Hire and pay employees in Hungary quickly and compliantly

Complying with labor and employment laws in Hungary

Hungary’s employment landscape is shaped by a robust framework of labor laws and EU directives designed to protect workers’ rights and establish fair working conditions. The Hungarian Labour Code (Act I of 2012) is the primary legal reference for employers, but compliance extends beyond this statute to include a series of additional regulations governing employment contracts, working hours, termination procedures, and workplace safety.

While Hungary’s labor laws provide a clear regulatory framework, navigating the intricacies of local compliance can be challenging, especially for companies unfamiliar with Hungarian employment practices. Partnering with a trusted employer of record (EOR) like Rippling can streamline the hiring process, ensuring your business adheres to all local employment regulations without the need to establish a local entity. Rippling’s expert HR guidance, customized for Hungary’s employment laws, simplifies global hiring, allowing you to concentrate on scaling your business.

Employment contracts in Hungary

Employment contracts in Hungary are governed by the Hungarian Labour Code (Act I of 2012), which states that all employment agreements must be in writing. Hungarian employees may challenge the absence of a written employment agreement within 30 days after starting work. 

By default, employment contracts in Hungary are for an indefinite term unless stated otherwise. Fixed-term contracts are permitted but must be justified and clearly documented, including the start and end dates. The maximum duration of a fixed-term contract—including any extensions or renewals—is five years.

At minimum, written employment contracts should include the following elements:

• Names and addresses of the employer and employee
• Job title and description of duties
• Place of work
• Start date of employment
• Duration of employment (if fixed-term)
• Amount and frequency of remuneration
• Working hours
• Probationary period (if any)

Labor unions in Hungary

Unionization isn’t as common in Hungary as in neighboring European countries and has declined significantly in recent decades. Most employees who belong to trade unions work in the public sector and for state-owned companies. That said, there are several main trade union confederations, including:

• LIGA: Represents private and public sector employees
• MASZSZ: The largest confederation, representing various sectors like manufacturing, transport, and energy
• MOSZ: Represents workers primarily in small to medium-sized businesses
• SZEF: Primarily covers public sector professionals in health, social services, education, etc.
• ÉSZT: Also covers public sector employees but in higher education and research

While these federations exist at the national level, most collective bargaining is decentralized and done at the company level, especially following the introduction of the 2012 Labour Code. Collective agreements are rare in Hungary (covering fewer than 30% of employees) and are mostly found in large, multinational companies or specific public sectors.

Mitigating permanent establishment risk in Hungary

When expanding your business into Hungary, one key tax consideration is permanent establishment (PE)—a concept that determines whether your company has created a taxable presence in the country. If your business is deemed to have a PE in Hungary, it may be subject to Hungarian corporate income tax on its profits.

Hungary follows the OECD model for defining PE and treats PEs as “distinct and separate enterprises.” A PE may be triggered when a foreign company has a fixed place of business in the country, such as an office, branch, or factory, a construction site or installation project lasting longer than three months, or a dependent agent who concludes contracts for the company. Even if a company conducts regular commercial activities in Hungary without a formal office, it can still be considered a permanent establishment.

To reduce the risk of inadvertently creating a PE in Hungary, global companies can:

• Limit contract authority within Hungary
• Refrain from leasing or owning a fixed business location
• Keep Hungarian employees in supportive functions only
• Consult a local tax expert to assess your company’s presence and operational plans

Probationary period in Hungary

In Hungary, employers may include a probationary period—referred to as a trial period—to evaluate a new employee’s suitability for the role. Under the Hungarian Labour Code, the standard maximum length of a probationary period is three months. Trial periods must be agreed upon in writing and included in the employment contract at the time of signing.

If a collective bargaining agreement applies, employers may extend the probationary period, but it cannot exceed six months in total.

During this period, either party may terminate the employment without notice and without justification, unless otherwise specified by contract. However, the employer must still comply with legal guidelines against discriminatory or unlawful dismissal.

