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Leave in Hungary

Maternity, paternity, and parental leave in Hungary

Adoption leave in Hungary

Other leave in Hungary

Public holidays in Hungary

Protect your employees and your business

Leave and time off in Hungary

Employees in Hungary are entitled to paid and unpaid time off work in various different circumstances. This is guaranteed by labour laws, including the Labour Code. Employers in Hungary need a thorough understanding of their employees’ entitlements to ensure they’re compliant with the law. Of course, employers can also choose to provide more generous leave in Hungary as long as they meet at least the statutory minimum requirements.

In this section, we’ll discuss the ins and outs of annual leave, sick leave, maternity leave, paternity leave, and parental leave in Hungary. We’ll talk about the conditions that need to be met for employees to be granted leave, plus whether each type of leave is paid by the employer, unpaid, or funded through the social security system. Read on to learn everything you need to know about leave in Hungary.

Leave in Hungary

Employers wanting to hire workers in Hungary should understand the leave those employees are entitled to. Here’s what you need to know.

Annual leave in Hungary

Employees in Hungary are entitled to a minimum of 20 days’ annual leave each year. Holiday entitlements increase each year based on the age of the employee (and not their seniority), as follows:

From age 25: One additional working day.
From age 28: Two additional working days.
From age 31: Three additional working days.
From age 33: Four additional working days.
From age 35: Five additional working days.
From age 37: Six additional working days.
From age 39: Seven additional working days.
From age 41: Eight additional working days.
From age 43: Nine additional working days.
From age 45: Ten additional working days.

Employees are entitled to additional leave starting from the year in which they turn the relevant age. Those with children under the age of 16 are also entitled to additional leave as follows:

One child: Two working days.
Two children: Four working days.
Three children: Seven working days.

Using annual leave in Hungary

Employees in Hungary should generally take their annual leave in the year in which it is due. However, if an employee starts in a new position on or after 1 October, their employer may allow them until 31 March the following year to use their vacation time.

Employees need their employers’ permission to take annual leave. However, at least seven days of leave should be granted in accordance with the employee’s wishes. Unless agreed otherwise, employers should allocate leave so that employees have a continuous leave period of at least 14 days in each calendar year.

Paying out annual leave in Hungary

When an employee leaves a job, their employer must compensate them for any unused annual leave. Paying compensation in lieu of annual leave is not possible in any other circumstances in Hungary.

Sick leave in Hungary

Employees in Hungary are also entitled to time off if they are too ill to work. They must have their incapacity to work certified by a doctor, even for one day of sick leave. For the first 15 days of sick leave within a given year, the employer must continue to pay the employee at the rate of 70% of their regular basic rate (absence pay). If an employee takes more than 15 days of sick leave within one calendar year, the employer doesn’t need to continue paying them. Instead, they can receive benefits through the social security system.

Maternity, paternity, and parental leave in Hungary

Employees in Hungary are entitled to time off work when they or their partner has a baby. Here’s what you need to know about maternity, paternity, and parental leave in Hungary as an employer.

Maternity leave in Hungary

Mothers in Hungary are entitled to 24 weeks (approximately six months) of maternity leave, beginning four weeks before their due date. They can then choose to take 18 months of additional leave after their initial leave is over. After maternity leave, mothers are entitled to one hour of leave per day (or two hours per day if they have twins) for six months following their return to work.

Paternity leave in Hungary

Fathers in Hungary are entitled to 10 working days of paternity leave when their partner gives birth. In the case of multiple or complicated births, this is increased to 12 days. Paternity leave can be taken within two months of the birth, either all at once or in two instalments.

Parental leave in Hungary

Parents with at least one year of service with their employer in Hungary can take up to 44 working days of parental leave. This leave must be taken before the child turns three years old.

