of 1977 and No. 57 of 1978):

1. Article 15, paragraph 1 is amended as follows: "

(1) For violations of financial discipline established by the financial control bodies at the Ministry of Finance, for failure to comply with mandatory instructions given by the Minister of Finance, and for failure to provide information or testimony to the control bodies, the Minister of Finance shall impose on the guilty persons the disciplinary penalties under Art. 188, para. 1 of the Labor Code. The transfer to a lower-paid job or the downgrading in qualification level and the dismissal shall be coordinated with the relevant minister, head of another department or chairman of an executive committee of a people's council. For violations committed by persons holding elected office, the penalties shall be imposed by the relevant body upon the proposal of the Minister of Finance. Disciplinary penalties shall be imposed within three months of the discovery of the violation, but no later than three years from its commission."

2. In Art. 17, para. 3 is repealed.

3. In Art. 18 the words "under para. 3 of the preceding article" shall be replaced by "under Art. 207, para. 2 of the Labor Code."

4. Article 19 is repealed.

5. In Art. 20, in para. 1, letter "d" and in para. 2 the words "under Art. 17, para. 3" shall be replaced by "under Art. 207, para. 2 of the Labor Code."

6. Article 22 is repealed.

7. In Art. 23 the words "Art. 82 of the Labor Code" shall be replaced by "Art. 271, para. 1 of the Labor Code."

8. Article 24 is repealed.

9. The following amendments are made to Article 29 : (a) paragraph 1 is amended as follows: "

(1) When the damage caused to institutions, enterprises or organizations is outside the cases under Art. 17, para. 2 and Art. 18 of this Act and under Art. 206 and 209 of the Labor Code, the limited property liability under Art. 207, para. 1, item 1 of the Labor Code shall apply."; (b) paragraph 2 is repealed; c) paragraph 3 becomes paragraph 2 and is amended as follows: "

(2) The limited property liability under the preceding paragraph shall be sought regardless of the liability of the persons under Art. 207, para. 2 of the Labor Code and shall not be taken into account when determining the liability of the beneficiaries."

10. The following amendments are made to Article 37 : a) at the end of paragraph 1 the sentence "Deductions shall be made in amounts established by the Civil Procedure Code" shall be added; (b) paragraph 2 is repealed. §

9. The following amendments are made to the State and People's Control Act (promulgated in the State Gazette, No. 54 of 1974; amended in No. 64 of 1976, No. 32 of 1977, No. 57 of 1978 and No. 49 of 1981):

1. In Art. 1, para. 2 the words "and the State Council of the People's Republic of Bulgaria" shall be replaced by "the State Council and the Council of Ministers of the People's Republic of Bulgaria."

2. The following amendments are made to Article 8 : a) the second sentence of paragraph 1 shall be amended as follows: "He shall work under the direct supervision of the Council of Ministers and shall report his activities to it."; (b) paragraph 2 is repealed.

3. In Art. 9, para. 2, the second sentence is amended as follows: "The Deputy Chairmen of the Committee shall be appointed by the State Council, and its members shall be approved by the Council of Ministers upon the proposal of the Chairman of the Committee for State and People's Control.".

4. The following amendments are made to Article 17 : a) in point 6 the words "the State Council" shall be replaced by "the Council of Ministers"; b) in point 7 the words "the National Assembly and its standing committees, the State Council and" shall be deleted.

5. In Art. 20, item 6 is amended as follows: "

6. The guilty persons shall be subject to disciplinary sanctions under Art. 188, para. 1 of the Labor Code.".

6. In Art. 23, para. 2 the words "or transfer to a lower-paid job" shall be deleted.

7. The following amendments are made to Article 24 : a) in paragraph 1 the words "three years" shall be replaced by "two years"; (b) paragraph 3 is amended as follows: "

(3) The deletion of the penalty of "dismissal" does not create an obligation to reinstate the person to his previous job.".

8. The following amendments are made to Article 25 : (a) paragraph 1 is amended as follows: "

(1) Upon finding damages that give rise to limited property liability under Art. 206, para. 1 of the Labor Code, the committees for state and people's control shall impose monetary assessments, and in the event of data on full property liability, they shall draw up assessment acts or require the financial control bodies to conduct an audit."; (b) paragraphs 2 and 3 are repealed; c) paragraph 4 becomes paragraph

2.

9. In Art. 26, para. 2 the words "transfer or relocation to a lower-paid job" shall be replaced by "transfer to a lower-paid job or demotion in qualification level."

10. Article 28 is amended as follows: "

Historical and Transitional Provisions

Release of prosecutors from office" Art. 23a. /span>. (1) Prosecutors may be dismissed from office, in addition to the grounds provided for in the Labor Code, for unsuitability in view of the conditions under Art. 21, item 6. (2) Orders for dismissal and for imposing disciplinary sanctions on prosecutors shall not be subject to appeal before the labor dispute commissions and before the courts."

§ 12. In Art. 136, para. 2 of the Execution of Sentences Act (promulgated, State Gazette, No. 30 of 1968; amended, No. 34 of 1974, No. 84 of 1977, No. 36 of 1979 and No. 28 of 1982) the words "under Art. 58, para. 1" shall be replaced by "under Art. 160.".

§ 13. In Art. 81, para. 3 of the Courts Organization Act (promulgated in the State Gazette, issue 23 of 1976; amended in issue 36 of 1979 and issue 91 of 1982), the words "under Art. 91, paras. 1 and 2 of the Labor Code, if they have the continuous length of service provided for in these provisions" shall be replaced by "under Art. 222 of the Labor Code, if they have the length of service provided for in this provision.".

§ 14. In Art. 12, Para. 1, first sentence of the Comrades' Courts Act (promulgated, Izv., No. 50 of 1961; amended, SG, No. 101 of 1966, No. 27 of 1975 and No. 36 of 1979) the words "Art. 95 and 96" shall be replaced by "Art. 206".

§ 15. In Art. 53, para. 2 of the Law on the Representatives of the People and the People's Councilors (promulgated, State Gazette, No. 32 of 1977; amended, No. 72 of 1981) the words "under Art. 30, para. 1" shall be replaced by "under Art. 326, para. 2."

§ 16. (Repealed - State Gazette, issue 100 of 1992)

§ 17. The Code shall enter into force on January 1, 1987. Points 1 - 4 of § 9 shall enter into force on the day of their promulgation in the State Gazette .

§ 18. (Amended - SG, issue 100 of 1992) The implementation of this code shall be assigned to the Chairman of the Council of Ministers. Transitional provisions TO THE LAW AMENDMENT OF THE LABOR CODE (PROMOTED - SG, No. 21 OF 1990)

§ 16. Employment relationships in material production with a head of a brigade, a division of an enterprise and an enterprise, which arose on the basis of an election before the entry into force of this law, shall be converted into employment relationships for an indefinite period unless the parties agree on a specific term, which may not be longer than three years. The provisions of Section I of Chapter Sixteen of the Labor Code shall also apply to the termination of such employment relationships. Transitional provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PRODUCED IN SG, NO. 100 OF 1992)

§ 256. (1) Pending labor disputes before the labor dispute commissions and before the higher administrative bodies shall be immediately sent for consideration by the competent court, of which the parties shall be notified in writing. (2) Second-instance labor cases pending before the district courts shall be completed according to the previous procedure.

§ 257. (1) Existing trade unions may retain their status as legal entities by submitting an application for registration under Article 49 within 6 months of the entry into force of this Act. (2) Provided that the deadline under the previous paragraph is met, the trade unions shall retain their status as a legal entity until the entry into force of the court's decision for registration.

§ 258. The holidays and benefits for which, according to the amendments to the Labor Code by this law, only minimum amounts have been established, until they are regulated by an act of the Council of Ministers, by a collective labor agreement or by the employment contract, shall be used, respectively paid, at their previous amounts, established for each individual case.

