Work permits and visas in Hungary

Hungary Work Permits & Visas: A Comprehensive Guide for Employers and Employees

Budapest, Hungary’s capital city, is a hub for international business and culture. Navigating work visas and permits is a key step for businesses and professionals planning a move to Hungary. For foreign nationals to work here legally, understanding Hungary's immigration rules is essential.

Hiring or relocating talent to Hungary can unlock new opportunities, but it also means dealing with the country’s work permit and visa process. Both employers and employees must understand the requirements to remain compliant with Hungarian law. Failure to secure the proper work visa or permit can lead to serious legal issues—from employee deportation to hefty fines for the employer. The good news is that with the right guidance (and possibly help from a global employment partner), obtaining a Hungarian work visa is manageable. In this comprehensive guide, we’ll cover everything you need to know about Hungary’s work permits and visas in 2025, including who needs them, the different types available, application steps, compliance tips, and how solutions like an Employer of Record (EOR) can simplify the process. Whether you’re an employer looking to hire or relocate a foreign employee, or an employee aiming to move to Hungary for work, this guide will help you navigate each step with confidence.

Why Compliance with Hungarian Immigration Laws Matters

Hungary’s immigration rules ensure that anyone working in the country has legal authorization. Strict compliance isn’t optional—it’s mandatory. Working on the wrong visa or without a valid permit is illegal and can be detrimental to both employer and employee. Employers have a duty to verify that every foreign hire has the right to work in Hungary, and employees must secure the appropriate visa/permit before starting work. Hungarian authorities impose penalties, including deportation or fines, for violations. Recent policy updates, such as Government Decree No. 450/2024 effective January 18, 2025, have even tightened eligibility criteria for foreign workers in an effort to streamline and control immigration. This means it’s more important than ever to follow the rules closely.

Staying compliant not only averts legal trouble but also helps avoid unexpected tax or labor costs that can arise from misclassified workers. In short, doing things by the book—getting the proper visas and permits—is essential for a smooth and risk-free expansion or relocation. If the process feels complex, keep in mind that there are resources, like immigration lawyers or EOR services, that specialize in managing these requirements for you.

Who Needs a Work Permit or Visa in Hungary?

Hungarian citizens obviously do not need any permit to work in Hungary. The same goes for citizens of the European Union (EU), the European Economic Area (EEA), and Switzerland—they enjoy freedom of movement and can live and work in Hungary without a work visa or permit. One exception is citizens of the United Kingdom, who, since Brexit, are treated as non-EU nationals and do require work authorization in Hungary. Employers should still perform a basic right-to-work check even for EU/EEA nationals to verify their status, but no special work permit is needed in those cases.

For everyone else—non-EU/EEA citizens—a work permit and usually a long-term visa are required to legally work in Hungary. This includes foreign nationals from the Americas, Asia, Africa, and any country not part of the EU/EEA. In most scenarios, a non-EU worker will need to go through Hungary’s work visa process and obtain a residence permit before they can start their job.

It’s important to note that short-term visits under the Schengen agreement (tourist or business travel up to 90 days) do not confer the right to work. Hungary is part of the Schengen Area, so citizens of many countries can enter visa-free or with a simple Schengen visa for stays under 90 days. However, even if you can enter Hungary as a tourist, you cannot engage in employment on a tourist or Schengen visa. Some limited business activities, such as meetings or conferences, are allowed during short visits, but actual work or gainful employment is not. So if a non-EU citizen intends to work, even on a short assignment or project in Hungary, they must secure the appropriate work visa/permit for that period. In summary, if you’re not an EU/EEA national and you plan to perform work in Hungary, you will need to go through the work permit process.

Types of Work Visas and Permits in Hungary

Hungary offers several types of long-term visas and permits to accommodate different purposes of work. It’s important to choose the correct visa category based on the nature of the job and the applicant’s situation. Here are the main Hungarian work visa types and who they’re for:

1. Single Permit (Combined Work and Residence Permit) in Hungary

The Single Permit is the standard work permit for most foreign employees working in Hungary on local employment contracts. It is a combined work and residence permit, obtained via a single application procedure. Essentially, this permit authorizes a non-EU citizen to live in Hungary and work for a specific employer there. You will need a Single Permit if you have a job offer from a Hungarian company for a position longer than 90 days.

From an employer’s perspective, hiring a non-EU foreign worker on a local contract means you’ll sponsor them for a Single Permit. Part of this process is a labor market test: the job must be advertised to Hungarian/EU candidates for at least 15 days (unless an exception applies) before you can hire a non-EU national. This ensures no suitable local worker is available for the role. Once the application is submitted with proof of the job advertisement and all required documents, Hungarian authorities will review it. If approved, the Single Permit will allow the employee to start working, and the employer must then notify the immigration office within 5 days of the employee’s start date. Single Permits are typically issued for up to 2 years at a time (or the length of the employment contract) and can be renewed before expiry.

