17.10.2022
TO THE ATTENTION OF BUSINESSES: A PROCEDURE HAS BEEN LAUNCHED TO HELP SMALL AND MEDIUM-SIZED ENTERPRISES
The procedure under the National Plan for Recovery and Resilience, which is for obtaining grants through the selection of proposals for the implementation of investments from final recipients "Solutions in the field of information and communication technologies and cyber security in small and medium-sized enterprises", has been announced today, 17.10.2022, at the following link: https://eumis2020.government.bg/.
The current procedure is in implementation of the "Economic Transformation Program" investment to the "Intelligent Industry" component of the National Recovery and Resilience Plan and aims to contribute to accelerating the transition to digitalization of the economy by providing grants for implementation of information and communication technologies and solutions ensuring an increase in the level of digitization of small and medium-sized enterprises.
The aid under this procedure is granted under the terms of the "de minimis" regime, according to Commission Regulation (EU) No. 1407/2013 of 18 December 2013, on the application of Articles 107 and 108 of the Treaty on the Functioning of the European union to de minimis aid.
The maximum amount of aid for the same enterprise in the "de minimis" regime applied for, together with the other minimum aid received by the applicant, cannot exceed the BGN equivalent of EUR 200,000 (BGN 391,166) and, accordingly, the BGN equivalent of 100,000 euros (195,583 BGN).
Minimum amount of grant funding for an enterprise - BGN 3,000.
Maximum amount of grant funding for an enterprise - BGN 20,000.
The maximum intensity of grant funding for each individual investment proposal under the procedure for micro, small and medium-sized enterprises is up to 100%. According to the current procedure, the maximum aid intensity can be up to 100%, and there is no requirement for the co-financing of the costs for the implementation of the investments by the applicants.
Eligible candidates:
Only candidates who meet the following criteria are eligible under this procedure through the selection of proposals for the implementation of investments from final recipients:
1) To be merchants within the meaning of the Trade Act or the Cooperatives Act.
2) Be registered no later than 31.12.2019.
3) To be micro, small and medium-sized enterprises within the meaning of Art. 3 and Art. 4 of the Law on small and medium-sized enterprises and the Commission's Recommendation of 6 May 2003, regarding the definition of micro, small and medium-sized enterprises (OJ L 124, 20.5.2003, p. 36).
4) To have realized net revenue from sales for the 2021 financial year depending on the category of the applicant enterprise, as follows:
Micro enterprise ≥ BGN 41,000
Small enterprise ≥ BGN 82,000
Medium enterprise ≥ BGN 123,000
5) To have an average staff number for 2021 that is ≥ 1 employed person. When determining compliance with the requirements under item 4) and item 5), only the data on net sales revenue and the average number of personnel of the applicant enterprise will be taken into account, without taking into account the data of related enterprises and/or enterprises - partners (if applicable), which served to determine the category of the applicant (micro, small or medium enterprise) in accordance with art. 3 and Art. 4 of the Law on Small and Medium Enterprises.
6) Have requested support for their main economic activity according to the Classification of economic activities - CEA-2008, described in Appendix 8. Under the current procedure, applicants can only request support for the code of their main economic activity according to KID-2008.
7) Applicants can participate in the procedure through project selection and receive free funding if their main economic activity is not one of the following sectors:
- sector A "Agriculture, forestry and fisheries";
- sector C "Mining Industry";
- sector F "Construction";
- sector R "Education";
- sector Q "Human health and social work": section 87 "Medical-social care with accommodation" and section 88 "Social work without accommodation".
Eligible Activities:
According to the procedure, services and solutions from the following three groups are eligible according to the "List of eligible services and solutions in the field of ICT":
- Group I. ICT services/solutions for digital marketing, platforms, websites and mobile applications;
- Group II. ICT services/solutions for optimization of management, production and logistics processes;
- Group III. ICT services/solutions to ensure cyber security in enterprises.
Proposals for the implementation of investments may include one or more of the services/solutions according to the "List of eligible ICT services and solutions" of Appendix 12. Applicants must include the selected services/solutions in Appendix 13 "Requested services and solutions according to the List of eligible ICT services and solutions'.
A mandatory element of all ICT services and solutions is the provision of training for the employees of the candidate enterprise to work with the implemented ICT solutions.
