Minimum Wage in Bulgaria 2026 — Amount and Rules

The amount of the minimum wage for 2026

From 1 January 2026, the minimum wage in Bulgaria is:

• EUR 620.20 per month — for full-time work;
• EUR 3.74 per hour — the minimum hourly wage.

By way of comparison, in 2025 the monthly minimum wage was EUR 550.66. The increase for 2026 is also linked to the transition to the euro — from 1 January 2026, all employment remuneration in Bulgaria is set and paid in euro.

How the minimum wage is set

The amount of the minimum wage is determined by the Council of Ministers. In recent years Bulgaria has moved to a statutory mechanism for setting it, which also reflects the European requirements for adequate minimum wages.

Under this mechanism, the minimum wage for the following year is set at 50 per cent of the average gross wage for a defined preceding period. The aim of the rule is for the minimum wage to follow the growth of incomes in the economy and to reduce the subjective element in its annual negotiation.

The minimum wage matters not only for the lowest-paid workers — a number of other payments and thresholds in employment and social security law are tied to it.

The minimum wage and the introduction of the euro

From 1 January 2026, Bulgaria is a member of the eurozone, and all employment remuneration, including the minimum wage, is set and paid in euro. The conversion from levs to euro was carried out at the fixed statutory rate — one euro equals 1.95583 levs.

The law provides an express guarantee for workers: the currency conversion of remuneration may not lead to its reduction. The amount in euro may not be lower than the exact equivalent of the previous remuneration in levs, converted at the fixed rate.

During the transition period, amounts are displayed in dual form — in euro and in levs — to make it easier for workers to find their bearings. This dual display is for information purposes; the currency of payment is the euro.

Who it applies to and how it is applied

The minimum wage is a mandatory floor for all workers and employees under an employment relationship. The employer may not agree or pay basic monthly remuneration below this amount for full-time work.

Part-time work

For part-time work, the remuneration is set proportionally — for example, for half-time work the remuneration due is the corresponding share of the minimum wage. In all cases, however, the hourly rate may not fall below the minimum hourly wage.

What it includes and what it does not

The minimum wage relates to the basic employment remuneration. Additional employment remuneration — for example, for length of service and professional experience or for overtime — is accrued on top of it and may not be used to “top up” remuneration that is below the minimum.

Paying remuneration below the statutory minimum is a breach of employment law and is subject to penalties from the Executive Agency “General Labour Inspectorate”.

The minimum wage in specific situations

The minimum wage applies equally in a number of situations that often raise questions in practice:

• Probation period. The minimum wage also applies during an agreed probation period. Concluding an employment contract with a probation clause does not entitle the employer to pay remuneration below the statutory minimum.
• Second employment contract. For additional work — a second job with the same or with another employer — the remuneration likewise may not fall below the minimum hourly wage. Since additional work is, as a rule, part-time, the minimum wage applies in proportion to the agreed hours.
• A single amount. Unlike in some other countries, in Bulgaria the minimum wage is uniform — it does not depend on the economic sector, the region or the age of the worker.

In all these situations one thing is decisive: for full-time work the basic remuneration may not be below the monthly minimum, and the hourly rate — below the minimum hourly wage.

The link to the insurance thresholds

The minimum wage is often confused with the insurance thresholds, but these are different concepts. The insurance thresholds set the limits within which social security contributions are due.

As at the date of publication, the following thresholds apply for 2026:

• Minimum monthly insurable income for self-insured persons — EUR 550.66;
• Maximum monthly insurable income — EUR 2,111.64.

With the adoption of the new state social security budget, these thresholds are expected to be updated from 1 August 2026 — the minimum insurable income is expected to rise to EUR 620.20, and the maximum to EUR 2,300. Until the budget enters into force, the amounts indicated above remain valid.

What it means for employers

An increase in the minimum wage requires several practical steps from employers:

1. Review of remuneration — all basic monthly remuneration below the new minimum must be brought into line.
2. Updating employment contracts — where the contract states a specific amount of remuneration, the change is formalised with an additional agreement.
3. Accounting for the effect on contributions — higher remuneration also leads to a higher social security burden, which should be factored into the budget for labour costs.
4. Monitoring the minimum insurable income — in view of the expected update of the thresholds in the middle of the year, payroll calculations should be recalculated.

Bringing matters into line in good time protects the employer from penalties and from disputes with workers.

Frequently asked questions