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Hiring in Hungary

Background checks in Hungary

Hire employees in Hungary

Language requirements in Hungary

Corporate presence requirements and payroll setup in Hungary

Easily hire employees in Hungary with our EoR solution

Employer of record in Hungary

Employing workers in Hungary usually means setting up a local legal entity, which is a time-consuming and expensive process. It’s also probably not worth the hassle if you only want to engage a handful of workers.

One alternative is to engage workers as independent contractors instead of employees. But that comes with a big risk of employee misclassification, which could land your business with fines, penalties, and other consequences.

The solution? Hire employees through an employer of record, or EoR.

What is an employer of record (EoR)?

An employer of record is an organisation that engages workers on behalf of other organisations. Legally speaking, they are the workers’ official employers. However, the end client retains full responsibility for their day-to-day work. Employers of record also handle various HR processes, including payroll, benefits administration, onboarding, and more.

Working with an employer of record in Hungary

When you work with an employer of record in Hungary, they’ll become your workers’ legal employer. They’ll take on the responsibility of complying with labour laws, providing employees with the right benefits, and managing taxes and social security contributions on your behalf. That means all you’ll have to do is focus on finding the right people for the job.

What you need to know to hire employees in Hungary

Whether or not you use an employer of record in Hungary, you’ll need a solid understanding of the labour laws and workplace norms that apply there if you want to engage workers. This will allow you to ensure that any EoR provider you work with is complying with their obligations. Read on for everything you need to know to compliantly and confidently engage employees in Hungary.

Hiring in Hungary

Hungary offers favourable conditions for businesses launching international expansions, including the lowest corporate tax rate of all OECD countries. However, employers should be aware of the various rules, regulations, and customs that apply before hiring in Hungary. Read on to find out what you need to know.

Labour laws in Hungary

The main source of labour law in Hungary is the Labour Code, which came into force in 1992 and underwent significant revisions in 2012. The Hungarian Constitution also provides certain protections for employees. These two pieces of legislation regulate things like working hours, wages, benefits, and termination procedures. They’re generally fairly favourable to employees.

Employers in Hungary are also entitled to negotiate their own employment terms as long as they meet at least the minimum requirements set out by the law. In certain cases, collective bargaining agreements provide additional terms that employers hiring in Hungary must abide by.

Employment contracts in Hungary

Employers in Hungary must provide each employee with a written employment contract. If they fail to do so, the employee can challenge the validity of the contract within 30 days of starting work. The labour inspectorate may then impose a penalty on the employer. Any changes to the employment contract should also be made in writing.

Taxes and social security in Hungary

Employers in Hungary must comply with various tax regulations, which include a requirement to withhold taxes from employees’ wages and pay them to the tax authority. Personal income is taxed at a flat rate of 15%. Employees aged under 25 are exempt from income tax. Employers must also make social security contributions on behalf of each employee. In Hungary, these pay for things like health insurance, pensions, and unemployment insurance.

Works councils in Hungary

Large companies hiring in Hungary are required to establish works councils representing the interests of employees. They must then work with these bodies to negotiate various matters, such as collective redundancies.

Visas and work permits in Hungary

Hungary is in the EU and the Schengen zone, which means that EU and EEA citizens have the automatic right to work in the country. All third-country nationals require a work permit to work in Hungary.

Background checks in Hungary

Background checks allow employers to verify information gathered during the hiring process and determine whether a candidate is suitable for a role. However, there are certain limitations that apply to background checks in Hungary, which employers should be aware of.

Required background checks in Hungary

Employers in Hungary are responsible for checking that their employees have the legal right to work in the country. For non-EU or EEA citizens, this means verifying that they have the relevant visa or work permit. Criminal records checks are also mandatory for certain occupations.

Other possible background checks in Hungary

Here are some of the other types of background checks that employers may perform in Hungary:

Criminal records checks: Criminal background checks are fairly common in Hungary. However, employers may not obtain a criminal record directly. Instead, they must ask the candidate to provide a criminal record certificate issued within 90 days.
Education and employment history: Verifying a candidate’s educational and work history is also a common type of background check in Hungary. It allows employers to confirm information received during the application process while gaining insights into the employee’s background and professional experience.
Credit history: Credit history checks are used to assess a candidate’s financial integrity and reliability. In Hungary, they’re permitted and common for positions involving a significant amount of financial responsibility but may not be justifiable for other roles.
References: Contacting a candidate’s references is also a common type of employment background check in Hungary. It allows employers to understand more details about the candidate’s work ethic, skills, and suitability.
Social media screening: Social media checks are less common than other types of background checks in Hungary. While they are technically permissible, employers should be careful to avoid violating the candidate’s right to privacy.