2. European Union Blue Card (For Highly Skilled Workers) in Hungary

The EU Blue Card is a special work visa designed for highly skilled professionals from non-EU countries. It grants the holder the right to live and work in Hungary (and even offers some mobility to work in other EU countries after certain conditions are met). In Hungary, the Blue Card is aimed at roles requiring advanced qualifications and comes with strict eligibility criteria. To qualify, an applicant usually must have a higher education degree (at least a 3-year university degree or a master’s) and a binding job offer in Hungary that meets a high salary threshold.

For example, as of 2025, the minimum salary for a Blue Card in Hungary is set at 1.5 times the local average wage, roughly HUF 883,671 per month (about US$2,474). Applicants also need at least five years of relevant professional experience in the field, if applicable. The EU Blue Card in Hungary can be issued for up to four years (often initially one or two years and then renewable, up to a maximum of 4). It offers benefits such as the possibility of bringing close family members to Hungary and a faster pathway to permanent residency in the EU.

In fact, after 3 years on a Blue Card, a worker may become eligible to apply for long-term residency (subject to meeting integration criteria like a cultural knowledge exam). The Blue Card is an excellent option if you meet the qualifications, as it’s recognized across many EU states and may allow a bit more flexibility. Keep in mind that Hungary, like other EU countries, may impose quotas or limits on Blue Cards each year, so meeting the minimum requirements is crucial. For employers, sponsoring a Blue Card candidate means offering a high salary and ensuring the role truly requires a highly skilled expert.

3. Intra-Corporate Transfer (ICT) Work Permit in Hungary

The ICT permit is intended for employees of multinational companies who are being transferred to a branch or subsidiary in Hungary. If you have a valuable team member in, say, your US or India office and you want to send them to Hungary for a temporary assignment, the ICT route is likely the one to use. This permit allows managers, specialists, or trainees to live and work in Hungary at the local entity of your company.

A key condition is that the employee must have been employed by the company for a certain period (at least 3 months) before the transfer. During the assignment in Hungary, the person remains on the home country employment contract and payroll—the ICT is not a local Hungarian employment contract, but a secondment. The ICT residence permit in Hungary is valid for up to 3 years for managers and specialists, and up to 1 year for trainee employees. Importantly, it cannot be extended beyond those durations; the idea is that an ICT is temporary, after which the employee should either return home or possibly transition to a different permit if longer employment in Hungary is needed.

Other requirements include proof of the intra-company relationship and that the employee has the qualifications and experience needed for the role in Hungary. For employers, the ICT process is a bit different from a normal work permit, but it spares you from having to formally hire the person under a Hungarian contract. The employee also does not count towards local labor market tests since they remain an internal transfer.

4. Seasonal Work Visa in Hungary

Hungary also offers a Seasonal Employment Visa for temporary work in sectors like agriculture or tourism. This visa is meant for short-term, seasonal jobs lasting up to 6 months in a 12-month period. For example, a farm might bring in workers for a harvest season, or a resort might need extra staff for the summer. Seasonal visas are typically simpler and shorter in duration than regular work permits.

However, they still require an employer sponsor in Hungary and approval from immigration authorities. The application will focus on the specific seasonal job offer and the timeframe. Keep in mind that a seasonal visa strictly limits the worker to the seasonal activity; it’s not a path to long-term residence. After the work season (max six months), the individual would need to leave or transition to another status if eligible. Employers in agriculture or tourism should plan ahead, as seasonal hiring from abroad will involve this visa process and possibly a quicker timeline to align with the season.

5. Self-Employment (Gainful Activity) Visa in Hungary

Not all work in Hungary involves a local employer. If you are an entrepreneur, freelancer, or will be running your own business in Hungary, you may need what’s called a gainful activity visa. This type of long-stay visa is for income-generating activities outside of a traditional employment relationship. For instance, if you’re a non-EU citizen planning to move to Hungary to operate a startup, be a freelance consultant, or even serve as a high-level executive (like a CEO) of a company in Hungary that you partly own, you would likely fall under this category. The gainful activity visa allows you to reside in Hungary and carry out your business or self-employed work, and it comes with the expectation that you’ll register as a self-employed entrepreneur with the authorities.

