26.09.2024
HOW TO RAISE YOUR MENTAL IMMUNITY FOR CAREER SUCCESS
The slang "I don't care" has scientific names. It's called psychological immunity and a culture of resilience. It's really all about the same thing - not letting something shake you so hard that you lose your ability to work.
And as many things as you want: a grumpy boss, colleagues who don't care, but in that sense - they don't want to work, demanding clients, disagreeable partners, a bunch of tasks and all of them urgent, even the bad weather.
There are thousands of pills and natural stimulants that raise the body's immunity, but none for increasing psychological resistance.
Career and personal development experts say something similar - that the cure for raising your psychological immunity is in your own head. Therein lies the key to not only surviving, but thriving in and after any upheaval.
The first and most important thing is to accept that real professional life is not a string of successes. Crashes happen, even if you do your best, use foresight, have a plan B, etc. details of the recipes on "How to protect yourself from failure". After failure, a resilient person finds the strength to pick himself up, draw the necessary conclusions and move on. The unstable collapses and wallows in self-pity.
By the way, psychological immunity can also be collapsed by success. If someone forgets themselves after it, it's over.
What distinguishes a person with healthy mental immunity from others is that he understands the cycle of life: sometimes he is among the winners, other times he is among the losers, but regardless of the outcome, he does not give up overcoming disappointments and fears to pursue his goal . The only thing he is really afraid of is missing out on an opportunity that has opened up in front of him, personal development experts point out.
The second is to isolate yourself from viruses. Just as you are careful what you touch and wash your hands often to avoid catching the flu during an epidemic, so try to rarely touch people who will infect you with negativity. It's not easy, because there are probably such entities among your colleagues and partners. But avoid them as much as you can.
Contact with honest, determined, optimistic individuals has been proven to improve your psychological immunity. These people infect you with a persistent pattern of behavior and delegate success to you. If not all the time, at least on your lunch break you might choose to communicate with just such a colleague instead of some grumbler.
There is no doubt that positive people help you reach your full potential and toxic people hinder your development. And since there's a theory that every person is an average of the five people they spend the most time with, choose your surroundings wisely.
To be resilient, you must not overdo the amount of attention you pay to other people's opinion of you. It is impossible to completely ignore the assessment of others, but this does not necessarily mean that you accept it as unbiased and adequate. Or to suffer as it is, although you are aware of what it is dictated by. You can't change the envious co-worker, but you can ignore what he's saying. The ears are yours.
The world is full of cynics, naysayers, people who love to hate. By pushing them out of your mind, you preserve yourself. No matter what others think of you, it's important that your self-respect comes from within. This is both a sign and a stimulus for healthy psychological immunity, experts emphasize.
If you want to strengthen it, it's not a bad idea to take an example from a person in the office who always seems immune to stress and tantrums. You may notice that he has tricks up his sleeve - regaining his composure by taking deep breaths, say. Or in acute situations, he does not get angry, does not dramatize, but shows a sense of humor.
It is also good to make friends with such a colleague in order to lean on him in case of need - the most powerful impulse for mental resilience is interpersonal support.
You will do yourself a great favor by reading quality articles about successful people. Their life stories are often actually a story of successes and failures, struggles and twists and turns that they went through thanks to their mental resilience. From this story, you can learn how they practically achieved it, and also get inspired.
When you think you need to strengthen your immunity, remember that there is at least one good thing about today's world - you can find recommendations on how to cope at a click away on quality sites. There's everything from wise thoughts to advice articles to specific stress-busting techniques. On the Internet you will also find the latest scientific findings on how to build psychological armor.
All of this will encourage you and allow you to program yourself for success. Because you don't admit that among the billions of people on the planet, some things only happen to you, that they didn't happen to anyone else, which is why you have to find the "warm water" yourself.
25.09.2024
WHAT ARE THE OBLIGATIONS OF THE UNEMPLOYED PERSONS REGISTERED IN THE LABOR DIRECTORATE?
Registered unemployed persons are obliged to:
Which job is "suitable"?
