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Country Guide

Hungary

Hiring in Hungary at a glance

CURRENCY
Hungarian forints/HUF
WORKING HOURS
40-48 hours/week
PUBLIC/BANK HOLIDAYS
11 days per year
CAPITAL
Budapest
Local LANGUAGE
Hungarian
REMOTE WORKERS
1.5%
MINIMUM HOURLY SALARY
HUF 1,150/1,495
TAX YEAR
1st Jan - 31st Dec
DATE FORMAT
YYYY/MM/DD
MISCLASSIFICATION PENALTIES
HUF 30,0000 - 10,000,00
FUN FACT
It is considered rude to clink your beer glasses

Employer tax: 

13%

Social Security: 13%

Employee tax: 

33.5%

Social Security: 18.5%

Income tax: 15% (not applicable to employees under 25)

Employee and Employer Salary Cost Calculations in Hungary

Use our handy calculator to understand what are all the employment costs you have to consider in Hungary.

Provide us with some extra details and we will send you a full breakdown of the salary costs.

Employer of Record in Hungary

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An Employer of Record, which in Hungary requires holding a temporary agency licence, is the legal employer of a worker in Hungary. As such, the temp agency takes care of all Hungary compliance aspects of employment, including payroll, taxes, statutory benefits, employment contracts and more.

We are responsible for:

Ensuring their employment is compliant with local employment laws
Processing local payroll
Filing employment related taxes and returns
Issuing payslips to the employee
Distributing salary payments

How a Temp agency employment works

COMPANY

Maintains a direct relationship with the employee, allocates them work tasks, and manages their performance.

BOUNDLESS

Takes care of payroll, taxes, benefits, ensuring the employee and the company are compliant with all legal regulations.

EMPLOYEE

The third party to the agreement, the employee, fulfils all of their obligations as a worker for the company.

Statutory Benefits in Hungary

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Medical examination of new hires

Occupational health & safety training

Common Non-mandatory Benefits in Hungary

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Company social & cultural benefits
Additional days off
Supplementary health insurance 
Supplementary life insurance
Cash bonus
Flexible work
Sports allowance
Telephone costs
Meals

Employee Rights and Protections in Hungary

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Written employment agreement
Protection of personal information
Protection from harassment
Healthy and safe working conditions
Equal treatment
Union membership and other collective agreement rights
Intellectual property protection
Compensation for non-compete agreement
Protection against discrimination and dismissal

Paid time off: 20 days + bank holidays + additional days off determined on age

Paternity leave: 5 days (in some cases 7 days)

Sick leave: 15 weeks

Parental leave: 2-7 days

Maternity leave: 24 weeks

Probation Period

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The probation period in Hungary can be up to three months long.

Payment Frequency

Hourly or monthly.

End of Employment

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An employment contract concluded for an indefinite term may be terminated in the following ways:

• by mutual agreement (at any time,  the law does not contain any explicit provisions regarding this kind of termination);

• by dismissal notice (by both parties, termination of an indefinite period contract by the employer can be based only on three groups of reasons. Also, there are specific rules for both parties on termination of the employment contracts concluded for a definite period);

• by termination with immediate effect (when the employee significantly breaches his/her obligations, otherwise behaves in a way that makes the continuance of the employment impossible, can be used during the probation period).

There are also guarantees in case of mass redundancy and for employment termination for certain categories of employees. There are various kinds of statutory severance payments but only for those who are employed for more than three years.

Disputes concerning unlawful dismissals are solved in competent courts.

Frequently Asked Questions

What are my options if I want to hire a worker in Hungary?

While there are generally four ways of employing people across borders, not all are legal or sensible. Here is an overview of each way to employ a worker in Hungary, outlining the potential cons.

HQ country employment & payroll

What it is: While the person is in Hungary, they are employed and payrolled directly by the company’s HQ entity.
Cons: This may appear attractive, but it generally isn't legal in the long term. HQ payroll won't be possible if the person is not a tax resident in the HQ country.

Independent contractor agreements

What it is: People are locally registered as sole traders or limited liability company owners in Ireland and invoice for their work. There is no direct employment relationship.
Cons: In Hungary, this is not a compliant or legal way to engage full-time workers who work solely for your company. There will be challenges in attracting and retaining talent.

Direct local employer setup

What it is: The company sets up as a fully-compliant local employer. This often involves setting up a local entity and local tax registration.
Cons: Expensive, time-consuming, high-level of complexity. Unknowns around how obligations and costs will evolve over time. There will be a need to stay on top of changes in regulations.

