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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 of them have a fixed date, and they are not pushed forward in the event that they land on a Saturday or Sunday.
Do employees work on public holidays in Hungary?
For most employees in Hungary, public holidays are mandatory days off. However, there are some exceptions. Employees can be asked to work on public holidays in the following situations:
- The employer operates on public holidays due to the nature of the business.
- The employee works pursuant to a non-stop work order.
- The employee is engaged in seasonal work.
- The employee works in basic public services or cross-border services, and work is necessary on public holidays.
- The employee’s work is performed abroad.
Employers who are asked to work on public holidays must be paid a supplement of at least 100% of their normal hourly earnings. Overtime can only be required on public holidays if these days are included in the employee’s normal working hours or if the work is needed to prevent accidents or damage to life, health, or physical safety.
Public holidays in Hungary in 2025
Here are the public holidays observed in Hungary in 2025:
1 January
New Year’s Day
15 March
Revolution Day
18 April
Good Friday
21 April
Easter Monday
1 May
Labour Day
9 June
Whit 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.
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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