Suitable work is work that corresponds to the person's education and/or qualifications and/or professional experience, as well as his or her state of health, if it is located in the same settlement or up to 50 km outside it, provided there is a suitable public transport, for a period of up to 12 months from the date of registration of the person in the "Labour Office" directorate. After this period, "suitable work" is that which corresponds to the person's state of health, if it is located in the same settlement or up to 50 km outside it, provided that there is adequate public transport.
What are the penalties for non-fulfilment of any of the obligations of unemployed jobseekers?
When unemployed persons do not fulfill any of their obligations to the Directorate of Labor, their registration is terminated. They have the right to the next registration after the expiration of 6 months from the date of termination of the previous one.
24.09.2024
RAISING THE RETIREMENT AGE WILL SAVE THE LABOR MARKET
People aged 60 to 69 can save the European Union's labor market in the face of a deepening demographic crisis. With the development of successful deferred retirement policies, their share in the total workforce could increase from 9% in 2023 to 14.2% in 2040. In this way, EU companies have a chance to catch up to 75% of the projected shortfall of labor, claims the latest report from the global leader in trade credit insurance Allianz Trade (formerly Euler Hermes). The research comes out on the eve of International Age Diversity Day, which is celebrated on September 24.
According to statistics, with the increased retirement age in Bulgaria, the level of engagement of people over 60 in the labor market is higher than the average for the European Union. In 2023, over 60% of people between the ages of 60 and 64 in our country continue to work, which ranks us 11th out of the 27 member states. In this age group, the level of engagement in the labor market is highest in Sweden - over 73% compared to an average of 53% for the EU. The lowest is in Luxembourg – only 23%.
In our country, the level of workers between the ages of 64 and 69 is also relatively high, with nearly a fifth of them continuing to work. For comparison, in Romania their share is only 5%. In Estonia, however, it already reaches 38%.
Apart from keeping people on the labor market until an older age, a solution can also be sought in attracting migrants. According to this indicator, however, Bulgaria continues to be in last place in the ranking for the EU, with only 0.2% of all working in our country being foreigners, compared to average levels of over 9% for the Union and reaching over 53% in the top country - Luxembourg. Bulgaria is also among the main donors of labor for Western Europe, which makes the prospects for the labor market in our country even more difficult.
In the report, Allianz Trade experts also point to a number of challenges for keeping people in the labor market until a later age. Europe can count on this saving option for its economy only if companies redouble their efforts and seriously revise their policies in this direction.
This includes reorganizing work processes, working hours and shifts, as well as investing in age-friendly workplace equipment. Part-time work, working from home, lifelong learning and tackling ageism are also important steps. Healthcare development is a key element in the overall strategy. This can help delay or avoid the onset of age-related diseases and keep the workforce healthier for longer.
Intergenerational knowledge transfer should be a priority for businesses, management styles should also become more age-inclusive. Employees must be motivated to learn and change continuously. Given the rapidly evolving technology landscape, however, training requirements will increase dramatically over the next few years, experts warn. The expected twists and turns associated with the use of generative artificial intelligence will also require great flexibility, including from older employees.
In this context, the so-called Millennials and Generation Z place a high value on opportunities for development, the acquisition of knowledge, and openness to change. Companies will therefore need to rethink their management style so that they retain young talent but can also integrate the wisdom and resourcefulness of older people in the workplace, the Allianz Trade report explains. However, experts are adamant that when generational relationships are not antagonistic but cooperative, companies with mixed teams increase the productivity of both older and younger employees.
19.09.2024
AND LONELINESS IS HELPFUL FOR CAREER SUCCESS
Most people are very afraid of the lack of social contacts. Even in the office, it seems to them that they should not spend their holidays in solitude. They want to chat with colleagues or contact friends over the phone and keep up with what's happening on the web.
Communication is indeed a pleasure, but it still has limits, psychologists warn. It is exhausting if continuous and can become dangerous to health.
During a half-hour lunch break, you will clear your head much better if you are in the company of only yourself. Chatting with colleagues may not refresh you, but burden you. It is even mandatory to spend it in silence, since your work requires you to be in contact with many people almost all the time.
