For businesses in BulgariaRecruitment
Contract, job description and onboarding documents.
COMPLWISE · BUSINESS SERVICES
Employment documents
Check whether your company's employment documentation is complete and up to date
Service price89 €One-time · Payment before the questionnaire
No account required · Assessment before generation
Check your company
Who it is for
Every employer with at least one employee under an employment relationship.
01
What we check
Six areas that determine the actions needed.
Internal rules
Workplace rules, remuneration and work organisation.
Working time and leave
Hours, schedules, breaks, leave and specific working regimes.
Changes and termination
Agreements, orders and documents appropriate to the legal ground.
Employment Register
Events requiring entry and their applicable deadlines.
Personnel files
Completeness of personnel files and currency of existing documents.
02
How it works
From company information to the final documents.
- 01
Company
Enter EIK and review the company details.
- 02
Payment
One-time payment; return to the questionnaire.
- 03
Questionnaire
Service-specific questions and optional uploads.
- 04
Documents
Selection according to your answers and priorities.
- 05
Preview
Review the generated package; no second payment.
- 06
Download
Download link; files deleted after five days.
03
Documents and review priorities
Click a document name for its purpose, contents and applicability.
P1 — review first · P2 — case dependent · P3 — specialist review. These are review priorities; the questionnaire determines the final package.
P1 · Review firstA written employment contract
- Purpose
- Describes agreed employment terms or a specific amendment.
- What it covers
- Parties, position, workplace, pay, hours, duration and applicable terms.
- When it is included
- When hiring under an employment relationship; terms are established for the particular position.
P1 · Review firstA job description
- Purpose
- Links a position to specific duties and objective requirements.
- What it covers
- Duties, responsibilities, skills, conditions and links to other positions.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P1 · Review firstInternal remuneration rules
- Purpose
- Makes pay criteria and their organisation traceable.
- What it covers
- Levels, components, objective criteria, responsibilities and change rules.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P1 · Review firstSupplementary agreements
- Purpose
- Describes agreed employment terms or a specific amendment.
- What it covers
- Parties, position, workplace, pay, hours, duration and applicable terms.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
More documents (11)
P1 · Review firstDocuments for changes in position, remuneration, hours or workplace
- Purpose
- Makes pay criteria and their organisation traceable.
- What it covers
- Levels, components, objective criteria, responsibilities and change rules.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P1 · Review firstApplications, notices, agreements or orders appropriate to the legal ground
- Purpose
- Provides understandable information to the people concerned.
- What it covers
- Activities, purposes, recipients, periods, rights and contacts appropriate to the case.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P2 · Case dependentRequired onboarding documents and declarations
- Purpose
- Supports the particular entry, publication or other formal action.
- What it covers
- Required particulars, applicant, relevant circumstances and attachments.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P2 · Case dependentDocuments for the employee's personnel file
- Purpose
- Documents the specific part of the procedure identified by the document name.
- What it covers
- Company details, specific actions, responsible persons and relevant attachments.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P2 · Case dependentEvidence relevant to admission to work and the required register entry
- Purpose
- Maintains a structured record of activities and responsibilities for this service.
- What it covers
- Activities or events, responsible persons, dates, versions and traceable records.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P2 · Case dependentInternal workplace rules
- Purpose
- Documents the specific part of the procedure identified by the document name.
- What it covers
- Company details, specific actions, responsible persons and relevant attachments.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P2 · Case dependentWorking time, breaks, shifts and leave arrangements
- Purpose
- Documents the specific part of the procedure identified by the document name.
- What it covers
- Company details, specific actions, responsible persons and relevant attachments.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P2 · Case dependentSchedules, orders and records relevant to the actual working regime
- Purpose
- Maintains a structured record of activities and responsibilities for this service.
- What it covers
- Activities or events, responsible persons, dates, versions and traceable records.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P2 · Case dependentOrders and relevant entries in the Employment Register
- Purpose
- Maintains a structured record of activities and responsibilities for this service.
- What it covers
- Activities or events, responsible persons, dates, versions and traceable records.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P2 · Case dependentDocuments concerning compensation and settlement of employment entitlements
- Purpose
- Documents the specific part of the procedure identified by the document name.
- What it covers
- Company details, specific actions, responsible persons and relevant attachments.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
P2 · Case dependentThe relevant electronic employment record
- Purpose
- Maintains a structured record of activities and responsibilities for this service.
- What it covers
- Activities or events, responsible persons, dates, versions and traceable records.
- When it is included
- Applicability depends on activities, existing documents and questionnaire answers.
In preparation. Ordering will be available after the service is ready.
Detailed requirements, dates and sourcesLegal information and details for specific cases
About this service
An employment contract is only part of the employer’s documentation. Recruitment, workplace rules, working time, amendments, leave and termination each have their own requirements.
