Bulgaria Leave Laws and Holidays

Employees are entitled to a minimum of 20 working days of paid annual leave per year. This quota may increase depending on the specific sector or collective bargaining agreements.

The notice period for taking annual leave is typically determined by employer policies, though employees are generally expected to coordinate with their employer to ensure business operations are not disrupted.

Annual leave must be approved by the employer. Employees are required to request leave in advance, and approval is subject to scheduling needs and prior commitments of the company.

Additional leave days may be granted under certain conditions such as length of service, specific job conditions, or as part of collective agreements.

Annual leave accrues monthly from the beginning of employment but is typically not available for use until the employee has completed their probationary period.

Carry over of unused annual leave is generally permitted, but it is usually limited to a certain amount of days and must be used within the first few months of the following year.

Upon termination of employment, employees are entitled to a payout for any accrued but unused annual leave.

There is generally no end-of-year payout for unused annual leave; instead, it is carried over or forfeited according to company policy.

Certain sectors may have special provisions that allow for additional annual leave days, reflecting the demanding nature of the work or negotiated by unions.

Parental leave in Bulgaria allows parents to take up to 410 days of leave per child, paid at a rate of 90\% of the salary.

Parents are required to give a notice of at least one month before commencing parental leave.

Parental leave requires the approval of the employer, particularly concerning the scheduling of the leave.

The quota for parental leave is fixed and additional days beyond the statutory 410 days are not typically granted.

Parental leave does not accrue; it is a fixed entitlement per child.

Carry over concepts do not apply to parental leave as it is a one-time entitlement per child.

Parental leave is not subject to payout upon termination, as it must be used during the continuity of employment.

There is no end of year payout for unused parental leave as it does not accrue annually.

Parental leave can be shared and transferred between parents, allowing families to manage care in the most flexible way.

Employees are entitled to up to 15 days of sick leave per year, paid by the employer. Beyond this, sick leave can be extended but may be partially funded by social security.

Employees are required to notify their employer of their sickness as soon as possible, typically on the first day of absence. A medical certificate is usually required to substantiate the leave after 3 days.

Sick leave does not typically require prior approval, but a medical certificate is necessary to justify extended absence and for the payment of benefits.

Additional sick leave beyond 15 days is possible with appropriate medical certification and is partially compensated by social insurance.

Sick leave does not accrue and is available as needed, based on health conditions certified by a medical professional.

Sick leave does not carry over to the next year as it is granted based on specific instances of illness or injury.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave is not subject to payout at the end of the year, as it does not accumulate.

The process for certifying sick leave is strictly regulated, and misuse of sick leave can lead to disciplinary action, including termination of employment.

Maternity leave in Bulgaria is a total of 410 days for each child, with 45 days mandatory to be taken before the expected date of childbirth. The rest can be used after childbirth.

Notice for maternity leave is required, generally several weeks before the planned start date, and must include a medical certificate indicating the expected date of childbirth.

Maternity leave does not require employer approval but must be supported by appropriate medical documentation.

The quota for maternity leave is fixed by law and cannot be extended beyond the designated 410 days.

Maternity leave does not accrue over time but is granted per pregnancy as specified by law.

Carry over of maternity leave is not applicable as it must be used within the timeframe related to the childbirth.

Maternity leave is not subject to payout on termination as it is bound to the conditions of childbirth and postnatal care.

There is no payout for unused maternity leave at the end of the year as it is a legally protected leave specific to the period around childbirth.

During maternity leave, the employer is required to continue paying health insurance contributions on behalf of the employee.

Fathers are entitled to 15 days of paternity leave, which can be used at any time during the first two months after the child's birth.

Fathers must notify their employer at least one week in advance of taking paternity leave, although more notice may be appreciated.

Paternity leave requires approval from the employer, subject to the submission of relevant documentation such as a birth certificate or medical documents related to the childbirth.

The quota for paternity leave is fixed and additional days are generally not available beyond the statutory 15 days.

Paternity leave is not accrued but is granted as a fixed duration per childbirth.

Carry over of paternity leave is not applicable; it must be used within two months after the child's birth.

Paternity leave is not paid out upon termination as it is specifically intended for use shortly after the child's birth.

There is no end-of-year payout for unused paternity leave as it must be utilized within the specified timeframe.

Paternity leave must typically be used in one continuous block, not split into separate periods.