Talking while eating or having someone talk to you is also not at all good for health.
Solitude increases productivity and creativity. This has been proven by numerous studies and their results are one of the reasons why they are no longer considered modern so-called. open spaces in the offices. As a person who cannot hear his thoughts, he works less efficiently. If he is among colleagues even on breaks, he doesn't notice any variety.
You shouldn't think about your business commitments during the breaks, but they remain in your subconscious anyway. A break can be the catalyst that allows you to clarify an idea or solve a problem by seeing it in a different way. However, if you chat with colleagues, especially if they tell you about their work, they will distract you. Well, maybe their stories will tell you how to approach your task, but that doesn't happen very often. Relaxing alone is much more fruitful because it energizes and ultimately leads to career success.
Constant communication makes people less sensitive. According to results of psychological research, those who spend more time alone are more understanding and empathetic towards others. Scientists explain it by the fact that a person who constantly lives in "social noise" ceases to be impressed by the problems and needs of others, because he is overwhelmed.
Take time to be alone and listen only to your inner voice, experts advise. Multiple studies have found that it helps build a stronger psyche. When you give yourself minutes or hours alone, you start to feel more independent and more confident.
People who are constantly in contact experience more stress and more often suffer from depressive states.
The stress is understandable - no matter how pleasant the communication is, it is still taxing.
At first glance, however, this about depression is paradoxical, because research has shown that loneliness also leads to it. The secret is in the measure. A person who is used to constant communication, being alone even for a while, begins to feel anxiety.
The bottom line is that you have to dose carefully. Don't be the colleague who never talks informally with others. Let's not take over every day with everyone under control during the holidays. And when you can choose between several companies, prefer the one in which there is laughter, not grumbling.
18.09.2024
HOW TO READ CORRECTLY A DISMISSAL ORDER
Upon termination of the employment relationship, it is essential to issue a dismissal order or other document certifying the fact of termination.
Although the Labor Code does not provide specific details for this type of document, its preparation requires attention and clarity in order to provide the information necessary to understand the circumstances surrounding the termination of the employment relationship.
Here are sample details in a termination order:
- Three names and position of the worker/employee. The names of the worker, the position held and detailed identification for clear identification.
- Legal basis for termination. A clear and specific statement of the reason for termination of the employment relationship, in accordance with the legal provisions.
- Indication of other documents on the basis of which the termination was carried out. For example, in case of layoffs - indication of the decision of the governing body and the selection protocol.
- Compensation due and legal grounds. Explanation of the amounts and compensation provided for termination for various reasons (failure to comply with notice, unused paid annual leave, etc.). Termination of employment is a stage that can be fraught with considerable emotion and uncertainty. In this context, it is important that the worker is aware of his rights to benefits from both the state and the employer. Such benefits are provided by law and must be provided.
Upon termination of employment, it is essential to ensure the correct payment of benefits due. According to the law, the employer must make the payment of the corresponding amounts, but an interesting question arises if these benefits are not clearly written in the employment contract or other agreements between the parties.
According to the law, the failure to enter the due benefits in the termination order does not release the employer from the responsibility for their payment. State law and regulations on severance pay are critical and are used to protect workers' rights. In this way, the worker is provided with legal protection and the opportunity to benefit from the benefits owed to him, even when they are not expressly stipulated in the contract.
Termination of employment requires precision and care, especially with regard to the benefits the employee is entitled to receive. State labor laws and other regulations provide a basis for employee rights, even when the benefits are not clearly stated in the written contract. These legal requirements are intended to ensure fair and correct treatment of the employee upon termination of employment.
The role of the court is essential in the resolution of disputes over the benefits due. In case of ambiguity in the employment contract, the court will usually interpret the terms in favor of the worker, in order to guarantee his rights.
Therefore, the worker or employee may rely on the statutory provisions and rules of the state that provide a basis for claiming compensation, even if such compensation is not expressly stated. Such an approach provides legal protection and security for the worker, guaranteeing fair treatment upon termination of the employment relationship.
