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Employer of Record Hungary | Employment Contracts in Hungary

Payroll Cycle
Employer Contributions
Employee Contributions
Minimum Wage
Hiring Employees
Hiring Contractors
Hiring Expats
Background Checks
Employment Contracts
Employee Benefits
Social Security
Healthcare and Insurance
Leave Policy
Public Holidays
Work Permit and Work Visa
Probation Period
Notice Period
Termination and Severance
Personal Income Tax

Discover EOR in Hungary, where foreign employers can access valuable information and insights on hiring and managing employees in the country. Explore essential details on employment regulations, payroll obligations, social security contributions, work permits, employee benefits, termination procedures, and the role of the Hungarian labor authorities. Our comprehensive resources will assist you in understanding the intricacies of employment practices in Hungary and ensuring compliance with the local legal requirements.

Time zoneUTC+01:00 (CET)
Total Time zones1
Working hours per week40
Working weekMonday–Friday
Typical hours worked8
Personal Tax filing deadline20 May following the calendar year of income earning.
Financial Year1st January to 31st December
CurrencyForint (HUF)

Employer Payroll Contributions in Hungary

Employers% of Gross Salary
Social Contribution Tax15.5%
Vocational Training Fund1.5%
Total Employment Cost17%

Employee Payroll Contributions in Hungary

Employees% of Gross Salary
Health Care Contribution7%
Pension Fund10%
Unemployment Fund1.5%
Total Employee Cost18.5%

Minimum Wages in Hungary

Minimum Wage
Minimum WageThe minimum wage in Hungary is 167400 to 219000 HUF per month.

Payroll Cycle in Hungary

Payroll CycleMonthly

Income Tax in Hungary

Income Tax
Flat Rate15%

Employment Contracts in Hungary

Employment contracts in Hong Kong must be documented in writing, and they should include essential details such as the employee's base salary and position. It is advisable to specify the place of work in the contract, and additional terms can be mutually agreed upon by the employer and the employee.

Probationary periods are commonly utilized and allowed under the law. The statutory maximum duration for probation is three months, but this can be extended up to six months through a collective agreement.

Regarding policies, within seven days of employment commencement, the employee must receive written information on various aspects, including daily working hours, remuneration components, training policies, work location, employment start date, salary payment schedule, paid leave entitlement, and detailed job responsibilities.

Employers have the right to establish internal policies concerning other matters as long as they effectively communicate these policies to their employees.

In most cases, obtaining third-party approval is not necessary for entering into an employment contract. However, certain special circumstances, such as employing non-EU citizens, may require specific permits or approvals.

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