In the event that proposals for the implementation of investments include the implementation of a Resource Management System (ERP system), specified in item 4 of the List of eligible services and solutions in the field of ICT, it is not permissible to include implementation services/solutions of the individual modules specified in items 6, 7 and 8 of the List. Proposals may include either a service/solution for the implementation of a complete ERP system (Item 4 of the List) or services/solutions for the implementation of the individual modules specified in Item 6, Item 7 and Item 8 of the List.
The services and solutions according to the "List of eligible ICT services and solutions" included in the proposals can be introduced/used as:
- ready-made solutions corresponding to the needs of the enterprise;
- personalized services/solutions developed in accordance with the needs of the enterprise;
- SaaS (Software as a service) when applicable.
In the event that proposals for the implementation of investments include a service for the introduction and certification of an information security management system, according to the requirements of the international standard BDS ISO/IEC 27001, the mandatory final result is the acquisition of a certificate for the introduced management system (IS ). If the corresponding certificate for SU is not received within the project implementation period, the costs incurred for its introduction and certification will not be recognized. The certificate should be issued by a certification body accredited according to ISO/IEC/17021 or subsequent versions of:
and/or
The ICT services/solutions included in the proposals for the implementation of investments should be used/maintained in the enterprise - the final recipient for at least 1 (one) year from the final payment.
The ICT services/solutions should be purchased on market terms from third parties unrelated to the buyer and should be accounted for by the entity receiving the aid according to the applicable accounting standards, and should remain linked to the investment implementation proposal, for which the aid was granted, for a period of at least 1 (one) year after the final payment.
The following types of expenses are eligible under this procedure:
1) Costs for services and solutions according to the "List of eligible ICT services and solutions" of Appendix 12.
The costs for the requested services/solutions should be set by the applicants in Appendix 13 "Requested services and solutions according to the List of eligible ICT services and solutions"
The duration of each proposal for the implementation of an investment should not exceed 12 (twelve) months, counted from the date of entry into force of the financing contract with the final recipient.
Application deadline: 12/19/2022 4:30 p.m.
The submission of proposals for the implementation of an investment under this procedure is carried out entirely electronically by filling in a web-based Application Form and submitting the Form and the accompanying documents through ISM-ISUN 2020, section NPVU only with the use of a valid Qualified Electronic Signature (QES), issued by a provider of qualified electronic authentication services within the meaning of Art. 3, paragraph 20) of Regulation (EU) No. 910/2014, through the "E-candidacy" module at the following Internet address: https://eumis2020.government.bg/.
Applicants may ask additional questions and request clarifications regarding the Application Conditions up to 21 days before the application deadline. Additional questions can be asked in the ISM-ISUN 2020, National Plan for Recovery and Resilience section through the "Electronic application" module, in the section of the procedure "Decisions in the field of information and communication technologies and cyber security in small and medium-sized enterprises", section "Explanations on the procedure".
The answers to the candidates' questions are published in ISM-ISUN 2020, section NPVU and on the website of the CIS of PIT (https://mig.gov.bg) within 10 days of receiving them, but no later than 14 days before the application deadline.
17.10.2022
BBR'S DIGITAL PLATFORM PROVIDES RESOURCES FOR STARTING YOUR OWN BUSINESS
With a general business or an employee for life - nowadays this is not a dilemma for more and more people who choose to manage their own time and professional growth and embark on their own business venture. Although it sounds easy to achieve, growing your own business is much more than an idea and actually requires a lot of research, work, analysis and, possibly, making mistakes.
If you are currently on the threshold of a new stage in which you want to leave employment in the past and become your own boss, you will surely benefit from having an advisor by your side. Someone to help you in making decisions, in preparing a business plan, a marketing concept and many more details that you probably don't even think about. However, hiring a consultant is quite an expensive investment, so most people go it alone and rely on their own efforts.
There are a few steps at the beginning of this long process that you should be aware of. To begin with - the idea. Are there other similar businesses developed, how do they function and what is their unique advantage are questions you should ask yourself before you start anything.