Limitations on background checks in Hungary

Employment background checks in Hungary must comply with both the General Data Protection Regulation (GDPR) and the Hungarian Data Protection Act. Candidate consent is required for some types of background checks. Although written consent is not required by law, obtaining it is recommended for record-keeping and compliance.

There are also some limitations on the type of information that can be collected as part of a background check in Hungary. For example, employers are not permitted to gather data that could lead to discrimination. Obtaining a candidate’s medical information is only allowed in very limited circumstances.

Hire employees in Hungary

Before you hire employees in Hungary, it’s important to consider whether this is the best option for your business. For example, if you only want to engage one worker for a short-term project, it’s probably not worth the hassle and cost of setting up payroll and engaging an independent contractor might be a better option. Read on to learn more about the different hiring options in Hungary.

Main hiring options in Hungary

Here are the main options for engaging workers in Hungary:

Employee: Employees are engaged through employment contracts, which must be provided in writing in Hungary. They have certain rights and protections under Hungarian labour laws and collective agreements. Employees may be engaged on a full-time, part-time, indefinite, or fixed-term basis.
Independent contractor: Independent contractors are workers who are not employees. They are engaged not with an employment contract but with a mandate agreement to deliver a final result. Independent contractors typically provide their own equipment, allocate their own working hours, and have the right to use a substitute or subcontractor. They are not entitled to the same rights and protections as employees.
Agency worker: Agency workers in Hungary are workers who are employed by temporary work agencies and leased out to user companies. Employers may engage agency workers for a maximum period of one year. Agency workers have the right to equal treatment with other employees at the user company.

Simplified employment in Hungary

Simplified employment is another way to hire employees in Hungary. Its purpose is to provide a faster and simpler option for employing workers in short-term labour situations by allowing certain deviations from the Labour Code. Simplified employment is only possible for seasonal agricultural and tourism work or occasional work.

Employee misclassification risks in Hungary

When workers who are really employees are misclassified as independent contractors, they miss out on the key rights and protections. Because of this, employee misclassification is a serious issue in Hungary.

If a working relationship has characteristics of employment, it could be reclassified by either the tax authorities or a labour court. When this happens, the agreement is declared null and void, and the relevant labour laws apply. Employers may then be obliged to pay taxes based on the total length of the reclassified employment relationship. Significant tax penalties, late payment interest, and other fees may also apply.

Language requirements in Hungary

The main and only official language in Hungary is Hungarian. Other languages spoken within the country include Romani, Serbian, Slovene, Slovak, Croatian, and German.

Language requirements for employment documents in Hungary

Employment contracts in Hungary must be written in a language that’s understood by both parties. They don’t specifically have to be concluded in Hungarian. However, courts are likely to require a Hungarian version, so it’s good practice to provide one.

English language in Hungary

Hungary is ranked 17th out of 116 countries worldwide (and 15th out of 35 countries in Europe) in the EF English Language Proficiency Index. English proficiency is higher in big cities, especially Budapest, and among younger populations. It’s much more limited outside of urban centres.

Corporate presence requirements and payroll setup in Hungary

Employers wanting to hire employees in Hungary must have at least an established branch in the country. There are also other registration requirements that must be met. Using an employer of record (EoR) is a convenient alternative since it allows you to avoid the complexities of payroll setup in Hungary.

Steps to set up payroll in Hungary

Here are the steps to follow to set up payroll in Hungary:

Register with the Hungarian National Tax and Customs Office: Once registered, your business will receive a tax number that allows you to collect and pay taxes.
Register each new employee with the tax authority: Employers must also register when an employee leaves the company.
Create an online tax account: Employers must create an account for the official online portal, Cégkapu. This is a secured system that must be used for all communications with the tax authorities.
Register with the National Health Insurance Fund: This allows employers to make health insurance payments on behalf of employees.

Do you need a local bank account for payroll processing in Hungary?

No, opening a Hungarian bank account is optional. However, it may make administrative processes like paying employees and remitting withheld taxes easier.

Easily hire employees in Hungary with our EoR solution

Hiring employees in Hungary usually means setting up a legal entity, which can be costly and time-consuming. Employers can avoid this hassle by working with an Employer of Record (EoR), like CXC.

Through our EoR solution, you can confidently hire employees in Hungary, without worrying about compliance issues. We’ll handle everything from payroll to benefits to employment contracts on your behalf — so all you have to think about is finding the right person for the job.

