CLVPartners

CLV-02
Menu

News

Practical issues relating to the written employment contract and the commencement of employment

News, Employment, labour law / / , ,

According to Act I of 2012 on the Labour Code (“Labour Code“) an employment relationship is established by an employment contract, which shall be made in writing by the parties. Thus, the establishment and existence of an employment relationship can be clearly established if there is a written employment contract. But what happens if the agreement is not concluded in writing or is concluded later? What happens if one party wants to withdraw after the written offer but before the signing of the employment contract? It is worth being aware of the detailed rules to ensure that your employer’s practices comply with the provisions of the law. Since a new ruling by the Curia on the subject was published in March 2025, we summarise the most significant information regarding the written form and the establishment and duration of employment relationship.

The importance of concluding in written form

As a general rule, an employment relationship is established by an employment contract. According to the Labour Code, the employment contract must always be concluded in writing, and it is enough for the parties to agree on the employee’s base wage and job. However, it is worth noting that in practice there are many examples where an employment relationship is established in the absence of a specific employment contract. For example, if an employer makes an offer containing the essential terms and conditions (job and base wage) and the employee accepts it, the employment relationship is deemed to have been established by the employee’s acceptance, without the parties signing the employment contract.

Failure to put it in writing does not result in the non-existence of an employment relationship. The Labour Code stipulates that the legal consequence of not having a written contract is invalidity, which can only be invoked by the employee, and only within 30 days of commencing employment relationship.

This interpretation was also confirmed by the Curia in its recent decision. In the case in question, the employee was employed for a fixed term but continued to work after the expiry of the fixed term, to which the employer did not object, and continued to fulfil its obligations to provide work for the employee and to pay wages. In the meantime, the parties wanted to settle their employment relationship, and the employer sent the employee an offer for an employment contract of indefinite duration, which the employee accepted, but the parties did not sign. In the meantime, the employer gave termination of notice to the employee, who claimed that it was unlawful on the grounds that, in the absence of a written employment contract, they were not in an employment relationship and therefore termination was not conceptually possible. The employee claimed that the employment contract was only signed after the termination of notice was given, so in in its view its employment relationship was established from that time.

In the case, the Curia ruled that the employee’s employment relationship had existed since the beginning of the fixed-term contract, which, after its expiry, had become an employment relationship of indefinite duration due to the parties’ implied conduct and which the employer was therefore entitled to terminate. This ruling also shows that the existence of an employment relationship is not solely determined by the written employment contract of the parties, in the absence of which the existence of an employment relationship can be established on the basis of the circumstances of the case.

The question legitimately arises: why then is there a need for a written employment contract? As an employment law counsellor, the answer is simple: to prevent disputes. In our experience, neither party wants to argue in court what kind of cafeteria allowance an employee is entitled to, what limits apply to the home office and how the annual leave can be granted. In addition, failure to conclude a written contract may result in sanctions applied by the Hungarian Labour Authority as a result of the inspection.

Important stages of the establishment of employment and a possibility of withdrawing

In addition to the written form of the employment contract, the dates – periods – at which the employment relationship is established are of paramount importance, as the parties have different rights and obligations at different stages.

At the time the employment relationship is established, we differentiate between the time when the employment relationship is established and the time when the employment relationship commences.

  • Establishment of the employment relationship

The employment relationship is established on the date of conclusion of the employment contract or on another date specified in the contract (offer). From that time onwards, the parties may not engage in any conduct that would prevent the employment relationship from being established. The question may arise as to what conduct can prevent the employment relationship from being established. On the employee’s side, for example, failure to attend compulsory medical examinations by the private induvial can be such case.

  • Commencement of the employment relationship

The commencement of the employment relationship is the date on which the employee starts to work. In the absence of a specific provision in the employment agreement, that is the day following the conclusion of the employment contract. From this point on, the “active” phase of the employment relationship begins, during which the parties can exercise their rights and must fulfil all the obligations arising from the employment relationship. If the parties have agreed on a probation period, the duration of the probation period also starts at the commencement of the employment relationship. Last but not least, this day is also significant from a social security point of view, as the start of the insurance relationship aligns with the commencement of the employment relationship.

The parties have the possibility to set an alternative start date in the employment contract, thus allowing the actual employment and availability obligation to be delayed by up to several months (e.g. in view of the employee’s previous notice period).

  • Right of withdrawal

Between the establishment and the commencement of the employment relationship, either party has the right to unilaterally withdraw from the employment contract, which will terminate the legal relationship between them with retroactive effect. This right can be exercised if, after the employment contract was concluded, there has been a material change in the circumstances of the party whereby carrying out the employment relationship is no longer possible, or it would result in unreasonable hardship.

It should be emphasised that only circumstances arising after the conclusion of the employment contract may entitle the parties to withdraw and that the parties must settle their claims against each other retroactively to the date of the conclusion of the employment contract.

