Best Hiring & Firing Lawyers in Sliven

About Hiring & Firing Law in Sliven, Bulgaria

Hiring and firing in Sliven is governed primarily by national Bulgarian labor law - especially the Labour Code - together with sectoral collective agreements and any specific terms in individual employment contracts. While the legal framework is national, practical enforcement and initial administrative contacts are local - for example the Regional Labour Inspectorate and the Regional Employment Office in Sliven handle inspections, notifications and some advisory matters. If a dispute reaches the courts, labour disputes are typically decided by the district courts that serve the Sliven region.

Why You May Need a Lawyer

Employment matters can involve fast deadlines, complex procedural requirements and potentially significant financial or reputational consequences for both employees and employers. You may need a lawyer if you face any of the following situations - dismissal you believe is unfair or unlawful, non-payment of wages or benefits, disputes over severance, collective redundancies or restructuring, discrimination or harassment at work, unclear or disputed contract terms, problems with fixed-term or temporary contracts, or if you are an employer needing help with proper procedure for termination, drafting contracts, or negotiating collective agreements. A lawyer experienced in Bulgarian employment law can help identify rights and obligations, preserve evidence, communicate with the other party, and represent you in negotiations, inspections or court.

Local Laws Overview

The following key aspects of Bulgarian labour law are particularly relevant in Sliven and elsewhere in Bulgaria - these reflect national rules as applied locally:

Employment contracts - Employment must be based on a written contract that sets out the type of work, place of work, salary, working hours and other essential terms. Contracts can be open-ended or fixed-term, and the law sets limits on repeatedly renewing fixed-term contracts.

Probation - The Labour Code allows a probationary period to assess suitability for the role. The length and conditions are regulated by law and may be agreed in the contract.

Working time and overtime - Standard working time, overtime rules and pay for overtime are regulated by the Labour Code and any applicable collective agreement. Employers must observe rest periods and limits on weekly working time.

Wages and social contributions - Employers must pay wages on time and make mandatory social security and health insurance contributions on behalf of employees. The national minimum wage and contribution rules are set at the national level and applied locally.

Leave and family protections - Statutory annual leave, sick leave, maternity and parental leave and related protections are provided by law. Special protections apply during pregnancy and maternity leave.

Termination and notice - Termination can occur by mutual agreement, resignation, expiry of a fixed-term contract, or dismissal initiated by the employer for defined reasons. The Labour Code sets out lawful grounds and required procedures for dismissal. Employment contracts or collective agreements can provide more favourable notice periods or severance than the statutory minimum.

Collective redundancies and consultations - Where redundancies affect groups of workers or are linked to restructuring, the employer generally must consult employee representatives or trade unions and notify relevant authorities. Specific steps and thresholds are set by law.

Protection against unfair dismissal and discrimination - Employees have legal remedies if dismissed in breach of procedure, for discriminatory reasons, or in violation of statutory protections. Courts can order reinstatement or compensation, subject to applicable rules and procedural deadlines.

Labour inspections and enforcement - The Regional Labour Inspectorate in Sliven enforces labour rules, can carry out inspections and can issue orders or fines. Administrative complaints and court actions are available depending on the issue.

Frequently Asked Questions

Can my employer dismiss me without giving a reason?

No - employers must follow the grounds and procedures set out in the Labour Code. Dismissals should be based on lawful reasons and follow required notice and documentation procedures. If you receive a dismissal without explanation, ask for a written statement of reasons and seek legal advice promptly.

Do I need a written contract to start working?

Yes - work relationships should be governed by a written employment contract that specifies key terms such as job duties, pay, place of work and working hours. If you have started work but lack documentation, request the written contract and keep copies of pay slips and other records.

What notice or severance am I entitled to if I am dismissed?

Notice periods and severance entitlements depend on the reason for dismissal, length of service, and any applicable collective agreement or contract terms. The Labour Code sets minimum protections, but many contracts or collective agreements provide better conditions. Review your contract and consult a lawyer to confirm your entitlements.