17.09.2024
A RECORD FEW UNEMPLOYED IN OUR COUNTRY
In the second quarter of 2024, the share of job vacancies in the European Union fell to 2.4 percent of all jobs, compared to 2.6 percent in the previous first quarter. This is shown by the latest data of Eurostat, published on the website of the statistical agency.
For the same period, vacancies in the Eurozone were 2.6 percent, which is a drop from the 2.9 percent reported for the previous quarter. In the EU, job vacancies in the second quarter were 2.2 percent in industry and construction and 2.7 percent in the services sector. In the currency union, these shares were 2.3 and 2.9 percent, respectively, in industry and construction and in services.
Among EU members for which data are available, the highest vacancy rates in the second quarter of 2024 were recorded in Belgium and the Netherlands (4.4 percent each) and Austria (4 percent).
In contrast, the fewest vacancies were registered in Romania (0.7 percent), Bulgaria (0.8 percent), Poland and Spain (0.9 percent each).
Compared to the same quarter of the previous year, the job vacancy rate increased in six Member States, remained unchanged in another three Member States and decreased in eighteen. The largest increase was observed in Greece (+0.9 p.p.). The largest decline was recorded in Germany (-1 pp), Austria (-0.9 pp) and Sweden (-0.8 pp).
16.09.2024
THE ECONOMIC AND SOCIAL COUNCIL RECOMMENDS PROMOTING LIFELONG LEARNING
Measures to readjust education towards applicability of knowledge are recommended by the Economic and Social Council in a report on the topic: "Inequalities in education and their impact on the labor market in Bulgaria. Solutions for readjustment of the educational system towards applicability of knowledge and formation of social skills".
The document was developed at the proposal of the presidency, reports the press center of the Economic and Social Council. The Council recommends promoting lifelong learning and the adoption of a new law to regulate and guarantee the acquisition of the so-called soft skills that include social skills and key competencies.
The report's findings state that there are disparities in student preparation. There is also a significant difference in the prestige of individual schools, and one of the main reasons for the latter is the conviction of students and parents in the different quality and level of teaching, the Economic and Social Council points out. It also takes into account the presence of educational inequalities, which are due to both income inequalities and other factors - ethnicity and the socio-economic level of the students' families.
In Bulgaria, more than 16,000 children live in villages without kindergartens, which greatly hinders their access to education and early childhood care, the analysis also states. There is a lack of a nationally accepted mechanism for long-term planning by municipalities of service needs. The situation is most critical in Pazardzhik (with 9.9% availability of nursery places), Sliven (10.1%) and Kardzhali and Vidin (14.2%).
The data in the analysis also show that 85.5% of students aged 5 years are enrolled in preschool or school education, which is below the average level for the European Union - 96.3%. This ranks us among the ten countries with the worst performance according to the indicator in the Union, according to the experts of the Council.
Early school leaving continues to be particularly high in rural areas and among the Roma. Students dropping out before the end of the academic year reaches 30% in villages and over 15% in small towns. Last year's data show that 35% of Bulgarians between the ages of 30-34 have completed higher education, which is nearly 10 percentage points behind the EU average, the Economic and Social Council notes.
The need to set aside financial resources to provide scholarships for students in majors recognized as important to the normal state of the labor market and the functioning of various industries is also considered.
"We are in one of the last places in the EU in terms of the relative share of young people (18-34) who neither study nor work - in 23rd place out of 27, the Council also points out. The report also emphasizes that 75% of employers in our country encounter difficulties in finding employees due to a lack of key competencies such as initiative and entrepreneurship, digital abilities, etc.
13.09.2024
WHAT THE LATEST CHANGES TO THE CASH PAYMENTS RESTRICTION ACT PROVIDE FOR THE PAYMENT OF LABOR REMUNERATION BY BANK TRANSFER
Comment from the specialist
Assoc. Dr. Andrey ALEXANDROV, Institute of State and Law at the Bulgarian Academy of Sciences, Southwest University "Neofit Rilski" - Blagoevgrad
New changes were recently adopted - § 41 of the Transitional and Final Provisions of the Law on Amendments and Supplements to the Accounting Law (promulgated SG No. 72 of 27.08.2024) amended the provision of Art. 3, para. 1, item 3 of the Law on Restriction of Cash Payments.
