Implementation of the Electronic Employment Record (EER)
Employer Obligations in the Introduction of the Electronic Employment Record in Bulgaria
From June 1, 2025, all employers in Bulgaria are required to transition to the Electronic Employment Record (EER), which will replace the existing paper format. This requirement is part of the new centralized Employment Register, administered by the National Revenue Agency (NRA). Employers have various responsibilities related to the recording and management of employment information for their employees.
What is the Electronic Employment Record?
The Electronic Employment Record is part of the centralized Employment Register maintained by the National Revenue Agency (NRA). It contains a unified Electronic Employment Record (EER), which includes all data and circumstances related to an employee’s work activity. The EER serves as an official certifying document for work experience and related employment details.
The Electronic Employment Record contains all key data and employment details of an employee’s professional journey. It is stored in digital format and is accessible via an electronic platform provided by the NRA.
Key data included in the EER:
► Employee identification data (name, Personal Identification Number)
► Employer information (company name, Company ID, legal status)
► Start and termination dates of the employment relationship
► Job title, base salary, and working hours
► Changes in position, salary, and working conditions
► Leaves, sick leave, and other employment-related records
► Reason for contract termination
► Work experience and social security entitlements
Transition Period and Employer Obligations
By June 1, 2025, employers must prepare for the transition to the electronic system by ensuring the necessary technical infrastructure and training their staff to work with the new register. After this date, all new employment relationships will be registered electronically, while existing paper-based employment records will remain valid, but all new entries will be made in the electronic register.
Employers are required to:
Register all new employment relationships in the NRA’s electronic register instead of issuing paper employment records.
Submit information on existing employment relationships within the deadlines set by the legislation.
Provide employees with access to their electronic employment records through the designated platform.
Ensure the accuracy of entered data and promptly reflect any changes.
Once the system is fully implemented, employers must comply with the following requirements:
Updating Employment Information
Any changes in employment relationships (hiring, reassignment, termination) must be recorded in the electronic system within 7 days.
Entry of leave records, including paid annual leave, sick leave, and unpaid leave.
Updating salary information, social security contributions, and additional benefits, if applicable.
Termination of Employment
Upon termination of an employment contract, the employer must record this in the electronic system within 7 days of the employee’s last working day.
The employee automatically receives an electronic confirmation of contract termination.
Data Storage and Protection
Compliance with security and data protection requirements under the General Data Protection Regulation (GDPR).
Limited access to electronic employment record information – the employer has access only to data related to the current employment contract.
Access to the Electronic Employment Record
Each employee has secure access to their electronic employment records through the NRA’s dedicated portal, ensuring transparency and ease of use. This platform allows employees to review their work history, track employment details, and verify recorded information at any time. Employers, on the other hand, can retrieve only the necessary employment details of their current staff, strictly adhering to data protection regulations. Access is limited to essential records required for administrative and legal purposes, excluding previous salary history, compensation details, and confidential employment records from past employers. This system enhances data security, reduces administrative burdens, and ensures compliance with labor regulations.
Benefits of the Electronic Employment Record
Simplified information access: Employees and employers can quickly and easily verify work experience and related records.
Reduced administrative burden: Eliminates the need for maintaining paper documents and associated procedures.
Enhanced data security: The centralized system ensures the protection of personal information and reduces the risk of document loss or damage.
The introduction of the Electronic Employment Record is a step towards modernizing labor relations in Bulgaria, ensuring greater transparency and efficiency for both employees and employers.
Our Services for Implementing the Electronic Employment Record:
① HR Consultation and Legal Support
Analysis of the regulation’s requirements and their impact on your organization.
Preparation of internal HR policies and procedures to ensure compliance with new regulations.
Provision of consultations with labor law and GDPR experts regarding data protection in the new system.
② Digitization of Employment Records
Complete processing and digitization of employee contracts and records.
Structuring and entering data in compliance with the new electronic register.
③ HR Outsourcing and Employment Administration
Complete administration of employment records through our HRIS platform, integrated with the NRA register.
Timely recording of all changes in employment relationships – hiring, reassignment, termination, leaves, and social security status updates.
④ HR Staff Training
Conducting seminars and practical training on properly using the electronic system.
Providing support and explanations regarding the new regulations.
Preparation of reports and documents for employees, automatically integrated with the NRA.
Minimization of administrative burdens on companies through fully outsourced HR process management.
Why Choose Horizons Bulgaria?
✔ Expertise in HR outsourcing and labor legislation – extensive experience in providing legal and administrative solutions.
✔ Professional HRIS and digital system management – effective integration with NRA requirements and data protection.
✔ Minimal employer involvement – we handle the process while you focus on your core business.
✔ Guaranteed labor law compliance – reducing the risk of penalties and non-compliance when implementing the Electronic Employment Record.
How to Get Started?
Contact us for consultation and personalized solutions regarding the transition to the Electronic Employment Record.
GET IN TOUCH WITH US FOR HR SERVICES
☎ +359 886 83 71 81
Example Pricing Models
① HR Consultation and Legal Support
One-time consultation – between 100 and 300 BGN for regulation analysis and company-specific needs.
Complete legal audit and adaptation of internal procedures – from 500 to 2000 BGN.
② Digitization of Employment Records
Processing and digitization of archives – 5 – 10 BGN per document.
Conversion of physical employment records to digital format – 10 – 25 BGN per employee.
③ HR Outsourcing and Employment Administration
Basic HR outsourcing (processing EER and data submission to NRA) – 20 – 50 BGN per employee/month.
Comprehensive package (Payroll + HRIS + legal support) – 50 – 150 BGN per employee/month.
④ HR Staff Training
Group training for working with EER – 1000 – 3000 BGN.
Individual consulting and practical preparation – 200 – 500 BGN per session.
⑤ Payroll and HR Services Outsourcing
Payroll processing and social security administration – 15 – 50 BGN per employee/month.
Full payroll package (including annual tax declarations and social security reports) – from 1000 BGN/month for small businesses, up to 5000+ BGN for large organizations.