01.09.2022

SLIGHT INCREASE IN UNEMPLOYMENT IN BULGARIA

Eurozone unemployment fell in July to a record low of 6.6% from 6.7% in June and is well below the 7.7% unemployment rate a year earlier (in July 2021). This is the lowest unemployment rate in the eurozone since 1998 - just before the euro was launched in January 1999, according to data from the European official statistics agency Eurostat.

Within the EU, unemployment fell in July to 6% from 6.1% in June and from 6.9% in July 2021.

For Bulgaria, Eurostat data show that unemployment in July rose slightly to 4.6% from 4.5% in June, but remains far below the level of 5.1% exactly a year ago (in July 2021).

According to European statistics, a total of 12.959 million Europeans, of which 10.983 million from the euro area, were out of work in July, with a decrease of 113,000 in the EU unemployment rate compared to June and a total of 1.854 million compared to July 2021.

According to Eurostat data, in July 2022 there were 150,000 unemployed in Bulgaria - an increase from 147,000 in June, but a decrease of 15,000 from 165,000 unemployed in July 2021.

The number of unemployed youth under the age of 25 in our country is 13.1 percent, which corresponds to about 17,000 people - the maximum since February. In June, their level was 12 percent, while in July last year - 16.1 percent.

Looking at native unemployment by gender, it is noted that unemployed men were 4.9 percent of the labor force in July, while unemployed women were 4.3 percent.

Spain (12.6 percent), Greece (11.4 percent) and Cyprus (8 percent) had the highest level of unemployment in July among EU member states. At the other end of the scale, among the countries with the lowest unemployment are the Czech Republic (2.3 percent), Poland (2.6 percent), and third place is shared by Malta and Germany (2.9 percent each).

01.09.2022

NEW RULES IF BOSS WANTS US ON CALL OR AVAILABLE

What are the obligations of the employer and the worker on duty and for the time available, provide for changes in the Ordinance on working hours, breaks and vacations, uploaded for public discussion.

It states that for the time we are available to the company, the employer owes us additional remuneration.

When the worker or the employee during the available time is called and actually performs work, this should be counted and paid as overtime in the month in which the work is done. Payment of overtime in the specified month should be made regardless of the established method of accounting for working hours.

The maximum duration of available time cannot exceed 100 hours in one calendar month, 12 hours in one day on working days and 48 hours on weekends, the regulation says.

An employee cannot be available on two consecutive working days or on two consecutive working shifts, as well as on more than two days off in one calendar month.

When working in shifts, available time is determined at least 12 hours after the end of the work shift. It is expressly determined that during the time of availability the worker is outside the territory of the enterprise and should be ready when the employer calls him to report to work and start performing his work duties. Due to the fact that during the time available, the worker or employee is not required to be at his workplace, this time is not counted as working time.

The obligation to place the worker and the employee can be negotiated both in the individual employment contract and in the collective employment contract. The contract must specify the place where the worker is located during the time available, as well as the time required to report for work.

The employer is obliged to approve nominal schedules for the time of availability, which must be kept for at least 3 years. He must also familiarize the employees with the schedules in a timely manner, so that it is possible for the employed person to organize his free time.

The order for duty is also regulated, whereby the employee is obliged to be at his workplace and perform or be ready to perform his work duties. Duty is included in the employee's working hours specified in the employment contract. In view of the fact that the duty is part of the working time, the worker or the employee is paid the agreed labor remuneration.

The employer with an order to determine the positions for which he establishes an obligation to be on duty, when the special nature of the work requires this. The order must be issued after consultation with trade union representatives and workers' representatives. After the issuance of the order, the employer is obliged to approve nominal duty schedules, which must be kept for at least 3 years.

In the case of daily calculation of working time, the employer approves a named monthly schedule for the time on duty.

The explicit obligation to draw up the nominal duty schedule in compliance with the continuous minimum inter-day and weekly rest established in the Labor Code is regulated.

01.09.2022

THE INCORPORATION OF ANY COMMERCIAL COMPANY MAY BE CONTESTED

The Commercial Law defines general conditions and rules to which all commercial companies are subject, regardless of whether they are limited liability companies (LLC), joint-stock, limited partnerships, general partnerships. Among them are, for example, that a commercial company is an association of two or more persons for carrying out commercial transactions with common funds, that in some cases they may be made by only one person - for example, a sole proprietorship EOOD or a sole proprietorship EAD. The general rule is that commercial companies are legal entities.