Can I be dismissed while on sick leave or maternity leave?

There are strong legal protections for employees on sick leave and for those on maternity or parental leave. Dismissal in such circumstances is often unlawful except in narrowly defined situations. If you believe you were dismissed while protected by leave, get legal advice quickly.

What should I do if my employer does not pay my salary?

Keep all documentation - employment contract, pay slips, bank transfers, timesheets and written communications. First, raise the issue in writing with the employer. If unpaid wages are not resolved, you can make a complaint to the Regional Labour Inspectorate and pursue a civil claim or labour court action to recover unpaid wages and related contributions.

How can I challenge an unfair dismissal?

You can challenge a dismissal through administrative complaints to the Labour Inspectorate and through civil litigation in the competent court. Remedies may include reinstatement and/or compensation. Important procedural deadlines apply for filing claims, so consult a lawyer as soon as possible to preserve rights and evidence.

What are collective redundancies and what protections exist?

Collective redundancies arise when an employer dismisses a number of employees for economic, organizational or similar reasons. The law requires information and consultation with employee representatives or trade unions and notification of relevant authorities before final decisions. The exact procedural requirements depend on the number of affected employees and other factors.

Can a fixed-term contract be terminated early?

Fixed-term contracts normally expire at the agreed date. Early termination may be possible if the contract includes a termination clause or by mutual agreement. Unlawful early termination can give rise to claims for damages or the payment of outstanding remuneration. Review the contract terms and seek advice before taking action.

What protections exist against discrimination or harassment at work?

Bulgarian law prohibits discrimination and harassment on grounds such as gender, age, religion, disability and others. Victims can file complaints with the Commission for Protection against Discrimination, raise the matter with Labour Inspectorate, or bring civil claims. Document incidents carefully and consult a lawyer to explore the best route.

How long do I have to file a labour dispute or complaint?

There are strict and sometimes short deadlines for different kinds of labour claims - for example claims about unlawful dismissal, unpaid wages or social security issues. Deadlines vary by claim type, so act quickly. Contact a lawyer or the Labour Inspectorate promptly to confirm applicable time limits and next steps.

Additional Resources

For help and authoritative information in Sliven consider contacting the following bodies and organizations - they can provide guidance, inspections or assistance and can point you to legal advisers:

Regional Labour Inspectorate - handles inspections and enforcement of labour law.

Regional Employment Office in Sliven - provides information on employment rules and mediation services for certain matters.

Ministry of Labour and Social Policy - sets national labour policy and issues official guidance.

National Revenue Agency - for questions on social security and tax registration.

Commission for Protection against Discrimination - for discrimination and harassment complaints.

Bulgarian Bar Association and local Sliven law firms - to find a lawyer specialising in employment law.

Trade unions and employer associations - for collective agreement matters and workplace representation.

Next Steps

If you need legal assistance with hiring or firing in Sliven follow these practical steps - act promptly and keep records to preserve your rights:

Collect and organize documents - employment contracts, payslips, correspondence, notices, timesheets, medical notes and any other evidence.

Request written clarification - if you receive a dismissal or a disputed instruction, ask your employer for written reasons and copies of relevant documents.

Contact the Regional Labour Inspectorate - for administrative complaints, inspections and initial guidance on compliance issues.

Consult a specialist employment lawyer - look for someone experienced in Bulgarian labour law and with knowledge of local practice in Sliven; ask about fees, likely outcomes and timelines in an initial meeting.

Consider negotiation or mediation - many disputes are resolved by agreement; a lawyer can represent you in settlement talks.

If needed, prepare for court - your lawyer will advise on the appropriate claim, procedural steps and the evidence required to seek reinstatement, compensation or unpaid amounts.

Keep acting - labour law often involves strict deadlines and procedural rules. Early legal advice improves your chances of a successful outcome.