Summary

It can be seen that, as an employer, there are a number of important aspects to consider and communicate when making an offer to ensure that the procedure complies with the law and to avoid disputes later on, such as:

  • When does the employee start work?
  • Are there any other conditions to starting work?
  • How long is the employer’s offer valid?
  • Are there any conditions to the offer that, if not accepted, will invalidate the whole employment relationship?
  • In what cases can either party withdraw from the offer?

Image source: Pavel Danilyuk, Pexels.com

New forms of employment in the 21st century

News, Employment, labour law / / , , , ,

The digital revolution of the 21st century has led to the emergence of new forms of employment at global level. The common character of these employment relationships is that they provide more flexible working conditions than traditional employment relationships. These new forms of employment are characterised by different contractual relations, different rules on where, how and when work is performed, and increased use of information and communication technologies. In our article, we would like to present the three most typical types of new forms of employment.

Digital nomads

Digital nomads are people who can perform their work from anywhere – even a continent away – with the help of digital tools. Although the new trend is becoming more widespread, many people are not aware of its legal implications. Becoming a digital nomad has important employment, tax, social security and immigration consequences.

If the employment relationship has a cross-border element, questions arise as to which country’s employment rules apply, in which country the insurance obligation arises, how the tax liability is determined – especially on income from wages -, and whether there is a need to make a declaration or obtain a permit to stay legally in a country after a certain period of time

As an example, let’s take an employee who wants to establish an employment relationship with a company based in the UK by residing in Hungary on a permanent basis. In this case, in the absence of a choice of law, the parties must apply Hungarian labour law to the legal relationship, given that, as a general rule, the labour law of the country from which the employee usually works is applicable. Under current Hungarian labour law, employees may also work remotely, provided that the employee and the employer agree on this separately. In the case of teleworkers, the employee works part or all of the time at a place separate from the employer’s premises, even in a different country. In the example case, the parties determine the place of work in accordance with the residence in Hungary and may agree that the employee performs his/her obligations arising from the employment relationship through telework.

A different approach will apply to a temporary agreement where the worker is only temporarily (up to 1-2 years) going to a country other than the country of origin – the Posting of Workers Directive 96/71/EC will apply.. In this case, the labour law of the Member State where the work is carried out will apply on certain issues (e.g. minimum wage, paid leave, occupational safety and health), regardless of which Member State’s law applies to the employment relationship.

If the digital nomad is a third-country national, there is also an immigration aspect to his/her legal relationship, as he/she needs a residence permit to work and enter the country. In general, it can be stated that Hungary explicitly supports the entry and residence of third-country nationals as digital nomads. The Act XC of 2023 on the General Rules on the Entry and Stay of Third Country Nationals specifically provides for the so-called White Card, a residence permit that can be obtained through a preferential procedure, for digital nomads.

The correct assessment of the tax liability can only be determined by assessing the relevant legislation (e.g. the relevant double taxation convention) and the individual circumstances of the case. However, as a general rule, it can be stated that employees are liable to pay their taxes in the country where their centre of economic interest can be established. From a social security point of view, the place where the employee works is relevant.

Overall, these questions can be answered on a case-by-case basis, as different rules apply to the persons concerned depending on their nationality, the country in which they would work, the length of time they would work and the type of job they would perform.

Platform workers

Platform-work is a relatively new form of employment, which is based on matching the supply and demand of paid work through an online platform. So, the person who does the paid work is connected by the platform offering the service to the party who uses the service, i.e. the party who buys it. This type of work has grown in popularity in recent years, for example in the case of food delivery services or taxi services. It is estimated that the number of platform workers has now reached 43 million in the European Union. There are also a number of issues of relevance to labour law in relation to platform work.

The most significant is the issue of the qualification of the legal relationship. The vast majority of platform workers are self-employed, even though platforms have extensive powers of instruction, control and discipline. As a result, they are not guaranteed the broader protection of employment rights.

In Hungary there is no unified regulatory system for platform work yet. This means that courts examine the nature of the legal relationship individually in the event of litigation. In December 2023 uncertainty over the classification was increased by the judgment of the Curia on the qualification of a contract of a food delivery service provider, in which the body ruled that platform work does not constitute an employment relationship.

The European Union, recognising the vulnerability of platform workers, adopted Directive 2024/2831 on improving working conditions in platform work (“Directive“) in 2024 to improve the platform worker’s employment conditions.

In order to classify the relationship correctly, the Directive requires Member States to introduce measures to facilitate the definition of an employment relationship. To achieve this, Member States should provide rules to determine whether a relationship is an employment relationship or another contractual relationship for self-employment, regardless of how the parties have previously classified the contract between them. The Directive introduces a rebuttable legal presumption that the relationship between the platform and the person performing the work is an employment relationship if facts indicating control and direction are founded in accordance with the law, collective agreements or practice in force in the Member State concerned. Member States, including Hungary, must implement the Directive provisions by 2 December 2026; in the meantime, the general rules are applicable.

