Country Hiring Guide

Discover & Hire Top Talents in Hungary

Everything you need to know about the country's employment laws, culture, and workforce insights.

Capital

Budapest UTC+1 to UTC+2

Economic Hubs

Budapest, Debrecen

Currency

Forint (HUF)

Languages

Hungarian, English

Payroll

monthly

Employer Tax

13.00%

Workforce Insights

Talent Landscape in Hungary

Hungary has an estimated labor force of about 4.93 million (2025), with talent demand concentrated in automotive, electronics, shared services, pharmaceuticals and information technology. International employers are most likely to find relevant candidate pools for Automotive Engineering, Shared Services, and Software Development. The market is well suited to focused hiring, while niche roles benefit from targeted sourcing and a clear employer value proposition.

Major Economic Hubs

Budapest, Debrecen

Skills In-Demand

Automotive Engineering

Working Culture

Formal Expertise and Careful Trust

Hungarian workplaces often value qualifications, preparation and professional seriousness. Trust can take time, so consistent delivery matters more than quick familiarity.

Direct Problem Identification

Employees may be candid about risks and weaknesses. Managers should welcome critical analysis while keeping feedback focused on solutions.

Hierarchy with Defined Responsibility

Senior leaders usually retain clear authority, and employees expect roles to be well specified. Avoid ambiguous delegation.

Average Salary

Job Title	Avg Monthly Salary (HUF)
Accounting & Finance
Administrative Executive, Junior (1-3 years)	550,000 HUF	S$748,000
Administrative Executive, Mid (3-5 years)	733,000 HUF	S$996,880
Book Keeper, Junior (1-3 years)	493,000 HUF	S$670,480
Book Keeper, Mid (3-5 years)	670,000 HUF	S$911,200
Finance Executive, Junior (1-3 years)	634,000 HUF	S$862,240
Finance Executive, Mid (3-5 years)	832,000 HUF	S$1,131,520
Creatives
Graphic Designer, Junior (1-3 years)	634,000 HUF	S$862,240
Graphic Designer, Mid (3-5 years)	916,000 HUF	S$1,245,760
UI/UX Designer, Junior (1-3 years)	670,000 HUF	S$911,200
UI/UX Designer, Mid (3-5 years)	1,163,000 HUF	S$1,581,680
Data Analytics
Data Analyst, Junior (1-3 years)	916,000 HUF	S$1,245,760
Data Analyst, Mid (3-5 years)	1,198,000 HUF	S$1,629,280
Data Engineering
Data Engineer, Junior (1-3 years)	916,000 HUF	S$1,245,760
Data Engineer, Mid (3-5 years)	1,480,000 HUF	S$2,012,800
AI & Machine Learning
Data Scientist, Junior (1-3 years)	916,000 HUF	S$1,245,760
Data Scientist, Mid (3-5 years)	1,234,000 HUF	S$1,678,240
Machine Learning Engineer, Junior (1-3 years)	776,000 HUF	S$1,055,360
Machine Learning Engineer, Mid (3-5 years)	1,163,000 HUF	S$1,581,680
Digital Marketing
Content Marketing, Junior (1-3 years)	740,000 HUF	S$1,006,400
Content Marketing, Mid (3-5 years)	1,093,000 HUF	S$1,486,480
Digital Marketing, Junior (1-3 years)	740,000 HUF	S$1,006,400
Digital Marketing, Mid (3-5 years)	1,093,000 HUF	S$1,486,480
Growth Marketing, Junior (1-3 years)	776,000 HUF	S$1,055,360
Growth Marketing, Mid (3-5 years)	1,163,000 HUF	S$1,581,680
Software Development
Backend Developer, Junior (1-3 years)	952,000 HUF	S$1,294,720
Backend Developer, Mid (3-5 years)	1,410,000 HUF	S$1,917,600

Job Title	Avg Monthly Salary (HUF)
DevOps
DevOps Engineer, Junior (1-3 years)	916,000 HUF	S$1,245,760
DevOps Engineer, Mid (3-5 years)	1,234,000 HUF	S$1,678,240
Site Reliability Engineer, Junior (1-3 years)	916,000 HUF	S$1,245,760
Site Reliability Engineer, Mid (3-5 years)	1,304,000 HUF	S$1,773,440
Customer Support
Customer Service Officer, Junior (1-3 years)	458,000 HUF	S$622,880
Customer Service Officer, Mid (3-5 years)	599,000 HUF	S$814,640
Customer Experience
Customer Success Manager, Junior (1-3 years)	670,000 HUF	S$911,200
Customer Success Manager, Mid (3-5 years)	952,000 HUF	S$1,294,720
HR Operations
HR Executive, Junior (1-3 years)	599,000 HUF	S$814,640
HR Executive, Mid (3-5 years)	811,000 HUF	S$1,102,960
FinTech
Blockchain Developer, Junior (1-3 years)	740,000 HUF	S$1,006,400
Blockchain Developer, Mid (3-5 years)	1,093,000 HUF	S$1,486,480
Payments Engineer, Junior (1-3 years)	740,000 HUF	S$1,006,400
Payments Engineer, Mid (3-5 years)	987,000 HUF	S$1,342,320
Cloud Computing
Cloud Engineer, Junior (1-3 years)	846,000 HUF	S$1,150,560
Cloud Engineer, Mid (3-5 years)	1,234,000 HUF	S$1,678,240

Hiring Guide

Hiring Guide in Hungary

This guide highlights the fundamental rules employers must know to hire compliantly, covering pay structures, leave policies, termination procedures, and compliance requirements.