§ 259. In the Labor Code of 1951 (published, Izv., No. 91 of 1951; amended, No. 93 of 1951; amended and supplemented, Nos. 91 and 92 of 1957; State Gazette, Nos. 24, 36 and 92 of 1963, Nos. 1, 61, 90 and 99 of 1965, No. 15 of 1968; amended, No. 33 of 1968; amended and supplemented, No. 68 of 1970, Nos. 53 and 81 of 1973, No. 27 of 1975, No. 63 of 1976, No. 32 of 1977, No. 57 of 1981, No. 44 of 1984, No. 27 of 1986, No. 46 of 1989 and No. 52 of 1992) the following amendments are made: 1. In para. 1 of art. 150 the words "continuous labor" are replaced by "labor" and in para. 3 the word "continuous" is deleted. 2. In Article 151, the word "continuous" is deleted. 3. In para. 2 of art. 152 the words "with the exception of the dismissals specified in art. 177, para. 2" shall be deleted. 4. In para. 6 of art. 156 the words "art. 313, para. 3" shall be replaced by "art. 333". .

§ 266. The law shall enter into force on January 1, 1993.

§ 267. The implementation of this law is assigned to the Council of Ministers.

Transitional and Final Provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, No. 25 OF 2001)

§ 116. (1) Workers and employees who, until the entry into force of this Act, have enjoyed rights related to work with irregular working hours, shall continue to enjoy these rights until the employer determines the positions under Art. 139, para. 4 . (2) Within 3 months of the entry into force of this law, employers are obliged to determine the positions and works that are performed under the conditions of an irregular working day.

§ 117. Students enrolled as of the entry into force of this Act may use leaves under Art. 169, para. 1 and Art. 171, para. 1 , if the employer consents to the continuation of the training.

§ 118. Until March 31, 2002, by mutual written agreement between the parties to the employment relationship, the paid annual leave unused by January 1, 2001, or part thereof, may be compensated with compensation determined in accordance with the procedure of Article 177 , regardless of the fact that the employment relationship has not been terminated.

§ 119. Claims in labor disputes by workers and employees whose employment relationships were terminated before the entry into force of this Act may be brought within the time limit under Art. 358, para. 1, item 2 before its amendment.

§ 120. Persons who, upon the entry into force of this Act, have begun to take leave under the repealed paragraph 2 of Article 164 , shall take leave in the amount prior to its repeal.

§ 121. Normative acts on the implementation of the Labor Code, unless otherwise provided therein, shall be issued by the Council of Ministers.

§ 122. The Act shall enter into force on March 31, 2001, with the exception of § 109 , § 110 and § 112 , which shall enter into force on September 1, 2000.

Transitional and Final Provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, No. 120 OF 2002)

§ 11. Employers shall be obliged to send written notifications to the territorial divisions of the National Social Security Institute by April 30, 2003 regarding employment contracts concluded at the time of the entry into force of this law .

§ 12. Employers who have employed workers or employees under the terms of the repealed para. 2 of Art. 62 are obliged to conclude written employment contracts by April 30, 2003 and to send notifications to this effect to the relevant territorial divisions of the National Social Security Institute.

Transitional and Final Provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMISED - SG, NO. 52 OF 2004, IN FORCE AS OF 01.08.2004)

§ 37. When the leave for raising a child up to 3 years of age for the period after the child reaches the age of 2 years under the previous Art. 165, Para. 1 has not been used, the leave under Art. 167a may be used until the child reaches the age of 8 years. When only part of the leave for the period after the child reaches the age of 2 years has been used, the leave under Art. 167a may be used in the amount of the unused part until the child reaches the age of 8 years.

§ 38. When the leave for raising a child up to 3 years of age under the previous Art. 165, Para. 1 has been used in full, the provision of Art. 167a shall not apply.

§ 39. Until December 31, 2006, the leave under Art. 167a, para. 1, with the consent of one parent, may be used in full by the other parent. .

§ 42. The law shall enter into force on August 1, 2004.

Transitional and Final Provisions TO THE LAW AMENDMENT OF THE LAW ON THE SOCIAL ORGANIZATIONS OF DOCTORS AND DENTISTS (PROMISED IN SG, NO. 76 OF 2005, IN FORCE AS OF 01.01.2007)

§ 15. The law shall enter into force on January 1, 2007.

Transitional and Final Provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, No. 83 OF 2005)

§ 7. Workers and employees who, until the entry into force of this law, have enjoyed rights under the previous Art. 137, Para. 1, Item 1 , Art. 156, Item 1 and Art. 285 , shall continue to enjoy these rights until the issuance of the subordinate regulations under Art. 137, Para. 2 , Art. 156, Para. 2 and Art. 285, Para. 2 .

§ 8. Within 6 months of the entry into force of this Act, the Council of Ministers shall adopt the subordinate legislation under Art. 137, para. 2 and Art. 156, para. 2 , and the Minister of Labor and Social Policy and the Minister of Health shall issue the ordinance under Art. 285, para. 2 .

Transitional and Final Provisions TO THE TAX AND INSURANCE PROCEDURAL CODE (PROMISED IN SG, NO. 105 OF 2005, IN FORCE AS OF 01.01.2006)

§ 88. The Code shall enter into force on 1 January 2006, with the exception of Art. 179, para. 3 , Art. 183, para. 9 , § 10, item 1, letter "e" and item 4, letter "c" , § 11, item 1, letter "b" and § 14, item 12 of the transitional and final provisions, which shall enter into force on the day of the promulgation of the Code in the " State Gazette ".

Transitional and Final Provisions TO THE ADMINISTRATIVE PROCEDURE CODE (PROMOTED - SG, No. 30 OF 2006, IN FORCE FROM 12.07.2006)

§ 142. The Code shall enter into force three months after its promulgation in the State Gazette, with the exception of: 1. Title Three, § 2, item 1 and § 2, item 2 - on the repeal of Chapter Three, Section II "Court Appeal", § 9, items 1 and 2 , § 11, items 1 and 2 , § 15 , § 44, items 1 and 2 , § 51, item 1 , § 53, item 1 , § 61 , item 1 , § 66, item 3 , § 76, items 1 - 3 , § 78 , § 79 , § 83, item 1 , § 84, items 1 and 2 , § 89, items 1 - 4 , § 101, item 1 , § 102, item 1 , § 107 , § 117, item 1 and 2 , § 125 , § 128, items 1 and 2 , § 132, item 2 and § 136, item 1 , as well as § 34 , § 35, item 2 , § 43, item 2 , § 62, item 1 , § 66, items 2 and 4 , § 97, item 2 and § 125, item 1 - regarding the replacement of the word "district" with "administrative" and the replacement of the words "Sofia City Court" with "Administrative Court - City of Sofia", which shall enter into force on March 1, 2007; 2. paragraph 120 , which shall enter into force on 1 January 2007; 3. paragraph 3 , which shall enter into force on the day of the promulgation of the code in the "State Gazette".

Transitional and Final Provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMULGATED - SG, NO. 48 OF 2006, IN FORCE AS OF 01.07.2006)

§ 42. The representatives of the workers and employees elected before the entry into force of this Act under Article 7, paragraph 2 shall retain their position and functions until the election of new representatives, but for no more than one year from the date of entry into force of this Act.

§ 43. The provision of Article 7a shall apply until March 23, 2008 in enterprises with 100 or more workers and employees, as well as in organizationally and economically separate divisions of enterprises with 50 or more workers and employees. .

§ 48. The Act shall enter into force on 1 July 2006, with the exception of § 47, item 6 , which shall enter into force on the date of entry into force of the Treaty of Accession of the Republic of Bulgaria to the European Union.

Final provisions TO THE ACT ON INFORMATION AND CONSULTATION WITH WORKERS AND EMPLOYEES IN MULTINATIONAL ENTERPRISES, GROUPS OF ENTERPRISES AND EUROPEAN COMPANIES (PROMOTED - SG, NO. 57 OF 2006, IN FORCE AS OF 01.01.2007)

§ 4. The law shall enter into force from the date of entry into force of the Treaty of Accession of the Republic of Bulgaria to the European Union.

Transitional and Final Provisions TO THE ACT AMENDING AND SUPPLEMENTING THE SOCIAL SECURITY CODE (PROMISED - SG, No. 68 OF 2006, IN FORCE AS OF 01.01.2007)

§ 11. Paragraph 1, item 2 and § 6 shall enter into force on May 1, 2006, and § 1, item 1 , § 3 and 9 shall enter into force on January 1, 2007.

