The single permit for residence and work is how most non-EU nationals come to work for a Bulgarian employer. It gives the worker, in one decision, the right to live in Bulgaria and the right to work — but only for that employer, in that position, on those terms, for the length of the contract and no more than three years.
Because the employer drives the procedure, this guide is written mainly from the employer’s side. Candidates will find their part in the “who prepares what” table.
Three questions to answer before you file
1. Are you within the foreign-staff cap?
As a rule, non-EU nationals may make up no more than 20% of the employer’s average headcount over the previous 12 months — 35% for small and medium-sized enterprises. You will declare your monthly headcount for the past year, so run the numbers first. If you are at the limit, consider whether the role qualifies for an EU Blue Card, which is outside the cap (Art. 17(1) of the Labour Migration and Labour Mobility Act).
2. Can you show you looked locally first?
The Employment Agency checks whether the job could be filled by someone who already has access to the Bulgarian labour market — the labour market test. You need a written justification explaining why this candidate is needed and why Bulgarian or EU candidates were not hired, backed by copies of the job advertisements you published.
3. Does the candidate fit the role on paper?
The position must match the National Classification of Professions and Positions, and the candidate’s education, qualifications and experience must match the position. For regulated professions, recognition of the qualification may be required before work can start.
Who prepares what
| The candidate | The employer |
|---|---|
| Copy of a valid passport (photo and data pages) | Signed fixed-term employment contract for a position coded in the National Classification of Professions, taking effect when the residence document is issued |
| Criminal record certificate from the country of nationality or habitual residence — apostilled or legalised and translated | Job description |
| Proof of accommodation in Bulgaria (at filing if already resident here; otherwise with the visa application and after arrival) | Justification for hiring a non-EU national |
| Diplomas, qualification certificates, proof of experience | Evidence of recruitment efforts on the Bulgarian and EU market |
| NACID certificate recognising a foreign university degree; recognition of qualification for regulated professions | Declaration listing current non-EU staff and their residence basis |
| Health insurance valid in Bulgaria, where not insured locally | Declarations on monthly headcount for the last 12 months and on equal pay and working conditions |
Foreign certificates are usually the slowest part of the file. Order them first.
The timeline
Filing
The employer files with the Migration Directorate (or the regional migration unit of the Ministry of Interior).
Forwarding — within 14 days
The file goes electronically to the Employment Agency and to the State Agency for National Security for opinions.
Employment Agency opinion — within 15 days
The Agency confirms whether grounds exist to grant access to the labour market.
Notice to employer — within 3 days
After positive opinions, the Migration Directorate notifies the employer and the Ministry of Foreign Affairs.
Visa application — within 20 days
The worker applies for a Type D visa at a Bulgarian consulate, where a visa is needed.
Arrival and biometrics — within 14 days of entry
The employer and worker attend the Migration Directorate with the passport visa page and at least three months’ health insurance.
Permit
The single permit and residence document are issued.
Allowing for documents from abroad, translations and consular appointments, the whole process typically takes three to six months. A worker already lawfully in Bulgaria may, depending on their status, be able to complete the procedure without leaving the country — check this before you start.
Life after the permit
- Tied to the job. The permit does not give general access to the labour market. Moving to another employer needs a new procedure; the worker must not start with a new employer on the strength of the old permit. Under current law the right of residence ends when the employment ends, and the employer must notify the Migration Directorate within three days. A bill implementing the recast EU Single Permit Directive, pending since July 2026, would relax these rules — check the position before acting.
- Renewal. If the employment continues and the conditions are still met, the permit can be extended.
- Family. Once the worker holds a permit valid for at least a year, a separate family reunification procedure can begin.
Questions clients ask
Can we hire as many foreign workers as we need?
No. The 20% cap (35% for SMEs) applies to single-permit hires. Highly qualified hires on an EU Blue Card are not subject to it (Art. 17(1) of the Labour Migration and Labour Mobility Act), so check early whether the role qualifies.
The candidate is already in Bulgaria on another permit. Do they need to leave to get a visa?
Not always. Some people can switch from within Bulgaria, depending on their current status. If the worker already holds a Bulgarian residence permit, the application must be filed at least two months before that permit expires. We check this before filing, as it can save weeks.
Can the worker start before the permit is issued?
No. The employment contract takes effect only once the residence document has been issued.
This guide is general information about Bulgarian law as it stood on the date of publication. It is not legal advice for your specific case.
