Strategies for Stability and Retention: Salaries, Additional Benefits, and Bonuses – Trends (SATR H2/2025)

Bulgarian employers continue to adapt their strategies to the dynamics of the labour market, focusing on competitive compensation, employee retention, and the provision of attractive benefits packages. The results of the SATR H2/2025 survey, conducted by Manpower Bulgaria, are now available and highlight the key trends for the second half of the year.

Gradual Salary Growth and Strategic Sustainability
The data shows that 74% of surveyed companies do not plan to implement new salary increases in the second half of 2025, a trend that reflects the already executed adjustments at the beginning of the year (78% of companies). Nevertheless, 26% of employers intend to raise salaries, with the most common increases ranging between 6% and 10%. The primary motivation behind these decisions is to retain key employees and attract new talent, with 34% of companies planning to expand their teams by the end of 2025.

Limited Changes in Additional Benefits
Additional benefits remain a crucial tool for employee engagement and retention. However, only 6% of respondents plan to expand their benefits offerings in the coming months. The most commonly planned additions include additional health insurance, performance-based bonuses, and food vouchers. Budget limitations and already well-structured internal programs are often the reason for maintaining the current status.

Changes and Challenges
Employee turnover data for the first half of 2025 indicates relative stability with 41% of the companies reporting a turnover rate between 1% and 5%. The main reasons for voluntary turnover include higher salaries offered by competitors (30%), reluctance to work in shifts (11%), and lack of professional development opportunities (10%). As for involuntary turnover, the most cited reasons are poor employee performance (35%) and violations of internal policies (24%). In terms of layoffs, the key reasons include reorganisations and restructuring (28%), financial results (23%), and underperformance in specific departments (19%).

Conclusion
The SATR H2/2025 survey shows that, although the pace of growth is slowing down, employers remain focused on long-term sustainability and strategic human capital management. The practice of annual salary indexation is now firmly established, with more than half of the implemented increases being up to 10%. Benefits are also becoming an increasingly important factor.
These actions reflect the vital role of human capital in business success particularly in the context of growing competition for talent in Bulgaria.

You can download the full report HERE.