Read about EoR services

FAQ's

What are the options for hiring employees in Hungary?

Companies can hire through their own Hungarian entity, register as an overseas employer or appoint an employer of record in Hungary. Each route can support lawful employment when the relevant registration, tax, social-security and employment requirements are met. The difference is which organisation signs the contract, runs payroll and meets the employer’s statutory duties. Whether it can use this structure without establishing a branch or subsidiary depends on its activities and wider corporate-tax and permanent-establishment position.

An entity gives the company direct control and can suit a substantial, long-term operation. Direct overseas employment may avoid incorporation, although the foreign employer still has to register locally, operate payroll, make deductions and follow Hungarian employment rules. It may also need local support to manage those duties.

An employer of record employs the worker legally while the client directs day-to-day work. This removes the need to register as an employer, set up payroll and organise local HR before hiring. Contractor engagement is another option only where the person works independently. Companies choose between these routes based on headcount, speed, expected duration and whether they want to handle the employer duties themselves.

Can you hire employees in Hungary without a local entity?

Yes, a foreign company can hire through an EOR in Hungary or register as a foreign employer without incorporating locally. A registered foreign employer takes responsibility for payroll, tax, social-security reporting and employment documents.

That option is different from simply paying someone from abroad. An overseas employer must register with the Hungarian National Tax and Customs Administration before the relevant employment begins where it will fulfil the Hungarian contribution obligations itself and set up local payroll and reporting. It must also follow Hungarian rules on contracts, working time, leave, pay and termination.

The foreign employer must report the start of the employee’s insured status no later than the first day of employment and before the employee starts work. Special procedures and forms apply to a foreign enterprise without a Hungarian branch or financial representative. Without local HR or payroll support, the company must manage registrations, payroll filings and employment records itself.

The EOR becomes the legal employer, signs the contract, registers the employee and administers statutory deductions and benefits. The client remains responsible for the employee’s role, objectives and everyday management. This allows the company to hire without creating a subsidiary while the EOR handles the Hungarian employer duties.

How long does it take to hire employees in Hungary?

A company with an established entity and employer setup in Hungary can typically hire and onboard an employee in around one to two weeks once the offer is accepted and the required documents are available.

If the company does not have a Hungarian entity or local employment setup, hiring can take several weeks to a few months because the business first needs to establish the company and complete the registrations needed to employ and pay staff locally. The actual timetable depends on the chosen structure, required documents, company-registration process, tax registration, banking arrangements and any regulated activities.

An Employer of Record (EOR) can reduce the onboarding timeline to around three to seven business days because the local employing entity and payroll setup are already in place. This can be useful for a first hire in Hungary or when a company does not want to wait for its own entity setup.

Immigration can extend these timelines. EU and EEA nationals generally do not need a work permit, while third-country nationals may need the appropriate residence and work authorisation before they can start. Hungary has several employment-related residence-permit categories with different nationality, employer, occupation and qualification conditions, so eligibility must be checked before promising a start date.

When is an employer of record the right solution for hiring in Hungary?

Companies often choose EOR services in Hungary when they need local employees but are not ready to establish and operate a Hungarian entity. An EOR can support market testing, a first local hire, a time-sensitive expansion or a defined project without setting up an entity before the company knows whether it needs one.

An EOR also helps when the company lacks local payroll and HR support. The EOR signs the employment contract, registers the employee, processes statutory deductions and maintains the required records. The client still sets business priorities and manages performance.

EOR services are less likely to be the long-term answer when a business is building a large permanent operation or needs licences and commercial functions that require its own entity. In that situation, direct employment may be easier to manage. Headcount, hiring speed, expected duration and the need for a permanent local presence will usually point to the better route.

How much does an employer of record cost in Hungary?

The cost of an EOR in Hungary varies by provider, salary, benefits, the services included and the complexity of the hire. Service fees generally range from 300 to 700 USD per employee per month, although some providers charge 10% to 15% of gross salary instead. A quote should separate the fee from wages, employer contributions, benefits and any one-off onboarding or immigration costs.

Companies need to compare the total employment cost and what each service actually includes. Hungarian-forint (HUF) payroll, reporting to the National Tax and Customs Administration, benefits administration and termination support may be included or priced separately. Foreign-currency conversion and deposits can also affect cash flow. The quote should explain how variable pay, sick leave, annual-leave balances, statutory employer taxes, benefits, payroll corrections, off-cycle payments and termination costs will be charged. Where the service operates as temporary agency work, it should also explain any fee or minimum charge that applies while the employee is not actively assigned to the client.