Partnering with an Employer of Record Hungary /Temp agency

What it is: Employment is handled by a platform that specialises in employing people on behalf of customer companies. The Employer of Record, which in Hungary is done through a temporary agency licence, helps to hire and pay employees.
Cons: For some countries, the ongoing costs may be higher than direct employment. Some education is needed to inform employees about how the employment relationship will work. In Hungary, this model comes with a limit of 5 years.

How long does it take to set up a company in Hungary?

Setting up a local company in Hungary can be time-consuming and complicated. That is further complicated by the monthly activities - payroll needs to be calculated and run every month, taxes filed, benefits extended, change of rules and regulations followed. Here is an overview of everything you will find yourself needing to do.

Can I employ people as independent contractors in Hungary?

While many employers practice employing remote workers as independent contractors, it's a bad practice. If an individual is giving their full and undivided attention to your company in Ireland, treating them as an independent contractor is a likely breach of Irish employment laws and of those in your country.
 
Your company could be liable for fines on owed holiday pay, severance pay, sick pay, social welfare payments, paternity benefit, maternity benefit, or other legal measures. Since the individuals you are working with do not receive the benefit of local employment laws and protections that are often afforded to people working full-time hours.
 

What does HR compliance mean in Hungary, and why does it matter?

When you hire employees in Hungary, you have certain obligations as an employer. HR compliance is about ensuring your policies and procedures respect all applicable laws and regulations regarding employment and work practices. Complying with local employment law in Hungary is fundamental for the correct running of your business - not only because these laws are in place to protect employees and guarantee their rights are safeguarded, but to minimise your risk of liabilities as an employer. Being compliant means respecting and following all local labour laws, sick leave and illness benefits, severance pay, annual leave, minimum wage, tax credits, working hours regulations.

What does Employer of Record mean in Hungary?

In Hungary, the Employer of Record model for employing a worker on behalf of another company doesn't exist and is instead done through a temporary agency licence. Employing someone through a temp agency licence means that Boundless is the legal employer of the individual, as far as the French government, tax, and employment authorities are concerned.
We are responsible for:
  • informing you about any pre-employment requirements
  • ensuring their employment is compliant with Irish employment law
  • informing you about the length of the maternity leave, paternity leave, public holidays, illness benefits, medical benefits
  • providing a locally compliant employment contract
  • processing local payroll
  • filing employment-related tax returns
  • issuing payslips to the employee
  • distributing salary payments
  • payments to the local tax authorities
Customers that work with a temp agency in Hungary are responsible for:
  • sourcing and recruiting their own workers
  • managing the employee’s day-to-day work load
  • contributing to the personal / professional development of the employee through their work
  • following any guidance we give on employment and HR best practices or legal obligations in Ireland, such as the employment contract, public holidays, annual leave, sick leave, maternity and paternity benefits, probationary periods, overtime pay, statutory redundancy payments, liability insurance and many others
  • ensuring that payroll bills relating to their team are paid to Boundless before the cut-off point in each pay cycle

Who is responsible for filing and paying employees' taxes and social insurance contributions in Hungary if employing through an Employer of Record (temp agency)?

Boundless as the Employer of Record Hungary (temp agency licence holder) files all pertinent taxes and contributions to the National Health Insurance Fund as they relate to the compliant employment of an individual in their home country.

How does Boundless, as a temp agency, ensure HR compliance in Hungary?

We carefully choose employment lawyers or advisories to partner with in each country we operate in, including Hungary. They ensure the Hungary employment contracts, and any other relevant documents required for new employees comply with the local jurisdiction. We have thorough discussions on specific norms such as payroll services, social protection, data protection, notice period or work-from-home regulations. Whenever a potentially sensitive issue arises in Hungary, our internal team contacts the relevant firm to ensure all steps are taken to resolve it promptly.

What are the legal responsibilities of a company when they use an Employer of Record (a temp agency licence holder) like Boundless in Hungary?

The company remains responsible and informs employees of the day-to-day management of the people and teams that are employed through Boundless, including any disciplinary or performance issues.
 
Boundless ensures compliance with Hungarian-specific procedures, practices and labour laws while employing people and teams on behalf of the company. This includes the deployment contracts.

Do employees get all their rights and benefits when employed through an Employer of Record (a temp agency) in Hungary?

Any new employee that is locally employed through a temp agency in Hungary gets full employment rights and benefits as specified in local law. They get a locally compliant employment contract, statutory maternity leave, annual leave, illness benefits, any relevant tax credit, severance pay and many more.

Choose Boundless as your employment partner in Hungary
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