Local laws in Hungary

Navigating Hungary’s employment regulations requires a thorough understanding of several key laws and statutes. The Hungarian Labour Code (Act I of 2012) serves as the cornerstone of labor legislation, but employers must also stay informed about other essential regulations governing the workplace. Here are the primary laws to consider:

• Hungarian Labour Code (Act I of 2012): The Labour Code provides the foundation for employment contracts, working conditions, termination procedures, and employee rights. It also specifies employer responsibilities regarding pay, working hours, and overtime.
• Equal Treatment Act (Act CXXV of 2003): Designed to promote fairness and inclusivity, this law prohibits discrimination based on characteristics such as gender, age, disability, ethnicity, religion, or sexual orientation in the workplace.
• Data Protection Act (Act CXII of 2011): The processing, storage, and transfer of employee data must comply with the GDPR and local data protection laws. Employers are responsible for safeguarding personal information and maintaining transparency in data handling.
• Social Security Act (Act LXXX of 1997): This act outlines mandatory social security contributions, covering pensions, unemployment benefits, and healthcare. Employers must ensure timely registration and contribution payments for all employees.

Worker classification and misclassification in Hungary: Contractors vs. employees

Hiring new talent in any country requires employers to properly classify workers. In Hungary, distinguishing between an independent contractor and an employee (and when to use which) is crucial for long-term success. Hungarian employees operate under employment contracts, while independent contractors sign service contracts with their clients. And each type of worker is subject to different benefits and protections under the law.

Hungarian labor laws don’t offer a rigid definition of employment versus independent contracting, so authorities typically rely on several factors when reviewing individual working relationships. Learn about the key differences between the two below.

Worker classification in Hungary: Key differences between contractors and employees

Consequences of misclassification in Hungary

Improperly classifying workers as independent contractors rather than employees in Hungary can expose employers to significant financial and legal risks, including:

• Unpaid social security contributions: Employers could be held responsible for back payments to Hungary’s social security system, with added interest and penalties.
• Tax liabilities: Failing to properly withhold and remit payroll taxes can lead to substantial fines and back taxes, including income taxes owed to the authorities.
  Claims for employee benefits: Misclassified workers may assert their right to benefits, such as overtime pay, severance, and paid leave.
• Fines and sanctions: The Hungarian National Tax and Customs Administration (NAV) may levy fines for misclassification violations. The tax penalty is 50% of the unpaid amount, and the maximum default is HUF 500,000 (around EUR 1,230). 

To avoid these costly consequences, employers must evaluate the true nature of the working relationships, focusing on factors such as control over work, hours, and location.

Wages and payroll in Hungary

When hiring in a new country, managing wages and payroll can quickly become one of the most intricate aspects of global employment, and Hungary is no exception. Whether you're onboarding talent in Budapest, Debrecen, or Szeged, it's essential to understand local payroll requirements, including statutory minimum wage, common pay cycles, and mandatory deductions for income tax and social security contributions.

Here’s what companies need to know about managing payroll and compensation in Hungary.

Minimum wage in Hungary

Effective January 1, 2025, Hungary’s monthly minimum wage is HUF 290,800 (roughly HUF 1,672 per hour). Hungary also offers a guaranteed minimum wage of 348,800 Hungarian forint per month for those with a secondary education or certain professional qualifications.

While CBAs are rare in Hungary at a national or sectoral level, be sure to check if your company is subject to an agreement, as this may alter the wage floor you’re required to meet.

Payroll frequency in Hungary

Hungary has a standard monthly payroll frequency. Typically, employees receive their wages on the last day of each month, but they must receive pay no later than the 10th of the following month. Employers may specify a different payment date in the employment contract.

13th month pay in Hungary

A 13th month salary is an extra month’s pay often used as a year-end or holiday bonus. While offering 13th month pay is a common practice in many European countries, it is not required under Hungarian labor law. In Hungary, offering this type of bonus is entirely optional and typically depends on company policy, employment contracts, or collective agreements. 

If an employer chooses to offer a 13th month salary, they should clearly document the conditions under which it’s provided in their employment contracts or the company handbook. Doing so helps ensure clarity and sets appropriate expectations for incoming employees.

Run payroll compliantly in Hungary

Managing payroll in Hungary requires employers to meet several legal obligations. This includes properly calculating and withholding personal income tax (PIT), which is levied at a flat 15%, along with mandatory social security contributions. Employers must also maintain detailed payroll records, such as payslips, contracts, and tax filings, and ensure these documents are stored in accordance with local regulations.

Beyond accurate calculations and documentation, payroll processes must comply with the Hungarian Labour Code. This means adhering to rules around minimum wage, working hours, overtime pay, and leave entitlements.

Due to the complexity of Hungary’s payroll landscape, many international companies choose to work with an employer of record (EOR). An EOR like Rippling can manage global payroll processing, ensure tax compliance, and administer employee benefits, freeing companies to prioritize growth while remaining compliant in Hungary and beyond.