The requirements for a self-employment visa focus on proving the viability of your business or freelance work; you might need to show business plans, proof of sufficient funds, professional qualifications, etc. While this guide is mainly about hiring employees, it’s good for completeness to note that this visa exists for those relocating independently to work for themselves. Employers generally won’t be involved in this process (since by definition it’s for self-driven work), but an individual aiming to use this route should prepare for extra paperwork on the business registration side.

6. White Card (Digital Nomad Visa) in Hungary

Hungary has joined the growing list of countries offering a digital nomad visa, known locally as the “White Card.” This visa is tailored for remote workers who are employed by companies outside of Hungary (or who own a business outside Hungary) and want to live in Hungary while working remotely. It’s an ideal option if you’re an employee of a foreign company or a freelancer with foreign clients, and you wish to enjoy Hungary’s lifestyle without taking up local employment.

The White Card is a residence permit valid for 1 year, with the possibility to extend for one additional year (maximum 2 years total). It comes with important restrictions: while on a White Card, you cannot engage in local employment or freelance “gainful activity” in Hungary. In other words, you must continue working for your non-Hungarian employer or business, and you can’t work for a Hungarian company or earn local income. You also cannot hold shares in a Hungarian company under this visa. The government wants to ensure you’re truly a remote worker, not competing in the local job market.

To qualify for a White Card, you need to show proof of your remote work arrangement and a sufficient income. As of 2025, the minimum income requirement is €3,000 per month in stable remote earnings. Applicants must document this through work contracts or bank statements for the past six months. You’ll also need a valid passport, proof of accommodation in Hungary, health insurance for your stay, and evidence of financial means to support yourself. One unique aspect: family members cannot be included on a White Card—it’s issued only to the individual worker (a spouse would have to qualify and apply separately). The application process usually involves getting a temporary entry visa (if you’re from a country that requires a visa to enter Hungary) then, once in Hungary, applying for the White Card at the immigration office within 30 days.

For employers, the White Card might not directly apply since it’s for people working for foreign companies. However, if you have employees who want to work remotely from Hungary (while remaining on your payroll abroad), it’s good to know this option exists. From the employee’s perspective, the White Card is a great way to experience living in Hungary without needing a local job offer—just remember that it doesn’t lead to permanent residency and once the two years are up, you’ll need to leave or transition to another status.

Key Requirements and Eligibility Criteria for a Hungary Work Visa That Employers Need to Know

Once you’ve identified the correct type of work visa or permit, the next step is meeting all the requirements to qualify. Hungary’s work visa application process is document-intensive—both the employer and the employee must provide information to prove the criteria are fulfilled. Here are the main requirements to keep in mind:

Job Offer or Employment Contract in Hungary

You must have a valid job offer from a Hungarian employer, or an employment contract in place, that specifies your job role, salary, and working conditions. The authorities need to see that a legitimate position exists for you. For self-employed visas, you’d provide a detailed description of your business activity instead of a job contract.

Employer’s Eligibility (Local Business Registration) in Hungary

The hiring company in Hungary must be properly registered and in good standing with Hungarian authorities. Essentially, the employer needs to be a real, compliant business (with a tax number, company registration, etc.) in order to sponsor a foreign worker. If you’re an employer, be prepared to show proof of your company’s registration and labor law compliance when applying for a work permit on someone’s behalf.

Qualifications and Experience for Hungary Visas

The foreign employee should have the qualifications, skills, or experience required for the job. You’ll likely need to submit copies of degrees, certificates, professional licenses, or reference letters to demonstrate this. For high-skilled visas like the EU Blue Card, proof of university education and years of experience are explicitly required. Hungary wants to ensure that hiring a foreign national is necessary for the role.

Labor Market Test Proof (if applicable) for Hungary

As noted earlier, for many ordinary work permit applications, the employer must prove that they tried to fill the position with a Hungarian or EU candidate first. This usually means showing evidence that the job was advertised for the required period (15 days on the national employment portal, etc.) and that no suitable local candidate was available. Some categories, such as intracompany transfers or perhaps strategic skill shortage roles, might be exempt from this, but most general work permit cases will require this step. The labor market test documentation—e.g., a letter from the labor authority or printouts of the job posting and results—should be included in the application if required.

Valid Passport for Hungary Visa

The employee’s passport must be valid for at least six months beyond the intended stay, and ideally even longer. You will need to submit a copy of the passport and show the original at appointments. If the passport is close to expiry, renew it before starting the visa process.

Health Insurance for Hungary Visas

Hungary requires that foreign workers have health insurance coverage for the duration of their stay. Sometimes, enrollment in national health insurance comes automatically with the work permit once you start working and paying social contributions. However, at the application stage, you might need to show proof of private health insurance or travel medical insurance that covers you until you are covered by the national system. Employers often help arrange this as part of onboarding.

