Work permits, EU Blue Cards, intra-company transfers, the labour market test and employer compliance — how corporate immigration in Bulgaria works, and how to plan for it.
Why Corporate Immigration Requires Specialist Planning
Unlike personal immigration (where delays affect one person), corporate immigration delays affect business operations, project timelines, client commitments and — in some cases — significant financial contracts. A specialist who secures a work permit one week faster than expected can make the difference between winning and losing a project.
Bulgarian corporate immigration law is also genuinely complex. The framework involves multiple authorities — the Employment Agency, the Migration Directorate, the National Revenue Agency and in some cases the Ministry of Economy — each with their own procedures, timelines and quirks. Coordinating between them efficiently requires experience.
Work Permit Categories for Foreign Employees
1. Single Permit (Combined Work and Residence)
Since Bulgaria implemented EU Directive 2011/98/EU, most third-country nationals working in Bulgaria apply for a single permit that combines the right to work and reside. This simplified the process significantly, replacing the old two-step system of obtaining a work permit first, then a residence permit separately.
The single permit is issued by the Migration Directorate following a positive decision from the Employment Agency. The employer initiates the process and must demonstrate that no suitable Bulgarian or EU national was available for the position (the labour market test).
2. EU Blue Card
The EU Blue Card is designed for highly qualified workers — those with a university degree and a job offer with a salary at least 1.5 times the average gross salary in Bulgaria. As of 2025, this threshold is approximately €1,790–2,045/month gross.
Advantages of the EU Blue Card over the standard single permit:
- —Faster processing in some cases
- —Easier family reunification for the card holder’s family
- —Simplified mobility to other EU member states after 18 months
- —Pathway to long-term residence after 5 years in the EU (including periods in other EU states)
3. Intra-Company Transfer (ICT)
For multinational companies seconding employees to their Bulgarian entity, the Intra-Company Transfer permit is the appropriate route. ICT permits are available for managers, specialists and trainee employees and can be issued for up to 3 years (managers/specialists) or 1 year (trainees).
The Bulgarian host entity must be established and legally operating in Bulgaria. The relationship between the sending and receiving entities must be documented.
4. Seasonal Work Permit
For companies in agriculture, tourism and hospitality employing seasonal workers (e.g. fruit pickers, hotel staff), Bulgaria offers a seasonal work permit for a maximum of 90 days per calendar year, extendable to 180 days in some sectors. The procedure is faster than the standard work permit but strictly limited to seasonal activities.
The Labour Market Test — What Employers Need to Know
Before issuing a work permit for a third-country national, the Employment Agency requires the employer to demonstrate that the position could not be filled by a Bulgarian or EU/EEA citizen. This is the labour market test, and it involves:
- —Publishing the vacancy with the Bulgarian Employment Agency for at least 15 days
- —Demonstrating that no suitable candidates applied or were available
- —Providing documentation of the recruitment process
Certain categories of employees are exempt from the labour market test, including EU Blue Card applicants, ICT employees, and workers in occupations on Bulgaria’s shortage occupation list. A specialist can advise you whether your specific hiring situation qualifies for an exemption.
Registering a Branch of a Foreign Company
Foreign companies wishing to conduct business in Bulgaria without establishing a separate Bulgarian legal entity can register a branch (клон) with the Bulgarian Commercial Register. A branch is not a separate legal entity — it acts in the name of the parent company — but it allows the company to:
- —Operate commercially in Bulgaria
- —Hire employees locally
- —Sponsor work permits for foreign employees
- —Issue invoices and enter into contracts under Bulgarian law
Branch registration involves submitting documents about the parent company (certificate of incorporation, articles of association, evidence of directors) — all apostilled and translated — to the Bulgarian Commercial Register. The branch must appoint a local representative who has a Bulgarian address.
Immigration Timeline for Corporate Cases
| Stage | Estimated Timeline |
|---|---|
| Labour market test (vacancy publication) | 15–30 days |
| Employment Agency work permit decision | 30 days |
| Visa D issuance (embassy abroad) | 14–30 days |
| Single permit / residence permit in Bulgaria | 14–30 days |
| Total (from initiation to employee starting work) | 2–4 months |
Key Compliance Obligations for Employers
Hiring a foreign national in Bulgaria creates ongoing compliance obligations that employers must manage carefully:
- Registration with the National Revenue Agency (NRA)
- the employment contract must be registered within 3 days of signing
- Permit renewal tracking
- single permits and Blue Cards must be renewed before expiry; the employer typically initiates renewal 2–3 months in advance
- Notification of changes
- changes to the employee’s role, salary, work location or contract must be notified to the Migration Directorate
- Termination notification
- if the employment relationship ends, both the Employment Agency and Migration Directorate must be notified
How Immigro Supports Corporate Clients
Immigro provides end-to-end corporate immigration support, including:
- Immigration audit
- reviewing your current workforce’s permit status
- Strategic planning
- advising on the most efficient permit category for each hire
- Full work permit and residence permit preparation
- Branch or company registration in Bulgaria
- Ongoing compliance management and renewal tracking
- HR training on immigration obligations