Among the other general provisions are those that the company is considered to have arisen from the day of its entry in the commercial register, as well as that the application for entry is made by the elected governing body.

The Commercial Law also provides for responsibility for the actions of the company until registration. It is expressly stated that the actions of the founders, performed on behalf of the incorporated company until the day of registration, give rise to rights and obligations for the persons who performed them. When carrying out the transactions, it is mandatory to indicate that the company is in the process of being established, and the persons who concluded the transactions are jointly and severally liable for the assumed obligations. When the transaction is carried out by the founders or by a person authorized by them, the rights and obligations pass by law to the resulting company.

And here comes the invalidity of the established commercial company. The Commercial Law determines that the incorporation of the company is invalid only when one of the violations expressly listed in the law has been committed. This may be the case if there is no founding agreement or it is not drawn up in the form prescribed by law, if certain requirements are not met when establishing a joint-stock or limited partnership. It is also a violation if "the subject of the company's activity is against the law or good morals", as well as if the founding agreement or the statute does not contain the company, the subject of the company's activity or the amount of contributions, as well as the capital, when the law requires it. Such are also the case if the part of the capital prescribed by law has not been contributed and if less than the number of legally capable persons participated in the establishment of the company.

If any of these violations are present, any interested party, as well as the prosecutor, can request the district court at the seat of the company to declare the company invalid. However, this can only be done within one year after the establishment of the company. Then the possibility of this claim disappears.

If the request is due to good morals, due to an unpaid part of the capital, as well as in the case of problems with the articles of association or the founding act, the court declares the company invalid only if the violation has not already been remedied or will not be remedied within an appropriate period, which the court gives by ruling .

If, however, the decision of the court to declare the company invalid is reached, it produces an action from its entry into force. From that moment, the company is considered dissolved and the court sends the decision for entry in the commercial register, after which liquidation is carried out by a liquidator appointed by the registration official at the Registration Agency.

If after that actions were performed on behalf of the declared invalid company, the founders are jointly and severally liable for the assumed obligations.

31.08.2022

HOW TO REFINANCE A FAST LOAN?

Refinancing a loan is a replacement of the current loan with a new one, with the aim of achieving more favorable conditions for the borrower. Through refinancing, the size, term and interest rate of the loan can be changed. You can take out the refinancing loan from the creditor company or turn to another institution for help.

Benefits of refinancing

Quick loans can also be refinanced. If you have several quick loans and are having difficulty covering them, refinancing can help you deal with your obligations as "painlessly" as possible. Thus, you will service only one monthly bill and improve your credit file, which will provide you with access to bank lending.

By receiving an additional amount of money, you will increase your available monthly budget and reduce the total amount with which you have paid off the loan installments so far. Other advantages are an extension of the repayment period, only one installment payment date and moving your loan to another credit institution more convenient for you.

If you have several small, high-interest payday loans and/or payday loans from different financial institutions, consider consolidating all of your debts into one. This way you will get rid of the weekly installments, keeping track of different due dates, the constant phone calls and home visits. It is possible to reduce the current installment, as well as the total amount due on all obligations.

Bad credit refinancing

If you have current arrears and late payments in previous years, you most likely have bad credit. Usually, banking institutions are extremely strict in evaluating customers, and it is often very difficult for people who do not repay their loans on time to regain their trust.

In case of arrears exceeding 30 days and for overdue amounts exceeding BGN 200-300, difficulties arise. Only if there is an objective reason for such a delay, the new bank would agree to grant a loan, but under a number of conditions. You must first prove that the delay is accidental or the result of a specific objective reason.

An alternative to banks are financial institutions that fight for more customers by offering more and more favorable terms for quick loans. If you are going to use the services of microfinance organizations, find out exactly where you will get the most profitable loan. These companies are usually loyal to their customers and even a person with bad credit can get financial help.

To consolidate obligations or for larger loans, you will most likely have to turn to loans with additional collateral, a pledge or additional guarantees. The loan is granted only on the basis of the collateral provided, without considering the Central Credit Register. Interest rates are higher, but financing with bad credit history is allowed.

Expert advice on profitable refinancing

Refinancing a loan is not much different from applying for a quick loan. You can go to the office of a company of your choice or apply for loan refinancing entirely online. An application form is filled out with the amount you need and your ID card details. You should choose the number of installments so that you can be sure that you will manage to repay your monthly installments.

Refinancing a loan is an important decision and you should not rush when you decide to take this step. Worry and haste can play a bad trick on you. Before you sign the fast credit refinancing agreement, you should read its clauses very carefully. If there is something you do not understand, better ask a consultant from the company before signing the refinancing contract.