We summarize the most important developments to date, as well as what's new in the payment of remuneration by bank transfer.
The Bulgarian legislator adopted the idea that in the current economic and political conditions in our country, payment by bank transfer is necessary and is in the interest of employees. The changes to the Cash Payments Restriction Act of 2023 were motivated by the desire to limit work in the "grey" sector, i.e. curbing the vicious practice of irregularly paying salaries in cash in order to "save" taxes and insurance. The increase in the relative share of bank payments makes the movements of the amounts traceable and is a kind of guarantee for their accountability.
In the provision of Art. 3, para. 1, item 3 of the Law on the Limitation of Cash Payments (in the version effective from 01.09.2023) it was stipulated that payments on the territory of the country are made only by transfer or payment to a payment account, when they are labor remuneration under within the meaning of the Labor Code, paid by employers with 100 or more employees, with the exception of persons with whom an employment contract has been concluded for short-term seasonal agricultural work in accordance with Art. 114a of the Labor Code.
This exception is logical and implied: in the employment contract for short-term seasonal agricultural work, the remuneration is paid personally to the worker against a receipt at the end of the working day (Article 114a, Paragraph 5 of the Labor Code). Considering the not particularly high amount of these remunerations, it would be unjustified to introduce a requirement that they must be paid by bank transfer.
It is important to note that the criterion by which the obligation to pay by bank transfer was introduced is not the size of the amount (which is the main principle of the Law on Limitation of Cash Payments), but the number of personnel employed by a particular employer. If the enterprise has fewer than 100 workers, the general rule remains that remuneration can be paid in cash. I have already had reason to express reservations about this decision, so I will refrain from commenting on it here as well.
As mentioned, these changes were voted through the Transitional and Final Provisions of the Accounting Law Amendment Act. Why this legislative practice is extremely vicious and creates enormous legal uncertainty has been discussed more than once. In an increasingly disturbingly large number of cases, important changes in labor (and not only) legislation are "pushed through" with the Transitional and final provisions of other normative acts that have little (or nothing) to do with the amended matter. This makes them difficult for their recipients to track, and – perhaps even worse – often completely unmotivated. Such changes are often "born" between the first and second reading of a bill in the plenary hall, without being subject to public discussion and without a clear assessment of their impact.
The case under consideration is of this kind. The initial draft of the Law on Amendments and Supplements to the Accounting Law does not foresee any changes to the Law on Limitation of Cash Payments. It was only between the first and second reading of the draft law that the proposal (which was ultimately accepted) appeared, the provision of Art. 3, para. 1, item 3 of the Law on the Limitation of Cash Payments to be amended as follows:
[Payments on the territory of the country are made only by transfer or payment to a payment account when they are: …]
Labor remuneration within the meaning of the Labor Code, paid by employers with 100 or more employees, with the exception of:
The motives of the proponents of the proposal are so short that they can be quoted in their entirety[2]: "Employers who hire foreigners from third countries cannot meet the requirements of Art. 3, para. 1, item 3 of the Law on Limitation of Cash Payments, due to the fact that most foreigners who are employed do not have bank accounts either in Bulgaria or in their country of origin. Employers who have more than 100 employees may have both seasonal and year-round foreign employees. The procedure for obtaining a permit and issuing a bank account is identical in both cases. The procedure lasts about 3 months. During this period, foreigners have the right to work, but cannot receive their remuneration on the basis of Art. 3, para. 1, item 3, because they do not have bank accounts. Issuing a bank account for seasonal workers will create an administrative burden on banks. Since the procedure for issuing a bank account for them also takes about 3 months, and the seasonal work permit is from 3 to 9 months, i.e. the person will be able to use the account for a very short period or not at all. The proposal also adds "persons from third countries with whom an employment contract has been concluded on the basis of Art. 24 of the Law on Foreigners in the Republic of Bulgaria - for a period of up to three months after the issuance of a residence document" so that these persons, while they receive their bank accounts, can receive their remuneration in cash."
