Hire and pay employees in
Hungary, hassle-free

The employer cost is generally estimated at 13.0% of the employee salary*

• Social Security - 13.0%
• Additional Employer Cost - HUF 15,700

One-Off Costs
Onboarding Medical Exam - HUF 17,800

Additional Costs
Local Municipal Tax
Hungarian municipalities may levy a local business tax on corporate taxpayers, up to a maximum tax rate of 2%. An innovation tax at a rate of 0.3% may also be applied. These taxes are generally levied on the turnover of the company, including salaries and other employment costs of the EORs located in Hungary. The Local Municipal Tax is invoiced twice a year, in March and in September. 

Ces coûts sont des estimations et ne sont indiqués qu’à titre d’information. Pour comprendre le mode de calcul des coûts et frais inhérents aux termes d’un contrat de travail établi dans ce pays, n’hésitez pas à demander un devis à notre service commercial.

Les horaires de travail normaux sont de 8 heures par jour et 40 heures par semaine. La semaine de travail standard va du lundi au vendredi.  

Overtime payment is mandatory. Hours outside of standard work hours are considered overtime. Employees can work a maximum of 4 hours of overtime daily and 8 hours of overtime weekly. 

For additional hours, employees are paid an additional salary supplement of 50% on weekdays, and 100% on holidays and weekends. 

For holidays and weekends, employees will receive a salary supplement of 50% if they are compensated with a weekly rest day.

Fathers are entitled to 10 working days of paid paternity leave which must be used within the first 4 months after the date of birth. The first 5 days are paid by the employer at 100% of the employee’s regular salary, and the employer can file for a refund from the National Treasury. The remaining 5 days are paid by the employer at 40% of the employee’s regular salary, and the employer cannot file for a refund from the National Treasury.

L’employé ne peut pas prolonger le congé.

Un licenciement doit respecter des règles complexes et la procédure officielle du pays où travaille la personne concernée. Les conditions du départ sont toujours gérées par l’employeur avec les principales parties prenantes. La procédure peut inclure des frais ponctuels et certaines mesures (obligatoires ou recommandées) dans des cas spécifiques de licenciement.

Terminations in Hungary can be complex. There is no at-will termination in Hungary for employers after the probation period, and termination must be done based on a justified reason.

Types of terminations:

• Du fait de l’employé
• D’un commun accord
• Unilaterally by the employer (with notice or immediate effect)

The minimum notice period is 30 days and will be increased according to the length of the employment:

• Up to 2 years of employment - 30 days of notice
• 3 years of employment - 35 days of notice
• 5 years of employment - 50 days of notice
• 10 years of employment - 55 days of notice
• 15 years of employment - 60 days of notice
• 18 years of employment - 70 days of notice
• 20 years of employment - 90 days of notice

By mutual agreement of both the parties, the notice period may be extended by up to 6 months.

In Hungary, severance pay is determined by the length of employment:

• 3 years of employment - 1 month of salary
• 5 years of employment - 2 months of salary
• 10 years of employment - 3 months of salary
• 15 years of employment - 4 months of salary
• 20 years of employment - 5 months of salary
• 25 years of employment - 6 months of salary

If employment is terminated by the employer when there are less than 5 years left until the employee becomes entitled to an old age pension, severance pay is higher:

• 3 years of employment - 2 months of salary
• 5 years of employment - 3 months of salary
• 10 years of employment - 5 months of salary
• 15 years of employment - 6 months of salary
• 20 years of employment - 8 months of salary
• 25 years of employment - 9 months of salary

Pour vous prémunir des risques financiers imprévus liés à un licenciement, Deel prévoit un cumul d’indemnités de départ dans tous les contrats de travail pour ce pays.  Deel possède une grande expérience de la gestion des risques de litige à l’international, et nous calculons le cumul d’indemnités de départ en fonction du droit commun ou des dispositions légales et des meilleures pratiques locales. Si votre employé démissionne ou n’a pas droit à une indemnité de départ, les montants réservés en vertu du contrat et inutilisés vous sont remboursés.

Hungary celebrates around 12 national holidays. National public holidays include:

• Jour de l’an
• Memorial Day
• Easter Friday
• Dimanche de Pâques
• Lundi de Pâques
• Fête du travail
• Pentecost Monday
• State Foundation Day
• Revolution Memorial Day
• Toussaint
• Noël
• 2nd Day of Christmas

Onboarding takes 3 business days* after the client signs the SOW. A medical check is required and must be completed before the start date; otherwise, the start date may be delayed.

*may vary depending on the completion of the medical check and the provision of all mandatory compliance documents.

Contracts must be in Hungarian and can be bilingual. They must be in writing and signed by both parties.

Le contrat doit préciser :

• Employer data
• Employee data
• Base salary
• Job position
• Length of the employment contract (if this is not there then it will be unlimited)
• Place of employment
• Période d’essai