Financial Means for Hungary Visas

The applicant may need to show proof of sufficient funds to support themselves until they start receiving a salary in Hungary. This could be recent bank statements or a document from the employer confirming the salary. It’s especially important for cases where there might be a gap before the first paycheck, or for visas like the White Card, where you must prove ongoing income of a certain level.

Completed Application Forms for Hungary

All the necessary forms for the residence permit, work permit, and any appendices must be filled out correctly. Hungary’s immigration office provides specific forms for different visa types. Small errors or omissions on forms are a common cause of delays, so double-check everything.

Miscellaneous Documents for Hungary Visas

Depending on the visa type, you might need extra items. For example, a Blue Card application might require a notarized copy of your university diploma. An ICT permit might need a letter from the home company. A digital nomad White Card asks for proof of remote work status and income. If you’re moving with family, documents like marriage or birth certificates (and their official translations) will be needed for their residence permits. Always refer to the latest document checklist provided by the Hungarian immigration authority for your specific visa category.

One key eligibility factor to reiterate: citizenship and residency status. If you are an EU/EEA citizen or have permanent residency in Hungary, you don’t need a work visa. Everyone else does. And as of 2025, Hungary has introduced stricter rules about which non-EU nationals can apply for work permits, aligning with economic agreements and quotas. This means some nationalities may face limitations or additional scrutiny. It’s wise to check if any new rules affect your country of citizenship.

Meeting all these requirements may seem daunting, but they serve to demonstrate that the job is genuine, the employer is legitimate, and the candidate is qualified and will be self-sufficient in Hungary. If even one piece is missing—say, an incomplete form or a missing insurance paper—the application could be delayed or denied. Both employers and employees should work together to gather everything on the checklist. Employers, in particular, should ensure the employment contract is ready and that they assist the employee in obtaining or translating any necessary documents. With thorough preparation, you can avoid common pitfalls of incomplete applications.

Hungary Work Visa Application Process (Step-by-Step)

Applying for a work permit and visa in Hungary is a multi-step process that involves both the employer and the foreign employee. Below is an overview of the typical steps:

Step 1: Securing a Job Offer or Assignment in Hungary

The process begins with an employment opportunity. An employer decides to hire a foreign national, or a company plans to relocate an existing employee to Hungary. As an employee, you need that job offer or assignment letter in hand. As an employer, you should draft a clear employment contract stating the role, salary, and duration of employment—this will be a core piece of the application.

Step 2: Preparing the Required Documentation for Hungary

Before any official application is submitted, gather all the documents outlined in the requirements section. This typically includes the signed employment contract, the employee’s passport, proof of qualifications (diplomas, CV, reference letters), proof of health insurance, proof of adequate funds, and any labor market test results if applicable. Both parties should coordinate here: the employer provides company documents and job-related papers, while the employee prepares personal documents (passport, photos, degrees, etc.). It’s wise to make copies of everything and have official translations made for any document not originally in English or Hungarian.

Step 3: Submitting the Work Permit Application in Hungary

In Hungary, the work permit and long-term visa (residence permit) are usually handled through a single application process for efficiency. The application can be submitted in one of two main ways:

By the Employer in Hungary: The employer (or their authorized representative, like an immigration lawyer or EOR partner) can apply for the work permit on behalf of the employee through Hungary’s immigration authority. Hungary has an online portal called Enter Hungary where some work permit applications can be initiated electronically. This portal allows employers to upload documents and submit forms.

By the Employee at a Consulate: Alternatively, the prospective employee can apply in person at a Hungarian embassy or consulate in their home country (or country of residence). In many cases, the employee will need to visit the consulate to provide original documents and biometric data (fingerprints and photo) as part of the residence permit process. Often, it’s a combination—the employer files certain parts in Hungary, and the employee visits the consulate to complete the process.

Hungary tends to prefer in-person applications at the consulate for first-time work visas, but if the employer has already started things via the online system, it can streamline the consular visit. Ensure that all required forms are correctly filled out and signed. The work permit application will include forms for the residence permit as well, since a work permit is a type of residence permit.

Step 4: Labor Market Test Clearance in Hungary

If a labor market test is required for the position, the employer must demonstrate compliance at this stage. This might involve submitting evidence of the job posting and a statement or documentation from the local employment office that no suitable local candidate was found. In practice, an employer should initiate the labor market test a few weeks before the intended work permit application, so that by the time of submission this requirement is already resolved. If the role is exempt from the test (for instance, intra-company transfers or perhaps highly skilled roles might be fast-tracked), note the exemption in the application.