You should carefully calculate the amount of the new loan you will need, choose the type of interest - fixed or variable, familiarize yourself with the fees, as they add to the cost of the loan. It is especially important that there is no early repayment fee, as well as other additional costs and commissions.

Refinancing a loan under unfavorable conditions is one of the most common mistakes in this financial transaction. Don't agree to a repayment term that you know in advance or think you won't be able to meet. Do your best not to delay paying installments when refinancing. Even though you are at a disadvantage, don't hesitate to negotiate the terms.

30.08.2022

CHANGE OF EMPLOYMENT CONTRACT AFTER EXPIRATION OF PROBATIONARY PERIOD

The Labor Code establishes a principled ban on unilateral changes to the employment relationship. The essence of this principle consists in the inadmissibility of any of the parties to the legal relationship to change at will - unilaterally, without the consent of the other party - any of the elements of the content of the legal relationship.

What are the possibilities for changing the employment relationship by mutual agreement after the changes to the labor legislation in Bulgaria after August 1, 2022?

With the changes to the Labor Code from August 1, 2022, the employment relationship can be changed by written agreement between the parties for a fixed or indefinite time. When the employment contract is for a fixed term and/or for part-time work, the worker or employee has the right to propose to the employer in writing its amendment to an employment contract for an indefinite period of time and/or for full-time work. When a trial period has been agreed upon, the worker or employee may propose a change to the employment relationship after the trial period has expired.

It is important to specify that when the employer refuses to amend this employment relationship, he is obliged to provide the worker or employee with a reasoned written answer within a period of up to one month, unless the proposal is made more than twice in a period of one year.

The law specifies the exceptions where a unilateral amendment is permissible and they are established in the law. The employer may, under certain conditions, unilaterally change the place and nature of the work. In case of production necessity, as well as in the event of downtime, he may assign the worker or employee, without his consent, to temporarily perform other work in the same or in another enterprise, but in the same populated place or locality for a period of up to 45 calendar days in a calendar year, and in cases of stay - while it lasts. The other work assigned by the employer must correspond to the qualification and health status of the worker or employee.

When the change is required due to force majeure, the employer may assign the worker or employee, without his consent, work of a different nature, even if it does not correspond to his qualifications.

An exception in which the change made by the employer is not considered a change in the employment relationship, due to the insignificance of the change, is when the worker or employee is transferred to another workplace in the same enterprise. The employer changes the workplace (the workplace, the building, etc.), but the place of work, position and amount of the basic salary of the worker or employee specified in the employment contract do not change.

The employer can unilaterally increase the labor remuneration of the worker or employee.

Reference:

Art. 119 and Art. 120 of the Labor Code

29.08.2022

HEALTH INSURANCE OF A SOLE TRADER (ST)

Bulgaria is a country with mandatory health insurance, which means that health contributions of a certain amount are due every month. It is extremely important to monitor the status of your insurances, above all so that you do not compromise with your health and do not risk ending up in an unfavorable situation with the health system if you need it, but also to avoid unnecessary administrative and financial sanctions.

According to the law, the sole trader must pay his/her health insurance contributions, determined on the basis of the income he/she receives. Self-insured persons, such as sole traders, are insured in advance on a monthly income, which cannot be less than the minimum monthly amount of insurance income for self-insured persons and for registered farmers and tobacco producers, determined by the Law on the Budget of the state social insurance, and finally on the income from the activity and the income during the calendar year, according to the reference to their tax return. Registered farmers and tobacco producers producing unprocessed plant and/or animal products do not determine a final amount of insurance income for this activity. Contributions are made for the account of self-insured persons by the 25th of the month following the month to which they relate, and the final insurance contribution - no later than the deadline for submitting the tax return under the Personal Income Tax Act.

When the sole trader temporarily suspends his/her activity, the specified norm becomes inapplicable to him/her, but he/she must continue to pay health insurance contributions. If he/she does not work in another place and no health insurance contributions are due for him/her, he/she should pay insurance contributions on an insurance income, not less than half of the minimum amount of insurance income for self-insured persons, determined by the Law on the Budget of the State Public insurance - by the 25th of the month following the month to which they apply, and carry out an annual equalization of the insurance income according to the data from the tax return, with the final insurance contributions being paid in the deadline for its submission. He/she should also submit a declaration by the 25th of the month following the month in which this circumstance occurred, according to the procedure determined by an ordinance of the Minister of Finance.