Guidance on the classification of employment relationships in labour law disputes – although now repealed – continues to be based on the FMM-PM Directive 7001/2005 (“FFM-PM Directive“). The FFM-PM Directive distinguish between primary (e.g., subordination) and secondary (e.g., determining the place and time of work) qualifying attributes. While primary qualifying attributes can be decisive on their own, secondary qualifying attributes can typically only lead to a reclassification of a legal relationship in combination with other attributes indicating the existence of an employment relationship. It is expected that the regulation to be developed under the Directive will contain similar criteria, which may replace the criteria under the FFM-PM Directive, which is no longer in force but is taken into account in practice.

In practice, the question of classification often arises in the activities of marketing agencies. Agencies typically employ freelancers, who are assigned to clients to carry out specific tasks. However, clients should be aware that if freelancers are fully “integrated” into their organisational system when carrying out their activities, they will be considered by the court as employees of the client in a possible classification litigation.

Platform work also has tax and social security implications. The reason for this is that platforms are not obliged to pay taxes or contributions after their employees in the absence of an employment relationship.

Employer of record („EoR”)

A new type of employment is the so-called Employer of Record (“EoR“). This form of employment allows companies to enter markets in countries other than their home country without establishing a business premises (from corporate viewpoint) and recruiting employees there. The essence of the model is that the company wishing to enter a new market, as a client, enters into a contract with the company providing the EoR service. The EoR service provider concludes employment contract with the employees, so the EoR service provider becomes the employer of the employees (it bears all the responsibilities of employment), while these employees perform their activities on behalf of the client.

In Hungary the challenge with the EoR model is that the Hungarian labour law provides special provisions on temporary agency work which is a much more strictly regulated activity that requires a licence. It is similar in substance, since the purpose of temporary agency work is to allow the temporary-work agency to temporarily assign the temporary-agency worker, who is employed by the temporary-work agency for the purpose of a loan to the user enterprise for work supervised by the user enterprise. If the Hungarian labour authority finds that the service provider has engaged in temporary agency work without being registered with the authority, it may reclassify the legal relationship in question as temporary agency work and impose a fine of up to HUF 25 million on the service provider. For this reason, EoR service providers typically wish to avoid being classified as temporary work agencies.

Another problem with the model, as explained earlier, is the integration of the employee into the client’s work organisation. The reason is that the tighter the relationship between the parties, the greater the risk that the contract will be considered temporary agency work.

Tax issues may also arise in connection with the EoR model. If the client establishes a premise by using the EoR service, it may be subject to tax liabilities.

Summary

In summary we can conclude that the traditional employment model is still dominant, but labour market trends and new work-related demands suggest that atypical forms of employment will become increasingly popular in the future. However, before applying them, it is necessary to carefully examine the underlying conditions in the specific case to ascertain their lawfulness.

Changes to the rules on the employment of guest workers in connection with investments

News, Immigration law / / , , ,

As of 1 July 2025, the rules on prior group employment approval and residence permits for employment for the purpose of investment will change. The main novelty is that the implementation of the investment will be divided into two phases, preparation and installation, and the permit granting process will be adapted accordingly. In this newsletter, we provide an overview of the conditions under which third-country nationals can be employed in Hungary in the course of various investments and how the permit procedures should be handled.

Conditions of employment for investment purposes

Act XC of 2023 on the General Rules for the Entry and Residence of Third-Country Nationals (the “Third-Country Nationals Act“) allows for the employment of guest workers for investment purposes. Within this framework, a residence permits for employment for the purpose of investment may be granted to a guest worker whose purpose is to perform actual work in an employment relationship in order to implement an investment with an employer who has concluded an agreement or contract with the Minister of Foreign Affairs and Trade in order to implement this investment and the employer has a prior approval for group employment as defined by law (“Employment Approval “). Before applying for a residence permit for a guest worker, the employer must therefore first obtain prior approval for group employment.

Prior group employment approval

Under the new legislation, which will enter into force on 1 July, the investment is divided into two phases for the purposes of authorisation: the preparatory phase, which involves the preparation, construction and bringing into use of the investment, and the installation phase, which involves the operation of the units already in use and the training of the personnel.