The reasons thus presented sufficiently clearly reveal the purpose of the proposed amendments, which are already part of our current legislation. The impotence to speed up the procedure for opening a bank account for the foreigner has led to the result of paying him a cash reward so that he does not have to open an account. It is apparently not so important that this "exception to the exception" runs counter to the general legal concept of "lightening" income by wire transfer.
The changes are effective from 07/06/2024 (when most of the Law on Amendments and Supplements to the Accounting Law also enters into force), which is another legislative absurdity. If, between 07/06/2024 and 08/27/2024, an employer with more than 100 employed workers paid wages to seasonal and other third-party workers in cash, he was in violation of the regulations in force at that time. Whether giving retroactive effect to the law remedies such violations is perhaps a question to be answered by future administrative and judicial practice.
In conclusion, I will take the liberty of quoting from memory the well-known joking statement of a remarkable Bulgarian jurist and public figure with a brilliant sense of humor: "I fear that one day they will bring back the death penalty through the Transitional and Final Provisions of the Beekeeping Law." Without a doubt , this aphorism from many years ago is still relevant today.
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[1] Aleksandrov, A., On the payment of labor remuneration by bank transfer and is it a guarantee for the interests of workers and employees. – Labor and Law, 2024, No. 4, pp. 22–28.
[2] The original text of the proposal is available on the Internet at: https://www.parliament.bg/bg/bills/ID/165592,
See Proposals between first and second ballot; No. 3. Entry number: 50-454-04-31 dated 08/06/2024.
12.09.2024
HOW THE LUCK SYNDROME AFFECTS CAREER SUCCESS
Some people rely on luck. They believe that without making any effort, luck will fall from the sky somewhere and everything will be arranged in the best way. Miracles usually do not happen, and bitter experience always brings them the conviction that luck is most often earned.
Some people suffer from the lucky syndrome. They think that they are doing well, and they do not realize that nothing falls to them from the sky somewhere, but they provide it themselves. It does not weigh on them because they are smart, capable, love their work and have the ambition to do it in such a way as to achieve success. But because of this ease, they do not have enough self-confidence, they doubt their own skills.
Luck syndrome is a disease that can affect even the most intelligent people and make them downplay their achievements. And healthy confidence is key to success. Because it gives you courage and you achieve even more.
"My success is pure luck" is a misconception when it comes to your career. Yes, luck plays a role in everyone's story. But don't overlook the efforts and sacrifices you've made throughout your life to get here. No one would hire you for this job if you hadn't worked hard to get the education, qualifications, experience. The HR specialist at the company would have rejected you just by seeing what you listed in your bio.
It is very dangerous to attribute all your successes to luck, because you will begin to worry that you will not be able to maintain the high level you have reached for long, because it is due to chance and not to your abilities and knowledge.
Even if it seems to you that you got this job and this post because you were in the right place at the right time, this is only a small part of the truth.
Treat the lucky syndrome by mentally listing the facts of your biography. Remember how many years of study and work you have behind you. How carefully you have prepared and in competition with how many people you have defeated to perform brilliantly and win the desired position in the company where you work. To be promoted, you not only had the necessary qualifications, but also accepted challenges, were brave and tirelessly pursued your ambitions. "In the right place at the right time" is not an element of chance, but the result of purposeful movement.
A sign that you are suffering from the lucky syndrome is that you do not like to talk about your achievements or are shy to hear about them from other people. Bragging is unpleasant, but excessive modesty does not help success. Your discomfort when receiving recognition and compliments is due to an insidious inner voice that whispers to you that you do not deserve them. His whispers have nothing to do with reality - with the achievement itself and with whether it deserves praise. It is due to the way you perceive yourself.
The personal self-assessment of many people does not correspond to reality. It's human. With the luck syndrome, the discrepancy is in that option - to underestimate yourself, which is less unpleasant for others than overestimation and narcissism. But it's not good for you to have no self-confidence when you deserve it.
