Remote makes employment in Hungary easy. With our localized contracts, easy invoice management, and best-in-class compliance, you can grow your global team with confidence.
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We own our own entity in the countries where we operate to shield your company from risk and provide you and your employees with the signature Remote experience.
Hungary, a landlocked nation in Central Europe, is one of the oldest countries on the continent. With a literacy rate over 99% and a robust educational system, Hungary is one of the most educated countries in the world. A country filled with delicious food and more thermal springs than any other country, Hungary is a top destination for global travelers.
Ease of doing business
Cost of living index
$$ (79 of 139 nations)
VAT - standard rate
GDP - real growth rate
Looking to employ workers in Hungary? Companies hiring in Hungary must either own a legal entity in the country or work with a global employment solutions provider, usually one that provides employer of record services. Remote can employ your team in Hungary on your behalf through our local legal entity in the country and handle payroll, benefits, taxes, and compliance for your Hungarian team.
Hungarian employment is legislated by a combination of national and international laws, matching its fellow European countries in most respects. Employers and employees in Hungary must use written employment agreements to commence employment relationships. These contracts must include several details, including the title of the position, the salary to be paid, and the location where the work will be performed. With remote work on the rise, employers must be vigilant to ensure their employment contracts in Hungary will hold up to scrutiny.
Below are national public holidays applicable for all regions in this country. Remote customers have access to a detailed list of regional public holidays within the Remote platform. Sign up now to access all public holiday information.
|Saturday, January 1, 2022||New Year's Day (Újév)|
|Monday, March 14, 2022||Bridge day for Revolution Day (Nemzeti ünnep hétfő pihenőnap)||Additional Public Holiday|
|Tuesday, March 15, 2022||Revolution Day (1848-as forradalom ünnepe)|
|Friday, April 15, 2022||Good Friday (Nagypéntek)|
|Monday, April 18, 2022||Easter Monday (Húsvét vasárnap)|
|Sunday, May 1, 2022||Labour Day (Munka ünnepe)|
|Monday, June 6, 2022||Whit Monday (Pünkösd hétfő)|
|Saturday, August 20, 2022||Saint Stephen's Day (Nemzeti ünnep)|
|Sunday, October 23, 2022||Republic Day (Nemzeti ünnep)|
|Monday, October 31, 2022||All Saints Day (Mindenszentek)||Bridge Day|
|Tuesday, November 1, 2022||All Saints Day (Mindenszentek)|
|Sunday, December 25, 2022||Christmas Day (Karácsony első napja)|
|Monday, December 26, 2022||Second Day of Christmas (Karácsony másnapja)|
Hungary differentiates between the minimum wage and the guaranteed minimum wage. The guaranteed minimum wage only applies to full-time employees hired for jobs that require at least a secondary school qualification or secondary vocational qualification. The minimum wage applies to everyone regardless of qualifications.
Hungary's minimum wage is 200,000 HUF gross per month, applicable to non-taxable expenses (max. 10% of min. wage). This means that 20,000 HUF per month can be given to the employee tax free until the end of emergency pandemic laws.
The guaranteed minimum wage is 260,000 HUF gross/month.
The minimum wage is known locally as "minimálbér." The guaranteed minimum wage is "bérminimum."
Salaries must be paid on a monthly basis.
We can help you get a new employee started in Hungary fast. The minimum onboarding time we need is only 9 working days.
Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.
For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.
Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.
At Remote, we’re obsessed with helping you craft the best possible employee experience for your team. We are leading the way in practicing “fair equity,” which means making sure employees everywhere have access to both the required and supplemental benefits they need to thrive (and that will allow you to attract the best local talent).
Our benefits packages in Hungary are tailored to fulfill the local needs of your employees. Typically, our packages contain some or all of the following benefits:
Learn how employment taxes and statutory fees affect your payroll and your employees’ paychecks in Hungary.
13% - Social Tax (Social Security)
13% - Total Cost of Employment
10% - Pension Contribution
7% - Health Insurance
1.5% - Unemployment Contribution
15% (Flat rate for all employment income)
Employees in Hungary are entitled to between 20-30 days of paid leave per year, depending on the age of the employee.
Employees in Hungary receive additional paid leave if they have children.
Mothers in Hungary receive 24 weeks of paid maternity leave paid at 70% of their average wages, beginning four weeks before the due date. New mothers in Hungary also receive special benefits from the National Health Insurance Fund, including a child care allowance.
In Hungary, fathers are entitled to five days of paid paternity leave within two months of birth.
Hungary also offers parental leave, which either parent can take before the child’s second birthday. Parental leave is paid at the same rate as maternity leave (70% of average wages) but is capped at twice the minimum wage. Hungarian laws do not recognize LBGTQ+ relationships and do not extend parental leave to those partners.
Employees in Hungary are entitled to 15 days of sick leave per calendar year.
Employees may take unpaid leave for a variety of reasons, including childcare beyond that covered by maternity, paternity, or parental leave. Unpaid leave requests must be made in advance in writing.
Employers in Hungary are usually required to provide a reason (in writing) to every employee being terminated. The reason must be clearly stated and factual.
Employers cannot terminate employment when an employee is on maternity leave, parental leave, leave for voluntary reserve military service, or in other cases protected by Hungarian law.
To terminate an employee in Hungary, the employer must provide advance notice of between 30-90 days. This period does not apply to employees on fixed-term contracts whose engagements end on the scheduled date specified in the agreement.
The base 30-day notice period for termination is extended based on the amount of time the employee has worked for the company:
Severance pay in Hungary ranges from one month’s salary to nine months’ salary depending on the tenure and age of the employee in question. Employment contracts should clarify expectations and procedures for severance pay to avoid misunderstandings. Employees are entitled to severance pay when they are terminated unilaterally by their employer, when the employer shuts down, and in certain situations involving acquisitions.
In Hungary, the maximum probation period is three months. After the probationary period ends, the employee is considered a full employee and entitled to all the protections of Hungarian labor law, even if no probationary period was specified in the employment contract.