The application for the Employment Approval for the preparatory phase of the investment is submitted by the investor in order to be able to employ more third-country nationals during the implementation of the investment. The application is assessed by the Minister of National Economy, who examines the business plan of the investment, the number of third-country nationals to be employed, their job (by FEOR codes) and the distribution of the employees between the main contractors and subcontractors. The application must specify the details of the investor, the main contractor and the subcontractor. The competent government office will also be involved in the procedure in order to examine the labour market situation in the region with regard to the available Hungarian labour force. The Employment Approval can be valid for the entire duration of the investment, up to a maximum of three years. During the period of the Employment Approval, any deviations from its provisions, such as the identity of the main contractors and subcontractors, the job of third-country nationals (by FEOR codes) and their distribution, must also be approved by the Minister of National Economy.

The application for the Employment Approval for the installation phase of the investment may be submitted during the period of the Employment Approval for the preparatory phase or from the day after its expiry. It may only be requested for the stage of the project for which installation is required. As with the application for the preparatory phase, the assessment is the responsibility of the Minister of National Economy and the procedure must also specify the number of third-country nationals to be employed, their job (by FEOR codes), the names of the main contractors and subcontractors and the distribution of the employees. For this phase, the competent government office will also examine the valid labour needs. The Employment Approval may be valid until the investment is put into operation, but for a maximum period of one year. As with the rules for the preparatory phase, any deviations from the provisions of the Employment Approval during the period of the Employment Approval, such as the identity of main contractors and subcontractors, the work of third-country nationals (by FEOR codes) and their distribution, must also be approved by the Minister of National Economy.

Employment of guest workers

Guest workers may be employed under a residence permit for employment for the purpose of investment. The residence permit may be granted to guest workers who carry out the work for remuneration and for the realisation of the investment. In addition to the general requirements, to the application for a residence permit must be attached the Employment Approval and proof of an agreement with the Minister of Foreign Affairs and Trade. In the case of the Paks Nuclear Power Plant and the Budapest-Belgrade railway line projects, the legislation provides for preferential treatment, and the employer does not need to attach the agreement issued by the Minister of Foreign Economic Affairs if it is a general contractor or subcontractor under the relevant legislation.

When applying, the employer must enclose, as proof of the suitability of the accommodation, the official permit for the establishment of the accommodation and proof of the number of persons the property can accommodate. If the employer does not provide accommodation for guest workers on the site of the project, in an area separate from the local population, the permit may be refused.

A residence permit issued for employment for the purpose of investment based on an Employment Approval for the preparatory phase of the investment is valid until the investment is carried out, but for a maximum of 3 years, while a residence permit issued for employment for the purpose of investment based on an Employment Approval for the installation is valid until the investment is put into operation, but for a maximum of 1 year and counts towards the number of permits determined annually.

With this permit, the guest worker cannot apply for a residence permit under any other title and is not entitled to a national residence card.

The fixed duration of the employment relationship should be determined with reference to the period of validity of the residence permit issued.

Obligations of the employer

The employer is obliged to ensure that the employees are properly accommodated and that the guest worker holding a residence permit for employment for the purpose of investment leaves Hungary no later than on the sixth day following the termination of the employment relationship, in the event of termination of the employment relationship, and in the event of a breach of this obligation the authority shall impose a fine of HUF 5 million on the employer. The employer may be exempted from the fine if it can prove that it has taken all the measures it could reasonably be expected to take.

Summary

The legal framework for the employment of guest workers in Hungary is strictly regulated and the new legislation coming into force from 1 July 2025 will change the framework for the employment of guest workers for investment purposes. The division of the authorisation procedures into two separate phases – the preparatory and the installation phase – and the detailed regulation of the employer’s obligations require considerable administrative and legal preparation on the part of investors and employers.

It is therefore of the utmost importance that employers familiarise themselves with the new requirements in time and comply fully with them, also in view of the severity of the sanctions. Timely and professionally sound legal advice can help to ensure compliance, smooth authorization procedures and avoid fines.

Image source: Anamul Rezwan, Pexels.com

The deadline for publishing annual accounts is approaching – company law matters to do

News, Corporate law / / , , ,

The preparation and approval of annual accounts is an important part of the operation of any company in each year and requires the involvement of an auditor if certain conditions are met. Depending on the outcome of the accounts, there may be cases where the capital situation needs to be reviewed and adjusted. In this newsletter, we set out the main points to be noted with regard to the general deadlines for the adoption and publication of the annual accounts.

The importance of the annual accounts

The annual accounts of companies required by Act C of 2000 on Accounting (the “Accounting Act“) must be published annually by the last day of the fifth month following the balance sheet date of the financial year in question, i.e. 31 May for companies with a financial year ending on 31 December and are available to the public.

The purpose of the accounts is to give a true and fair view of the assets, liabilities, financial position and profit or loss of the company and of changes in those assets and liabilities, including to enable third parties to obtain a true and fair view. The accounts include the company balance sheet, which details the company’s assets and liabilities, and the profit and loss account, which shows the company’s assets and liabilities for the previous year and the current year in a comparable manner.