Complwise assesses your staffing and working arrangements, reviews existing documents and identifies what needs to be prepared or updated.
What does employment documentation cover?
The assessment covers the employment relationship from recruitment to termination, including personnel files, working time, pay rules, leave, remote work, changes to terms, disciplinary procedures and the Employment Register.
Who does it apply to?
Every employer with at least one employee under an employment relationship — including sole traders, single-member limited liability companies, limited liability companies and other employers.
There is no general exemption from employment documentation simply because a company has few employees. The required package depends on employee numbers, positions, contract types and working arrangements.
Why is it needed?
The employer must document employment terms and the organisation of work. Documents should reflect actual conditions, and changes must be recorded within the applicable deadlines.
A standard contract alone does not establish complete personnel files or compliant internal rules.
What documents might be needed?
On recruitment
- A written employment contract.
- A job description.
- Required onboarding documents and declarations.
- Documents for the employee’s personnel file.
- Evidence relevant to admission to work and the required register entry.
For the organisation of work
- Internal workplace rules.
- Internal remuneration rules.
- Working time, breaks, shifts and leave arrangements.
- Schedules, orders and records relevant to the actual working regime.
When terms change
- Supplementary agreements.
- Documents for changes in position, remuneration, hours or workplace.
- Orders and relevant entries in the Employment Register.
On termination
- Applications, notices, agreements or orders appropriate to the legal ground.
- Documents concerning compensation and settlement of employment entitlements.
- The relevant electronic employment record.
Specific regimes, such as remote work, part-time or fixed-term employment, additional employment and summarised working-time calculation, require an individual assessment. Special protection may also apply to particular employees or employer actions.
Employment Register and electronic employment records
The Bulgarian Employment Register has applied to employment relationships under the Labour Code since 1 June 2025. Employers submit an electronic employment record in the cases specified by law.
- Three days: conclusion of an employment contract and amendments subject to entry.
- Seven days: termination of an employment relationship.
The exact entry and data depend on the event. Late entries and corrections are subject to the applicable procedure; preparing a document does not itself submit an entry to the National Revenue Agency.
When should employment documentation be updated?
- Hiring or terminating employees.
- Changes to job duties, pay, hours, workplace or contract terms.
- New working-time arrangements, shifts or remote work.
- Changes to internal workplace or remuneration rules.
- Relevant legislative changes or an inspection finding.
There is no universal requirement to rewrite every employment document each year. Updates follow actual changes and the applicable legal requirements.
Already have employment documents?
Documents may exist but no longer reflect current staffing or work organisation. A company that changes positions, introduces remote work or alters pay arrangements should check whether its contracts, job descriptions and rules still correspond to practice.
Regulatory changes
With monitoring activated, relevant changes in employment legislation, electronic records, deadlines and documentation requirements can be linked to the company’s service record. Email notifications continue until you unsubscribe.
Who supervises compliance?
General Labour Inspectorate Executive Agency
The Labour Inspectorate supervises compliance within its statutory remit and may issue binding instructions. The National Revenue Agency administers the Employment Register within its responsibilities.
What sanctions might apply?
The type and amount of a sanction depend on the specific infringement, legal provision and circumstances, including repeated infringements where relevant. Missing documents, incorrect employment arrangements and failure to make required entries must be assessed separately.
There is no single automatic fine for every incomplete personnel file. The check identifies the relevant requirement and the action needed.
How does the check work?
- 01
Identify the employer
Enter the EIK to establish the company details used in the documents.
- 02
Describe how work is organised
Provide staff numbers, positions, contract types, working-time arrangements and any special regimes.
- 03
Identify existing documents
List what you have and optionally upload contracts, rules, job descriptions and other relevant documents.
- 04
Assess the requirements
Determine which obligations apply to the employer and its actual employment relationships.
- 05
Review the employment gap analysis
See items classified as current, requiring review, requiring an update, missing or not applicable.
- 06
Choose the documents
Select the documents to prepare or update according to the identified gaps.
- 07
Review, pay and download
Review the documents, complete payment and receive the final files and an email download link. Generated files are automatically deleted after five days.
Upload existing employment documents
Existing documentation can be assessed rather than replaced automatically. The review distinguishes suitable documents from outdated or missing items and identifies changes required by your working arrangements.
Keep track after the initial check
With monitoring activated, track relevant changes, responsibilities, document versions, tasks and deadlines. Update the company’s information when staff or work arrangements change.
Your company changes. Employment documents should keep pace.
Official sources
NRA — Регистър на заетостта · Labour Inspectorate
Main implementation dates last checked: 3 October 2026. Applicability is assessed for the individual case.