Step 5: Application Review and Await Decision in Hungary

Once the application is submitted, it enters the processing stage. Hungarian immigration authorities and possibly the labor department will review the documents to verify eligibility. During this time, they may ask for additional information or corrections if something is missing or unclear. It’s important to respond to any such requests promptly. The typical processing time for a work permit/residence visa in Hungary is about 30 to 60 days. However, processing times can vary based on workload, the specifics of the case, and whether all documents were in order. More complex cases, such as Blue Card or specialist permits, could take longer. Occasionally, it may extend beyond 60 days, so both employer and employee should plan for a waiting period of potentially 2+ months before work can commence.

Step 6: Decision and Work Permit Issuance in Hungary

If the application is approved, the Hungarian authorities will issue a decision granting the work permit (Single Permit, Blue Card, etc.). The employee will typically receive a visa or entry permit to travel to Hungary (if they applied from abroad) and then collect a biometric residence permit card after arriving. The residence permit card serves as the work authorization and ID for the foreign worker. For example, if you applied via the consulate, they might give you a temporary D visa in your passport to enter Hungary, and upon entry you have 30 days to go to the immigration office and collect the residence permit card. Once the permit is issued, the employee is legally allowed to live and work in Hungary for the duration of the permit.

Employers should note any post-approval steps: they must register the new hire with Hungarian authorities, including notifying social security, tax administration, and in some cases informing immigration that the person has started work. Hungarian law requires employers to report the start of employment for a work permit holder within a set time (e.g., within 5 business days). Failing to do so could cause compliance issues, so mark this on your checklist once your new foreign employee begins working.

Step 7: The Employee Arrives and Begins Work in Hungary

With the permit in hand, the employee can now move to Hungary (if they weren’t already there) and commence their job. Onboarding should include getting them enrolled in the National Health Insurance, registering their address with the local municipality, and other local registrations as needed. These administrative tasks ensure the worker is completely legal and integrated (for instance, address registration in Hungary is important as everyone gets an address card).

Throughout this process, communication between employer and employee is key. From the employer’s side, assigning an HR representative or immigration specialist to coordinate the paperwork will make things smoother. From the employee’s side, being proactive in obtaining and apostilling documents (when required) will help avoid delays. If the process sounds cumbersome, don’t be discouraged—it is systematic, and many international employees successfully get their Hungarian work visas each year. Just start early (it's wise to begin the process at least 3–4 months before the intended start date) to account for any unforeseen delays.

Sponsoring a Foreign Employee in Hungary: Employer Responsibilities

Bringing an international employee into Hungary isn’t just about the individual’s application; it’s very much a company-driven process. Visa sponsorship means the employer is vouching for and supporting the foreign worker’s visa application. As a sponsor, Hungarian employers have several important responsibilities:

Invitation Letter and Formal Undertaking in Hungary

In Hungary, employers often must provide an official invitation letter for the visa application. This letter is more than a formality—it’s a declaration to the authorities that the company is taking responsibility for the foreign employee. By signing it, the employer commits to covering certain expenses and ensuring the employee will abide by Hungarian regulations. For instance, the standard invitation or sponsorship letter typically states that the company will be responsible for the employee’s accommodation, financial support, any healthcare needs, and even the cost of return travel if necessary. Essentially, the government wants assurance that the foreign worker will not become a public burden and that the employer will look after the logistics.

Covering Fees and Costs in Hungary

Employers should be prepared to pay the applicable government fees for the work permit/visa application. Additionally, the employer often pays for services such as professional translation of documents, immigration agency fees (if using one), and any relocation support offered to the employee. It’s also common for employers to pay for the employee’s flight to Hungary and initial housing costs, especially if it’s a company-initiated transfer.

Ensuring Compliance with Labor Laws in Hungary

Sponsoring an employee means you must treat that employee the same way you would a local hire under Hungarian labor law. That includes issuing a compliant Hungarian employment contract, paying at least the minimum wage or prevailing wage for the position, registering them for social security, and respecting all regulations on working hours, holidays, etc. The immigration authorities may cross-check that the salary and conditions in the contract meet Hungarian standards (and match what was stated in the visa application).

Assisting with Documentation in Hungary

In many cases, the employee will need help navigating the paperwork—especially if they don’t speak Hungarian. Employers should provide clear guidance and perhaps even fill out parts of the application on the employee’s behalf when possible. This includes providing the company’s registration documents, a letter of guarantee, and detailed job descriptions as needed for the application. If your company has an HR or global mobility team, they might work directly with the employee to gather everything.

