Hungary's labor law establishes clear regulations regarding working hours, overtime, and rest periods to protect employees and ensure fair working conditions. These rules are designed to provide a framework for employers operating within the country, ensuring compliance with national standards for employee well-being and productivity. Understanding these regulations is crucial for any company employing staff in Hungary, whether local or international.
Navigating these requirements can be complex, especially for foreign companies expanding into the Hungarian market. Compliance with working time rules, including accurate recording and proper compensation for overtime, is essential to avoid legal issues and maintain positive employee relations.
Standard Working Hours and Workweek Structure
The standard full-time working time in Hungary is generally 8 hours per day, totaling 40 hours per week. This is typically spread over five working days. However, the law allows for variations depending on the nature of the work or collective agreements.
- Standard Daily Hours: 8 hours
- Standard Weekly Hours: 40 hours
- Standard Workweek: Typically 5 days
It is possible to distribute working time unevenly over a reference period (e.g., a week, month, or longer, up to 12 months in certain cases) through a working time schedule. In such cases, the average weekly working time over the reference period must not exceed the standard hours.
Overtime Regulations and Compensation
Overtime is work performed beyond the scheduled daily or weekly working time, or beyond the average working time over a reference period. Hungarian law sets limits on the amount of overtime an employee can work.
- Maximum Annual Overtime: Generally 250 hours per calendar year. This limit can be increased to 300 hours per year by agreement between the employer and employee, or up to 400 hours per year based on a collective agreement.
- Mandatory Overtime: Employees cannot be required to work more than 44 hours per week on average over a reference period, including overtime.
Overtime work must be compensated. Compensation can be in the form of increased pay or paid time off.
| Type of Overtime | Minimum Compensation (in addition to base wage) |
|---|---|
| Overtime on a normal workday | 50% wage supplement OR Paid time off |
| Overtime on a rest day (weekend, public holiday) | 100% wage supplement OR 50% wage supplement + Paid time off |
If paid time off is provided instead of the wage supplement, it must be at least equal to the duration of the overtime worked.
Rest Periods and Break Entitlements
Employees are entitled to mandatory rest periods and breaks to ensure adequate recovery.
- Daily Rest Period: A minimum of 11 consecutive hours of rest must be provided between the end of one working day and the start of the next. In certain sectors or under specific conditions, this can be reduced to 8 hours.
- Breaks During Work: If the daily working time exceeds 6 hours, employees are entitled to a break of at least 20 minutes. If working time exceeds 9 hours, an additional 25-minute break must be provided. These breaks are generally not included in working time.
- Weekly Rest Period: Employees are entitled to a minimum of 48 consecutive hours of rest per week, which must include a Sunday. Alternatively, over a four-week period, the average weekly rest must be at least 48 hours, with at least 40 hours including a Sunday in each week.
Night Shift and Weekend Work Regulations
Specific rules apply to employees working night shifts or on weekends.
- Night Work: Work performed between 10 PM and 6 AM is considered night work. Employees regularly performing night work are entitled to a 15% wage supplement.
- Weekend Work: Work performed on a rest day (typically Saturday or Sunday) is subject to specific compensation rules as detailed in the overtime section (100% wage supplement or 50% supplement + time off). Regular weekend work patterns may be established under specific conditions or collective agreements.
Working Time Recording Obligations
Employers in Hungary have a legal obligation to accurately record employees' working time. This includes recording the start and end times of each working day, as well as any overtime worked.
- Requirement: Employers must maintain records of actual working time, including regular hours, overtime, rest periods, and breaks.
- Purpose: These records are essential for ensuring compliance with working time regulations, calculating correct wages and overtime pay, and for inspection by labor authorities.
- Method: While the law doesn't mandate a specific method (e.g., manual timesheets, electronic systems), the records must be accurate, verifiable, and readily available for inspection.
Maintaining precise records is a fundamental aspect of labor law compliance and helps protect both the employer and the employee.