Necessity of an audit

The preparation of the accounts is essentially the responsibility of the management, and their adoption is the responsibility of the supreme body. Under certain conditions, the adoption of the accounts may be subject to an audit. This includes the auditor’s responsibility to determine whether the annual accounts have been prepared in accordance with the law and whether they give a true and fair view of the company’s financial position.

The Accounting Act requires all companies keeping double-entry books to have a statutory audit. Exceptions to this requirement are those companies whose annual net sales did not exceed 600 million Hungarian Forints (until 31 December 2024, 300 million Hungarian Forints) on the average of the two financial years preceding the financial year under review, and whose average number of employees was less than 50. In other words, if any of these conditions are not met, the company is obliged to be audited. If the company is subject to an audit, the auditor’s report is a prerequisite for the lawful adoption of the annual accounts. Of course, companies that are not otherwise required by law to have an auditor may also decide to audit the accounting documents.

Appointment of an auditor

The appointment and engagement of an auditor is necessary for the company to be able to fulfil its audit obligations. The first auditor must be appointed in the instrument of incorporation. The mandate of the auditor must last at least until the adoption of the accounts following his/her election, with a maximum duration of 5 years. In view of this, the supreme body must decide on the election of an auditor several times during the operation of the company (at least every 5 years), which must be notified to the court of registry in the context of a change registration procedure. Once the appointment has been made and accepted by the auditor, the management must conclude a contract with the auditor within 90 days, in accordance with the conditions laid down.

In view of the above rules, companies typically determine the end of the auditor’s mandate by 31 May. With regard to the upcoming deadline for the adoption of the annual accounts, it is worth checking whether the company is required to have an audit and whether it currently has an appointed auditor to fulfil its obligations under the Accounting Act.

Capital position analysis

Once the annual accounts have been drawn up and adopted, the company’s economic result, which may be negative, becomes clearly visible. The Civil Code imposes a number of capital requirements on companies, which are not met if

  • the equity of the company decreased to half of its original value due to losses;
  • the equity of the company decreased under the minimum limit of initial capital determined by law (currently HUF 3 million for a limited liability company);
  • the company is threatened with insolvency or has stopped making payments; or
  • the assets of the company do not cover its debts.

In the case of limited liability companies, the law imposes an obligation to intervene, which must be remedied by the most appropriate and long-term solution for the company, and the result of which must be reported to the court of registry, if necessary.

There are a number of solutions to remedy a negative capital situation, but they will only be effective if they respond to the cause of the capital shortfall and take into account the short and long-term company law related effects. Experience over the years has shown that we always recommend that, in addition to our company law lawyers, accountants and auditors should be involved in preparing the appropriate decision – even before the adoption of the accounts, if necessary.

Image source: Nataliya Voitkevich, Pexels.com

The European Data Protection Board’s New Guidelines on Pseudonymisation

News, Data protection / / , ,

In the first quarter of 2025, the European Data Protection Board (“EDPB“) adopted a new guideline under reference number 1/2025 (the “Guideline“), focusing on the principles and benefits of pseudonymisation under Regulation (EU) 2016/679, the General Data Protection Regulation (GDPR). In this newsletter, we summarise the main findings of the Guidance that are relevant to practice.

What is the significance?

The rules on data processing apply in a wide range of roles, often as an employer, supplying partner or contractor. Choosing the right legal basis for data processing and complying with the principles is of paramount importance, as are the technical and organisational measures in place to ensure the security of the data processed. The GDPR considers pseudonymisation as a risk mitigation tool, whereby personal data are processed in such a way that it is not possible to identify the natural person to whom they relate without further information, i.e. identity can only be established by additional information.

It is a condition that this information – i.e. the pseudonym and the additional attribute – is stored separately and that it is ensured that the data cannot be linked to the natural person concerned unless the conditions are met. Where pseudonymisation is used, the specific risks that the method is intended to reduce must be identified and the procedure must be designed to be effective in achieving the stated aim. This may be particularly relevant in cases where the nature of the data processed would make it easy to identify the natural person. However, it is essential that pseudonymisation does not replace other data protection measures but complements them.

Supporting compliance with data protection principles

Pseudonymisation, as a good practice identified by the EU Commission, can, if properly applied, help data controllers to comply with the principles of the Regulation. According to the GDPR, data may only be collected for specified purposes and processed in a manner compatible with those purposes. Pseudonymisation reduces the risk that personal data may be further processed in a way that is incompatible with the purpose for which the data were originally collected.

For example, assigning widely different pseudonyms (e.g. employee identifiers) to data of persons with very similar identifiers (e.g. employees named Steven Smith) may not only enhance confidentiality, but also contribute to the requirement of accuracy and timeliness of personal data by reducing the possibility that data (e.g. payroll) are wrongly attributed to the wrong person.

