Source: http://www.investbulgaria.com/BulgarianWorkforce.php
Timestamp: 2015-10-07 15:41:53
Document Index: 574332368

Matched Legal Cases: ['art. 1', 'art. 1', 'art. 10', 'art. 10', 'art. 66', 'art. 62', 'art. 62', 'art. 67', 'art. 67', 'art. 67', 'art. 68', 'art. 68', 'art. 69', 'art. 325']

Bulgarian Labor Contracts - Invest Bulgaria.com
BULGARIAN LABOR CONTRACTS
Sources of regulation Since the transition period started in 1989, the legal regulation of termination of employment in Bulgaria has undergone numerous changes. They are mainly geared towards adhering to European Union and ILO standards. The main source of the labour legislation in Bulgaria is the Labour Code, which was originally adopted in 1986 and subsequently amended several times, and most recently in 2005 (�LC�). Termination of employment provisions are also dealt with in collective agreements and individual labour contracts. Bulgaria has ratified the European Social Charter, revised in 1996, and is bound by its Article 24 on the right to legal defense in dismissal.
Scope of legislation The LC regulates the labour relationships between the employee and the employer, as well as other relationships immediately related to them (art. 1(1), LC). It also aims to ensure the freedom and protection of labour, equitable and dignified working conditions, as well as the conducting of social dialogue between the State, the employees, the employers and their organizations, for the purposes of settlement of labour relations and other immediately related relations. (art. 1(3), LC).
The LC applies to all employment relationships with Bulgarian enterprises and joint ventures in Bulgaria. It also covers employment relationships between Bulgarian citizens and foreign enterprises in Bulgaria, as well as Bulgarian enterprises abroad, insofar as not provided otherwise in a law or a treaty to which the Bulgaria is a party (art. 10(1), LC). Moreover, the employment relationships of Bulgarian citizens sent to work abroad in foreign enterprises or joint ventures, and of foreign nationals appointed to work in Bulgarian enterprises or joint ventures are regulated by the LC, insofar as not provided otherwise for in a law or a treaty to which Bulgaria is a party (art. 10(2), LC). Contracts of employment The employment contract must contain information that defines, among other things, the equal term of notice for both parties in cases of termination of the labour contract (art. 66(1), LC). The employment contract must be concluded in writing (art. 62(1)), LC). However, employment relations can also arise where no employment contract concluded in writing is available, but the employer has admitted the employee to work, and he/she has commenced the performance of such work. In such cases, the existence of employment relations may be ascertained by all means of evidence (art. 62(2)), LC).
The employment contracts may be concluded for an indefinite period or for a fixed term (art. 67(1), LC). The employment contract is considered concluded for an indefinite period, unless expressly agreed otherwise (art. 67(2), LC). However, an employment contract concluded for an indefinite period may not be transformed into a contract for a fixed term, except where explicitly desired by the employee, and stated so in writing. (art. 67(3), LC).
A fixed term contract may be concluded for: a definite period, which cannot be longer than 3 years, unless legislation provides otherwise; completion of some specified work; substitution for an employee who is absent from work; completion of a job which is to be taken through a competitive examination; and a certain specified mandate (art. 68, LC). Yet, as an exception, a fixed term employment contract may be concluded for a period of not less than one year and for works and activities that are not of temporary, seasonal or short-term nature. Such an employment contract may also be concluded for a shorter period upon request, in writing, by the employee (art. 68(3), LC). Moreover, the employment contract concluded for a fixed term is transformed into a contract for an indefinite period, if the employee continues working for 5 or more working days after the expiry of the agreed period, without the written objection of the employer, provided the job is vacant (art. 69, LC).
Termination of employment A contract of employment may be terminated, without notice due, from either party in the following cases: By mutual consent of the parties, expressed in writing within 7 days of receipt of the proposal. Failure to do so will be deemed refusal to accept the proposal; When the dismissal of an employee is found unlawful, or he/she is reinstated to his/her previous job by ruling of the court, but does not report to work within the legal term;
Upon expiry of the contractual term;
Until the completion of some specified work;
When a position is formerly occupied by a pregnant employee or an employee reassigned for rehabilitation, and the employee entitled to that position returns;
In case of inability of the employee to perform the assigned job because of illness resulting in permanent disability, or because of health considerations established by an expert medical commission. In such a case, the contract of employment is not terminated if the employer can provide another job, suitable to the employee's health status, and he/she consents to perform it; Upon the death of the person with whom the employee has concluded a contract of employment with consideration of his/her personality;
Upon the death of the employee; and
When a position is listed to be occupied by a State employee. (art. 325, LC).
An employee may terminate his/her employment contract in writing (without