Then comes the business plan – what you will do, what are the dangers and risks, but also the benefits and opportunities, what are the expected costs and when will you possibly break even. Where there is potential for growth and who can benefit you with resources (human or financial) and who is the worst option for the development of your business - all these you must be ready to answer frankly. Registering a company is the next step, which seems simple, but if it's your first time, it's better to use the services of a company that will save you time and nerves.
Congratulations, you now have a company, you are its manager, you can start your business! This is the stage where many people realize that there is something they have been missing, namely the need for advertising. No one is bigger than advertising and that certainly applies to your business idea too, so roll up your sleeves and start exploring promotion options. Online advertising is the most sought after of all other types these days, but if your business requires outdoor, radio or television advertising – turn to these channels. It is a good idea to consult a marketing specialist to help you formulate a strategy and help you implement it and "spin" the business as quickly and successfully as possible.
These are basically the main steps on the way from an idea to a working business, only if it were that simple, surely everyone would have their own business. The truth is that at every stage you will encounter stumbling blocks and problems, and if you want to feel a little more confident in what you are doing, you need an experienced partner.
But who is he?
Born specifically to support people starting a business in Bulgaria, the Business Booster digital platform offers help from the first step to the success of any idea. The platform was created by the Bulgarian Development Bank (BDB) and aims to support small and medium-sized businesses right from the start, as well as to cope with challenges and grow confidently.
Business Booster provides key resources and services that help in the creation, support and development of small and medium-sized businesses in Bulgaria. The platform can be an important partner for start-up entrepreneurs in the country, giving them the opportunity not only to apply for funding, but also to find the most accurate and useful information for their business.
Business Booster contains several key elements - business academy, e-market, possibility of online consultation and application for funding in real time. The service started with the "Microstart" program, which offers financing of up to BGN 50,000, and the addition of new financial programs for the needs of small and medium-sized businesses will soon follow.
All users can count on the assistance of Vicky, a digital 3D animated assistant who will help you every step of the way, so that you can use the platform with pleasure and ease. The chatbot will navigate you through the main sections of the platform and answer your questions.
To fully meet the modern demands of people, the platform provides fully online document management and does not require physical presence in an office. Everything is signed online, and the creation of a company profile is done by entering the EIC, after which the data is loaded automatically through integration with the Commercial Register.
You need a qualified electronic signature, and the Credit Quest back office system will be introduced by the end of the year, which will speed up the processing of credit applications.
For those of you who need a little refresher or literally to acquire new knowledge, the free business academy will come in handy. It collects information, manuals and resources to start your business.
The platform will also assist you with the sometimes difficult task of creating a digital face of your business - a website or an online store. Integrated within Business Booster is a complete solution for entrepreneurs who want to reach more customers online and this is the working E-market – just log in and start. Business Booster was created with the desire to help and support all Bulgarians who have an entrepreneurial mindset and are not afraid to try to develop their business. The platform provides an easily accessible and understandable financial service, a lot of resources and information and facilitates the transition from a business idea to a real working business, which is the dream of anyone with a passion for their own ventures.
17.10.2022
INSURANCE INTERNSHIP WITH CHILDCARE ALLOWANCE
The insurance systems in Bulgaria are the basis of social security in the country. It was built in order to protect people from negative phenomena, from the so-called social risks or insurance events (risks). These risks include old age, sickness, death, occupational accident and disease, disability, unemployment, maternity incapacity, payment of treatment and specific risks.
In order to enjoy their rights in the insurance system for some of the risks, people should have accumulated relevant insurance experience based on previously paid insurance contributions. The law in our country gives the right in certain cases to acquire social security experience even without making social security contributions. One of the cases is when benefit is used for raising a child. What are the grounds for this?
For insurance service, without making insurance contributions, the time of paid and unpaid child-rearing leave, paid and unpaid leave for temporary incapacity for work, leave for pregnancy and childbirth and for adoption of a child up to the age of 5 is taken into account. of unpaid leave up to 30 working days in a calendar year, as well as the time during which the person received unemployment benefits.
