Last updated 2025-08-22
Quick overview
Bulgaria currently does not require private employers to report on gender pay gaps. The existing legal framework ensures equal pay for equal work but lacks systematic reporting or transparency mechanisms. This will change significantly by June 7, 2026, when Bulgaria must transpose the EU Pay Transparency Directive. Employers operating in Bulgaria should anticipate new obligations related to pay reporting, transparency in recruitment, and employee rights to pay information.
Reporting requirements
Which companies must report?
At present, there are no mandatory reporting obligations for private employers in Bulgaria. Public reporting of gender pay gaps is not required.
What information needs to be reported?
No formal reporting of gender pay gap data is currently mandated.
When and where to send the data?
There are no official reporting platforms or procedures in place yet.
Who can see the results?
Since no employer reporting is required today, no results are made publicly available.
Equal pay laws
The Bulgarian Labor Code prohibits discrimination in employment and guarantees equal pay for equal work. This principle applies to both men and women across sectors. However, the law does not currently require employers to collect or publish data on pay disparities. Enforcement depends on employees filing complaints or legal action, rather than systematic oversight by authorities.
Employee rights
Employees in Bulgaria have the right to equal treatment and pay for work of equal value. If an employee believes they are discriminated against based on gender, they may submit a complaint to the Commission for Protection against Discrimination or take the matter to court. However, employees do not currently have a general right to request gender pay gap data from their employer.
Risks of non-compliance
Because there is no gender pay reporting framework today, risks are mainly tied to violations of general equal pay and anti-discrimination laws. Employers can face administrative fines and legal claims from employees if discrimination is proven. The system places the burden of proof largely on the employee, making enforcement limited in practice.
What will change by 2026
New EU-wide rules
The EU Pay Transparency Directive introduces significant obligations for employers:
Pay transparency in hiring, including pay ranges in job postings or disclosure before interviews
Ban on asking candidates about salary history
Annual or triennial gender pay gap reporting depending on company size
Disclosure of mean and median gender pay gaps, bonus distribution, pay quartiles, and pay gaps by job category
Joint Pay Assessments if unjustified pay gaps of 5% or more persist for six months
Expanded employee rights to request pay information
Stronger enforcement, including reversal of the burden of proof, compensation rights, and penalties
How Bulgaria is likely to apply them
Bulgaria has not yet published draft legislation. The Ministry of Labor and Social Policy or the national equality body is expected to set up a reporting platform. Employers will likely need to submit reports digitally and ensure both employees and the public can access the data.
Given Bulgaria’s existing anti-discrimination framework, it is probable that the Labor Inspectorate and the Commission for Protection against Discrimination will play enforcement roles. Employers should expect both administrative penalties and legal risks for failing to comply once the Directive is transposed.
FAQ
Does Bulgaria currently require gender pay gap reporting?
No. There are no obligations in place for private employers as of 2025.
When will Bulgarian employers have to report pay gaps?
The first reports will be due in 2027, covering data from 2026, for companies with 250 or more employees.
Will smaller companies be affected?
Yes, but later. Companies with 150–249 employees must report every three years starting in 2027. Companies with 100–149 employees must report every three years starting in 2031.
What about companies under 100 employees?
They will not be required to report under the Directive. However, they must still comply with equal pay laws and may be impacted by new pay transparency obligations in recruitment.
Will employers have to change their recruitment processes?
Yes. Employers will need to disclose pay ranges in job postings or before interviews, and they will be prohibited from asking candidates about their salary history.
What happens if a company has a large pay gap?
If the gap is 5% or more within a category of workers and cannot be justified by objective factors, the employer must conduct a Joint Pay Assessment with employee representatives.
Helpful resources
European Commission – EU Pay Transparency Directive overview
Bulgarian Labor Code (provisions on equal pay and non-discrimination)
Commission for Protection against Discrimination – guidance on employment rights
