Employment Lawyer in Bulgaria

Unlawful Dismissal

An employee may challenge a dismissal if the legal ground or procedure is disputed. We review the dismissal documents and advise on the applicable deadline. See our article on unlawful dismissal (in Bulgarian).

Disciplinary Dismissal

Disciplinary action must meet substantive and procedural requirements. We assess the employer’s grounds and the evidence. Read more about disciplinary dismissal (in Bulgarian).

Unpaid Wages

Employees can seek payment of delayed or unpaid remuneration. We help establish the amount owed and the available route to recovery. See unpaid wages (in Bulgarian).

Compensation Following Unlawful Dismissal

Depending on the claim and the court’s findings, compensation may be available. We assess the evidence and remedies relevant to the specific case.

Workplace Disputes

Disagreements over contractual duties, pay or termination can lead to negotiations or court proceedings. We advise both employees and employers.

Workplace Accidents

Recognition of the accident, liability and compensation are separate questions. See our workplace accidents service for accident-specific advice.

Employment claims can be subject to short procedural deadlines. Delay may mean a missed challenge period, lost evidence or a weaker negotiating position.

• Preserve the contract, correspondence and pay records.
• Record the dates of any notice or dismissal.
• Seek advice promptly about the available remedies.

The relevant time limit depends on the claim and should be checked in the individual case.

We approach each employment matter individually. Our assessment considers:

• the facts and chronology;
• the contracts and available evidence;
• the legal options and deadlines; and
• a proportionate strategy in light of the client’s objectives.

We explain the strengths, risks and likely steps before recommending a course of action.

We assist at each stage of an employment matter:

• initial consultation and assessment of contracts, notices and evidence;
• legal opinions, correspondence and complaints;
• negotiations between employee and employer;
• preparation of claims and court representation; and
• advice on enforcement of a judgment where relevant.

For employers, our work can also include drafting employment documents, workplace policies and guidance on handling employees’ personal data within the employment relationship. We can provide training on employment-law obligations and related data-protection practices.

Handling employee and applicant data is part of an employer’s wider employment-law responsibilities. We advise on GDPR questions arising in recruitment, employment and the end of the working relationship.

• Policies and notices: drafting or reviewing privacy notices, internal rules and processing instructions for HR activities.
• Lawful processing: assessing the purposes and legal bases for collecting, using and retaining employee data.
• Security and requests: practical advice on safeguards, access requests and complaints concerning employment records.
• Regulatory matters: assistance with employment-related data-protection enquiries and proceedings.