Pay for maternity, paternity, and parental leave in Hungary

Female employees in Hungary receive the Pregnancy and Confinement Benefit (CDED) for the first 24 weeks of maternity leave. This is equivalent to 70% of their daily average earnings. If they choose to take additional leave, they can then get the Child Care Fee for the 18 months up to the child’s second birthday. This is equivalent to 70% of the employee’s average daily earnings, up to a cap of double the minimum wage.

A benefit called the Child Home Care Allowance (GYES) is also available for parents or grandparents taking care of a child up until their third birthday. Family benefits are paid by the National Health Insurance Fund of Hungary (NEAK).

Fathers on paternity leave in Hungary should continue to be paid by their employer, at a rate of 100% for the first five days of leave and 40% for the next five days. Lastly, parents on parental leave in Hungary should continue to receive 10% of normal earnings from their employer, though this can be offset by other payments.

Adoption leave in Hungary

In Hungary, the conditions for adoption leave are much the same as those for birth parents. The mother (or primary caregiver) can take up to 24 weeks of paid maternity leave, which can begin four weeks before receiving their child or children. Adoptive fathers are entitled to 10 days of paternity leave upon adopting a child. This can be claimed within two months of the adoption, either all at once or in two instalments.

Employed adoptive parents in Hungary with at least one year of service can take up to 44 days of employer-paid parental leave until the child’s third birthday. They are entitled to 10% of their normal wages during this time. Lastly, employees can take unpaid leave for the purpose of caring for an adopted child up to three years from the date of the adoption.

Other leave in Hungary

Unlike in many other countries, there are not many types of statutory leave in Hungary. However, here are a few other leave types you may come across as an employer.

Unpaid leave in Hungary

In Hungary, there are two types of unpaid leave:

Unpaid leave at the request of the employee.
Unpaid leave agreed on by both parties.

The first type of leave is only granted if one of the following specific circumstances applies:

The employee needs leave to take care of a child under three years old.
The employee is taking part in volunteer reservist military service.
The employee is receiving childcare benefits.
The employee needs leave for the long-term care of a relative.

The other type of unpaid leave is leave by mutual agreement. Employees can ask their employer to grant them unpaid leave, but they don’t have to agree. They must do this by requesting the leave in writing at least 15 days before the leave is planned to start.

If the parties agree on the leave, they should clarify the terms and duration in a leave agreement. If they don’t agree on a specific length for the leave, either party can terminate the leave agreement at any time.

Bereavement leave in Hungary

There is no statutory requirement for bereavement leave in Hungary. However, many employers choose to allow employees two days’ leave in the event of the death of a family member.

Setting your own leave policy in Hungary
Of course, employers in Hungary are free to set their own policies for paid and unpaid leave. While other types of leave are not required by law in Hungary, providing them could be an attractive benefit that could help to attract and retain talent.

Public holidays in Hungary

There are 11 public holidays in Hungary each year, many of which are religious holidays. Most are on fixed dates and are not moved if they fall on a Saturday or Sunday.

Do employees work on public holidays in Hungary?

For most employees, public holidays are mandatory days off, but employees may be required to work on public holidays in certain cases, such as when:

The employer operates on public holidays due to the nature of the business.
The employee works under a continuous (non-stop) work schedule.
The employee is engaged in seasonal work.
The employee works in basic public services or cross-border services where work is necessary.
The employee’s work is performed abroad.

Employees who work on a public holiday must receive a supplement of at least 100% of their normal hourly wage (i.e., at least double pay for the hours worked). Overtime on public holidays may only be required if the holiday falls within the employee’s scheduled working time or if it is necessary to prevent accidents or protect life, health, or physical safety.

Public holidays in Hungary in 2026

1 January

New Year’s Day

15 March

Revolution Day

3 April

Good Friday

6 April

Easter Monday

1 May

Labour Day

25 May

Whit Monday (Pentecost Monday).

20 August

Saint Stephen’s Day

23 October

Republic Day

1 November

All Saints’ Day

25 December

Christmas Day

26 December

Second Day of Christmas

Protect your employees and your business

As an employer in Hungary, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.

