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I received a termination order — what to do

It is stressful, but the first actions determine whether you can successfully challenge and whether you get everything you are owed. Here is what to do in the first 14 days.

Most important: The deadline to challenge is 2 months from the day the order is served (Art. 358 LC). The deadline is preclusive — missing it means you cannot challenge. Start counting from the day you signed or received the order.

Step 1. Preserve the evidence

  • The original of the order plus 2–3 copies;
  • A phone photo of the original with the date;
  • Emails preceding or accompanying the dismissal — especially those where the employer cites grounds;
  • Witnesses, if any were present at service;
  • Copies of the last 3 payslips.

Step 2. Check the order

The order must contain:

  • Names of the employer and the employee;
  • A specific Labor Code reference as the ground (e.g. "Art. 328(1)(2) LC");
  • Date of issue and date of termination;
  • Signature of an authorized officer;
  • Company seal (in most cases).

A missing specific ground, a mismatch between the facts and the article cited, or a procedural breach (in a disciplinary dismissal) are the most common reasons a court declares a dismissal unlawful.

Step 3. Request a calculation of compensation owed

On the day of termination, the employer must pay:

  • Art. 222(1) LC — for unemployment (up to 1 salary, up to 6 by agreement);
  • Art. 224 LC — for unused paid annual leave;
  • Art. 220 LC — if notice was not observed;
  • Unpaid salary and other entitlements.

Cross-check with the severance calculator. If numbers don't match, ask for a written breakdown.

Step 4. Register at the Labor Office

Within 7 days of termination, register at the local Labor Office ("Дирекция Бюро по труда") based on your permanent or current address. This is a condition for receiving unemployment benefit from the NSSI. Registration is free.

Step 5. Decide whether to challenge

You have 2 months. Signs that a challenge may be worth attempting:

  • The order does not cite a specific Labor Code provision;
  • The facts cited do not fit the article invoked;
  • In a disciplinary dismissal, the employer did not request a written explanation in advance (Art. 193 LC);
  • You were in a protected category (pregnancy, sick leave, maternity, reduced capacity) without permission from ИА ГИТ (Art. 333 LC);
  • Your position effectively continues to exist (sham redundancy).

On reinstatement you may receive compensation up to 6 salaries under Art. 225 LC.

When to see a lawyer

If you suspect the dismissal is unlawful — in the first 4 weeks. Two months go quickly, and preparing a claim takes time. The court fee for a dismissal claim is 4% of the claim value, but not less than BGN 50. If the claim succeeds, costs are borne by the employer.

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