Justification of the legal basis for processing

To demonstrate the lawfulness of processing, it is essential to indicate the appropriate legal basis. Since pseudonymisation reduces the risk to the rights and freedoms of data subjects, it can facilitate the use of legitimate interest as a legal basis (Article 6 (1) (f) GDPR). Pseudonymisation minimises the chances that the data will lead to unauthorised identification.

Likewise, pseudonymisation can help to ensure compatibility with the original purpose (Article 6 (4) GDPR). Pseudonymisation can also be a good safeguard when considering compatible purposes for further processing, as it can limit the possible consequences of the envisaged further processing for the data subjects, thus reducing the risk of further processing purposes.

How to apply?

The organisation acting as data controller must ensure that pseudonymised data cannot be linked to an individual as long as the additional information is processed separately. To achieve this, the data controller must modify the data and store additional keys and information separately so that only authorised persons can link the data.

For the sake of the efficiency of the method, pseudonymised data should not contain direct identifiers (e.g. known identification numbers such as tax identification number, ID number), because these direct identifiers can be used to easily associate data with data subjects. Instead, identifiers, unique codes that can only be assigned to data subjects using additional information may be used; this is the pseudonym. All this needs to be ensured by appropriate technical and organisational measures, such as:

– encryption,

– use of interpretation keys and separate storage,

– ensuring access only to authorised persons.

Data processed in the course of a pseudonymisation as personal data

It is important to note that pseudonymised data is still considered personal data, i.e. it is subject to the GDPR, and therefore the rights of the data subject must be ensured. For example, if the person can provide the pseudonym under which his or her data is stored and can prove that this pseudonym relates to him or her, the data controller must be able to identify the data subject, and the claims made in the exercise of the data subject’s rights must be met if any additional conditions are met.

The pseudonymisation of data reduces the risks for the data subjects, since in case of a possible unauthorised access or disclosure, with a proper pseudonymisation, the direct identification data relating to the natural person will not be disclosed (e.g. a cafeteria declaration is sent to the wrong place but only the pseudonym is indicated).

Interestingly, if the security of the pseudonymised data is compromised, leading to an unauthorised reversal of the pseudonymisation, this may constitute a data breach and appropriate action may need to be taken depending on the circumstances of the specific case.

Conclusion

The Guideline provides a useful framework for the use of pseudonymisation as a data processing safeguard. It is not only a technical tool, but a set of data protection procedures that contribute to the compliance with the GDPR rules, while at the same time helping to ensure data processing and related rights. The introduction of pseudonymisation is appropriate based on a review of the data processing strategy in place, but it also requires technical and organisational measures and the appropriate completion of the data processing documentation.

Image source: Markus Winkler, Pexels.com

International publication on Global Law Experts

News, Employment, labour law /

Global Law Experts recently published Anna Katalin Papp’s article on Doing Business in Hungary from an Employment Law Viewpoint

Introduction

Employment relationships under Hungarian law are primarily, but not exclusively, governed by the provisions of Act I of 2012 on the Labour Code (“Labour Code“). In addition, the content of employment relationships is further governed by the provisions of other legislation (e.g. Act XCIII of 1993 on Occupational Safety and Health), collective agreements, internal rules of the employer and individual employment contracts. As an EU member state, Hungary is also subject to EU legislation – either directly or by implementation – in the area of labour law. Below is a summary overview of the most important Hungarian labour law rules. Please note that the below does not constitute full legal advice.

  1. Establishment of employment

The employment relationship is established by the conclusion of a written employment contract. The employment contract must contain the mandatory elements prescribed by law (e.g. basic salary, job title) and any other conditions that the parties consider necessary. In that context, the parties may derogate from the provisions of the Labour Code mostly in the favor of the employee, unless derogation is prohibited by law.

It is important to note that the employment relationship is an agreement between the parties, thus it can only be modified by the mutual consent thereof.

At the same time as the employment relationship is established, the employee must be provided with an information letter containing the most important information about the employment relationship (e.g. the person exercising the employer’s rights, the duration of the daily working hours, possible starting and ending dates of work, benefits beyond the basic salary, etc.). This is a unilateral information letter issued by the employer, therefore, as a general rule, it can be unilaterally amended (updated) by the same.

The employee should also be informed of their job duties at the time of the establishment of the employment relationship, as the job description summarizes the tasks expected by the employee to perform. That is typically included in a separate job description – the content thereof can indeed be unilaterally amended by the employer without changing the job title.

When the employment relationship is established, the employer must also register the employee with the tax authorities.

  1. Working hours and work schedules

The standard daily working hours in Hungary are 8 hours, and the standard working week is from Monday to Friday (i.e. 40 hours a week in principle).

Deviations from the daily working hours and working days are possible for certain activities (e.g., multi-shift activity) and working schedules (e.g., working time frame) within the limits provided by the law.