Transitional and Final Provisions TO THE STATE SOCIAL SECURITY BUDGET LAW FOR 2007 (PROMISED IN SG, NO. 105 OF 2006, IN FORCE AS OF 01.01.2007)

§ 9. The law shall enter into force on January 1, 2007. Transitional provisions TO THE LAW AMENDMENT OF THE LABOR CODE (PROMISED IN SG, NO. 40 OF 2007, AMENDED IN SG, NO. 64 OF 2007)

§ 5. (1) The Chairman of the National Council for Tripartite Cooperation shall announce in the "State Gazette" the beginning of a procedure for recognition of representativeness within 7 days of the entry into force of this law . (2) (Amended - SG, issue 64 of 2007) The organizations of workers and employees and of employers who wish to be recognized as representative at national level shall submit their requests by September 28, 2007. (3) (Amended - SG, issue 64 of 2007) The Council of Ministers shall decide on the submitted requests no later than December 28, 2007.

§ 6. The organizations of workers and employees and of employers, recognized as representative at national level by a decision of the Council of Ministers until the entry into force of this law, which have submitted requests for recognition of representativeness under § 5, paragraph 2 , shall retain their representativeness until the completion of the procedure.

Transitional and Final Provisions TO THE LAW AMENDMENT AND SUPPLEMENTATION OF THE LAW ON THE DEFENSE AND ARMED FORCES OF THE REPUBLIC OF BULGARIA (PROMISED IN SG, NO. 46 OF 2007, IN FORCE AS OF 01.01.2008)

§ 77. The law shall enter into force on January 1, 2008, with the exception of: 1. Paragraph 1 , § 2, item 1 , § 4, item 1, letter "a" and item 2 , § 5 , 13 , 15 , 32 , 33 , 34 , 35 , 36 , 37 , § 38 , item 1, letter "a" and item 2 , § 40 , 43 , 44 , 46 , 55 , 59 and 75 , which shall enter into force three days after its promulgation in the "State Gazette". 2. Paragraph 2, item 2 , § 3 , § 4, item 1, letter "b" , § 6 , 7 , 60 , 61 (regarding the addition of the words "and 309b") and 63 , which shall enter into force 6 months after its promulgation in the "State Gazette".

Transitional and Final Provisions TO THE CIVIL PROCEDURE CODE (PROMISED IN SG, NO. 59 OF 2007, IN FORCE AS OF 01.03.2008)

§ 61. The Code shall enter into force on March 1, 2008, with the exception of: 1. Part Seven "Special Rules on Civil Proceedings under European Union Law"; 2. paragraph 2, para. 4 ; 3. paragraph 3 regarding the repeal of chapter thirty-two "a" "Special rules for recognition and enforcement of decisions of foreign courts and other foreign authorities" with articles 307a - 307e and part seven "Proceedings for the return of a child or for the exercise of the right of personal contact" with articles 502 - 507 ; 4. paragraph 4, para. 2 ; 5. paragraph 24 ; 6. paragraph 60 , which enter into force three days after the promulgation of the code in the "State Gazette".

Transitional and Final Provisions TO THE LAW AMENDMENT AND SUPPLEMENTATION OF THE LAW ON CIVIL SERVICE (PROMOTED - SG, No. 43 OF 2008)

§ 26. The regulation under Art. 81c, para. 6 of the Act and under Art. 120a, para. 5 of the Labor Code shall be issued within three months of the entry into force of this Act .

Transitional and Final Provisions TO THE ACT ON PREVENTION AND DISCLOSURE OF CONFLICT OF INTEREST (PROMISED IN SG, NO. 94 OF 2008, IN FORCE AS OF 01.01.2009)

§ 14. The law shall enter into force on January 1, 2009, with the exception of § 3 and 4 , which shall enter into force on the day of the promulgation of the law in the "State Gazette".

Final provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, No. 108 OF 2008)

§ 37. The provision of § 12 regarding Art. 163 shall enter into force on 1 January 2009.

Transitional and Final Provisions TO THE STATE SOCIAL SECURITY BUDGET LAW FOR 2009 (PROMISED IN SG, NO. 109 OF 2008, IN FORCE AS OF 01.01.2009)

§ 8. The Act shall enter into force on 1 January 2009, with the exception of § 4, items 30 and 39 , which shall enter into force on 1 April 2009, and § 4, item 40 , which shall enter into force on 1 July 2009.

Final provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMISED IN SG, NO. 109 OF 2008, IN FORCE FROM 02.01.2009)

§ 3. The law shall enter into force on January 2, 2009.

Transitional and Final Provisions TO THE LAW ON THE DEFENSE AND ARMED FORCES OF THE REPUBLIC OF BULGARIA (PROMOTED - SG, NO. 35 OF 2009, IN FORCE FROM 12.05.2009)

§ 46. The law shall enter into force on the day of its promulgation in the State Gazette.

Transitional and Final Provisions TO THE LAW AMENDMENT AND SUPPLEMENTATION OF THE HEALTH LAW (PROMISED - SG, NO. 41 OF 2009, IN FORCE FROM 02.06.2009)

§ 96. The law shall enter into force on the day of its promulgation in the State Gazette, with the exception of: 1. paragraphs 3 , 5 , 6 and 9 , which shall enter into force on 1 January 2009; 2. paragraphs 26 , 36 , 38 , 39 , 40 , 41 , 42 , 43 , 44 , 65 , 66 , 69 , 70 , 73 , 77 , 78 , 79 , 80 , 81 , 82 , 83 , 88 , 89 and 90 , which shall enter into force on 1 July 2009 ; 3. paragraph 21 , which shall enter into force on 1 June 2010.

Final provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMISED IN SG, NO. 103 OF 2009, IN FORCE FROM 29.12.2009)

§ 15. The law shall enter into force on the day of its promulgation in the "State Gazette".

Final provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, NO. 15 OF 2010)

§ 18. Paragraphs 6 , 11 , 12 , 13 and 14 shall enter into force 6 months after the entry into force of this law.

Final provisions TO THE LAW SUPPLEMENTING THE LAW ON CIVIL SERVICE (PROMISED - SG, NO. 46 OF 2010, IN FORCE FROM 18.06.2010)

§ 3. The law shall enter into force on the day of its promulgation in the State Gazette.

Final provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMISED IN SG, NO. 58 OF 2010, IN FORCE FROM 30.07.2010, AMENDED IN SG, NO. 18 OF 2011, IN FORCE FROM 01.03.2011)

§ 25. The law shall enter into force on the day of its promulgation in the "State Gazette", with the exception of: 1. paragraph 21, item 1 , which shall enter into force on January 1, 2011. 2. (repealed - SG, issue 18 of 2011, in force from 01.03.2011)

Transitional and Final Provisions TO THE ACT AMENDING AND SUPPLEMENTING THE SOCIAL SECURITY CODE (PROMISED IN SG, NO. 100 OF 2010, IN FORCE AS OF 01.01.2011)

§ 65. The Act shall enter into force on 1 January 2011, with the exception of §§ 32 , 33 , 36 and 51 , which shall enter into force on 1 January 2012.

Final provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, No. 18 OF 2011, IN FORCE FROM 01.03.2011)

§ 8. The law shall enter into force on the day of its promulgation in the "State Gazette". Transitional provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, No. 61 OF 2011)

§ 4. The organizations of workers and employees and of employers, recognized as representative at national level by decisions of the Council of Ministers of December 14, 2007, shall retain their representativeness until June 13, 2012 inclusive.

Additional provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, NO. 7 OF 2012)

§ 25. This Act implements the requirements of Directive 2008/104/EC of the European Parliament and of the Council of 19 November 2008 concerning temporary agency work (OJ, L 327/9 of 5 December 2008) and Council Directive 2010/18/EU of 8 March 2010 implementing the revised Framework Agreement on parental leave concluded by the Confederation of European Businesses (BUSINESSEUROPE), the European Association of Craft, Small and Medium-sized Enterprises (UEAPME), the European Centre of Public Enterprises and Enterprises of General Economic Interest (CEEP) and the European Trade Union Confederation (ETUC), and repealing Directive 96/34/EC (OJ, L 68/13 of 18 March 2010). Transitional provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, NO. 7 OF 2012)

§ 26. By 5 December 2011, the Minister of Labour and Social Policy, after consulting with the employers' and employees' organisations recognised as representative at national level, shall review the restrictions or prohibitions on the performance of work by workers and employees posted by an undertaking providing temporary work, in order to establish their justification from the point of view of the general interest or the proper functioning of the labour market and the prevention of abuse. Information on the results of the review shall be sent to the European Commission. .