With the changes to the Labor Code from August 1, 2022, the Social Security Code was also amended and supplemented. It contains amendments and additions related to the insurance experience of employees who have not made contributions to social insurance. To the above grounds, a point is added that for insurance experience, without making insurance contributions, the time during which self-insured persons who are insured for disability due to general illness, old age and death and for general illness and maternity received cash benefits for temporary incapacity for work, pregnancy and childbirth, raising a child up to the age of 2, adopting a child up to the age of 5 and raising a child up to the age of 8 by the father (the adoptive parent), and the periods of temporary incapacity for work, pregnancy and birth, raising a child up to the age of 2, adopting a child up to the age of 5 and raising a child up to the age of 8 by the father (the adoptive parent), during which they were not entitled to monetary compensation.
This text of the law refers to the time that is considered as insurance service without making insurance contributions. By supplementing the provision after the amendments of August 1, 2022, the legislator includes and considers as insurance experience the time during which a self-insured father (adoptive) who is insured for disability due to general illness, old age and death and for general illness and maternity, has received cash benefits for temporary incapacity to care for a child up to the age of 8. The periods of temporary incapacity for raising a child up to the age of 8 by the father (adoptive parent), during which he was not entitled to monetary compensation, are also taken into account.
The addition to the norm was made in order to include the periods during which the father (the adoptive parent) was entitled to and received the benefit for looking after a child up to the age of 8 or looked after the child, but did not have the right to benefit during the time counts as insurance experience without paying insurance contributions for self-insured persons. For the insured persons, these periods are considered to be insurance experience on the basis of Art. 9, para. 2, item 1 of the Social Insurance Code (the time of paid and unpaid child-rearing leave).
Reference:
Art. 9, para. 2, item 1 of the Social Security Code
Art. 9, para. 2, item 5 of the Social Security Code
14.10.2022
RIGHT TO FINANCIAL ASSISTANCE FOR PREVENTION AND REHABILITATION
In Bulgaria, there is the possibility of medical rehabilitation under two programs, in one of which the costs are fully covered by the state budget through the National Health Insurance Fund (rehabilitation with a clinical path), and in the second program a part of the costs are covered by the person and a part of the state budget (for rehabilitation under the National Social Security Institute).
The rehabilitation on the clinical path has a stay of 7 days, with the Health Insurance Fund taking over once a year rehabilitation on the relevant clinical path, and the rehabilitation on the program of the National Social Security Institute has a stay of 10 days and, unlike the rehabilitation on the clinical path, pays extra.
What are the conditions for using the right to financial aid for prevention and rehabilitation?
Persons insured for general illness, maternity and/or work accident and occupational disease are entitled to cash benefits for prevention and rehabilitation if insurance contributions have been paid or are due for them for these risks for a period of 6 calendar months preceding the month, during which prevention and rehabilitation are carried out.
The period of 6 calendar months also includes the time of paid and unpaid leave for raising a child, paid and unpaid leave for temporary incapacity for work and leave for pregnancy and childbirth, as well as leave for the adoption of a child up to the age of 5. Also, the time of unpaid leave up to 30 working days in a calendar year, as well as the time during which self-insured persons who are insured for general illness and maternity received cash benefits for temporary incapacity for work, pregnancy and childbirth, raising a child up to 2 years of age, adoption of a child up to 5 years of age and upbringing of a child up to 8 years of age by the father (adoptor), and periods of temporary incapacity, pregnancy and childbirth, upbringing of a child up to 2 years of age, adoption of a child up to the age of 5 and raising a child up to the age of 8 by the father (adoptive parent), during which they were not entitled to monetary compensation.
However, the requirement for paid or payable insurance contributions for a period of 6 calendar months does not apply to persons with disabilities resulting from an occupational accident or occupational disease. Persons receiving a personal disability pension are also entitled to the benefits if they have not reached the legal pension age.
The conditions for the use and payment of monetary benefits for the prevention and rehabilitation of persons, as well as the procedures for the selection of legal entities - executors of this activity, are determined by an ordinance of the supervisory board of the National Social Security Institute.
The right to monetary benefits for prevention and rehabilitation is used after the attending GP has assessed the need for prevention and rehabilitation, which is reflected in a medical referral.
The medical referral is issued in two copies and it documents the disease for which prevention and rehabilitation is necessary, the accompanying diseases, if any, the medical reasons for the rehabilitation, as well as the relevant medical tests. A direction is issued up to 30 calendar days before the date of admission to the relevant contractor of the prevention and rehabilitation activity.
