In a significant move towards greater transparency and digital transformation in workforce management, Bulgaria will implement a new employment regulation effective 1 June 2025. Under this update, employers are required to maintain a unified electronic work record for each employee, streamlining employment data collection and ensuring better oversight by national authorities.
What’s Changing With Bulgaria's Unified Electronic Work Records?
The new system mandates that all Bulgarian employers maintain a digital work record that includes key employment details. This record must be kept current and submitted to the National Revenue Agency, which will oversee a centralized digital employment register.
The electronic employment record must include:
Employer and employee full names
Employment contract details (start/effective date)
Contract term (if applicable), termination date, and legal grounds
Salary and termination compensation
Position and economic activity codes
Workplace location and working hours
Work experience (recognized/unrecognized)
Paid annual leave entitlements and usage
What Does This Mean for Bulgarian Employers?
The introduction of this unified digital system requires employers to review their HR and payroll processes to ensure they can capture and update employment data accurately and in real time. Any failure to do so could lead to non-compliance issues with the National Revenue Agency.
Employers should begin preparing now by ensuring their HR systems are capable of tracking and reporting on the required data points, training HR teams on the new compliance obligations, and auditing current employee records to identify and correct any missing or inconsistent information.
A Step Toward Greater Workforce Transparency
This initiative reflects Bulgaria’s broader push towards digitizing labor administration and enhancing the integrity of employment data. By maintaining accurate, real-time records, both employers and employees benefit from clearer documentation, easier access to employment history, and improved compliance with national labor standards.
Implications for Employers
For employers in Bulgaria, the introduction of the unified electronic work record brings both administrative responsibility and operational change. Organizations must ensure their HR and payroll systems are equipped to capture, store, and update detailed employment data in line with the new regulatory requirements. This includes everything from contract start dates and job codes to salary information and leave balances.
Employers will need to establish clear internal processes for updating records promptly, especially when changes occur, such as contract amendments or terminations. Failure to maintain accurate and timely records could result in compliance issues, potential penalties, and disruptions during audits or inspections by the National Revenue Agency. Proactive preparation, including system upgrades and staff training, will be essential for a smooth transition and long-term compliance.