§ 31. Paragraph 5 and § 30, item 1, items 6 - 10, 12 and 14 shall enter into force on December 5, 2011.

Transitional and Final Provisions TO THE LAW ON THE RESERVE OF THE ARMED FORCES OF THE REPUBLIC OF BULGARIA (PROMOTED - SG, NO. 20 OF 2012, IN FORCE FROM 10.06.2012)

§ 12. The Act shall enter into force three months after its promulgation in the State Gazette, with the exception of the provisions of Articles 56 , 57 , 58 and 59 , which shall enter into force on 1 September 2013.

Transitional and Final Provisions TO THE LAW AMENDMENT AND SUPPLEMENTATION OF THE LAW ON CIVIL SERVICE (PROMISED IN SG, NO. 38 OF 2012, IN FORCE AS OF 01.07.2012)

§ 84. (In force from 18.05.2012) Within one month from the promulgation of this law in the "State Gazette": 1. The Council of Ministers shall bring the Classifier of positions in the administration into compliance with this law; 2. the competent authorities shall bring the organizational acts of the relevant administration into compliance with this law .

§ 85. (1) Legal relations with persons from the administrations under the Radio and Television Act , the Independent Financial Audit Act , the Electronic Communications Act , the Financial Supervision Commission Act , the Act on Access and Disclosure of Documents and on Declaration of Affiliation of Bulgarian Citizens to the State Security and Intelligence Services of the Bulgarian People's Army , the Act on the Confiscation of Property Acquired from Criminal Activity for the Benefit of the State , the Act on Prevention and Establishment of Conflict of Interest , the Social Security Code , the Health Insurance Act , the Act on Assistance to Agricultural Producers and the Roads Act shall be regulated under the terms and in accordance with the procedure of § 36 of the

Transitional and Final Provisions of the Act on Amendments and Supplements to the Civil Servant Act (SG, issue 24 of 2006). (2) The act of appointment of the civil servant shall: 1. awards the minimum rank specified in the Classification of Positions in the Administration for the position held, unless the employee holds a higher rank; 2. determines an individual basic monthly salary. (3) The additional funds required for social security contributions of the persons under paragraph 2 shall be provided within the framework of the expenses for salaries, wages and social security contributions under the budgets of the relevant budget appropriations administrators. (4) The Council of Ministers shall make the necessary changes to the extra-budgetary account of the State Fund "Agriculture", arising from this law. (5) The management bodies of the National Social Security Institute and the National Health Insurance Fund shall make the necessary changes to the respective budgets arising from this law. (6) Unused leaves under employment relationships shall be retained and shall not be compensated with monetary benefits.

§ 86. (1) Within one month of the entry into force of this law, the individual basic monthly salary of the employee shall be determined so that the same, reduced by the tax due and the mandatory social security contributions on behalf of the insured person, if any, is not lower than the gross monthly salary received up to that point, reduced by the mandatory social security contributions on behalf of the insured person, if any, and the tax due . (2) The gross salary under paragraph 1 shall include: 1. the basic monthly salary or the basic monthly remuneration; 2. additional remuneration, which is paid continuously together with the due basic monthly salary or basic monthly remuneration and is dependent solely on the time worked.

§ 87. The law shall enter into force on July 1, 2012, with the exception of § 84 , which shall enter into force on the day of the promulgation of the law in the "State Gazette".

Final provisions TO THE LAW AMENDMENT OF THE LAW ON ADMINISTRATIVE VIOLATIONS AND PENALTIES (PROMOTED - SG, NO. 77 OF 2012, IN FORCE FROM 09.10.2012)

§ 19. The law shall enter into force on the day of its promulgation in the "State Gazette".

Final provisions TO THE ACT AMENDMENT AND SUPPLEMENTATION OF THE ACT ON ADMINISTRATION (PROMOTED - SG, No. 82 OF 2012)

§ 16. The Council of Ministers and the ministers shall bring the adopted or issued by them subordinate legislation into compliance with this law within one month of its entry into force.

Transitional and Final Provisions TO THE PUBLIC FINANCE LAW (PROMISED IN SG, NO. 15 OF 2013, IN FORCE AS OF 01.01.2014)

§ 123. The Act shall enter into force on 1 January 2014, with the exception of § 115 , which shall enter into force on 1 January 2013, and § 18 , § 114 , § 120 , § 121 and § 122 , which shall enter into force on 1 February 2013.

Final provisions TO THE ACT SUPPLEMENTING THE LABOR CODE (PROMISED IN SG, NO. 104 OF 2013, IN FORCE AS OF 01.01.2014)

§ 3. The law shall enter into force on January 1, 2014.

Transitional and Final Provisions TO THE ACT AMENDING AND SUPPLEMENTING THE SOCIAL SECURITY CODE (PROMISED IN SG, NO. 1 OF 2014, IN FORCE AS OF 01.01.2014)

§ 12. The law shall enter into force on January 1, 2014.

Final provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE

Final provisions (PROMOTED - SG, NO. 54 OF 2015, IN FORCE FROM 17.07.2015)

§ 30. The law shall enter into force on the day of its promulgation in the "State Gazette".

Transitional and Final Provisions TO THE ACT AMENDING AND SUPPLEMENTING THE SOCIAL SECURITY CODE

Transitional and Final Provisions (PROMISED IN SG, NO. 61 OF 2015, IN FORCE AS OF 01.01.2016)

§ 60. The law shall enter into force on January 1, 2016, with the exception of: 1. paragraph 3 regarding art. 4a, para. 3, item 6 , § 4 , § 7 regarding art. 6, para. 3, item 10 , § 8, item 2 regarding the amendment to art. 9, para. 6 , § 16 , § 25, items 5 - 9 , § 31 - 36 , § 47 - 51 , § 54 , § 55 , § 56, item 2 regarding the amendment to art. 40, para. 3, item 9 , which shall enter into force three days after its promulgation in the "State Gazette"; 2. paragraph 45 , which shall enter into force 12 months after its promulgation in the "State Gazette"; 3. paragraph 57 , which shall enter into force on 1 April 2015; 4. paragraph 58 , which enters into force on July 17, 2015.

Transitional and Final Provisions TO THE LAW ON PRE-SCHOOL AND SCHOOL EDUCATION

Transitional and Final Provisions (PROMISED IN SG, NO. 79 OF 2015, IN FORCE AS OF 01.08.2016)

§ 60. The law shall enter into force on August 1, 2016, with the exception of: 1. Article 22, paragraph 2, items 3, 4 and 13 and paragraph 3 , Chapter Six, Sections I , II and III and § 58 , which shall enter into force one month after the promulgation of the law in the State Gazette; 2. Chapter Seven , which shall enter into force two months after the promulgation of the law in the "State Gazette"; 3. Chapter Sixteen , which shall enter into force on 1 January 2017; 4. paragraph 46, item 1, letter "a" , which shall enter into force on August 1, 2022.

Transitional and Final Provisions TO THE STATE SOCIAL SECURITY BUDGET LAW FOR 2016 (PROMISED IN SG, NO. 98 OF 2015, IN FORCE AS OF 01.01.2016)

§ 7. The Act shall enter into force on January 1, 2016, with the exception of § 3, items 15, 16 and 20 , which shall enter into force on August 15, 2015.

Final provisions TO THE LAW AMENDMENT OF THE LABOR CODE (PROMOTED - SG, NO. 8 OF 2016, IN FORCE FROM 29.01.2016)

§ 3. The law shall enter into force on the day of its promulgation in the State Gazette.

Transitional and Final Provisions TO THE ACT AMENDMENT AND SUPPLEMENTATION OF THE ACT ON VOCATIONAL EDUCATION AND TRAINING (PROMOTED - SG, NO. 59 OF 2016, IN FORCE FROM 01.08.2016)

§ 86. The law shall enter into force on August 1, 2016.