When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.

FAQ's

What is the statutory leave policy in Hungary?

A leave policy in Hungary must reflect employees’ statutory entitlements to annual leave, sick leave, maternity and paternity leave, parental leave and time off for certain personal circumstances. These are minimum requirements, and employers can offer more generous entitlements through employment contracts or collective agreements.

Basic annual leave is 20 working days, with extra days based mainly on age and family circumstances. Employers generally schedule annual leave, but employees can choose seven working days if they follow the notice rules. Public holidays do not reduce the annual balance.

The policy should explain requests, notice, required documents and pay. It should also explain when the employer pays and when the employee must claim a social-security benefit.

The employer must keep an accurate leave balance and cannot pay cash instead of statutory annual leave while employment continues. If unused annual leave remains when employment ends, the employer generally pays it with the employee’s final amounts.

How much paid annual leave are employees entitled to in Hungary?

Employees are entitled to at least 20 working days of paid annual leave in each calendar year. The total number of vacation days in Hungary may be higher depending on the employee’s age, children, disability or working conditions.

Age-related leave begins with one extra day from age 25 and increases in stages to 10 extra days from age 45. Parents receive two extra days for one child, four for two children and seven for three or more children under 16. A further two days are available for each child who qualifies as a child with increased care needs under the statutory rules. Eligible employees with qualifying disabilities or reduced working capacity may also receive five additional working days.

Annual leave is calculated proportionately when employment starts or ends partway through the year, and employees receive absence pay while taking it. Employers may provide more generous leave through an employment contract or collective agreement, but they cannot reduce the statutory entitlement. Accurate HR records help ensure that extra days are added when an employee’s age or family circumstances change.

How many vacation days do employees get in Hungary?

Vacation days in Hungary start at 20 working days a year for most employees, rising to as many as 30 through the age-related allowance alone. Family and other statutory additions can increase the balance further.

The age increments are staged rather than added every year. One extra day applies from age 25, with further increases at specified ages until the employee receives 10 extra days from age 45. A parent may also receive two, four or seven additional days depending on the number of children under 16, plus extra leave for a child with increased care needs under the statutory rules.

Leave is counted in working days under the employee’s schedule. Public holidays and medically certified sickness do not use annual leave. Employees who join or leave during the year normally receive a proportionate entitlement. Two employees working the same hours may therefore have different balances because age and family circumstances can add days to the basic allowance.

How does sick leave work in Hungary?

Sick leave in Hungary generally gives employees up to 15 working days of employer-paid leave for illness each calendar year. The employer pays 70% of the employee’s absence pay for those days.

The employee needs a medical certificate confirming that they cannot work. An employee who works for only part of the year normally receives a proportionate sick-leave allowance. Some absences, including an occupational accident orincapacity caused by an at-risk pregnancy , qualify for social-security benefit from the start rather than using the 15-day balance.

After the employer-paid period, an eligible employee may receive social-security sickness benefit. The amount and payment period depend on insurance history, earnings and circumstances such as hospital treatment. The employer generally bears one-third of the sickness benefit paid for incapacity caused by the employee’s own illness.

HR must record the type and dates of the absence, and payroll must stop employer-paid sick leave when the social-security benefit begins. Sick leave and annual leave remain separate balances.

What maternity leave entitlements do employees have in Hungary?

Maternity leave in Hungary lasts 24 consecutive weeks, and the employee must take at least two weeks. The leave can begin up to four weeks before the expected birth date and otherwise starts no later than the birth.

During maternity leave, an eligible insured employee can receive Csecsemőgondozási díj (infant care benefit) for up to 168 days. The current benefit is 100% of the calculated daily basis. If the recipient starts paid after 90 days have elapsed from the child’s birth while continuing to claim, the benefit falls to 70%.