Employer and employee taxes in Hungary

Understanding Hungary’s tax system is a critical step for any company planning to hire or scale operations within the country. The system is governed by national tax laws and aligned with EU directives, and it is administered by the Hungarian Tax Authority (NAV). Employers are responsible for accurately calculating and withholding income tax and social security contributions from employee wages, as well as making timely payments on behalf of both the employee and the company.

Staying compliant requires attention to payroll taxes and reporting requirements, with potential penalties for noncompliance.

Here’s what businesses need to know about employer and employee tax obligations in Hungary.

Employer taxes in Hungary

Here are the mandatory employer payroll taxes in Hungary:

Employee taxes in Hungary

Employers are responsible for deducting the following taxes from employees’ paychecks:

Hungarian employees are also subject to personal income tax at a flat rate of 15%. Hungarian citizens, EEA state citizens, Ukrainian citizens, and Serbian citizens under the age of 25 are entitled to a taxable amount reduction based on income in the consolidated tax base.

Penalties for not paying taxes in Hungary

Employers that fail to meet their tax obligations in Hungary can face serious consequences. The Hungarian Tax Authority enforces a range of penalties for late filings, payment failures, and reporting inaccuracies, all of which can impact your business operations and financial standing.

As of 2025, here are some of the most common tax-related penalties businesses may encounter in Hungary:

• Delayed taxpayer registration or notification: Fines increase based on the length of the delay—5% if under 15 days, 20% for 15–30 days, and 30% beyond 30 days, with a maximum fine of HUF 100,000.
• Incorrect tax returns: A penalty of 5% of the difference between reported and correct amounts applies, capped at HUF 100,000, with a minimum fine of HUF 5,000.
• Underpayment of tax advances and missed year-end top-ups: A 20% surcharge applies to any shortfall.
• Non-payment or late payment of tax advances: In addition to default interest, businesses are subject to a 50% penalty interest for failing to pay advances on time.
• Unreported business activity: First-time violations can incur fines up to HUF 100,000, while repeated offenses may lead to fines twice as high.
• Late payment interest: NAV imposes interest at a rate equal to twice the base rate of the Hungarian National Bank.

Additionally, Hungary classifies taxpayers into three categories—reliable, standard, and high-risk—which determines the severity of enforcement. The government updates classification quarterly, and taxpayers can view their status through the government’s e-platform (Ügyfélkapu). High-risk taxpayers face stricter oversight and more severe penalties.

Fortunately, penalties can sometimes be reduced or waived if the taxpayer can demonstrate that they acted with reasonable care. Still, the best protection against tax errors is prevention. A strong payroll process and local accounting support can go a long way. Alternatively, working with an employer of record (EOR) like Rippling ensures timely payroll tax submissions, accurate reporting, and full compliance with NAV regulations, so you can stay focused on growing your business in Hungary.

Employee benefits in Hungary

Providing a well-rounded employee benefits package is a key strategy for attracting and retaining talent, especially in Hungary’s increasingly competitive job market. While some benefits are legally required under the Hungarian Labour Code and social security laws, many employers go further by offering additional perks that support employee well-being, work-life balance, and long-term financial security.

Getting familiar with Hungary’s mandatory and optional benefits early on can help ensure compliance and position your company as an employer of choice. Here’s what you need to know about employee benefits in Hungary.

Mandatory benefits in Hungary

Hungary has several mandatory benefits, meaning employers must offer them to their employees. These employee benefits include different types of paid leave (which we cover in the next section), along with:

• Health insurance: Employers must contribute to Hungary’s national health insurance system, which gives employees access to public healthcare services.
• State pension (old-age insurance): Although the contribution is deducted from the employee’s gross salary, the employer is responsible for withholding and remitting it to the authorities. This mandatory benefit funds future retirement entitlements under the state pension scheme.
• Unemployment insurance: This benefit provides financial support and job-seeking assistance to eligible workers in the event of job loss. As with pension and healthcare contributions, employers must calculate and remit these payments monthly.
• Accident insurance: This is automatically included in the social security contribution system and ensures coverage for work-related injuries or occupational illnesses.