Transitional and Final Provisions TO THE STATE SOCIAL SECURITY BUDGET LAW FOR 2017 (PROMOTED - SG, NO. 98 OF 2016, IN FORCE FROM 01.01.2017)

§ 12. The law shall enter into force on January 1, 2017, with the exception of: 1. paragraph 5 , which shall enter into force on August 9, 2016; 2. paragraph 3, items 13 - 15 and § 8 , which shall enter into force on June 1, 2017; 3. paragraph 3, item 2 , which shall enter into force on January 1, 2018.

Additional provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, NO. 105 OF 2016, IN FORCE FROM 30.12.2016)

§ 13. This Act implements the requirements of Directive 96/71/EC of the European Parliament and of the Council of 16 December 1996 concerning the posting of workers in the framework of the provision of services (OJ, L 18/1 of 21 January 1997) and of Directive 2014/67/EU of the European Parliament and of the Council of 15 May 2014 on the enforcement of Directive 96/71/EC concerning the posting of workers in the framework of the provision of services and amending Regulation (EU) No 1024/2012 on administrative cooperation through the Internal Market Information System ("IMI Regulation") (OJ, L 159/11 of 28 May 2014).

Transitional and Final Provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, NO. 105 OF 2016, IN FORCE FROM 30.12.2016)

§ 14. Administrative criminal proceedings initiated before the entry into force of this law for violation of Article 121, paragraphs 3 and 4 shall be completed according to the previous procedure. .

§ 22. The law shall enter into force on the day of its promulgation in the "State Gazette", with the exception of §§ 5 , 6 , 17 , 18 , 19 and 20 , which shall enter into force on January 1, 2017.

Transitional and Final Provisions TO THE CONCESSIONS LAW (PROMISED - SG, NO. 96 OF 2017, IN FORCE FROM 02.01.2018)

§ 41. The law shall enter into force within one month of its promulgation in the State Gazette, with the exception of: 1. Article 45, paragraph 5 , which shall enter into force within 12 months of the promulgation of the law in the "State Gazette"; 2. Article 191, paragraphs 2 - 5 , Articles 192 and 193 , which shall enter into force on January 31, 2019.

Final provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, NO. 102 OF 2017, IN FORCE FROM 22.12.2017)

§ 9. The Act shall enter into force on the day of its promulgation in the "State Gazette", with the exception of § 2, item 2 and § 6, items 3, 4 and 5 , which shall enter into force on March 31, 2018.

Transitional and Final Provisions TO THE LAW ON MARKETS IN FINANCIAL INSTRUMENTS (PROMOTED - SG, NO. 15 OF 2018, IN FORCE FROM 16.02.2018)

§ 42. This law shall enter into force on the day of its promulgation in the State Gazette, with the exception of: 1. Article 222, paragraphs 1 - 3 , which shall enter into force on September 3, 2019; 2. paragraph 13, item 12, letter "a" , which shall enter into force on January 1, 2018; 3. paragraph 13, item 12, letter "b" , which shall enter into force on November 21, 2017; 4. paragraph 17, item 37 regarding art. 264a and item 39 regarding art. 273b , which shall enter into force on 1 January 2020.

Transitional and Final Provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, No. 30 OF 2018, IN FORCE FROM 01.07.2018)

§ 7. (1) Female workers and employees or persons whose leave due to the adoption of a child under the repealed paragraphs 6 and 11 of Art. 163 and under paragraph 10 as amended and until the entry into force of this Act or under Art. 164 has not expired by 1 July 2018 inclusive, shall, from that date, be entitled to leave under Art. 164b, paragraphs 1, 2 and 3 for the remainder of up to 365 days, but no later than the child reaches the age of 5. (2) Female workers and employees or persons whose leave due to adoption of a child under the repealed paragraphs 6 and 11 of Article 163 and under paragraph 10 as amended and until the entry into force of this Act or under Article 164 has expired by 1 July 2018 inclusive, shall, from that date, be entitled to leave under Article 164b, paragraphs 1, 2 and 3 in the amount of the difference between 365 days and the sum of the used or due leaves due to pregnancy and childbirth and for raising a child up to 2 years of age, but no later than the child reaches 5 years of age. (3) In the cases under paragraphs 1 and 2, leave shall be granted on the basis of a written application from the person to the enterprise. (4) During the leave under paragraphs 1 and 2, the employee or the person taking the leave shall be paid a cash benefit from the state social security system. (5) From the day of granting leave under Art. 164b, paras. 1, 2 and 3, the leave under Art. 163 or Art. 164 shall be terminated. .

§ 15. The law shall enter into force on July 1, 2018. Transitional provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, No. 59 OF 2018)

§ 2. Trade union and employer organizations established before the entry into force of this law shall retain their status as a legal entity without being entered in the register of trade union and employer organizations at the relevant district court of their seat.

Transitional and Final Provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE ADMINISTRATIVE PROCEDURE CODE (PROMOTED - SG, NO. 77 OF 2018, IN FORCE FROM 01.01.2019)

§ 156. The law shall enter into force on January 1, 2019, with the exception of: 1. paragraphs 4 , 11 , 14 , 16 , 20 , 30 , 31 , 74 and § 105, item 1 regarding the first sentence and item 2, which shall enter into force on October 10, 2019; 2. paragraphs 38 and 77 , which shall enter into force two months after the promulgation of this law in the "State Gazette"; 3. paragraph 79, items 1, 2, 3, 5, 6 and 7 , § 150 and 153 , which shall enter into force on the day of the promulgation of this law in the "State Gazette".

Final provisions TO THE ACT AMENDMENT AND SUPPLEMENTATION OF THE ACT ON PAYMENT SERVICES AND PAYMENT SYSTEMS (PROMISED IN SG, NO. 13 OF 2020, IN FORCE FROM 14.02.2020)

§ 44. The law shall enter into force on the day of its promulgation in the State Gazette, with the exception of § 31 , which shall enter into force within 6 months of its promulgation.

Transitional and Final Provisions TO THE LAW ON MEASURES AND ACTIONS DURING THE STATE OF EMERGENCY DECLARED BY A DECISION OF THE NATIONAL ASSEMBLY OF MARCH 13, 2020 AND ON OVERCOMING THE CONSEQUENCES

Transitional and Final Provisions TO THE LAW ON MEASURES AND ACTIONS DURING THE STATE OF EMERGENCY DECLARED BY A DECISION OF THE NATIONAL ASSEMBLY OF MARCH 13, 2020. (PROmulgated - SG, No. 28 OF 2020, IN FORCE FROM 13.03.2020, AMENDED AND SUPPLEMENTED - SG, No. 44 OF 2020, IN FORCE FROM 14.05.2020, SUPPLEMENTED - SG, No. 103 OF 2020, IN FORCE FROM 01.01.2021, AMENDED - SG, No. 14 OF 2021, IN FORCE FROM 17.02.2021) § 4a. (New - SG, issue 103 of 2020, effective 01.01.2021) (1) (Amended - SG, issue 14 of 2021, effective 17.02.2021) The unpaid leave under Art. 160, para. 1 of the Labor Code of up to 90 working days, used in 2021, shall be recognized as work experience. (2) (Amended - SG, issue 14 of 2021, effective 17.02.2021) In 2021, for insurance period under Art. 9, para. 2, item 3 of the Social Security Code, the time of unpaid leave up to 90 working days shall be considered. .

§ 52. (Amended - SG, issue 44 of 2020, effective 14.05.2020) The Act shall enter into force on 13 March 2020, with the exception of Art. 5 , § 3 , § 12 , § 25 - 31 , § 41 , § 49 and § 51 , which shall enter into force on the day of the promulgation of the Act in the State Gazette.

