How Boundless employs your workers in Bulgaria
To employ your workers in a compliant way locally in Bulgaria, Boundless holds a temporary agency licence. According to Bulgarian employment law, that is necessary because a company cannot hire people on behalf of another company unless it has the legal framework to do so, which comes with the license.
The work itself also needs to be temporary and be tight to a specific project. That project must be specified very clearly, outlining its duration and end date and the tasks, goals and final results. Once the project is completed, the worker can continue to work through the Boundless temp agency for another project; however, a new set of agreements will need to be signed.
It's important to understand that while Boundless has a temporary agency license, we do not source talent. Instead, we take legal responsibility for the workers, calculating and paying social security and health insurance contributions, running their payroll, filing taxes, etc.
The mechanics involve a three-party arrangement between the worker, the temp agency and the business benefiting from the work performed. That arrangement comes with four separate agreements - an employment one between the worker and the temp agency, a customer one between the temp agency and the business, a written statement on the commission for the project and a document outlining internal rules.
The duration of the contract isn’t predefined by law, and it’s something that will be dependent on the project timeline. For the duration of the contract, the employee has access to full statutory employment rights, including paid time off and other forms of paid leave, access to unemployment benefits, and a host of protections.
What Boundless does for you
As a temp agency, we establish and maintain the legal employment relationship with the worker. At the start, we work with you to assess if the job description is suitable for the requirements of the model, and if it is, we help you define the project's scope and identify the key goals. Together we come up with the project’s duration, which becomes the end date of the fixed-term employment agreement we sign with the employee.
We sign an employment agreement directly with your worker and provide them with a written statement that states what project they are assigned to and an agreement outlining the internal rules.
Every month we calculate the payroll, deduct all mandatory contributions such as the insurance premium, and provide the worker with a payslip.
We file all necessary taxes and pay mandatory contributions to respective authorities.
What you do
You sign our standard commercial agreement that we use for most of the countries we are in, which you can end with one month's notice. You also sign a customer agreement for each employee you hire through us. The appendix of this agreement includes detailed employee information.
You provide the job description to us and work with us to define the scope and goals of the project that will be outlined in the contract. These end goals are also very important for the termination agreement as they must be ticked off as a reason for termination.
What the Employee does
The employee signs an employment contract with Boundless, a written statement on the commission for the project and a document outlining internal rules. Each of these requires a wet ink signature. We then post a wet ink signed copy of the agreements to the employee within 30 days of their start date, as it is a requirement that the essential working conditions have to be documented in writing and wet ink signed at least by the employer. Organising wet ink signatures takes approximately two weeks.
The employee will need to do a medical examination if the job they will do for you differs from what they have been doing previously. However, it can be accepted if it is similar and the employee has had a medical examination in the past four years.
Throughout the employment, the worker will need to provide time tracking sheets on the work progressed for the project.
If an employee wants to end their employment before the fixed-term contract expires, they must send us the resignation letter stating their resignation and last working day.