Persons who wish to use their right to prevention and rehabilitation should prepare the following documents in advance:
Documents for admission to clinical paths:
Documents for rehabilitation under NSSI:
Reference:
Art. 13c of the Social Security Code
Ordinance No. 1 of February 13, 2007 on the use and payment of cash benefits for prevention and rehabilitation
14.10.2022
ABOUT 32,000 PEOPLE WITH DISABILITIES AND THE ELDERLY WILL RECEIVE CARE IN A HOME ENVIRONMENT UNDER THE HRDP 2021-2027
About 32,000 people with disabilities and elderly people who are dependent on care will receive integrated services according to their individual needs under the Care at Home measure. The procedure is financed under the "Human Resources Development" Program (2021 - 2027) of the Ministry of Labor and Social Policy and is now open for application by the Program's Governing Body. Project proposals can be submitted by municipalities, and it is permissible to apply in partnership with other municipalities. The budget of the procedure is BGN 175 million. The main goal of the "Care at home" measure is to provide support in a home environment for people with disabilities and the elderly who are dependent on care.
Operation "Care at Home" will expand the possibilities for providing social and integrated health and social services in a home environment. The services will be provided to those in need for a period of 12 months and will include the delivery of food and essential products, prevention of health and socially significant diseases and assistance, provision of psychological support. The measure will also provide staff transportation to and from the homes of people in need, as well as training and supervision of employees.
The activities of the operation will be implemented by 2025. The deadline for submission of project proposals by the municipalities is January 31, 2023. The conditions and application documents are published on the website of HRDP and ISUN.
13.10.2022
THE EMPLOYER IS OBLIGED TO ISSUE DOCUMENTS REQUESTED BY THE EMPLOYEE
Can an employer deny me a memo about what contract I am on, how much I earn and what position I hold? Do I need it to request and receive a loan from a bank?
The Labor Code explicitly defines the obligation of the employer to issue certain documents to the worker or employee. This is done upon written request. Through it, the employer undertakes to issue and provide the necessary documents certifying facts related to the employment relationship. This must be done within 14 days of the request.
The request, in addition to being in writing, must also be submitted to the relevant office, office, department of the employer. It must be related to the facts of the employment relationship - contract, amounts to be received, characteristics of the position, duration of work, etc. It is important to know that the written request must specify exactly what information the employee or worker needs. The employer must comply with exactly what is stated in the written request.
It is not necessary for the worker or employee to give reasons for his request, nor to indicate why exactly he needs it. The employer is obliged within the above-mentioned period of 14 days to respond to the worker or employee - more precisely, to issue and hand over the relevant document. The latter can be in the form of a certificate or official memo. Delivery may be made by hand against signature, by mail with return receipt requested, or by other similar official, committed means.
Otherwise, according to the Labor Code, at the written request of the worker or employee, the employer is again obliged within 14 days "to provide him with an objective and fair description of his professional qualities and the results of his work or an objective and fair recommendation when applying for a job at another employer". Upon termination of the employment relationship, the employer is obliged to issue a dismissal order or other document certifying its termination.
The Labor Code introduced an obligation for the employer to keep a labor record of the worker or employee. It is created upon starting a job and it stores the documents related to the creation, existence, amendment and termination of the employment relationship. The worker or employee has the right to receive certified copies of the stored documents. This is done in the above-described way of obtaining documents from the employer - through a written request.
The Labor Code also notes some other obligations of the employer. For example, he is obliged to provide the worker or employee with normal conditions for the performance of the work under the employment relationship, for which he has agreed. For this purpose, he must provide him with the work that was determined upon the creation of the employment relationship, workplace and conditions in accordance with the nature of the work, as well as health and safety conditions for work.
He must also provide a job description. A copy of it is handed to the worker or employee upon conclusion of the employment contract against a signature and the date of handing is noted. In the Labor Code, there is even an obligation of the employer "to protect the dignity of the worker or employee during the performance of the work under the employment relationship".
The employer is also obliged to insure the worker or employee under the conditions and according to the procedure established in the Social Insurance Code and the Health Insurance Act.
13.10.2022
WHICH SECTORS ARE LOOKING FOR WORKERS?
Bulgarian employers will significantly slow down the pace of hiring new employees in the period October 2022 - March 2023. According to the third forecast survey of the Bulgarian Employment Confederation, 14% of the surveyed 1100 companies in five regions of the country plan to reduce the workforce in the next six months compared to 6% in the same period last year.
