Bulgaria’s GDP has more than doubled in the past ten years, and its labor force of more than 3.1 million workers has become increasingly attractive to foreign investors. However, hiring workers, particularly in a new country, can be a source of risks and challenges.

Employers want to be assured that the people they hire will live up to their expectations and be the highly-skilled and productive workers they’ve portrayed themselves to be. Employees, too, can find starting new jobs difficult. They want to be sure that they get what their employers promise them, that they’ll enjoy their jobs, and that they’ll fit in well with their teams.

For many, the answer to these concerns is the use of probation periods. This review will explain how a probation period in Bulgaria can be used and the benefits it can produce in employment relationships.

Definition of a Probation Period in Bulgaria

Probation periods, known in Bulgarian as izpitatelen srokove, are lengths of time used to try out new employment. For employers, probation or trial periods help to guarantee that their new workers have the skills, aptitudes, knowledge, and experience that they claimed to have during their application and interview periods.

They use this time to work closely with new employees, not only to help them build their skills, but also to ensure they will be able to perform the tasks their jobs require of them. They also assess how well the employees can work with their teammates, interact with their superiors, and fit into the company culture.

At the same time, an employee can use a probation period to determine their own fit within a new organization. They may want to find out how well they will enjoy their job, fit in with their coworkers, or be able to perform their assigned tasks to an appropriate level of quality. The employee will also often want to confirm that the entitlements and working conditions are delivered as promised by the employer.

When a probation period is used in Bulgaria, it starts on the first day of a new worker’s employment. It then continues to its conclusion, unless either party chooses to terminate the employment agreement during the period. The employer may decide the worker isn’t fit for the job, even at the end of the period.

Likewise, the employee can choose to leave their employment at any time. If neither party terminates their contract, however, the probation period will be successful and the worker will become a full employee.

Lengths of Probationary Periods in Bulgaria

Probationary periods are not mandatory in Bulgaria. However, since they can provide employees and employers with many advantages, they are widely used across all industries. Probationary periods in Bulgaria can last up to six months and cannot be extended.

Unlike in many countries, they cannot be renewed. Probation is also allowed only once for a worker performing similar work for the same employer. If a worker changes to a very different type of work for the same employer, they could be made to undergo a new period of probation.

While six months is the maximum period allowed, there are limitations according to employment type, including:

Permanent Contracts or Indefinite Contracts

Probation can last up to six months with no extensions.

Fixed-Term or Definite Contracts

If a contract is for less than 12 months duration, only one month of probation is allowed with no extensions.

Internships

Probation periods are not allowed.

Legal Considerations for Probation Periods in Bulgaria

Most of the regulations for probation or trial periods can be found in Bulgaria’s Labour Code 1992. This law describes how and when probation periods can be used, and the rights of employers and workers during probation, including:

Pay and Working Conditions

As of 1 January 2026, Bulgaria’s minimum wage is 1,213 BNG (Bulgarian lev) per month (roughly equal to 725 USD).

Most employees in Bulgaria work eight hours a day and 40 hours a week. However, employers can extend regular hours to 48 hours a week, but not for more than 60 working days a year. Any hours worked in excess are considered overtime.

Employees can’t work more than three overtime hours in a two-day period, six hours a week, 30 hours a month, or 150 hours a year.

Employers must pay their employees at least 150% of their normal wages for overtime hours. Probationary workers are protected by these overtime limits and the minimum wage, just like full-time employees.

Termination and Notice

In contrast to much of the world, Bulgarian law provides the option of stating in an employment agreement which party will benefit from a probation period. This means that the probationary period can be included at the request of the employer or the employee. If neither party is expressly named, it is assumed that both parties stand to benefit.

Either party can terminate their agreement during or by the end of the probation period. However, only the parties that have been identified as standing to benefit from probation can terminate the agreement without notice. A non-benefitting party is still required to give notice.

In Bulgaria, the standard notice period for terminations is 30 days, though contracts can provide for longer periods of up to 90 days. Whether during or after probation periods, reasons must be provided for termination.

If no one chooses to terminate the employment agreement by the end of the probationary period, however, the worker automatically becomes a full employee.

Vacation / Holidays

Public holidays are considered paid days off in Bulgaria. There are normally 13 of these days in the annual calendar, though the government can also declare additional days at will.

If a holiday falls within a worker’s probationary period, they are entitled to a day off with pay. However, if they must work on that day, they have to be paid 200% of their normal wages. Workers are entitled to annual leave of at least 20 working days, which they can use in the same year it is earned, or within the following six months.

However, they must have performed at least eight months of service to their employers before gaining this entitlement. Therefore, probationary workers cannot take annual leave, though their working days contribute to their accrual of this annual benefit.

Benefits of Probation Periods in Bulgaria

While employers are often considered to benefit from probation periods, employees, too, can gain advantages and, indeed, request probation periods as part of their contracts. Some of the advantages of probation include:

  • For Employees

The opportunity to try new jobs and assess their fit before making long-term commitments to their employers.

A chance to leave an employer without giving notice if the role is not working out, so they can move on to other opportunities.

  • For Employers

The ability to compare workers’ claims to their actual skills and abilities, and assess whether they’ll be able to achieve success in their new roles.

The opportunity to dismiss workers during or at the end of probation without notice if their abilities are insufficient or if they don’t fit well with the corporate culture.

A chance to give new employees special attention so they can quickly improve their skills and learn their roles as soon as possible.

Conclusion

In Bulgaria, probation periods of up to six months are commonly used by employers to assess the fit of new employees into their roles. Employees can also request probation periods if they want the opportunity to be able to leave without giving notice when a job doesn’t work out as planned. Both employees and employers can therefore benefit from using probation periods as final checks and balances to ensure the long-term employment arrangements.

Frequently Asked Questions

No, probation periods are strictly optional. Because both employees and employers can benefit from them, however, they are quite common.

Employers in Bulgaria can choose shorter probation periods if they like. However, they can’t last longer than six months for employees on indefinite contracts, or one month for those on fixed-term contracts shorter than one year.

Yes, they are entitled to the same rest days and public holidays as full employees. They also accrue annual leave while they work on probation, but they can’t use this leave until they’ve worked for at least eight months.