Optional benefits in Hungary

While Hungarian labor law mandates a core set of employee benefits, many employers go beyond the minimum to remain competitive in the local talent market. Offering optional fringe benefits not only helps attract and retain top talent, but also fosters higher employee satisfaction and engagement. Here are some of the most common and valued optional benefits in Hungary:

• Supplementary health insurance: Many employers offer private health plans in addition to the national system. These plans provide faster access to specialists, private hospital services, and extended medical coverage.
• Supplementary pension contributions: To enhance long-term financial security for employees, some companies contribute to voluntary pension funds, which are tax-advantaged.
• Wellness and sports benefits: Multisport cards and similar wellness allowances are popular in Hungary, giving employees subsidized access to gyms, fitness centers, and recreational facilities.
• Flexible work arrangements: Remote work options, hybrid schedules, and flexible working hours have become increasingly common, particularly in tech and professional services sectors.
• Cash bonuses and performance incentives: Many employers provide annual or quarterly bonuses, tied to either individual or company performance, as a reward system.
• Transportation allowances: While not as widespread, some companies assist with commuting costs, especially for employees outside major urban centers like Budapest.

Working hours, overtime, and leave in Hungary

Expanding into new markets comes with the challenge of navigating local labor laws—and in Hungary, understanding the rules around working hours, overtime, and employee leave is essential to staying compliant and building a sustainable workforce. These areas are tightly regulated, and even minor missteps can expose your company to legal and financial risks.

The Hungarian Labour Code outlines Hungary’s regulations in harmony with EU standards, placing a strong emphasis on protecting employee rights and promoting a healthy work-life balance. Whether you're hiring in Budapest’s growing tech sector or in one of Hungary’s regional hubs, it’s important to understand the country’s requirements around time tracking, rest, and paid leave. Here’s what employers need to know.

Standard working hours in Hungary

In Hungary, the standard workweek consists of 40 hours, usually spread across five days, with a typical schedule of eight hours per day. This structure is widely used across most industries and aligns with the provisions of the Hungarian Labour Code.

There are some industries and jobs (such as those requiring manual labor) that have exceptions. For instance, while most office roles follow an 8 a.m. to 4 p.m. or 9 a.m. to 5 p.m. schedule, manual jobs typically start earlier and end later.

Overtime laws in Hungary

Employees who work beyond the standard 40-hour workweek in Hungary are entitled to overtime compensation. The typical rate of pay for overtime work is 150% of the employee’s regular hourly wage. If the employee works overtime on a rest day or holiday, the premium increases to 200%.

While overtime is allowed, it must be justified by business needs and must not exceed legal limits. The limits are as follows:

• 200 hours in most cases
• 300 hours if permitted by a collective bargaining agreement
• 400 hours if there’s a signed personal agreement for “voluntary overtime”

Rest period and break laws in Hungary

Hungarian labor law sets clear standards for employee rest and recovery time to promote work-life balance and protect worker well-being. These rules cover daily rest periods, weekly time off, and breaks during the workday, and are largely governed by the Hungarian Labour Code.

Here’s what employers need to provide:

• Daily rest: Employees must receive at least 11 consecutive hours of rest between the end of one workday and the beginning of the next. In certain cases, such as seasonal work, split shifts, or continuous operations, this rest period may be reduced to a minimum of eight hours, either by agreement or collective bargaining.
• Weekly rest: Workers are entitled to either two full days off each week or a minimum of 48 uninterrupted hours of rest. At least one Sunday per month must be included. Alternative scheduling may apply in some cases, but the employee must still receive a minimum of 40 hours of weekly rest, including at least one full calendar day.
• Breaks during the workday: Employees working more than six hours are entitled to a 20-minute break. For shifts exceeding nine hours, they are granted an additional 25 minutes, bringing the total to at least 45 minutes of break time. This can be extended up to 60 minutes through mutual agreement or a collective agreement.

Employers should document and respect all rest and break entitlements, especially in industries with irregular shifts or high physical and mental demands. Ensuring proper rest periods not only keeps your business compliant, but it also contributes to employee productivity and retention.

Leave laws in Hungary

Hungarian labor law provides various types of employee leave, ensuring that workers have the opportunity to balance their personal, family, and health-related responsibilities with their professional obligations.

Below are the main types of leave employees are entitled to under Hungarian law:

• Annual leave: Employees are entitled to a minimum of 20 vacation days annually. This entitlement increases with the employee’s age up to a maximum of 30 days for those over 45 years old.
• Sickness leave: Employees can take up to 15 days of sick leave per year. The employer pays 70% of the employee’s pay during this time, while the social security system covers the rest. If the employee begins working mid-year, their sickness leave entitlement is prorated based on their start date. If the employee needs to take additional days off, they can receive sick leave benefits directly from the social security system.
• Maternity leave: Expecting mothers receive 24 consecutive weeks of paid maternity leave, with two mandatory weeks. During the 24-week period, the employee may receive a maternity allowance from the Hungarian State Treasury (rather than the employer) as long as they meet eligibility requirements. After the 24 weeks are up, the mother may take unpaid leave until the child turns three years old. In cases of adoption, employees are entitled to three years of unpaid leave from the date the child is placed in their care, or six months if the child is older than three.
• Paternity leave: Fathers are entitled to 10 days of paid paternity leave, which they must take by the end of the fourth month after the child’s birth. The first five working days are fully paid, and the remaining five days are paid at 40% of the employee’s salary.
• Parental leave: Employees are also entitled to 44 days of parental leave until their child turns three years old. During this time, they receive an absence allowance equal to 10% of their normal pay.
• Public holidays: Hungary observes 11 public holidays, including:
• New Year’s Day
• Revolution Day
• Good Friday
• Easter Monday
• Labour Day
• Whit Monday
• Saint Stephen’s Day
• Republic Day
• All Saints’ Day
• Christmas Day
• Second Day of Christmas

Work permits in Hungary

As your business grows in Hungary, hiring foreign talent may become an essential part of your expansion strategy. However, before any non-EU national can legally start working in the country, it’s the employer’s responsibility to ensure they have the appropriate permits.

Since Hungary is a member of the European Union, the rules vary depending on the applicant’s country of origin.

Understanding Hungary’s work permit system is crucial for staying compliant with immigration and labor regulations. Whether you're hiring for a short-term project or bringing in a highly skilled expert, following the correct legal procedures helps avoid penalties, processing delays, and other disruptions to your business operations.

Here’s what employers need to know about hiring foreign workers in Hungary.

Who needs a work visa in Hungary?

Generally, non-European Union (EU), non-European Economic Area (EEA), and non-Swiss citizens must acquire a residence and work permit before they can legally work in Hungary. Permits are typically linked to specific jobs, and employers are responsible for sponsoring the application process.

EU, EEA, and Swiss citizens have the right to live and work in Hungary without a visa or work permit, thanks to the EU’s free movement of workers. Hungarian citizens and permanent residents, naturally, don’t need additional authorization to work in the country.

How long does it take to get a work visa in Hungary?

Work visa processing times can take up to 60-70 days, depending on individual circumstances, application volume, and the completeness of the application. If your new hire must start work by a specific date, be sure to start the process well in advance of their first day to allow for potential delays.

Types of work visas in Hungary

Hungary’s work visas are categorized by their purpose, meaning a foreign national needs to acquire the right visa based on their position, education level, and specific industry.

One of the most common work visas is the employment visa, which is a combined work and residence permit. Third-country nationals must have a valid employment contract with a Hungarian company in order to apply for this visa. Another common visa is the Hungarian Card, which is intended for highly qualified professionals, like IT or engineering employees at a tech company.

Termination and redundancy in Hungary

When hiring in Hungary, it’s easy to focus on onboarding and overlook termination policies. But understanding how termination and redundancy work under Hungarian labor law is essential for staying compliant and avoiding legal risk when parting ways with an employee.

Here’s what employers need to know about ending employment contracts in Hungary.

Does at-will employment exist in Hungary?

Unlike the United States, Hungary does not recognize at-will employment. Employment relationships can only be terminated under conditions outlined in the Hungarian Labour Code, which imposes clear rules on both employers and employees regarding how and when termination is allowed.

In most cases, termination must be justified and documented, particularly when initiated by the employer. Valid reasons can include business-related grounds (such as restructuring or redundancy), unsatisfactory performance, or serious misconduct. Written notice is required, and it must include the reason for dismissal as well as information about legal remedies, such as how the employee may challenge the termination through the labor courts.

Exceptions do exist. During the probationary period, either party may terminate the employment contract immediately and without giving a reason. Additionally, Hungary permits immediate termination under specific circumstances, such as gross misconduct.

The rules also differ based on the type of employment contract:

• Indefinite-term contracts may be terminated with regular notice (with cause) or immediate notice (in cases of gross misconduct).
• Fixed-term contracts are more limited in how they can be terminated. An employer may terminate early, but must compensate the employee for the remainder of the contract—up to 12 months of absence pay, depending on how much time remains.

Notice periods in Hungary

A notice period is the legally required amount of time that an employer or employee can give before ending an employment relationship. This period gives both the employee and employer time to manage the transition. 

In Hungary, the minimum statutory notice period for terminating an indefinite-term contract is 30 days. However, this is typically extended based on the employee’s length of service:

If the employer initiates the termination, the employee must be released from work duties for at least half of the notice period, known as garden leave. This time allows the employee to seek new opportunities while still receiving pay.