Before paying the health insurance contributions under this order, the sole trader must submit to the territorial directorate of the National Revenue Agency a declaration form for the occurrence of the obligation to pay health insurance contributions on this basis. This declaration automatically terminates when insurance begins on another basis. That is, when the trader resumes his/her activity, he/she does not need to declare circumstances related to health insurance.

The health insurance rights of persons who are obliged to pay insurance contributions at their own expense are interrupted if the persons have not paid more than three due monthly insurance contributions for a period of 36 months until the beginning of the month preceding the month of the medical assistance provided. Persons with interrupted health insurance rights pay for the medical care provided to them.

Reference:

Art. 40 of the Health Insurance Act

Art. 109, para. 1 of the Health Insurance Act

Art. 4, para. 3, items 1, 2 and 4 of the Social Security Code

Art. 6, para. 9 of the Social Security Code

Art. 50 of the Personal Income Tax Act.

26.08.2022

HOW MUCH WE GET WHEN WE ARE UNEMPLOYED?

The average amount of unemployment compensation for the country as a whole in 2021 is BGN 559.62 and is 9.2% (or BGN 51.36) higher compared to the previous year, according to the data of the NSI.

Men receive an average of BGN 622.35 and women BGN 512.29, the difference between them being BGN 110.06.

According to the distribution by region, the largest amount of average monthly compensation was received by unemployed persons in Sofia-city - BGN 713.94, and the lowest in Vidin region - BGN 453.39.

Traditionally, the highest benefits for both sexes is the city of Sofia, where the average amount of unemployment benefits for men is BGN 784.20, and for women BGN 659.41. The lowest benefits are men in the Vidin region - BGN 479.67, and women in the Silistra region – BGN 390.01.

The distribution of cash benefits by groups of daily amounts shows that, on average, during the year, the largest number of registered unemployed are with the amount of cash benefits from BGN 15 to BGN 25 per day.

They are 28,663 people or 41% of all those registered with the right to compensation in 2021. Of them, the share of women is 62.7 percent, and men - 37.2 percent.

The other two larger groups of unemployed persons have a daily benefit amount up to and including BGN 12 (16,462 people or 23.5%) and from BGN 25 to 35 (8,038 people or 11.5%).

There are significantly fewer unemployed people in the groups with high daily amounts of monetary compensation in the range of BGN 55.01 to BGN 65.00 - 1,775 and BGN 65.01 to BGN 74.29 - 6,742 people.

What unemployment benefits will you receive if you quit your job?

The daily cash compensation for unemployment is in the amount of 60 percent of the average daily remuneration or the average daily insurance income, on which contributions to the "Unemployment" fund have been paid or are due for the last 24 calendar months preceding the month of termination of insurance.

It cannot be less than the minimum and greater than the maximum daily amount of compensation, determined by the Law on the budget of the State Public Insurance for each calendar year. The minimum and maximum amount of compensation set for 2022 are BGN 12.00 and BGN 74.29, respectively.

The monthly amount of cash compensation for unemployment is determined by multiplying the received daily amount by the number of working days in the month to which it refers.

There are exceptions when determining the amount of benefits. If you left voluntarily or by mutual agreement, then you are entitled to a minimum amount of compensation for a period of four months. You receive the minimum amount, and if you have already received unemployment benefit in the last three years.

Persons employed part-time during the cash benefit payment period and receiving remuneration less than the minimum wage established for the country shall receive unemployment benefit in the amount of 50 percent of the cash benefit due to them for the remaining period of payout.

The length of time you receive unemployment benefits depends on how many years of service you have.

Peculiarities in determining the amount of cash compensation for unemployment:

When the period from which the average daily remuneration or the average daily insurance income is determined includes time that is considered as insurance experience without insurance contributions being due, or during which the person is not insured for unemployment, when determining the insurance income, they are taken accordingly:

         for the time of paid and unpaid leave for raising a child, unpaid leave for temporary incapacity for work and for pregnancy and childbirth, and unpaid leave up to 30 working days in a calendar year - the average daily minimum wage for the country for the relevant period;

         for the time of paid leave for temporary incapacity for work and for pregnancy and childbirth, as well as leave for adoption of a child up to 5 years of age - the income from which the monetary compensation is determined according to the legal relationships under which the person is insured for unemployment;

for the time counted as insurance experience under the legislation of another country on the basis of an international treaty to which the Republic of Bulgaria is a party - the average daily minimum wage established for the country for the relevant period;

for the time during which the person is not insured for unemployment - the average daily minimum wage for the country for the relevant period.