Transitional and Final Provisions TO THE LAW AMENDMENT AND SUPPLEMENTATION OF THE HEALTH LAW (PROMISED - SG, NO. 44 OF 2020, IN FORCE FROM 14.05.2020)

§ 15. In the Labor Code (promulgated in the State Gazette, Nos. 26 and 27 of 1986; amended in No. 6 of 1988, Nos. 21, 30 and 94 of 1990, Nos. 27, 32 and 104 of 1991, Nos. 23, 26, 88 and 100 of 1992; Decision No. 12 of the Constitutional Court of 1995 - No. 69 of 1995; amended in No. 87 of 1995, Nos. 2, 12 and 28 of 1996, No. 124 of 1997, No. 22 of 1998; Decision No. 11 of the Constitutional Court of 1998 - No. 52 of 1998; amended, Nos. 56, 83, 108 and 133 of 1998, Nos. 51, 67 and 110 of 1999, No. 25 of 2001, Nos. 1, 105 and 120 of 2002, Nos. 18, 86 and 95 of 2003, No. 52 of 2004, Nos. 19, 27, 46, 76, 83 and 105 of 2005, Nos. 24, 30, 48, 57, 68, 75, 102 and 105 of 2006, Nos. 40, 46, 59, 64 and 104 of 2007, No. 43, 94, 108 and 109 of 2008, No. 35, 41 and 103 of 2009, No. 15, 46, 58 and 77 of 2010; Decision No. 12 of the Constitutional Court of 2010 - No. 91 of 2010; amended, No. 100 and 101 of 2010, No. 18, 33, 61 and 82 of 2011, No. 7, 15, 20 and 38 of 2012; Decision No. 7 of the Constitutional Court of 2012 - No. 49 of 2012; amended, No. 77 and 82 of 2012, No. 15 and 104 of 2013, No. 1, 27 and 61 of 2014, No. 54, 61, 79 and 98 of 2015, No. 8, 57, 59, 98 and 105 of 2016, No. 85, 86, 96 and 102 of 2017, No. 7, 15, 30, 42, 59, 77, 91 and 92 of 2018, No. 79 of 2019 and No. 13 and 28 of 2020) everywhere after the words "declared state of emergency" the words "or declared emergency epidemic situation" shall be added.

§ 16. (1) Unpaid leave under Art. 160, para. 1 of the Labor Code of up to 60 working days, used in 2020, shall be considered as work experience. (2) In 2020, for insurance period under Art. 9, para. 2, item 3 of the Social Security Code, the time of unpaid leave up to 60 working days shall be taken into account.

§ 17. Until December 31, 2020, upon the proposal of the mayor of the municipality, the head of social services, which are activities and local activities delegated by the state, may, without the consent of a worker or employee who is part of the staff of the social service, assign him to perform work in another social service on the territory of the respective municipality. .

§ 43. (1) Until October 31, 2020, unemployed persons of working age who receive monthly assistance under Art. 12, Para. 1, Item 1 of the Social Assistance Act and are not included in the employment programs under Art. 12b of the same Act may conclude employment contracts for short-term seasonal agricultural work for a period of no more than 120 days, and this time shall not be recognized as work experience. (2) The employment contract under paragraph 1 shall have a normal duration of working hours per day of up to 8 hours, and the parties thereto may agree on work for 4 or 6 hours. (3) Upon conclusion and termination of the employment contract under para. 1 , Art. 62, paras. 3 and 4 , Art. 127, para. 1, item 4 and Art. 128a, para. 3 of the Labor Code shall not apply . (4) The employment contract under paragraph 1 shall contain data on the parties, place of work, title of the position, amount of remuneration, days and months of performance of the work, duration of working hours, beginning and end of the working day and data entered ex officio by the labour inspectorate that registered the relevant form. (5) The employment contract under paragraph 1 shall be drawn up according to a template approved by order of the Minister of Labour and Social Policy, and shall be published on the website of the Executive Agency "General Labour Inspectorate". (6) The employer - a registered farmer under the Agricultural Producers Support Act or a registered tobacco producer under the Tobacco, Tobacco and Related Products Act - may receive registered samples of the employment contracts under paragraph 1. (7) The forms of the employment contracts under paragraph 1 may be obtained from the relevant Labor Inspectorate Directorate by the registered farmer or tobacco producer in person or electronically. (8) The remuneration shall be paid on the day of expiry of the employment contract under paragraph 1 against a receipt, which shall be an integral part thereof. (9) The social and health insurance contributions for the persons under para. 1 shall be paid by the insurers who have concluded a contract under para. 1, within the terms under Art. 7, para. 1 of the Social Insurance Code and under Art. 40, para. 1 of the Health Insurance Act . (10) The persons under para. 1 retain their right to monthly assistance under Art. 12, para. 1, item 1 of the Social Assistance Act for the period during which they have a concluded contract under para. 1. (11) Until October 31, 2020, the main economic activity "Plant growing - harvesting" is considered an activity within the meaning of § 1, item 5 of the additional provisions of the Employment Promotion Act .

§ 44. The law shall enter into force on May 14, 2020, with the exception of § 33 , 34 and 35 , which shall enter into force on the day of the promulgation of the law in the "State Gazette".

Final provisions TO THE LAW AMENDMENT AND SUPPLEMENTATION OF THE LAW ON THE PUBLIC OFFERING OF SECURITIES (PROMULGATED - SG, NO. 64 OF 2020, IN FORCE FROM 21.08.2020)

§ 62. The Act shall enter into force on August 21, 2020, with the exception of § 46, item 14 , § 52 , § 54, item 2 , § 55 and 56 , which shall enter into force on the day of its promulgation in the State Gazette.

Transitional and Final Provisions TO THE LAW AMENDMENT AND SUPPLEMENTATION OF THE LAW ON VALUE ADDED TAX (PROMISED IN SG, NO. 104 OF 2020, IN FORCE AS OF 01.01.2021)

§ 94. The law shall enter into force on January 1, 2021, with the exception of: 1. paragraph 17 , § 31 , § 59 - 61 and § 68 , 69 , § 71, item 11 , § 88 , 89 , 91 and 92 , which shall enter into force within three days of the promulgation of the law in the "State Gazette"; 2. paragraph 39 concerning Art. 154, para. 2 , § 41 concerning Art. 156, para. 2 , § 43 concerning Art. 157a, para. 4 and § 63 , which shall enter into force on 1 April 2021; 3. paragraphs 1 - 9 , § 11 - 13 , § 15 , 16 , § 18 - 30 , § 32 , § 33 - 58 , § 62, item 1, letters "a", "e", "f" and item 2 , § 64 - 66 and § 67, paras. 1, 2, 3, 12, 13 and 14 , which shall enter into force on 1 July 2021; 4. paragraph 71, item 4 , which shall enter into force on January 1, 2022.

Additional provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, No. 107 OF 2020)

§ 37. This Act implements the requirements of Directive (EU) 2018/957 of the European Parliament and of the Council of 28 June 2018 amending Directive 96/71/EC concerning the posting of workers in the framework of the provision of services (OJ L 173/16 of 9 July 2018).

Final provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, No. 107 OF 2020)

§ 39. Paragraphs 11 , 14 and 15 shall enter into force on January 1, 2021.

Transitional and Final Provisions TO THE LAW AMENDMENT AND SUPPLEMENTATION OF THE LAW ON THE RESERVE OF THE ARMED FORCES OF THE REPUBLIC OF BULGARIA (PROMISED IN SG, NO. 109 OF 2020, IN FORCE FROM 22.12.2020)

§ 36. The law shall enter into force on the day of its promulgation in the "State Gazette".

Transitional and Final Provisions TO THE LAW AMENDMENT AND SUPPLEMENTATION OF THE LAW ON MARKETS IN FINANCIAL INSTRUMENTS (PROMOTED - SG, NO. 25 OF 2022, IN FORCE FROM 29.03.2022)

§ 94. The Act shall enter into force on the day of its promulgation in the "State Gazette", with the exception of § 79, items 1, 4 and item 9, letter "a" , which shall enter into force on October 19, 2022.

Final provisions TO THE ACT AMENDING THE HEALTH ACT (PROMOTED - SG, NO. 58 OF 2022, IN FORCE FROM 01.01.2023)

§ 4. The law shall enter into force on January 1, 2023.

Additional provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, NO. 62 OF 2022, IN FORCE FROM 01.08.2022)

§ 10. This Act implements the requirements of Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union (OJ, L 186/105 of 11 July 2019) and of Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU (OJ, L 188/79 of 12 July 2019).

Final provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMOTED - SG, NO. 62 OF 2022, IN FORCE FROM 01.08.2022)

§ 15. The law shall enter into force on August 1, 2022.

