The role, responsibilities and reporting lines remain the same. The main difference is the employment structure and location.

Yes, when executed correctly. This model is based on proper relocation, local employment in Bulgaria and alignment with tax residency rules. Compliance is central to how we operate. If it is not compliant, we do not implement it.

The Blue Lynx cross-border model is not designed to operate under an A1 Certificate because it is based on permanent employment in Bulgaria rather than a temporary posting. Using an A1 would generally prevent the intended transfer of social security to Bulgaria and therefore reduce the commercial benefits of the model.

Savings depend on salary level, structure and employee profile. In most cases, the difference comes from lower employer contributions, capped social security and the absence of long-term liabilities that exist in the Netherlands. The model is fiscally attractive when applied correctly, particularly for mid to senior-level roles.

No. The working relationship remains entirely yours. The employee continues in the same role, reporting into your organisation as before. What changes is the employment structure behind the scenes.

Blue Lynx becomes the legal employer, assuming responsibility for payroll, employment administration, statutory compliance and employer obligations. You retain the talent and business continuity, while we provide the compliant employment framework that supports the entire arrangement.

It is most effective when organisations want to retain existing employees, reduce cost pressure and remove long-term employment risk without disrupting the business.

The model works best for roles that can be performed remotely or with limited location dependency, particularly for knowledge-based roles and long-term positions.

Yes. While the primary focus is on retaining existing employees, Blue Lynx can also recruit and place new hires directly into this structure where needed.