Severance pay in Hungary

Severance pay is a statutory financial entitlement for Hungarian employees who are dismissed under qualifying circumstances. To qualify, the employee must have completed at least three years of continuous service with the employer. 

Employers typically have to pay severance in the following situations:

• Employer-initiated termination for business-related or non-disciplinary reasons
• Employee-initiated termination without notice due to a serious breach of contract by the employer

Mandatory severance requirements are as follows:

If the employee is terminated within five years of reaching retirement age, they may be entitled to one to three additional months’ salary, depending on their years of service.

How to terminate employees compliantly in Hungary

In Hungary, employment termination must follow strict legal procedures. Employers need a justified reason, must provide written notice, and—when applicable—pay statutory severance. Notice periods vary by tenure, and employees can challenge dismissals in court, so careful documentation is essential.

Given the complexity of Hungary’s termination rules—especially around notice, severance, and summary dismissal—employers may benefit from working with legal counsel or partnering with an employer of record (EOR). An EOR can manage offboarding in full compliance with Hungarian law, helping you avoid costly missteps and focus on running your business.

FAQs about hiring in Hungary

Can I hire employees in Hungary without my own legal entity?

Yes, it’s possible to hire employees in Hungary without setting up a local legal entity by working with an employer of record (EOR). The EOR becomes the legal employer on your behalf, managing employment contracts, payroll, benefits, and tax compliance, while you retain control over the employee’s day-to-day responsibilities.

This approach offers a fast, lower-risk path to entering the Hungarian market, especially for companies that want to expand quickly without the time and cost of establishing a subsidiary. An EOR like Rippling can streamline the hiring process, ensure full compliance with Hungarian labor laws, and reduce your administrative burden.

What is the difference between an independent contractor and an employee in Hungary?

In Hungary, the key difference between an employee and an independent contractor lies in the nature of the working relationship. An employee typically works under the employer’s direction, follows set working hours, receives a regular salary, and is entitled to statutory benefits like paid leave and pension contributions. Employers are also responsible for withholding taxes and social security payments on their behalf.

In contrast, an independent contractor operates with greater autonomy, sets their own schedule, is paid per task or project, and manages their own tax and social contribution obligations.

Misclassifying an employee as a contractor can result in serious consequences, including fines, back payments of taxes and benefits, and potential legal disputes. That’s why it’s crucial to assess the actual nature of the relationship, not just what’s written in the contract.

What does a company need to hire employees in Hungary?

A company must first establish a legal entity, like a subsidiary or branch office, unless it chooses to hire through an EOR in Hungary. Part of the process includes registering with the relevant authorities, such as NAV, and obtaining a company tax number. Once registered, the company can move forward with hiring. This begins with drafting a compliant employment contract, registering the employee with NAV for tax purposes, and enrolling them in the social security system.

An important part of the onboarding process is conducting relevant background checks in line with GDPR standards, especially for high-security roles or jobs that require significant financial responsibility.

How much does it cost to hire an employee in Hungary?

Beyond salary and recruitment expenses, employers in Hungary must account for statutory employment costs, primarily in the form of social contribution taxes. As of 2025, employers are required to pay a 13% social contribution tax on each employee’s gross salary, which helps fund health care, pensions, and other social benefits.

Can a foreigner get a job in Hungary?

Yes, foreigners can work in Hungary, but the process depends on their nationality. Citizens of the EU, EEA, and Switzerland have the right to live and work in Hungary without a visa or work permit. For non-EU/EEA/Swiss nationals—often referred to as third-country nationals—a combined residence and work permit is required. This permit is usually tied to a specific job and employer, and both parties are involved in the application process. Once approved, the permit allows the foreign national to live and work legally in Hungary for the duration of their employment contract.

What is always required when an employer terminates an employee in Hungary?

In Hungary, employment termination must comply with strict legal requirements. Employers must:

• Provide a valid reason for dismissal (unless the employee is still in the probation period). Justifications can include redundancy, lack of qualifications, or misconduct.
• Give written notice and observe the statutory notice period, which starts at 30 days and increases based on the employee’s years of service.
• Pay severance if the employee has at least three years of service and is terminated for business-related or non-disciplinary reasons. Severance pay also increases with tenure.

Disclaimer: Rippling and its affiliates do not provide tax, legal, or accounting advice. This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, tax, legal, or accounting advice. You should consult your own tax, legal, and accounting advisors before engaging in any related activities or transactions.