在 匈牙利 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Budapest UTC+1 to UTC+2
Budapest, Debrecen
Forint (HUF)
Hungarian, English
monthly
13.00%
匈牙利人才格局
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.
主要经济中心
Budapest, Debrecen
热门技能
Automotive Engineering
职场文化
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.
平均薪资
| 职位名称 | 平均月薪（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 |
| 职位名称 | 平均月薪（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 |
匈牙利招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
匈牙利的薪酬发放
发薪周期
Salary is generally paid no later than the 10th day of the following month.
最低工资
A national minimum wage applies, together with a higher guaranteed minimum for roles requiring specified qualifications.
加班费
- 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.
奖金
第 13 个月薪资
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.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| 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. |
| 可选 | |
| 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. |
税务
国家税收
匈牙利的国家税收名为 Value-Added Tax (VAT) 27%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| 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. |
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