Monitoring and Reporting in Hungary

Once the employee is working in Hungary, the employer must keep track of the visa validity and any conditions attached. Work permits are time-limited, and if the employee intends to continue working beyond the expiration, renewal applications must be filed in advance (typically at least 30 days before expiration, though earlier is better). It often falls on the employer to remind or initiate the renewal process. Moreover, if the employee resigns or is terminated, the employer should notify immigration authorities because the work permit might need to be canceled. Staying on top of these administrative tasks is crucial to remain compliant.

Maintaining Records in Hungary

Employers should keep copies of the employee’s permit, passport, and related documents on file. In case of an audit or inspection, you will need to prove that each foreign employee had permission to work during their tenure. Conducting internal right-to-work checks at regular intervals is a good practice.

Sponsorship is essentially a partnership between the employer and the Hungarian government: the government grants the privilege of the work visa, and the employer promises to uphold their end by taking care of the employee and obeying all rules. If you are an employer new to this process, it might be wise to consult with an immigration expert or use a service to ensure you fulfill all obligations. Remember that any mistake in sponsorship could not only jeopardize the employee’s status but also affect the company’s ability to sponsor future visas. Hungarian authorities take compliance seriously.

From the employee’s perspective, know that having a sponsoring employer is a huge advantage—you will have someone to advocate for you. But it also means you are somewhat tied to that employer; changing jobs or losing the job could void your work permit, so communication is key if any changes in employment are on the horizon.

Duration of Work Permits and Renewals for International Employees in Hungary

Work permits and visas in Hungary are not indefinite—they come with expiration dates. It’s important for both employer and employee to be aware of how long a permit is valid and the process to extend it if needed. Here’s an overview of durations for the common visa types and how renewals work:

General Work Permit (Single Permit) Duration in Hungary

Typically valid for up to 2 years on initial issuance. Often, the duration will match the length of the employment contract (if your contract is for one year, the permit might be one year). Hungarian law allows work permits to be renewed, and each renewal can also be up to 2 years. However, after a certain number of years on temporary permits, some individuals might look at other options like permanent residence.

EU Blue Card Duration in Hungary

Can be issued for a period of 1 to 4 years, depending on the contract and other factors. In practice, many Blue Cards are given for two years at a time and then renewable. The maximum continuous time on a Blue Card in Hungary is usually 4 years before renewal, at which point a renewal (if needed) might require updated proof that you still meet salary and job requirements. It’s worth noting that time spent on a Blue Card in any EU country counts towards potential long-term EU residence permits. If you continue to meet the high-skilled criteria, renewal is generally straightforward.

ICT Permit Duration in Hungary

Valid for up to 3 years for managers/specialists, 1 year for trainees, with no extension beyond those limits. That means if you come on an ICT permit for a 3-year assignment, you cannot extend the ICT after 3 years—you’d have to either leave or switch to another type of permit (for example, a local Hungarian work permit) if you plan to continue working in Hungary. ICT permits are meant to be temporary, so plan accordingly. Employers should track ICT assignees’ timelines and start discussions early if a longer stay is desired via a different route.

Seasonal Visa Duration in Hungary

Valid for the season or up to 6 months in any 12-month period. After that, the worker must depart. If needed, the employer could apply again for a subsequent season, but the person cannot continuously stay beyond half a year on a “seasonal” status.

Digital Nomad White Card Duration in Hungary

Valid 1 year, extendable once for a total of 2 years maximum. Importantly, time on a White Card does not count toward residency for immigration purposes (it explicitly doesn’t lead to permanent residency, and you must leave after 2 years). So, renewal will only buy one extra year. After two years, if a White Card holder wants to continue staying in Hungary, they’d need to switch to another residence permit type (for example, by finding a local job or enrolling in studies, etc.) and the two years on the White Card won’t help towards those other permits’ residency requirements.

Given these varying durations, it’s crucial to mark the calendar for when a renewal or next step is due. Renewal applications in Hungary generally should be submitted at least 30 days before the current permit expires. In practice, starting the renewal process 2–3 months in advance is wise, in case of processing delays or additional document needs. The renewal process will again involve the employer (for work permits) confirming that the employment is ongoing and providing an updated contract or proof of continued salary. The employee may need to show continued health insurance and a valid passport that covers the extended period.

For long-term employees, there’s a silver lining: after a few years of legally working in Hungary, one can look into more permanent status. Permanent Residency (PR) in Hungary is typically available after 3 years of continuous residence on a work permit, or sometimes 2 years in special cases (like if married to a Hungarian citizen). A permanent residency permit allows you to stay indefinitely and work without further work permits. However, obtaining PR has its own set of requirements, including integration measures like a basic Hungarian language or cultural exam to show you’ve adapted. The EU Blue Card can also lead to an EU long-term resident status after 5 years (with at least 2 years on a Blue Card in the last host country). These are considerations for the future, but worth mentioning for employees planning to make Hungary a long-term home.