In addition, 43% forecast headcount increases and the same number of employers across twelve industry sectors will maintain headcount. Thus, the net employment rate — the difference between employers who plan to reduce the workforce and those who forecast to increase it — is +29%, or a drop of 11% compared to the previous study period.
"The results of the study illustrate the alarming situation not only in Bulgaria, but also in the whole world. Rampant inflation and ever-rising prices may push wages up, but they won't catch up to the rapid depreciation of money. Therefore, many employers have already taken measures to seriously limit their expenses, including in the form of layoffs and freezing of new appointments," commented Nadya Vasileva, president of the Bulgarian Employment Confederation.
"Not to be overlooked is the fact that for the first time since the survey began, the percentage of employers who are unsure whether to hire or lay off employees is zero." Economic uncertainty doesn't give them a reason to plan to expand their teams, but now is also the time to consider what talent they will need after the storm passes,” she added.
Employers across the twelve industries surveyed shared positive but modest hiring plans. The most optimistic forecasts for the next six months again have employers from the sectors "Information Technology" (+30%), "Outsourcing" (+13%) and "Manufacturing" (+10%), although all three registered a significant decrease from 19%, 18% and 14%.
In the "Wholesale and retail trade" and "Transport, warehousing and communications" sectors, the employment rate was +10% and +8% — growth of 5% and 3%, respectively, compared to the last six months. An increase of between one and two percentage points was also observed in the sectors "Hotel and restaurant industry" (+5%), "Construction" (+4%), "Electricity, gas and water" (+4%) and "Agriculture, forestry and fishery" (+4%).
"If until recently many employees enjoyed the luxury of choosing between different job opportunities, today everyone feels the scourge of inflation and their worries keep growing. That is why many of them will prefer to stay at their current workplace, while others will look for a living in the big cities of the country," added Nadya Vasileva.
In Sofia, 70% of surveyed employers predict a growth in the workforce - eight percentage points less compared to the previous six months. In Plovdiv, the employment rate remains unchanged, with 8% of employers planning to increase their staff. The forecast of employers from the Varna region registered a growth of four percentage points, reaching an employment rate of +10%.
Job seekers will also be able to find opportunities for realization in Burgas and Ruse, where employers' forecasts increase by two percentage points and reach +7% and +5% respectively for the period October 2022 - March 2023.
12.10.2022
NOTIFICATION TO THE EMPLOYER WHEN CONCLUSION OF A CIVIL CONTRACT
It is not uncommon for us to receive offers for additional work in the form of a civil contract in parallel with the fulfillment of our obligations under an employment contract.
Most people feel anxious when receiving such offers because they believe that the employer will not allow them to work elsewhere.
However, should employers interfere in such situations and should they be notified when entering into a civil contract with their worker or employee?
The worker or employee may conclude employment contracts with other employers to perform work outside the working hours established for him under the main employment relationship (external compatibility), unless a prohibition has been agreed in his individual employment contract under his main employment relationship due to the protection of trade secret and/or conflict of interest prevention.
If such a prohibition is not regulated in the individual employment contract, you do not need to notify your main employer, but you must declare this circumstance to your employer under the second employment contract, as well as declare the insurance income on which the insurance is due installments.
The ban on performing additional work at another employer can only be negotiated due to the protection of trade secrets and/or the prevention of conflicts of interest. This in itself guarantees the right to work for workers, including with another employer, while at the same time taking into account the need to protect the employer's commercial interests and/or prevent conflicts of interest, which should be avoided when the worker or the employee works for more than one employer.
The law also provides for cases in which it is prohibited to put in additional work by workers or employees who work under specific conditions and the risks to their life and health cannot be removed or reduced, regardless of the measures taken - for work under the same or other specific conditions. The same applies to those positions and professions that are expressly defined in law or in an act of the Council of Ministers.
Everything listed up to this point applies only and only in cases where the relations between the parties are settled by means of an employment contract, in the sense of the Labor Code.
However, how are things when concluding civil contracts when we are also appointed to an employment contract?
