Starting June 1, 2025, significant changes to Bulgarian labor law will come into force: the traditional paper employment book, used for decades by employers, will be replaced by a digital employment record, maintained by the National Revenue Agency (NRA). This transition is part of Bulgaria’s broader digitalization efforts and brings new administrative responsibilities for employers, along with increased transparency for employees.

I. Key Dates and Deadlines

June 1, 2025

• The electronic employment record becomes mandatory for all employees under labor contracts in the private sector.
• Employers must properly complete and return the paper employment book to the employee, including the accumulated work experience up to June 1, 2025 (written in words and numbers), signed and stamped (if a stamp is available). From this date onward, only new employment-related information will be entered into the electronic employment file.
• Old entries from the paper book will not be automatically transferred.

June 1, 2026

The system will also apply to public sector employees – electronic employment records become mandatory for government workers as well.

II. What Information Is Included in the Electronic Employment File?

The digital record will include the following data:

• Full name and personal identification number of the employee
• Employer's identification number and company name
• Code of the primary economic activity
• Job title and classification code
• Start date, changes, and termination date of the employment contract
• Dates of any supplementary agreements
• Type and basis of the contract (main or additional employment)
• Base salary (excluding permanent bonuses or allowances)
• Working hours and recognized or unrecognized work experience
• Settlement (municipality) code
• Contractual annual paid leave and used leave upon contract termination
• Garnishment notifications Compensations under Article 222, paragraphs 2 and 3 of the Labor Code

The electronic system stores more data than the traditional paper book. Key innovations include:

• Recording and updating of paid leave balances
• Real-time registration of wage garnishments
• Entry of more detailed information with every update
• More frequent administrative updates, especially in dynamic employment situations

The submission of the notification under Article 62 of the Labor Code is no longer required – it is fully replaced by the electronic record entry. Deadlines for updates remain as follows:

• 3 days – after signing or amending a labor contract
• 7 days – after termination of the employment relationship
• 10 days – after change of employer (under Articles 123 and 123a of the Labor Code)

Changes or deletions after these deadlines are only allowed with approval from the Labor Inspectorate. When a labor contract is signed, the employer must provide the employee with a certified copy of the electronic entry for the start of the employment, in accordance with Article 62, paragraph 3, verified by the NRA's regional office.

III. Who Has Access to the Digital Employment Records?

Access is granted to the following:

• The employee – using a personal identification code from the NRA or a qualified electronic signature
• Parents or guardians – in the case of underage employees
• Control authorities – including the NRA, Labor Inspectorate, and State Agency for National Security (DANS), when necessary
• The employer – has access to their employees’ data, including records entered by previous employers, except for past salary and compensation amounts.

Employees can see a full history of all data inquiries made by third parties or institutions.

IV. The Paper Employment Book

• Employers must complete and return the paper employment book no later than June 1, 2026, or earlier if the employment ends between June 1, 2025, and June 1, 2026.
• After that, the paper book is returned to the employee and no longer used for record-keeping.
• In case of loss, the employee may submit a request to the Labor Inspectorate, accompanied by documentation proving their work experience up to June 1, 2025.

The result is that the new system for electronic employment records provides more transparency and digital control in the employment relationship, but it also means more administrative work for employers.

Recommended actions for employers:

• Familiarize yourself with the requirements for digital employment records
• Establish internal procedures for timely data submissions
• Inform your employees about the need for a personal identification code (PIC) or electronic signature
• Properly complete and return paper employment books before the deadline