The right to schedule working hours is assigned to the employer, but it can also be delegated to the employee, known as a flexible work schedule.

  1. Teleworking

As a result of COVID, teleworking, or a hybrid version thereof, has also become widespread in Hungary. According to Hungarian law, teleworking is when the employee works partly or at all time at a location separate from the employer’s premises.

Teleworking must be agreed in the employment agreement, i.e. the consent of the employee is always required, if the employer wishes to introduce or eliminate it. Still, the detailed terms (e.g., the number of office and teleworking days) may be determined unilaterally by the employer.

The rules on teleworking are fundamentally different for jobs involving IT devices (e.g. office workers) and non-computing jobs (e.g. seamstresses, chefs).

  1. Executive employees

An employee is considered to be an executive employee in two major scenarios:

  • by virtue of their position:
    •  the executive(s) of the employer and other employees under their direct authority and authorized to replace them, in whole or in part (e.g. MD, CFO);
  • by agreement of the parties, if
    • the employee holds a position of major importance or a position of a highly confidential nature for the operation of the employer;
    • their basic salary is at least seven times the statutory minimum wage, i.e. HUF 2,035,600 (approx. EUR 5,100) in 2025.

Regarding  executives, the parties may derogate from most of the provisions of the Labour Code, for example, the termination of an executive does not need to be justified in principle (taking into account the fiduciary nature of the position).

  1. Non-compete agreements

Upon agreement of the parties, the employee may not engage in any conduct that would harm or jeopardize the legitimate economic interests of the employer (e.g. working for a competitor, starting a business in a competing activity) for a maximum of 2 years after the termination of employment.

Importantly, a valid and enforceable agreement is conditional on (i) the written agreement of the parties; and (ii) appropriate consideration for the employee in exchange for the restriction.

Proportionate consideration must be assessed on a case-by-case basis. When determining the amount of compensation, the degree of impediment the agreement has on the employee’s ability to find employment elsewhere shall be taken into consideration and tailor-made to the certain employment. However, in general the consideration shall not be less than one third of the basic salary due for the same period as the agreement.

  1. Termination of employment

The employment relationship may terminate automatically (e.g. death of the employee, termination of the employer without successor, expiry of the fixed term), or initiated by the parties, namely by (i) mutual agreement; (ii) termination (with notice period); or (iii) termination with immediate effect.

Upon mutual agreement the parties are free to determine the terms of termination of their employment relationship, notwithstanding the provisions of the Labour Code.

In the case of termination by notice (termination in lieu of notice), the employment relationship is terminated at the end of the notice period. The basic notice period prescribed by law is 30 days, which increases based on the length of service in the case of termination by the employer.

An employment relationship of indefinite term may be terminated by the employee without giving reasons, whereas the employer is obliged to give reasons. The employer may give notice of termination only for reasons related to the employee’s conduct or ability or the employer’s operations.

The employer or the employee may terminate the employment relationship with immediate effect if the other party (i) willfully or by gross negligence, seriously breaches a fundamental obligation arising from the employment relationship, or (ii) otherwise engages in conduct which makes it impossible to continue the employment relationship.

The termination with immediate effect shall be communicated within 15 days of gaining knowledge of the grounds therefor.

  1. Consequences of unlawful termination

The Labour Code provides for sanctions for unlawful termination of employment.

In the case of an unlawful termination by the employee, the employee

  • in the case of an employment contract of indefinite term, shall pay an amount equal to the absentee pay due for the period of the employee’s normal notice period (typically 30 days),
  • in the case of a fixed-term contract, shall pay an amount equal to the absentee pay for the remaining period of the fixed-term contract (but maximum of 3 months).

In the event of unlawful termination of employment by the employer, it must compensate the employee for any damage caused by the unlawful termination (the amount claimed for loss of earnings must not exceed the employee’s 12 months’ absentee pay).

In certain cases (e.g. violation of equal treatment, abuse of rights), the employee may also request the reinstatement of his/her employment relationship, in which case, if the court grants the request, the time spent in the interim period (the period between the unlawful termination and the final court decision) is considered as employment and for that the employee is entitled for renumeration.

  1. Employment of foreigners

Employment of EU nationals is permit-free but may be subject to registration.

Employment of third-country nationals is, as a general rule, subject to permit. There are several types of permits that can be applied, depending on the circumstances of the case to decide which permit is appropriate for the particular third-country national.

  1. Foreign employers

If a foreign company decides to carry out activities/provide services in Hungary, it is advisable to consider the nature of the Hungarian activity (especially with regard to the persons to be employed) at the time of the establishment of the Hungarian company. The conditions of employment – for example: form of employment (e.g., employment / assignment), persons to be employed (e.g., on the basis of nationality), mode of employment (e.g., Home office / office presence) – have a fundamental impact on the employment structure.