In the case of a civil contract, the contractor himself organizes his work and achieves the result due in the contract, regardless of whether he is bound by other civil or labor contracts. The civil contract is not registered with the National Revenue Agency. The parties can freely determine the content of the contract, as long as it does not contradict the norms of the law and good morals.
Since the Labor Code nowhere mentions a requirement for employees to ask for permission from the employer or to notify him of the conclusion of separate civil contracts, it can be argued that workers under an employment contract do not have this commitment and employers should not require similar information.
Reference:
Art. 111, Art. 112 of the Labor Code
Art. 9 of the Law on Obligations and Contracts
12.10.2022
NEARLY BGN 2 BILLION HAVE BEEN PAID UNDER THE "60 BY 40" MEASURE
Nearly BGN 2 billion have been paid out over 28 months under the "60 by 40" measure to preserve employment in the conditions of the Covid-19 pandemic. The data is from a preliminary analysis by the NSI on the effect of the implementation of the measure, which ended in the middle of this year.
The first payment under "60 to 40" dates from April 15, 2020, the last one was made on August 25 of this year, with money being transferred every 4 days.
13,700 employers received support for 342,000 workers.
To the greatest extent, payments are concentrated in the economic activities of hotels and restaurants, trade, processing industry and transport. 2/3 of the businesses and saved jobs are in 8 regions of the country.
Sofia-city stands out among them, where 1/3 of the supported are registered.
The remaining regions are Plovdiv, Varna, Burgas, Blagoevgrad, Ruse, Stara Zagora, Sofia region.
11.10.2022
BENEFITS FOR TEMPORARY DISABILITY
Bulgaria is among the countries in the European Union, in which the percentage of morbidity of the population is one of the highest. This inevitably affects the relationship between employees and employers, who are, respectively, the two sides of labor relations.
Thanks to the social system, the state has taken care to ensure the cases in which workers should take leave, due to temporary incapacity and in employment. Who is entitled to compensation in these cases?
Insured persons for general sickness and maternity are entitled to cash compensation instead of remuneration for the time of leave due to temporary incapacity and upon employment, if they have at least 6 months of insurance experience as insured for this risk. The requirement for 6 months of social security experience does not apply to persons under the age of 18.
Insured persons for an occupational accident and occupational disease are entitled to monetary compensation for an occupational accident or occupational disease, as well as compensation for employment in these cases, regardless of the duration of the insurance period.
Cash benefits for temporary incapacity for work, employment, pregnancy and childbirth, raising a child up to the age of 2, adopting a child up to the age of 5 and raising a child up to the age of 8 by the father (adoptive parent) and benefits from the state social insurance are calculated and paid by the National Insurance Institute to the insured persons on a personal payment account declared by them, marked with an International Bank Account Number (IBAN), maintained by a payment service provider licensed by the Bulgarian National Bank, or by a branch of a payment service provider , operating on the territory of the country.
If the person is not entitled to compensation or assistance, the official who is entrusted with the management of the payment of compensation and benefits or another official designated by the head of the territorial division of the National Social Security Institute issues an order for refusal. The order is revoked if, within the statutory limitation period, the person or the insurer submits new or additional evidence establishing the right to compensation or assistance.
The official issues an order to suspend the proceedings for granting or paying benefits for temporary incapacity for work, occupational accident or occupational disease, employment, pregnancy and childbirth, raising a child up to the age of 2, adopting a child up to the age of 5 and raising a child up to 8 years of age from the father (adoptive parent), when acts of the medical examination bodies are appealed. Also when it is necessary to carry out an inspection by a control or other competent authority regarding circumstances relevant to the right or the amount of compensation, in which case the suspension is until the end of the inspection, but for no more than 6 months, as well as when they are not provided data on the issued sick leaves and the decisions on their appeal in the register designated for this purpose.
The insurer pays the insured person for the first three working days of temporary incapacity 70 percent of the average daily gross remuneration for the month in which the temporary incapacity occurred, but not less than 70 percent of the average daily agreed remuneration.
Cash benefits for temporary incapacity for work are reimbursed by persons for the period for which they were granted a disability pension for the same illness, except for cases where the sick leave was issued for objective data on exacerbation of the condition, as well as with interventions related to treatment of the chronic disease.
Reference:
Art. 40, Art. 33, para. 5, item 12. of the Social Security Code
