Changes to the Labour Code

Bill for amendments of the Labour Code has been published in State Gazette, Issue 54. The amendments to the Labour Code entered into force on the date of their promulgations, 17 July 2015.

The employer shall be entitled to terminate unilaterally with a prior written notice the employment contract with an employee, who has acquired the right to retire.

The law introduces the right of mothers to benefit from additional leave for nurturing a fourth or a following child until the child reaches the age of 2 instead of the former possibility of using unpaid annual leave.

Subject to explicit regulations become the labour contracts for a short-term seasonal and agricultural work. Such contracts can be concluded with a register farmer for a one-day work. The overall period of the contract shall not exceed 90 business days per year. The contract shall include information concerning the parties, job position, place of work, amount of remuneration, date of performance of the obligations, duration and beginning and end of the working day as one business day is equal to 8 hours. Remuneration shall be paid in the end of the working day in cash against receipt signed by the employee. The employees under such contracts are subject to social security for the risks of disability due to general illness, age and death, accident at work and professional disease. Compensation for short-term disability due to accident at work and professional disease shall be paid for a maximum period of 90 calendar days.

Employers shall no longer be obliged to keep and approve a schedule for paid annual leaves for the next year. They are also released from the obligation to develop the rules concerning the healthy and safe working conditions. However, employer shall be required to keep a personal file of each of its employees containing the documents for beginning, existence and termination of their relations, while the employee shall be entitled to receive certified copies of each document kept in the file.

Amendments are introduced in the provisions concerning disciplinary sanctions. Sanctions shall be imposed by employees at managing position authorized by the employer to represent the employer with regard to disciplinary procedures.