Managing employee leave and vacation entitlements is a crucial aspect of compliance and employee satisfaction when operating in Hungary. Hungarian labor law provides clear guidelines on various types of leave, ensuring employees receive adequate time off for rest, illness, family responsibilities, and other significant life events. Understanding these regulations is essential for employers to maintain legal compliance and foster a positive working environment.
Employers in Hungary must adhere to statutory minimums for annual leave, recognize official public holidays, and manage specific provisions for sick leave, parental leave, and other special circumstances. These entitlements are designed to protect employee well-being and are mandatory under the Hungarian Labor Code.
Annual Vacation Leave
In Hungary, the minimum annual leave entitlement is determined by the employee's age. All employees are entitled to basic leave, with additional days granted as they get older.
The basic annual leave is 20 working days. Additional leave days are granted based on age:
| Employee Age | Additional Leave Days | Total Minimum Leave Days |
|---|---|---|
| Under 25 | 0 | 20 |
| 25-27 | 1 | 21 |
| 28-30 | 2 | 22 |
| 31-33 | 3 | 23 |
| 34-36 | 4 | 24 |
| 37-39 | 5 | 25 |
| 40-42 | 6 | 26 |
| 43-45 | 7 | 27 |
| 46 and over | 8 | 28 |
Additional leave may also be granted for specific circumstances, such as for parents with children under 16 (2 extra days per child, 4 for two children, 7 for three or more children) or for employees working underground or in certain health-damaging jobs (5 extra days).
Employees are generally entitled to take 14 consecutive days of their annual leave at a time. The timing of leave is primarily determined by the employer, though employees have some say in scheduling a portion of it. Leave must typically be taken within the calendar year it accrues, although exceptions exist for carrying over leave into the next year under specific conditions or by agreement.
Public Holidays
Hungary observes several public holidays throughout the year. Employees are generally entitled to a day off with pay on these days. If a public holiday falls on a weekend, there is typically no substitute day off.
Here are the public holidays observed in Hungary in 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| March 15 | National Day |
| April 18 | Good Friday |
| April 21 | Easter Monday |
| May 1 | Labour Day |
| June 9 | Whit Monday |
| August 20 | State Foundation Day |
| October 23 | Republic Day |
| November 1 | All Saints' Day |
| December 25 | Christmas Day |
| December 26 | Boxing Day (Second Day of Christmas) |
Sick Leave Policies
Employees in Hungary are entitled to paid sick leave when they are unable to work due to illness. The system involves both employer-paid sick pay and state social security benefits.
- Employer-Paid Sick Pay: For the first 15 working days of sick leave in a calendar year, the employer is responsible for paying sick pay. This payment is typically 70% of the employee's average daily earnings.
- Social Security Sick Pay (Táppénz): After the initial 15 days paid by the employer, sick pay is covered by the social security system. The rate of social security sick pay is generally 60% or 50% of the employee's daily average earnings, depending on factors like the duration of employment and whether the employee has been hospitalized.
To claim sick leave, employees must obtain a medical certificate from a doctor. The maximum duration for receiving social security sick pay is generally one year within a two-year period, though this can vary based on the specific illness and circumstances.
Parental Leave
Hungarian law provides comprehensive provisions for parental leave, including maternity, paternity, and leave for childcare.
- Maternity Leave: Expectant mothers are entitled to 24 weeks of maternity leave (called 'CSED' - Childcare Fee). This leave can start up to 4 weeks before the expected date of birth. During maternity leave, the mother receives a benefit equivalent to 100% of her daily average earnings, paid by the social security system.
- Paternity Leave: Fathers are entitled to 10 working days of paternity leave (called 'APÁS szabadság'). This leave must be taken within two months of the child's birth or, in the case of adoption, within two months of the child being placed in the father's care. During this leave, the father receives 100% of his daily average earnings, paid by the employer.
- Childcare Leave (GYED/GYES): Following maternity leave, parents can take extended childcare leave until the child reaches a certain age.
- GYED (Childcare Allowance): Available until the child is 2 years old (or 3 years old for twins). The benefit is 70% of the parent's average earnings, capped at a certain amount, paid by social security.
- GYES (Childcare Support): Available from the end of GYED until the child is 3 years old (or 6 years old for twins, or until the child is 10 if the child has a long-term illness or severe disability). This is a fixed monthly amount, paid by social security.
- Adoption Leave: Similar leave entitlements apply to parents who adopt children, mirroring maternity, paternity, and childcare leave provisions based on the child's age.
During GYED and GYES leave, the employment relationship is suspended, but the employee's job is protected, and they have the right to return to their position (or an equivalent one) afterwards.
Other Types of Leave
Beyond the main categories, Hungarian labor law recognizes other specific types of leave:
- Bereavement Leave: Employees are typically entitled to 2 working days of paid leave upon the death of a close relative (spouse, parent, child, sibling, grandparent, grandchild, or partner).
- Study Leave: Employees pursuing studies related to their job or profession may be entitled to paid or unpaid leave for exams or attending classes, as regulated by law or collective agreements.
- Leave for Personal Reasons: The Labor Code allows for unpaid leave for other personal reasons, subject to agreement between the employer and employee.
- Leave for Public Duties: Employees are entitled to paid leave for fulfilling public duties, such as serving on a jury or acting as an election official.
Specific collective agreements or internal company policies may provide for additional types of leave or more generous entitlements than the statutory minimums.