26.08.2022

WHO IS ENTITLED TO ADDITIONAL PAID LEAVE?

According to Art. 155, para. 4 of the Labor Code (LC), the amount of basic paid annual leave is not less than 20 working days. The provision of Art. 155, para. 5 of the Labor Code provides that certain categories of workers and employees, depending on the special nature of the work, have the right to extended paid annual leave, which includes the leave under para. 4.

The amount of paid leave under Art. 155 of the Labor Code (both of the basic and of the extended) is annual, and with regard to determining the specific amount due to a given worker or employee, the law introduces the principle of proportionality in relation to the time that is recognized as work experience. In Art. 156 of the LC provides that the worker or employee has the right to two types of additional paid annual leave:

- for work under specific conditions and risks to life and health that cannot be removed, limited or reduced, regardless of the measures taken - not less than 5 working days;

 - for work with an irregular working day - not less than 5 working days.

The right to additional paid annual leave under Art. 156, para. 1, item 1 of the LC is used in compliance with the requirements of the Ordinance on determining the types of work for which additional paid annual leave is established, issued on the basis of Art. 156, para. 2 of LC.

The types of work performed under specific conditions and risks to life and health that cannot be removed, limited or reduced, regardless of the measures taken, for which additional paid annual leave is established as an additional measure to prevent health risks for workers , are comprehensively specified in Art. 2 of the cited regulation. According to Art. 139a, para. 1 of the Labor Code, for some positions due to the special nature of the work, the employer, after consultation with the representatives of the trade union organizations and with the representatives of the workers and employees under Art. 7, para. 2 of the LC, may establish an irregular working day.

Workers and employees with an irregular working day are obliged, if necessary, to perform their work duties even after the expiration of the regular working hours. Work overtime on weekdays is compensated with additional paid annual leave, and work on weekends and holidays - with increased overtime pay. If a worker/employee meets the above requirements, he/she is entitled to both extended paid annual leave and additional paid annual leave, which leaves are granted on different legal grounds.

25.08.2022

HOW TO NEGOTIATE YOUR SALARY DURING A CRISIS

Are salary negotiations still important at a time when jobs aren't as plentiful as they used to be?

Salary negotiations during a crisis are on the agenda, but you may need to rethink exactly what you're negotiating for. "Trust me, we expect you to negotiate, even in a recession," says Cara Brennan Alamano, chief human resources officer at Lattice. "But instead of just negotiating a salary, you can negotiate an opportunity — and the latter can have a much bigger payoff in the long run."

Negotiate for opportunity

In light of the huge changes in the market over the last few years and the potential challenges ahead, we need to rethink salary negotiations. It's about so much more than money these days.

Alamano says you should start by knowing what you want from the role you're negotiating for. “Ask yourself: How does this role fit into your career goals? What specifically do you want to achieve with your next step?”

This line of thinking, Alamano says, will help you expand your negotiation tactics and make you look beyond the hard numbers. "Negotiate for opportunity, not just money," she says.

This means starting a conversation about what project work, growth opportunities or other learning experiences the company is willing to engage in as part of your role. "Ask what kind of exposure you'll have to other parts of the business, or whether you'll have access to mentorship from senior executives on your team or elsewhere in the organization," urges Alamano. "All of these factors have been proven to accelerate career progression, lead to faster promotions and ultimately increase your base salary."

If you're still having trouble seeing beyond the numbers, try answering these questions:

• What do you want your future resume to look like?
• What is your dream job in 5 years?
• What opportunities and places do you want your career journey to take you?

"Creating and ultimately choosing the next role that will bring you closer to them is the first step in achieving the results you want for yourself," says Alamano.

5 Negotiation Strategies

Of course, your salary number still matters. Here's what to do when that offer comes along and you want to push things a little further.