For details, browse the topics through the tabs below.

Payroll in Hungary

Payroll Cycle

Salary is generally paid no later than the 10th day of the following month.

Minimum Wage

A national minimum wage applies, together with a higher guaranteed minimum for roles requiring specified qualifications.

Overtime Pay

- Generally 8 hours per day and 40 hours per week. - Annual overtime is generally capped at 250 hours, extendable by collective agreement and separate written agreement within legal limits.

- Ordinary overtime: Hourly Rate × 1.50 × Overtime Hours, or compensatory time off. - Weekly rest day: Hourly Rate × 2.00, reduced to 1.50× if another rest day is provided.

Bonus

13th Month

Hungary does not impose a general statutory 13th month salary on private sector employers. Private sector employees therefore have no automatic entitlement to an additional annual salary unless a binding employment contract, collective agreement, wage order, employer rule, or special sector law provides one.

No statutory private sector calculation applies. Where a binding instrument grants an annual bonus or 13th salary, the amount must be calculated under that instrument; there is no legal default that it equals 1 month of salary.

No private sector employee in Hungary qualifies automatically under the general labour law. Eligibility is limited to employees expressly covered by the applicable contract, collective agreement, wage order, employer rule, or special sector provision. The general law does not prescribe a universal minimum service period, prorating method, payment deadline, or entitlement after resignation or dismissal for a 13th salary. Those points must be determined from the specific binding instrument. Statutory leave pay, severance, end of service benefits, profit sharing, and public sector payments are separate benefits and should not be recorded as private sector 13th month salary unless the local rule expressly treats them that way.

Employees Benefits

Types of Benefit	Details
Mandatory
Social contribution tax and employee social security contributions	Social contribution tax and employee social security contributions is the principal mandatory benefit framework for eligible staff in Hungary. The employer is responsible for onboarding the worker with the administering institution, calculating contributions on the legally defined wage base and remitting both shares where employee withholding applies. Exemptions for expatriates, short assignments or specific sectors should be confirmed before payroll starts.
Work injury protection under Social contribution tax and employee social security contributions	Work related accidents in Hungary are handled under the statutory injury provisions associated with Social contribution tax and employee social security contributions. Employers remain responsible for registration, contribution or insurance costs and timely incident reporting. Eligible workers can receive medical care and cash compensation for incapacity, disability or death according to the local schedule.
Statutory termination or end of service entitlement in Hungary	Before ending employment in Hungary, the employer should determine whether the case is redundancy, misconduct, incapacity, contract expiry or ordinary dismissal. That classification controls the required procedure and whether a severance or service indemnity is payable in addition to notice, wages and unused leave.
Public healthcare or mandatory medical coverage in Hungary	Health protection in Hungary is delivered through the medical or sickness branch of Social contribution tax and employee social security contributions. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules.
Optional
Supplementary private medical insurance in Hungary	Private medical insurance in Hungary should be designed around the gaps left by Social contribution tax and employee social security contributions. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll.
Performance or profit sharing bonus in Hungary	A performance or profit sharing bonus in Hungary is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment.
Meal, commuting and business travel support in Hungary	Meal, commuting and business travel support in Hungary should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work.
Housing, relocation and remote work support in Hungary	Housing, relocation and remote work support in Hungary is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment.

Taxes

Country Tax

Hungary's country tax is known as Value-Added Tax (VAT) 27%

Individual Tax

Tax Component	Contribution Rate (%)	Details
Income Tax Structure
Resident Tax Rates	15% flat rate	Hungary generally applies a 15% flat rate to taxable employment income, subject to statutory exemptions, payroll withholding rules, and treaty relief where relevant.
Non-Resident Employment Income	15% flat rate	Nonresident Hungary sourced employment income is generally taxed at the flat 15% rate, subject to treaty relief.
Taxable Income Adjustments
Main Deductions and Allowances	See details	An individual may deduct a 10% standard deduction, or the actual and documented deductible expenses recognized by the income tax law, from income from independent activities.
Taxable & Exempt Components
Bonuses and Cash Allowances	Generally taxable at marginal employment rate	In Hungary, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies.
Benefits in Kind	Taxable value at marginal rate where applicable	In Hungary, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support.