Eligibility generally requires 365 days of insurance during the two years before birth. The employee submits the application through the employer, which sends it to the paying authority when required. The employer records the maternity leave, while payroll and the paying authority handle the benefit that replaces income during the absence.

What parental leave entitlements do employees have in Hungary?

Each parent can take 44 working days of parental leave before the child turns three, provided they have completed one year of employment. During the leave, the employer pays 10% of absence pay, reduced by the proportionate amount of certain childcare benefits the parent receives.

This 44-day parental leave is separate from the longer period of unpaid childcare leave available until the child turns three. During the longer period, an eligible insured parent may receive Gyermekgondozási díj (childcare fee), generally calculated at 70% of the daily basis up to the statutory cap. Parents who do not meet the insurance conditions may qualify for a separate flat-rate childcare allowance.

Parental leave should also not be confused with maternity or paternity leave. Hungarian law treats all three as separate entitlements, each with its own eligibility, length and payment rules. HR and payroll teams need separate records for each type so they can apply the correct leave, payment and benefit process.

What other types of leave are available in Hungary?

The additional rights covered by leave policies in Hungary include paternity leave, carers’ leave, child-related leave and time away for certain personal events. Each type has its own eligibility, notice and pay rules.

Fathers receive 10 working days of paternity leave, normally taken by the end of the fourth month following the birth or the finalisation of an adoption and in no more than two instalments.

The first five days are paid at full absence pay and the remaining five at 40%. Employees can also take five working days of carers’ leave to provide care to a relative or household member with a serious medical need.

Other rights cover additional annual days for children, unpaid leave for caring for a child or relative, and excused absence for events such as the death of a close relative. Some absences are paid, while others protect the employee’s time away without continuing salary.

The employer should identify the correct type of leave before approving the request because this determines the pay, documents and effect on the employee’s other leave balances.

How do public holidays affect paid leave in Hungary?

Public holidays are rest days and do not reduce an employee’s annual leave entitlement. Employees on a normal Monday-to-Friday schedule are generally not required to work when a public holiday falls on a working day.

There are 11 statutory public holidays. They include New Year’s Day, the national days on 15 March, 20 August and 23 October, Good Friday, Easter Monday, Labour Day, Whit Monday, All Saints’ Day and 25 and 26 December. Hungary does not automatically move a holiday to Monday when it falls at a weekend.

Work on a public holiday is permitted only in the situations allowed by the Labour Code and normally attracts a 100% wage supplement. For vacation days in Hungary, a public holiday within an approved leave period is not counted as annual leave.

What leave policies must employers follow in Hungary?

Employers must ensure their leave policies in Hungary follow the Labour Code, any applicable collective agreement and any more generous term in the employment contract. A policy can explain how leave works, but it cannot reduce an employee’s legal entitlement.

The employer generally decides when annual leave is taken after hearing the employee’s wishes. Employees can choose seven working days, in no more than two parts, after the first three months of employment and with at least 15 days’ notice. Employers also normally give 15 days’ notice of scheduled leave and must maintain accurate balances.

The policy should separate annual, sick, maternity, paternity, parental, carers and unpaid leave because the approval and pay rules differ. It should identify who receives medical or family documents, how payroll is notified and how personal data is protected. Carry-over and interruption are allowed only in defined circumstances, while unused annual leave is generally paid only when employment ends.

Why do international companies trust CXC for leave management in Hungary?

International companies trust CXC to manage leave in Hungary because we combine local knowledge of statutory leave and pay requirements with the payroll and employment support needed to manage them correctly.

Through our Employer of Record service, CXC manages annual leave, sick leave, maternity and childcare-related leave, including the relevant records and payroll treatment. This helps international HR teams manage Hungarian leave requirements without needing local expertise in-house.

With more than 30 years of workforce management experience and coverage across 100+ countries, CXC can also support companies managing leave and employment requirements across multiple markets.

Speak to our team to learn more about leave management in Hungary with CXC.

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