Can I be dismissed without a reason?
No — a legal ground is required. An employer cannot end the contract 'for no reason' — 'it did not work out' is not a ground. Dismissal on notice is possible only on the grounds expressly listed in article 328 of the Labour Code: closure of the business, redundancy, a drop in the volume of work, lack of the qualities for the job, and so on. Notice is 30 days on an open-ended contract (longer by agreement, never more than 3 months). Disciplinary dismissal needs no notice, but requires a serious breach and a strictly observed procedure with a hearing. For protected categories under art. 333 — the mother of a child under 3, a worker on leave, a worker on adapted duties — prior permission from the Labour Inspectorate is required, and without it the dismissal is unlawful on that ground alone.
📋 The rules
- Dismissal only on an express ground in the Labour Code
- On notice (art. 328): closure, redundancy, reduced volume of work
- Notice period: 30 days (3 months maximum)
- Disciplinary dismissal — no notice, but a strict procedure
- Protected categories (art. 333): permission is required
🔓 Exceptions
- On closure of the business, art. 333 protection does not apply in the same way
- During a probation period the party in whose favour it was agreed may terminate without notice
- Disciplinary dismissal requires a hearing and a reasoned order
⚠️ Penalties & fines
An unlawful dismissal can be challenged in court within 2 months, seeking annulment, reinstatement and compensation for the time out of work (up to 6 months). On dismissal for closure or redundancy, compensation is due under art. 222 — one month's gross pay if you remain out of work. Dismissing a protected person without Labour Inspectorate permission is unlawful on that ground alone.
📎 Official sources
❓ Frequently asked
Can my employer dismiss me without a reason?
No. Dismissal requires an express ground under the Labour Code — closure of the business, redundancy, a drop in the volume of work, or lack of the qualities for the job. 'It did not work out' is not a ground.
What is the notice period?
30 days on an open-ended contract. A longer period may be agreed, but never more than 3 months. Disciplinary dismissal requires no notice, but the procedure is strict.
Who is protected from dismissal?
Under art. 333 — the mother of a child under 3, a worker on leave, a worker on adapted duties, and certain others. For them, prior Labour Inspectorate permission is required, and without it the dismissal is unlawful on that ground alone.
How long do I have to challenge a dismissal?
Two months from being served with the order. You can seek annulment, reinstatement and compensation for the time out of work — up to 6 months.
Is compensation due on redundancy?
Yes. On dismissal for closure or redundancy, compensation under art. 222 is due — one month's gross pay if you remain out of work. A collective agreement may provide for more.
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