Whatever the reason may be for parting ways, when an employment relationship comes to an end it can be a time-consuming process and disruptive to the business. Sometimes a mutual consent termination is the best way to ensure a clean break and limit the employer's financial exposure. We can navigate employers through employment terminations and negotiate exit terms.

We draft and advise on the legal documentation needed to dismissal in the following cases: 

• A closure or part closure of the business 
• Reduction of personnel 
• Diminution of work or ceasing of work for more than 15 business days
• Lack of efficient capacity to execute the work 
• Relocation of the business and refusal of employee to follow the business
• Change of requirements for a particular position if the employee does not satisfy the said requirements or 
• Where performance of an employment contract is objectively impossible 
• Disciplinary proceedings

Bulgarian law provides for special dismissal protection to the following categories of employees:

• pregnant employee or employee in advanced stages of in-vitro treatment; 
• female employee with children under the age of three; 
• disabled employee; 
• an employee suffering from any of the following diseases: ischemic heart disease, active tuberculosis, cancer, occupational disease, mental illness or diabetes; 
• employees on leave permitted under the Labour Code; 
• employees, acting as an employee representative under health and safety legislation; 
• employees who are members of a special negotiating body of a European Works Council or of a representative body of European trading or cooperative society; 
• employees who are members of trade unions at the enterprise 

If an employer wishes to dismiss employees who enjoy special dismissal protection, advance permission from the General Labour Inspectorate or consent of the relevant trade union body must be obtained for each such employee in order for the dismissal to be lawful.