Transitional and Final Provisions TO THE LAW ON THE IMPLEMENTATION OF PROVISIONS OF THE LAW ON THE STATE BUDGET OF THE REPUBLIC OF BULGARIA FOR 2022, THE LAW ON THE STATE SOCIAL INSURANCE BUDGET FOR 2022 AND THE LAW ON THE BUDGET OF THE NATIONAL HEALTH INSURANCE FUND FOR 2022. (PROMISED IN SG, NO. 104 OF 2022, IN FORCE AS OF 01.01.2023) .

§ 16. The law shall enter into force on January 1, 2023, with the exception of: 1. paragraph 2 , which shall enter into force on the day of the promulgation of the law in the "State Gazette"; 2. paragraph 8 , which shall enter into force on 1 December 2022; 3. paragraph 10 , which shall enter into force upon the entry into force of the State Budget Act of the Republic of Bulgaria for 2023.

Final provisions TO THE ACT AMENDMENT AND SUPPLEMENTATION OF THE MEDIATION ACT (PROMOTED - SG, NO. 11 OF 2023, IN FORCE FROM 01.07.2024) .

§ 12. The law shall enter into force on July 1, 2024.

Transitional and Final Provisions TO THE LAW ON THE STATE BUDGET OF THE REPUBLIC OF BULGARIA FOR 2023 (PROMISED - SG, NO. 66 OF 2023, IN FORCE FROM 01.01.2023) .

§ 46. The law shall enter into force on January 1, 2023, with the exception of: 1. paragraph 1, paragraphs 3 and 5 , § 25, paragraphs 3 - 7 , § 27 and 28 , which shall enter into force on 1 August 2023; 2. paragraph 3 , § 29, item 1 and § 30 , which shall enter into force on July 1, 2023; 3. paragraph 4 , § 29, item 2, letter "a" and letter "b" , regarding para. 10, § 33 and 38 , which shall enter into force on the day of its promulgation in the "State Gazette"; 4. paragraph 7, items 1 and 2 , § 8 and § 26, item 3 , which shall enter into force on September 1, 2023; 5. paragraph 7, item 3 , § 14, item 9 , § 26, item 4 , § 27, item 8 and § 40 , which shall enter into force on December 1, 2023; 6. paragraph 13 , § 14, items 7 and 8, item 10 regarding Art. 182e, items 11, 12, 13 and item 19, letter "a" , § 15 , 21 , 22 , 23 , 34 , 35 , 36 and 37 , which shall enter into force three days after its promulgation in the "State Gazette"; 7. paragraph 14, items 1, 3, 4 and 5, item 6, letters "a" - "c" and "e" - "n" and item 16 and § 29, item 2, letter "b" regarding paragraph 11, which shall enter into force on October 1, 2023; 8. paragraph 14, item 2, item 10 regarding Art. 182a - 182d, items 14, 15, 17, 18 and item 19, letter "b" , § 17 , 18 and 20 , which shall enter into force 9 months after its promulgation in the State Gazette"; 9. paragraph 14, item 6, letter "d", § 24, items 3 - 9 and item 10, letters "a" - "d" , § 25, paragraphs 1 and 2 and § 26, items 1 and 2 , which shall enter into force on 1 January 2024; 10. paragraph 19 , which shall enter into force 8 months after its promulgation in the "State Gazette"; 11. paragraph 32 , which shall enter into force on January 1 of the second year following the publication of the results of the population and housing census in the Republic of Bulgaria in 2021.

Transitional and Final Provisions TO THE ANTI-CORRUPTION LAW (PROMISED - SG, NO. 84 OF 2023, IN FORCE FROM 06.10.2023) .

§ 79. The law shall enter into force on the day of its promulgation in the "State Gazette", with the exception of § 9 , which shall enter into force on March 1, 2024. LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE

Transitional and Final Provisions TO THE LAW ON AMENDMENT AND SUPPLEMENTATION OF THE LABOR CODE (PROMISED - SG, NO. 85 OF 2023, IN FORCE FROM 01.06.2025) .

§ 22. The employment record book, issued before the entry into force of this law , is an official document certifying the circumstances entered therein, related to the employment activity of the worker or employee.

§ 23. (In force from 01.06.2026) The service book, issued under the procedure of the Civil Servant Act before the entry into force of this Act , is an official certifying document for the circumstances entered therein, related to the civil service.

§ 24. (1) By June 1, 2026 or upon termination of the employment relationship in the period from June 1, 2025 to June 1, 2026, employers shall draw up the employment records of the workers and employees, and the length of service completed by the worker or employee with them as of June 1, 2025 shall be recorded in the employment record in numbers and words, signed by the chief accountant and by the employer, and stamped with his seal, if he has one. After drawing up, the employment record shall be returned immediately to the worker or employee. (2) When after June 1, 2025 the employment record book is lost or destroyed, the relevant Labor Inspectorate Directorate shall issue a new one and enter data on the work experience acquired before June 1, 2025, based on a written application-declaration of the worker or employee, to which certificates from the employers for whom he or she worked and other original documents containing this data shall be attached.

§ 25. (In force from 01.06.2026) By 31 December 2026 or upon termination of the service relationship in the period from 1 June 2026 to 31 December 2026, the appointing authorities shall draw up the service record book of the civil servants, recording in the service record book in numbers and words the length of service completed by the civil servant as of 1 June 2026. After drawing up the service record book shall be returned immediately to the civil servant.

§ 26. (In force from 01.06.2026) (1) Within a period of 6 months, starting from 1 January 2026, the appointment authorities under existing service relationships under the Civil Servant Act shall enter in the employment register all data from the service record issued under the same Act, regardless of the authority that entered them in the record. (2) All data from the service records issued under the Civil Servant Act to individuals shall also be entered in cases of termination of service relationships within the period under paragraph 1. (3) All data from the service records issued under the Civil Servant Act to persons, except in the cases under paragraphs 1 and 2, shall be entered by the appointing authority upon the occurrence of a subsequent service relationship. (4) When a person has more than one service book, paragraphs 1 - 3 shall apply to each of them.

§ 27. (In force from 10.10.2023) By 1 June 2024, the Council of Ministers shall adopt the ordinance under Art. 62, para. 5 of the Labor Code.

§ 28. (Effective from 10.10.2023) By 1 June 2025, the Executive Director of the National Revenue Agency shall establish the employment register under Article 347 of the Labor Code and fill in the initial data therein based on the register of employment contracts and, if necessary, based on other sources.

§ 29. This law shall enter into force on June 1, 2025, with the exception of: 1. paragraph 18 regarding item 2, in the part about the service book, § 19 , 23 , 25 and 26 , which shall enter into force on June 1, 2026; 2. paragraphs 27 and 28 , which shall enter into force on the day of its promulgation in the "State Gazette".

Transitional and Final Provisions TO THE LAW AMENDMENT OF THE TAX AND INSURANCE PROCEDURAL CODE (PROMISED IN SG, NO. 106 OF 2023, IN FORCE AS OF 01.01.2024) .

§ 10. The law shall enter into force on January 1, 2024, with the exception of: 1. paragraph 4 , which shall enter into force on 1 March 2024; 2. paragraphs 7 , 8 and 9 , which shall enter into force on the day of its promulgation in the "State Gazette".

Transitional and Final Provisions TO THE LAW AMENDMENT AND SUPPLEMENTATION OF THE LAW ON THE SOCIAL ORGANIZATIONS OF NURSES, MIDWIFERIES AND ASSOCIATED MEDICAL SPECIALISTS, OF DENTAL TECHNICIANS AND OF PHARMACY ASSISTANTS (PROMOTED - SG, NO. 39 OF 2024, IN FORCE FROM 01.05.2024) .

§ 32. The law shall enter into force on the day of its promulgation in the "State Gazette".

Transitional and Final Provisions TO THE LAW ON THE INTRODUCTION OF THE EURO IN THE REPUBLIC OF BULGARIA (PROMOTED - SG, NO. 70 OF 2024) .

§ 5. (1) [ * ] The current regulatory acts that regulate obligations for payment of fees, sanctions, fines and other public obligations to the state and municipalities in Bulgarian levs shall continue to apply in accordance with the currency conversion rules provided for in this law . (2) When the monetary amount in levs is specified in a law or in a subordinate legislation as a result of the introduction into Bulgarian legislation of a legal act of the European Union, in which a corresponding amount in euro is explicitly specified, upon amendment of the law, respectively of the subordinate legislation, the amount in euro from the legal act of the European Union shall be specified. .