Again, remember how much effort is behind your achievements. Congratulate yourself on your success, let others congratulate you too. Rejoice in it and celebrate it. Feel special. Don't tell yourself or others, "I'm sure anyone could handle it." This is how you demean what has been achieved. And if you belittle it, don't expect your colleagues and boss to admire it.
Perhaps this modesty was instilled in you by your parents, but it is not productive. When you feel yourself starting to think "it's a matter of luck", focus all your attention on the fact that you gave your best by going through the details of what you did and what it cost you. That's how you'll prove to yourself that it wasn't just luck.
When you purposefully fight the lucky syndrome, you will not fall victim to this dangerous disease. You will get to know yourself, understand how far the limits of your abilities extend, and learn to believe in yourself, create and manage a mental impulse that will help you succeed in everything.
It has been scientifically proven that the human brain responds better to success than to failure. "According to recent studies in neuroscience, nothing makes us more successful than the frequent feeling of having achieved success. Then the brain rewards us for experiencing pleasure by increasing the level of the hormone dopamine. Some people even become addicted to this pleasure and become dependent on the achievement of success. The more we succeed, the longer our brain retains the necessary information, which in turn helps us succeed again," explain scientists from the Massachusetts Institute of Technology and Harvard University.
Therefore, it is much more productive to try to feel the success, and not only and not so much to learn from your mistakes, as the popular maxim states. Banish any syndromes and reward yourself with instant gratification. It is like money in the bank - it creates a sense of security. Which, combined with luck, is a whole lot of capital.
11.09.2024
WHY REFUSAL FROM SICK LEAVE IS NOT POSSIBLE
In Bulgaria, leave for temporary incapacity for work, known as "sick leave", is an important part of the social protection of workers. But what happens when the worker refuses to accept sick leave?
In this case, the law is categorical - refusal is not possible. There are clear procedures and consequences that serve to guarantee the rights and health of the worker.
In cases where the personal physician, after examinations and diagnostics, finds a state of incapacity for work, the worker is obliged to accept the issued sick leave. This sheet is a key element in providing the necessary social support and restoring the worker's health.
In the case of a refusal to accept a sick leave by the worker, the medical team or the Medical Advisory Committee (MAC) must react quickly and decisively. Regardless of the reason for the refusal, this does not change the obligation to issue the document that confirms the state of health.
In case of refusal by the employee, the sick leave is issued ex officio and sent directly to the employer where the employee is insured. This mechanism was put in place to ensure that social support is accessible and reaches those who are entitled to it without hindrance.
Under a change in legislation that came into force at the beginning of this year, the first two days of the hospital period provide an interesting aspect from a financial point of view. During this period (the first two days), the worker receives only 70% of the average daily gross remuneration for the month in which the temporary incapacity occurred.
Take, for example, an employee in an information technology company. Due to an unexpected health condition, he is forced to take sick leave. During this period, he receives 70% of the average daily gross remuneration for the first two days. Although his salary for this month is lower, this financial trade-off is unavoidable when it comes to guaranteeing the necessary time off to recover.
It is important to note that the worker must meet the requirement of having acquired at least six months of insurance service in order to be entitled to cash compensation. If the required experience is missing, the person is not entitled to such compensation.
After the first two days have passed, sick leave payments for the following days are at the expense of the National Social Security Institute and are calculated as part of the employee's salary. It is important to make a distinction here:
- For a general illness, compensation is received in the amount of 80% of the average daily gross remuneration or the average daily insurance income.
- For an occupational accident and occupational disease, compensation is provided in the amount of 90% of the average daily gross remuneration or the average daily insurance income.
These rates provide greater social support in the event of an occupational accident or occupational disease, where recovery may require a greater amount of leave and resources.
The sick leave in Bulgaria is a legally regulated and mandatory procedure that aims to protect the health and rights of workers. Regardless of the financial trade-offs that may occur, the system provides the necessary support for those who are temporarily incapacitated.