• Create a personal priority list: Alamano advises job seekers to make a list of priorities for themselves in advance. "Would you be willing to take a pay cut if stock options, profit sharing, or other long-term incentives are appropriate?" Would you consider taking a pay cut if it meant a better work-life balance or the chance to work in any city of your choice?'
• Remember the total package: It's important to consider the full scope of compensation, or what industry professionals call “total rewards”—your total package of benefits, paid time off, flexibility and other additional incentives. "Make sure that when you're bringing a number forward, you're referring to these other parts of the overall package," Alamano says.
• Consider asking for cash bonuses: Even in a tougher economy, cash offers can be on the table for strong applicants, Alamano says. “Many companies have expanded these offerings in new ways as the pandemic has highlighted how employee expectations have evolved around things like mental health and family leave.” A healthy work-life balance is a critical part of your long-term success.
• Never view a negotiation as a one-way street: Instead, Alamano says, always think about the value you can provide to the company, and then view the negotiation as a two-way partnership. “What can you give the company in return to get the most valuable for your career development? The most important thing is to make sure you communicate your value and feel comfortable with what this company can offer you beyond the bottom line.”
• Don't get discouraged: If an offer falls short of what you hoped for, don't let it get you down. Instead, look at the big picture before making a decision. "The best job in this environment may be about growth and skill acquisition — because that's what's going to prepare you for the next economic boom," Alamano says.

Play the long game

While getting a new job is the fastest way to get a significant pay raise, there is a long game that goes beyond just the salary. And it might be worth playing.

Some employees experience resignation regret after jumping too quickly into new roles, even returning to their previous employers. Before you leave your current job, Alamano believes a little thought is in order. "I would suggest using this moment of uncertainty, however difficult it may be, to think more consciously about your next move and really look before you leap," she says.

"And while it can be tempting to take the best deal, there are other factors—from culture to learning opportunities—that can mean just as much, if not more, to your future success and continued growth."

This is one of the reasons why salary negotiations need to expand to mean just negotiations—because salary isn't everything, and negotiations shouldn't just happen during the hiring process. Current employees must also be able to initiate negotiations with the employer.

Perhaps your current employer can offer training grants, extra vacation days, or some other non-monetary benefit that might be exciting for you and aligned with your career. "Be open to hearing value propositions that speak to you, even if they look different from things you've valued in the past," Alamano says. "You might be surprised at what your employer is willing to do to keep you happy and engaged."

Whatever your next career move, keep the long game in mind. When it comes to negotiation, it's not just about the money—it's the long-term growth, personal satisfaction, and work-life balance that make your career one you truly enjoy.

25.08.2022

DEPRESSION, BURNOUT AND STRESS - BULGARIANS ARE BECOMING INCREASINGLY ANXIOUS AT WORK

In Bulgaria, between 30 - 35 percent of people associate their psychological discomfort with problems at work. But not only. Along with the Covid-19 pandemic, the lockdowns, the economic crisis, and now the war in Ukraine, the mental health of Bulgarians is significantly deteriorating. "We are definitely observing an increase in neurotic conditions, such as panic disorders, obsessive compulsive disorders and all kinds of anxiety disorders," Dr. Tsveteslava Galabova, psychiatrist and director of the St. Ivan Rilski State Psychiatric Hospital, told BNR, adding: "This environment of uncertainty , of instability, of ever-increasing demands on the person to cope with difficulties, leads to exhaustion of mental energy, becoming a favorable precondition for the emergence of anxiety disorders. We have very serious problems with the working environment. There are data on how many people work without an employment contract or under conditions that do not correspond to their employment contract. There are also many people who work without insurance, with very long working hours or in an environment that does not meet the requirements for the type of work in question. On the other hand people have become very neurotic, anxious, insecure and this is seriously affecting workplace relationships. And things turn in a vicious circle, which contributes to the increased number of neurotic disorders in our country."

The statistics are startling - 14.5% of Bulgarians suffer from mental disorders at some stage of their lives. Of course, not all deviations are the result of workplace stress. Anxiety, depression, phobias and addiction to alcohol and drugs belong to the group of so-called frequent mental disorders in our country, according to data from the National Center for Public Health and Analysis. The media also contribute to the unhealthy mental environment in society.

"Because the media is constantly spewing bad news - says Dr. Galabova. - It is clear that most people are informed by television, and the television broadcasters themselves admit that bad news "sells", that is why it is in the first place. You can see what they start with our news - murders, serious accidents on the road, problems, thefts ... All this has an extremely bad effect on our mental health."

However, according to Dr. Galabova, the human psyche "does not break from yesterday to today". Disorders appear gradually over time, they are the result of an accumulation of problems. For a long time, a person manages to suppress them, but at some point something breaks and the first symptoms appear, such as sweating, rapid breathing, increased blood pressure, etc. Then it is good for each of us to seek help from a specialist.

Unfortunately, mental health is still a taboo topic in Bulgaria. Usually the Bulgarian refuses to admit that he needs help in such situations. The problem is also financial. Because the health fund does not cover the costs of a psychotherapist. Ultimately, anxiety states remain untreated and can lead to serious consequences.