Flexible working arrangements are becoming an important part of workforce management, particularly for working parents who are trying to balance their professional and family responsibilities. This article provides an overview of the parent rights to flexible working arrangements and the employer corresponding obligations in Bulgaria.
The Employee’s Right to Request Flexible Working Arrangements
Under the Bulgarian Labor Code, employees – parents (or adoptive parents) of children under 12 years of age, may submit a written request to the employer for a temporary change in their working conditions.
Requested changes:
• other temporary changes in working relationships that will facilitate the reconciliation of work and family responsibilities.
• changes to the duration or distribution of working hours;
• remote or hybrid work arrangements; or
Тhe legislation grants employees the right to submit а request but does not create an automatic right.
Any modification of the employment relationship requires the mutual written agreement of both parties and cаn be implemented if it is operationally feasible for the employer.
Employees have the right to request a return to the working conditions prior to the temporary agreement, before the expiration of the agreed term.
Employer Obligations
When receiving a request from a parent (adoptive parent) employee for a temporary change in working conditions, employers are required to review the request and carefully consider the employee’s circumstances and the operational needs of the business.
If the requested changes cannot be implemented, the employer must provide the employee with a reasoned written response within 14 days, clearly stating the reasons for the refusal (legitimate business considerations rather than general statements).
Early dialogue between the employer and the employee can often help identify practical solutions that balance operational requirements with the employee’s family responsibilities.
Employer and Payroll Implications
Changes to working time, work schedules, or remote working arrangements affect payroll administration, time and attendance systems, internal HR procedures, and workforce planning.
Employers should ensure the agreed changes are properly documented and reflected in payroll records, employment documentation, and internal policies.
Eurofast’s Take
At Eurofast, we support employers in navigating the practical implications of changing employment and payroll implications. Obtaining local employment and payroll advice before introducing flexible working arrangements can help ensure compliance while supporting business continuity.Clear internal procedures and proper documentation enable employers to manage flexible working requests consistently while meeting their legal obligations and ensuring effective workforce management.
For more specific details, reach out to our team in Sofia at [email protected]