To maintain legal status, both employers and employees should also ensure there are no infractions or violations during the permit period. If, for instance, an employee violates the terms of their visa (works a second job without permission, etc.) or an employer fails to meet obligations (like paying salary on time or maintaining proper records), it can jeopardize renewals. Assuming everything is kept in good order, renewals are usually granted and you can continue the working relationship seamlessly.

Common Challenges and Tips for a Smooth Visa Process in for Employers in Hungary

Navigating Hungary’s work visa process can present a few challenges. Being prepared for them will make things easier. Here are some common hurdles and tips for both employers and employees:

Labor Market Test Delays in Hungary

The requirement to prove no local/EU candidate is available (for a standard work permit) can slow things down. Employers should post the job opening as early as possible and maintain documentation of their recruitment efforts. If you anticipate hiring internationally, consider beginning the local recruiting formalities even before you have a candidate finalized, to get the 15-day clock ticking. Engaging with Hungary’s National Employment Service to get the labor test confirmation can help legitimize your case to immigration officials.

Bureaucratic Complexity in Hungary

The paperwork in any immigration process can be daunting. Hungary’s system is no exception, with various forms and sometimes evolving requirements. If you’re not fluent in Hungarian, the forms and websites may be challenging. Tip: Partner with an immigration lawyer or a relocation service who knows the process. They can ensure forms are filled correctly and liaise with officials. For employers, having expert guidance prevents small mistakes that could lead to rejection or rework.

Incomplete Documentation for Hungary Visas

One of the most common reasons for visa delays or denials is missing or incorrect documentation. Double- and triple-check your application packet. Use checklists provided by official sources. Make sure all photocopies are clear, translations are attached where needed, and nothing is expired. It can help to have someone not directly involved (like a colleague or friend) review the documents to catch anything you might have overlooked. As an employer, develop an internal checklist for sponsoring visas to ensure consistency.

Processing Time Variability for Hungary Visas

While 30–60 days is typical, sometimes work permit processing in Hungary can stretch longer, especially if additional background checks are needed or during peak application times. Plan for potential delays. It’s wise not to fix a start date that is too optimistic. Let the prospective employee know that they shouldn’t book non-refundable travel until the visa is approved. Employers might also prepare contingency plans if a hire’s start date needs to be pushed back (perhaps the person can begin working remotely from their home country in the interim, if feasible and legal). In our experience, patience and starting early are key—things often happen towards the end of the expected window.

Communication with Hungarian Authorities

In some cases, Hungarian immigration officers might request additional information or an interview. Always respond promptly and courteously. If the process is taking longer than expected, an employer (or their lawyer) can follow up with the immigration office to check status—this should be done sparingly and politely. Hungary has an online system to track application status; use it to stay informed.

Language Barrier in Hungary

Hungarian is the working language of the authorities. While many officials do speak English, documents and letters from the immigration office might be in Hungarian. Use professional translation for any official correspondence to ensure you understand it correctly. Likewise, documents you submit in other languages will often need Hungarian translations by a certified translator.

Changes in Circumstances for Hungary Visas

If anything significant changes during the application (for example, the employee’s passport number because they had to renew it, or the employer’s company address changes), update the Hungarian authorities as soon as possible. Do not wait, as inconsistencies can lead to confusion or a negative decision.

Local Registration on Arrival in Hungary

After moving to Hungary, foreign employees should complete local registration steps promptly (residence address registration, tax ID, social security number, etc.). These are not directly part of the visa approval process, but they are legally required after arrival. Companies often assist with this as part of relocation.

Pro Tip for Hungarian Employers

Treat your first international hire as a learning experience and document each step. This will make the second and third hire much easier. If you plan to hire multiple foreign employees, consider creating an internal guide or hiring a dedicated specialist. Alternatively, use an Employer of Record service to outsource the compliance burden.

By anticipating these challenges and tackling them proactively, you’ll greatly increase the odds of a smooth and successful work visa process in Hungary. Countless companies and expats navigate this system every year—with preparation, you can join their ranks with minimal hassle.

Using an Employer of Record (EOR) to Simplify Hiring in Hungary

For many global companies and startups, the complexities of Hungarian work permits and labor laws might seem overwhelming. This is where an Employer of Record (EOR) such as Rivernmate, can be a game-changer. An EOR is a third-party service provider that becomes the legal employer on your behalf in the foreign country. In practical terms, if you engage an EOR in Hungary, that EOR’s local entity will hire your employee and handle all the administrative and legal tasks, while your company still directs the employee’s work. Here’s how an EOR can help with the work visa process (and beyond):

Expert Compliance Management for Hungary Hiring

EORs specialize in employment compliance across different countries. A good EOR in Hungary will be intimately familiar with the latest immigration regulations, including any new decrees or rule changes. They will ensure that the work visa application is done correctly, that all documents are in order, and that the job meets local criteria. Essentially, they take on the burden of figuring out “what needs to be done” so you don’t have to become an immigration expert. This is especially valuable given the new stricter criteria and evolving landscape—the EOR keeps your hiring compliant with current laws.