§ 60. Paragraph 5, para. 1 , § 8 - 36 , § 37, items 1 - 12 and 14 - 20 and § 38 - 59 shall enter into force on the date specified in the Decision of the Council of the European Union on the adoption of the euro by the Republic of Bulgaria, adopted in accordance with Article 140, paragraph 2 of the Treaty on the Functioning of the European Union and the Regulation of the Council of the European Union, adopted in accordance with Article 140, paragraph 3 of the Treaty on the Functioning of the European Union . Relevant acts of European legislation

Directives: DIRECTIVE (EU) 2019/2034 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 27 November 2019 on the prudential supervision of investment firms and amending Directives 2002/87/EC, 2009/65/EC, 2011/61/EU, 2013/36/EU, 2014/59/EU and 2014/65/EU DIRECTIVE (EU) 2019/1158 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU DIRECTIVE (EU) 2019/1152 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 20 June 2019 on transparent and predictable working conditions in the European Union DIRECTIVE (EU) 2018/957 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 28 June 2018 amending Directive 96/71/EC concerning the posting of workers in the framework of the provision of services COMMISSION DIRECTIVE (EU) 2017/164 of 31 January 2017 establishing a fourth list of indicative occupational exposure limit values pursuant to Council Directive 98/24/EC and amending Commission Directives 91/322/EEC, 2000/39/EC and 2009/161/EC DIRECTIVE 2014/67/EU OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 15 May 2014 ensuring the enforcement of Directive 96/71/EC concerning the posting of workers in the framework of the provision of services and amending Regulation (EU) No 1024/2012 on administrative cooperation through the Internal Market Information System ('IMI Regulation') COUNCIL DIRECTIVE 2013/59/EURATOM of 5 December 2013 laying down basic safety standards for protection against the dangers arising from exposure to ionizing radiation and repealing Directives 89/618/Euratom, 90/641/Euratom, 96/29/Euratom, 97/43/Euratom and 2003/122/Euratom DIRECTIVE 2009/38/EC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 6 May 2009 on the establishment of a European Works Council or a procedure in Community-scale undertakings and Community-scale groups of undertakings for the purposes of informing and consulting employees (recast) DIRECTIVE 2008/104/EC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 19 November 2008 concerning temporary agency work DIRECTIVE 2006/54/EC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast) DIRECTIVE 2003/88/EC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 4 November 2003 concerning certain aspects of the organisation of working time COUNCIL DIRECTIVE 2003/72/EC of 22 July 2003 supplementing the Statute for a European Cooperative Society with regard to the involvement of employees DIRECTIVE 2002/15/EC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 11 March 2002 on the organisation of working time of persons performing road transport activities DIRECTIVE 2002/14/EC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 11 March 2002 establishing a general framework for informing and consulting employees in the European Community COUNCIL DIRECTIVE 2001/86/EC of 8 October 2001 supplementing the Statute for a European company with regard to employee participation COUNCIL DIRECTIVE 2001/23/EC of 12 March 2001 on the approximation of the laws of the Member States relating to the safeguarding of employees' rights in the event of transfers of undertakings, businesses or parts of undertakings or businesses COUNCIL DIRECTIVE 2000/79/EC of 27 November 2000 concerning the European Agreement on the organisation of working time of mobile workers in civil aviation concluded by the Association of European Airlines (AEA), the European Transport Workers' Federation (ETF), the European Pilots' Association (ECA), the European Regional Airlines Association (ERA) and the International Air Transport Association (IACA) (Text with EEA relevance) COUNCIL DIRECTIVE 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation COUNCIL DIRECTIVE 1999/70/EC of 28 June 1999 concerning the Framework Agreement on fixed-term work concluded by the European Trade Union Confederation (ETUC), the Union of Industrialists in the European Community (UNICE) and the European Centre of Public Enterprises (CEEP) COUNCIL DIRECTIVE 1999/63/EC of 21 June 1999 concerning the Agreement on the organisation of working time of seafarers concluded between the European Community Shipowners' Association (ECSA) and the Federation of Transport Workers' Unions in the European Union (FST) COUNCIL DIRECTIVE 98/59/EC of 20 July 1998 on the approximation of the laws of the Member States relating to collective redundancies COUNCIL DIRECTIVE 97/81/EC of 15 December 1997 concerning the Framework Agreement on part-time work concluded by the Union of Industrialists' and Employers' Confederations of Europe (UNICE), the European Centre of Public Enterprises (CEEP) and the European Trade Union Confederation (ETUC) COUNCIL DIRECTIVE 97/74/EC of 15 December 1997 incorporating the United Kingdom of Great Britain and Northern Ireland into Directive 94/45/EC on the establishment of a European Works Council or a procedure for informing and consulting employees in Community-scale undertakings DIRECTIVE 96/71/EC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 16 December 1996 concerning the posting of workers in the framework of the provision of services COUNCIL DIRECTIVE 94/33/EC of 22 June 1994 on the protection of young people at work COUNCIL DIRECTIVE 92/104/EEC of 3 December 1992 on the minimum requirements for improving the safety and health protection of workers in open-pit and underground mining (Twelfth individual Directive within the meaning of Article 16(1) of Directive 89/391/EEC) COUNCIL DIRECTIVE 92/91/EEC of 3 November 1992 on the minimum requirements for improving the safety and health protection of workers in the mineral-extraction industries by drilling (Eleventh individual Directive within the meaning of Article 16(1) of Directive 89/391/EEC) COUNCIL DIRECTIVE 92/85/EEC of 19 October 1992 on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding (Tenth individual Directive within the meaning of Article 16(1) of Directive 89/391/EEC) COUNCIL DIRECTIVE 91/383/EEC of 25 June 1991 supplementing the measures to encourage improvements in the safety and health at work of workers with a fixed-term or temporary employment relationship COUNCIL DIRECTIVE 89/656/EEC of 30 November 1989 on the minimum safety and health requirements for the use of personal protective equipment at work (Third individual Directive within the meaning of Article 16(1) of Directive 89/391/EEC) COUNCIL DIRECTIVE 89/391/EEC of 12 June 1989 on the introduction of measures to encourage improvements in the safety and health of workers at work

Regulations: REGULATION (EU) 2019/2033 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 27 November 2019 on prudential requirements for investment firms and amending Regulations (EU) No 1093/2010, (EU) No 575/2013, (EU) No 600/2014 and (EU) No 806/2014 REGULATION (EU) 2017/2402 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 12 December 2017 laying down a general framework for securitisation and creating a specific framework for simple, transparent and standardised securitisation, and amending Directives 2009/65/EC, 2009/138/EC and 2011/61/EU and Regulations (EC) No 1060/2009 and (EU) No 648/2012 REGULATION (EU) 2017/1129 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 14 June 2017 on the prospectus to be published when securities are offered to the public or admitted to trading on a regulated market, and repealing Directive 2003/71/EC REGULATION (EU) No 909/2014 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 23 July 2014 on improving securities settlement in the European Union and on central securities depositories and amending Directives 98/26/EC and 2014/65/EU and Regulation (EU) No 236/2012 REGULATION (EU) No 600/2014 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 15 May 2014 on markets in financial instruments and amending Regulation (EU) No 648/2012 REGULATION (EU) No 596/2014 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 16 April 2014 on market abuse (Market Abuse Regulation) and repealing Directive 2003/6/EC of the European Parliament and of the Council and Commission Directives 2003/124/EC, 2003/125/EC and 2004/72/EC REGULATION (EU) No 575/2013 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 26 June 2013 on prudential requirements for credit institutions and investment firms and amending Regulation (EU) No 648/2012 REGULATION (EU) No 1024/2012 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 25 October 2012 on administrative cooperation through the Internal Market Information System and repealing Commission Decision 2008/49/EC (the "IMI Regulation") REGULATION (EU) No 492/2011 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 5 April 2011 on freedom of movement for workers within the Union COUNCIL REGULATION (EC) 1435/2003 of 22 July 2003 on the Statute for a European Cooperative Society (SCE)