More Countries

Explore hiring in other countries

Indonesia

CapitalJakarta

Employers Tax10.24% – 11.74%

Employers Tax13.95% – 14.95%

Employers Tax7.75% – 17.25%

Australia

CapitalCanberra

Employers Tax12.00% + variable

Bahrain

CapitalManama

Employers Tax7.20% – 18.00%

Bangladesh

CapitalDhaka

Employers TaxVariable

Brunei

CapitalBandar Seri Begawan

Employers Tax8.50% – 10.50% or BND 57.50

Employers Tax5.00% + variable

India

CapitalNew Delhi

Employers Tax15.75% + variable

Israel

CapitalJerusalem

Employers Tax17.01% – 20.10%

Japan

CapitalTokyo

Employers Tax16.46% – 25.21%

Employers Tax17.50% – 22.50%

Kuwait

CapitalKuwait City

Employers Tax0.00% – 11.50%

Employers Tax12.50% – 14.50%

Nepal

CapitalKathmandu

Employers Tax20.00% or scheme specific

New Zealand

CapitalWellington

Employers Tax3.50% + variable

Employers Tax11.00% + variable

Employers Tax0.00% – 14.00%

Employers Tax10.53% – 29.12%

Sri Lanka

CapitalSri Jayawardenepura Kotte

Employers Tax15.00%

Thailand

CapitalBangkok

Employers Tax5.20% – 6.00%

Employers Tax12.00% – 25.00%

Employers Tax16.40% – 19.40%

Botswana

CapitalGaborone

Employers TaxVariable

Employers Tax13.95% – 17.20%

Chad

CapitalN'Djamena

Employers Tax16.50%

Democratic Republic of the Congo

CapitalKinshasa

Employers Tax14.20% – 16.20%

Employers Tax5.00% + variable

Ivory Coast (Côte d’Ivoire)

CapitalYamoussoukro

Employers Tax15.45% – 18.45%

Kenya

CapitalNairobi

Employers Tax7.50% + variable

Lesotho

CapitalMaseru

Employers Tax1.00% + variable

Employers Tax10.00% + variable

Mali

CapitalBamako

Employers Tax17.90% – 20.90%

Employers Tax0.90% + variable

Employers Tax19.40% – 23.40%

Employers Tax2.00% + variable

Employers TaxAt least 22.50%

Employers Tax6.50% + variable

Zimbabwe

CapitalHarare

Employers Tax5.50% + variable

Employers Tax25.00% + variable

Bosnia and Herzegovina

CapitalSarajevo

Employers Tax0.00% – 6.00%

Bulgaria

CapitalSofia

Employers Tax18.92% – 19.62%

Employers Tax15.40% + variable

Employers TaxFixed amounts + variable

Employers Tax19.32% – 20.24% + variable

France

CapitalParis

Employers Tax25.00% – 45.00%

Employers Tax21.20% + variable

Employers TaxAt least 17.95%

Ireland

CapitalDublin

Employers Tax9.00% – 11.25%

Employers Tax7.20% + variable

Employers TaxAt least 12.57%

Employers TaxAt least 6.10% + variable

Employers Tax2.00% – 16.10% + variable

Poland

CapitalWarsaw

Employers Tax20.98% – 23.64%

Employers Tax2.25% – 10.25%

Employers Tax30.65% + variable

Employers Tax7.40% – 9.90% + variable

Ukraine

CapitalKyiv

Employers Tax8.41% – 22.00%

United Kingdom

CapitalLondon

Employers Tax18.00% – 18.50% + 15.00% on taxable benefits

Argentina

CapitalBuenos Aires

Employers Tax24.00% – 26.40% + variable

Employers Tax31.70% – 39.30%

Canada

CapitalOttawa

Employers Tax8.12% – 12.23% + variable

Chile

CapitalSantiago

Employers Tax5.87% – 6.47% + variable

Colombia

CapitalBogotá

Employers Tax30.02% – 36.46%

Costa Rica

CapitalSan José

Employers Tax26.83% + variable

Employers Tax11.15% + variable

CapitalGuatemala City

Employers Tax17.25% – 43.48% + 20.40% of UMA

Nicaragua

CapitalManagua

Employers Tax23.50% – 24.50%

Panama

CapitalPanama City

Employers Tax14.31% – 19.42%

Employers Tax9.75% + variable

Suriname

CapitalParamaribo

Employers Tax15.15% + variable

Trinidad and Tobago

CapitalPort of Spain

Employers TaxApproximately 8.80% + variable

United States

CapitalWashington, D.C.

Employers Tax8.25% + variable

Uruguay

CapitalMontevideo

Employers Tax12.60% + variable

Saudi Arabia

CapitalRiyadh

Employers Tax2.00% – 12.25%

United Arab Emirates

CapitalAbu Dhabi

Employers Tax0.00% – 15.00% + variable GCC rate

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Explore Hungary's Employment Essentials

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