Employment Register and the Unified Electronic Employment Record: What Employers Need to Know

Since 1 June 2025, the Bulgarian National Revenue Agency has maintained the Employment Register, which contains the unified electronic employment records of employees. The change replaced the previous notification model for employment contracts and placed even greater emphasis on accurate and timely submission of employment data.

What is a unified electronic employment record?

The electronic employment record contains the information prescribed by law for the employment relationship and is entered in the Employment Register. The employer or a person authorised by the employer submits the information electronically through the services of the National Revenue Agency.

This does not mean that internal employment documentation disappears. Employment contracts, addenda, orders and documents relating to remuneration and leave continue to have their own legal and administrative significance. The Register forms part of the process; it does not replace the entire employee file.

Which deadlines are most important?

According to the National Revenue Agency, the electronic employment record must be submitted within three days of entering into or amending an employment contract and within seven days of termination. The Register also covers other events for which the legislation requires an entry.

If the statutory deadlines are missed, the entry cannot normally be made through the standard procedure and may require a mandatory instruction from the competent labour inspection authority. Internal communication between management, HR and payroll is therefore critical.

How should the hiring process be organised?

1. Collect the information in advance. Names, identifiers, position, working hours, remuneration and other contractual terms should be confirmed before submission.
2. Prepare the contract and supporting documents. Do not leave the formal documentation until the employee’s first working day.
3. Send the information to payroll immediately. The short statutory deadlines do not allow the process to wait until month-end.
4. Check the result of the submission. Technically sending a file is not the same as a successful entry when the data is incorrect.
5. Archive the documents and evidence relating to the process.

What should you do when employment terms change?

A change in position, remuneration, working hours or other circumstances may require both written documentation between the parties and an electronic employment record. Any employment addendum should therefore reach the person responsible for payroll immediately after it is signed.

Why is accuracy so important?

The electronic employment record forms part of the employee’s employment history. Incorrect dates, legal grounds or employment parameters can create problems for both the employer and the employee. Prevention is usually easier than correcting the information afterwards.

DESLIN provides Payroll Services covering employment documentation, electronic employment records, payroll and ongoing employment and social security administration.

This material is for general information only and is current as of 21 August 2026. The rules in force at the relevant time should be applied to each specific employment relationship.