The directive is designed to strengthen pay equity and make compensation practices more transparent.
Bulgaria was required to transpose the EU Pay Transparency Directive into national law by 7 June 2026, creating new employer obligations around recruitment, employee pay information and gender pay-gap reporting.
The directive is designed to strengthen pay equity and make compensation practices more transparent. This means Bulgarian businesses, especially medium-sized and large employers, now face greater scrutiny of pay structures, reporting processes and the way salary information is communicated to employees and candidates.
What changes?
- More transparency during recruitment, including clearer salary information.
- Employee rights to request information about pay levels and pay progression.
- Gender pay-gap reporting obligations for larger employers.
- Greater pressure to review and document compensation and benefits frameworks.
Why it matters
The changes support stronger employee trust, fairer pay practices, and better employer branding. At the same time, they may require additional reporting, internal governance and possible redesign of existing pay and benefits structures.
What employers should do now
To assess readiness and address any gaps, employers should now review their:
- compensation data,
- job architecture, and
- internal communication processes.
For help doing this and to discuss any other implications the directive has on your business speak to:
Petya Borisova
Risk Consultants and Insurance Broker
GrECo Bulgaria
T +359 889 526 815