Companies comparing an EOR with entity set-up should include the internal cost of registration, payroll systems, professional support and ongoing administration. An EOR can cost less for an early-stage or limited workforce, while an entity may cost less as headcount grows. The company should compare the total cost of each option over the period it expects to employ people locally.

What does an employer of record handle in Hungary?

EOR services in Hungary cover employment contracts, employee registration, payroll, statutory benefits and employment records. The provider becomes the legal employer, while the client company still directs the employee’s day-to-day work, priorities and performance.

Typical responsibilities include issuing a compliant written employment contract, registering the employee, running payroll and making required tax and social-security deductions. The EOR also administers statutory leave and benefits, maintains employment records, produces payslips and supports changes to employment terms. For a third-country national, the EOR may also coordinate immigration steps when that support is included.

At the end of employment, the client may request that the assignment or employment be ended, but the EOR, as legal employer, must assess the lawful route and make the formal employment decision. It prepares the documents, calculates final pay and follows the required notice and termination steps. The service agreement should show who approves the action, provides the information and speaks with the employee.

What should companies look for when choosing an employer of record in Hungary?

When choosing an employer of record in Hungary, companies should look for a provider that can legally employ staff locally, run accurate payroll and explain who handles each task. The provider should state who signs the contract, holds employee records, makes statutory filings and responds when an employment issue arises.

Local employment knowledge matters more than software features. A sound provider should understand the Labour Code and reporting to the National Tax and Customs Administration. Companies hiring third-country nationals should also check whether immigration support is available and exactly what it covers.

Commercial terms are also important. The agreement should show the service fee, employer costs, deposits, currency treatment, data safeguards and exit charges. It should set response times and name the contacts for urgent issues. Companies should ask how the provider checks its work, covers staff absences and corrects errors. The provider must support the planned headcount and help HR teams when an issue arises.

How does EOR in Hungary compare with contractor hiring?

An EOR creates an employment relationship, while a genuine contractor provides independent services under a commercial agreement. The right choice depends on how the person actually works, not the label used in the agreement.

With an EOR in Hungary, the provider becomes the legal employer and administers payroll, statutory deductions, leave and employee protections. The client directs the person’s daily work. This is usually the clearer route when the role is ongoing, integrated into the organisation and managed like an employee position. Where these features are present, the arrangement will generally need to follow the rules on temporary agency work as well as the ordinary employment protections that apply to the employee.

A contractor should control how services are delivered, carry meaningful business risk and operate independently. If the company sets working hours, closely supervises the individual and treats the person as part of its workforce, the arrangement may be reclassified as employment. That can lead to tax, social-security and employment claims.

Contractor hiring can suit a genuinely independent project, but it is not a substitute for employment simply because it appears faster or cheaper.

What are the compliance risks of hiring in Hungary without an EOR?

An EOR is not legally required for every hire. Compliance risks arise when a company hires directly without establishing and maintaining the required Hungarian employment arrangements, or when an EOR structure itself is not properly registered or administered. Problems can arise if employees are not registered correctly, payroll taxes and social contributions are calculated incorrectly, employment terms do not meet Hungarian requirements, or the worker does not have the required right to work.

Companies hiring directly must manage employee registration, payroll deductions, working-time records, leave and final pay. Employment contracts must be in writing, and employers must provide the statutory information about essential working conditions within the applicable deadline. Employers also need to comply with occupational-safety, data-protection, equal-treatment and termination requirements.

Misclassifying an employee as an independent contractor can also result in back taxes, social security liabilities and employment claims. Direct hiring without an EOR is still possible. A company can hire through its own Hungarian entity or another compliant local employment setup. An EOR is an alternative for companies that do not have this infrastructure and want a local provider to handle the employment administration.

What are the advantages of using CXC as an employer of record in Hungary?

Using CXC as an Employer of Record in Hungary allows companies to hire employees without setting up a local entity, start hiring faster and reduce the work involved in managing Hungarian employment requirements.

CXC acts as the legal employer and handles employment contracts, employee registration, payroll, statutory contributions, benefits, leave administration and offboarding. Your company continues to choose the employee and manage their role, performance and day-to-day work.

For companies hiring across several markets, CXC can also support employees across 100+ countries, reducing the need to appoint a separate employment provider in each location.

Speak to our team to learn more about hiring employees in Hungary with CXC.

Compliantly hire employees anywhere with CXC

With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.

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