Work Permit, Visa, and Immigration Support for Employers Hiring in Bulgaria

The Employer of Record (EOR) is the only compliant alternative to local incorporation for foreign employers needing to sponsor and payroll expatriate staff in Bulgaria. Most international HR professionals still search for “PEO Bulgaria”; what they need is EOR — one provider holding all legal, payroll, and immigration risk.

Hiring skilled non-EU professionals in Bulgaria is straightforward, if you use the right legal framework. Bulgarian law does not accept the classic “PEO” approach for immigration or payroll. Instead, any foreign national must be employed either by your own registered local entity or through a licensed Employer of Record (EOR).

Employers typically pursue the international talent route in Bulgaria when:

• Specialist skills are not available on the local market, or you need to deploy trusted team members from other jurisdictions.
• You’re launching new projects, expanding delivery teams, or setting up a regional hub and need proven expertise on the ground quickly.
• There’s a business-critical assignment or client contract requiring specific foreign expertise in Bulgaria.
• You want to maintain speed and compliance, but setting up a Bulgarian subsidiary isn’t practical or cost-effective.

For most international employers, partnering with an EOR is the pragmatic solution: you gain full legal sponsorship, local payroll, and seamless compliance without the need to set up a Bulgarian company or run local HR infrastructure.

What the EOR Route Delivers in Bulgaria

Choosing an Emplouyer of Record (EOR) for your international hires means you retain operational control, while your EOR partner assumes all local employer obligations — immigration support and work permit sponsorship, compliant employment contracts, payroll, tax, and statutory benefits.

Key features:

• Legal work permit sponsorship:
  The EOR acts as the employer of record, directly supporting the entire immigration process, essential for non-EU nationals. Only the legal employer may obtain permits or visas for foreign hires.
• Local payroll and statutory benefits:
  Employees are enrolled on Bulgarian payroll, with all social security, pension, and healthcare contributions handled by the EOR. This guarantees compliance with Bulgarian law and closes off risks around “shadow payroll” or unauthorised arrangements.
• Full compliance and audit trail:
  All employment is structured to local standards, ensuring you avoid common pitfalls, such as misclassification risk, permanent establishment risk, or failed audits. The EOR manages required registrations, filings, and ongoing HR administration in Bulgaria.
• No local entity required:
  The EOR approach is ideal if you need speed, flexibility, or want to test the market before making a long-term commitment in Bulgaria.

This model is used by global employers for everything from single project deployments and critical specialist assignments to ongoing, multi-year operations, wherever compliance, speed, or cost efficiency matter.

The Employer of Record Hiring Process: Step-by-Step

1. Role and Salary Definition

• Non-EU hires must meet sectoral minimum salaries. As of July 2025, ICT/engineering: BGN 4,000+/month; Blue Card: 1.5× national average wage.
• Role must align with employer’s genuine operational need.

2. Labour Market Test

• Required unless exempt (EU Blue Card or intracompany transfer).
• The National Employment Agency (NEA) verifies no suitable local candidates.

3. EOR-Backed Work Permit Application

• EOR files as the direct, legal employer.
• Dossiers must be complete, with every document legalised and translated.

4. D Visa Application

• Once permit is approved, applicant applies for D visa at the Bulgarian consulate.
• Minimum health insurance and accommodation proof required.

5. Entry & Onboarding

• Address registration within 5 days of arrival.
• Local employment contract (under EOR’s name) in full compliance with the Bulgarian Labour Code.

6. Residence Permit

• Application lodged in-country; valid for the contract term (1–3 years).

Total time to full onboarding: 3–6 months (standard).
No shortcuts. No “payroll only” workarounds.

Required Documentation for Non-EU Expatriate Hires in Bulgaria (2025)

To secure work and residence rights for non-EU professionals through an EOR, Bulgarian authorities require the following fully prepared and legalised documents:

• Fee receipts (work permit, visa, residence permit)
• Passport (minimum 15 months’ validity beyond planned arrival)
• Legalised diploma (apostille and certified Bulgarian translation)
• Legalised police clearance (from most recent country of residence, translated)
• Professional CV (in English and Bulgarian)
• Signed employment contract (Employer of Record (EOR) as legal employer)
• Proof of accommodation in Bulgaria (lease or hotel booking)
• Health insurance covering Bulgaria (for the duration of the visa process)
• Two compliant passport photos (recent, 3.5 × 4.5 cm)
• Bank statements (as required for visa application)

Timelines, Risks, and Compliance (2025)

Standard timeline for compliant onboarding:

• Most non-EU hires can expect 3 to 6 months from initial dossier submission to legal work start in Bulgaria.
• Blue Card applications may be slightly faster (as little as 2 months for clear-cut cases), but documentation standards and process discipline remain strict.

Critical risk factors to watch:

• Incomplete or incorrectly legalised documentation:
  Missing apostilles, uncertified translations, or gaps in police certificates are leading causes of rejection and delays.
• Unjustified roles or non-compliant salaries:
  Bulgarian authorities scrutinise role titles, duties, and salary levels. Attempts to “downgrade” a role or bypass sector minimums are routinely flagged and denied.
• Address registration failures:
  If the new hire does not register their address within five days of arrival, the subsequent residence permit application is automatically at risk.
• No payroll or “shadow payroll” setups:
  Local payroll is non-negotiable. Attempts to pay foreign staff from outside Bulgaria without a local employment contract result in non-compliance and may trigger audit.

Points to note:

• There are no “express” or informal routes; Bulgarian authorities will not expedite or relax requirements for international employers.
• Once issued, permits are tied to the EOR’s employment contract. If the employee leaves or the contract is terminated, both permit and residence authorisation lapse.
• Renewals require the same level of documentation and compliance as first-time applications.

Acumen International: Full-Scope Immigration & Relocation Support

Acumen International delivers more than just compliant employment and permit sponsorship. For employers moving talent into Bulgaria, we provide a coordinated, end-to-end immigration solution that covers the full relocation journey, for both the employee and their family.

For employers:

• One point of contact for all aspects of immigration, work permits, and compliant onboarding.
• Transparent progress updates, with hands-on coordination across Bulgarian authorities and supporting partners.
• Ongoing risk management — no surprises, no shortcuts.

For employees and families:

• Personalised relocation support, including family visa sponsorship, dependent onboarding, and practical guidance from day one.
• Assistance with accommodation, schooling, health insurance, and local registration.
• Direct access to our experienced global mobility team for any issues before, during, or after the move.

This approach reduces the friction, uncertainty, and administrative load of moving key people internationally, ensuring both business continuity and a positive employee experience.
If you need a truly comprehensive solution for expatriate hiring, relocation, and family support in Bulgaria, Acumen International offers a level of integration and care not found with other EOR or immigration providers.

Contact us for tailored guidance or to discuss your upcoming mobility project.