Streamlined Visa Process for Hungary

When an EOR is the official employer, they will typically sponsor the work permit for the employee under their own local company. Reputable EORs have dedicated staff or partners to prepare and submit the visa application, often making the process faster and with fewer hiccups. They know the common pitfalls to avoid and maintain relationships with immigration authorities or legal experts in-country. By handling the paperwork, filings, and follow-ups, the EOR frees both your company and the employee from dealing with most of the bureaucracy.

No Local Entity Needed in Hungary

Perhaps one of the biggest advantages—your company does not need to set up a Hungarian subsidiary or branch to hire someone in Hungary. Setting up a legal entity can be time-consuming and costly, and you’d then be responsible for all local payroll, taxes, and labor law compliance. With an EOR, you leverage their existing entity. They employ the person on paper, but that person works for you. This means you can test the waters in Hungary or hire just a single person there without a long-term commitment or upfront investment.

Payroll, Taxes, and Benefits Administration in Hungary

An EOR will handle paying your employee in Hungary (in the local currency, Hungarian forints) and ensuring all mandatory withholdings and employer contributions are done correctly. Hungary has its own tax rates and social security system, and an EOR’s payroll services make sure salaries are processed in compliance with these. They will also enroll the employee in any required benefits (like social insurance, pension funds) and can often facilitate additional benefits (health insurance top-ups, etc.) if you want to offer them. This is not directly about the visa, but it’s part of keeping the employment compliant—and immigration authorities like to see that the employer (EOR in this case) is a solid, law-abiding company.

Ongoing HR Support and Local Expertise in Hungary

With an EOR, you gain a partner who can advise on local labor law nuances, probation periods, termination rules, and so on. If any issues arise—say, the employee needs to bring their spouse and needs dependent visas, or wants to switch to a Blue Card later—the EOR can guide on those processes too. Essentially, the EOR becomes your local HR team in Hungary. They keep up with changes (like any updates in work visa policies, minimum salary requirements, labor law amendments) and inform you if something needs action. This support is especially valuable in cross-border employment situations, ensuring onboarding and ongoing employment stay compliant.

Faster Entry into Hungary

By cutting through red tape, an EOR can often onboard an employee in Hungary much faster than a company could on its own. Instead of spending months establishing an entity and learning the regulations, you could hire through an EOR and have them start the visa process right away. Some EORs also have relationships that might expedite certain steps, though the government’s processing times still apply. At the very least, you’re avoiding any delays due to inexperience or trial-and-error—the EOR has done this many times.

Risk Mitigation for Hungary Hiring

Hiring internationally carries risks—misclassifying an employee, unknowingly violating a law, or triggering unexpected taxes (like permanent establishment risk). EORs help mitigate these by acting as a buffer. They assume the role of employer and the associated risks in the local jurisdiction. They will also typically guarantee compliance, meaning if something is done incorrectly on their side, they take responsibility to fix it. This gives peace of mind to companies expanding globally for the first time. You can focus on the work the person will do, and let the EOR worry about legalities.

Get Hungarian Work Permits and Visas for Your Employees

Hungary is an attractive destination for global talent and companies expanding into Central Europe—but success in hiring or relocating staff there hinges on understanding the country’s work permit and visa requirements. By now, you should have a solid grasp of the essentials: who needs a visa (virtually all non-EU nationals), the various visa types from the general Single Permit to the EU Blue Card and digital nomad White Card, the key requirements to qualify, and the step-by-step process to go from job offer to work permit in hand. We’ve also covered how long permits last and what it takes to renew them for continued employment. Just as important, we discussed some common challenges (like labor market tests and paperwork hurdles) with tips on how to overcome them, emphasizing thorough preparation and early action.

Finally, remember that you don’t have to navigate this alone. Resources are available to assist. Hungary’s government websites and immigration offices can provide guidance, and professional help—from immigration attorneys to Employer of Record services—can shoulder much of the load for you. If the idea of managing work permits in a foreign country feels daunting, consider leveraging experts who do this every day. For instance, you can use global visa support services like Rivermate’s Visa Support to handle the heavy lifting. Rivermate’s team assists with visa applications, renewals, and compliance, making it easier to relocate your talent without the stress.