  1. Taxation of salaries

Payments received with respect to the employment relationship (typically salary) are generally subject to three main taxes and contributions in Hungary: (1) personal income tax (15%), (2) social contribution tax (13%) and (3) social security contribution (18,5%).

These taxes and contributions are typically deducted (or paid) in advance by the employer, thus the employee receives his/her tax-deducted, i.e., net salary from the employer.

However, there are certain benefits (e.g. some cafeteria benefits or the newly introduced housing allowance) that are taxed more favourably, and there are also employees who may qualify for tax relief under certain conditions (e.g. based on age, family status).

https://globallawexperts.com/doing-business-in-hungary-from-employment-law-viewpoint-2/

 

 

Clarification on trusts

News, Commercial legal advice / / ,

The institution of trusts came into force more than 10 years ago, and the new Civil Code has designated them as a type of contract and introduced a separate law with detailed rules.

Fiduciary trusts are a responsible but also a great option for natural persons with large private assets, as they can offer tax advantages, and solve management, succession, matrimonial property, private property protection, succession challenges or even provide as a preparation for a sale. A well-constructed contract can plan the fate of the assets for years, or even decades, with regular review. We find that our clients who opt for this structure are at first reluctant, but then increasingly brave, to address issues during the provisions that affect their fundamental life situations:

  • How can I ensure the successful future of a company built up over many years of work, and the predictable future of employees?
  • What role can individual family members play in the fate of the company?
  • Do they want to be involved in management at all and is there a Plan B if I cannot hand over the running of the company to the person I care most about?
  • What happens to all the assets I have built up from my own resources after my death?
  • How can I ensure that my family members can live their own lives in peace and prosperity after I am no longer able to help them?

To consult on these issues is a matter of great trust for us, and we approach such trust with the same care and respect.

At the same time, however, we often come across offers and opinions on the market which identify the tax advantage of asset management – which is otherwise welcome – as the most important objective and which make everything subject to this – but, in our view, the goal does not justify the means in this case either.

The recent joint statement of the Tax and Information Department of the Tax Authority and of the Ministry of National Economy clarifies a position we have previously held under the Civil Code, the Accounting Act and the Income Tax Act, that dividend claims to be placed in trust (which can be done at the time of the conclusion of the trust deed or at a later date), does not alter the liability to pay public tax under the public law, i.e. if the dividend has already been declared in the concerned tax year, it is taxable as a dividend regardless of whether it is paid or placed in trust.

The fact that the Ministry-Tax Authority have published their position paper and that the audit of trusts is a priority in the 2025 audit plan means three things in our view:

  • those who have not assigned the assets in the above manner, based on the combined interpretation of the Civil Code, the Accounting Act and the Tax Act, are expected to be subject to self-audits;
  • those who have not paid due attention to the “substance principle” in the process of disposing of their assets are recommended to review their contracts and adapt the relevant provisions;
  • those who plan to set up a trust this year should take into account that there are different tax consequences for dividends already declared and amounts placed in the profit and loss reserve.

We believe that if we know the rules of the game well, it is possible to win by playing the game cleanly, even collectively.

Image source: Leeloothefirst, Pexels.com

Review of the right to erasure in 2025

News, Data protection / / , , ,

In October 2020, the European Data Protection Board (“EDPB“) adopted a document on a coordinated enforcement framework under Regulation (EU) 2016/679 of the European Parliament and of the Council on the General Data Protection Regulation, the GDPR, under which each year a specific data protection issue is examined by Member State authorities on the basis of a framework and methodology defined by the EDPB. These harmonised actions aim, among other things, to facilitate compliance and raise awareness.

This year, the EDPB intends to examine the way in which the right of erasure is exercised and its provision by data controllers. In this article, we summarise the most important facts in this regard.

The importance of the review

In 2025, the EDPB intends to examine the right to erasure, as this is one of the most frequently exercised data subject rights since the entry into force of the GDPR, but there are a large number of complaints to supervisory authorities about its enforcement. To this end, the EDPB, with the help of Member States’ authorities, will this year examine practices in relation to the exercise of the right to erasure and assess how data controllers handle requests for erasure received by them and how they apply the conditions and exceptions to the exercise of this right set out in the GDPR.

What is the right to erasure?

The GDPR sets out the basic rights that the data controller – whether an employer, supply partner or contractor – must inform the data subject of in advance and provide them to the data subject during data processing. Among other things, the data subject has the right to request the erasure of personal data relating to him or her, which the data controller must do without undue delay.

However, the right to erasure is subject to conditions, which may be exercised in one of the following cases:

  • if the personal data are no longer necessary for the purposes for which they were processed;
  • if the data processing was based on the data subject’s consent and the data subject has withdrawn it;
  • if the data subject objects to the processing, where the legal basis for the processing is the protection of the legitimate interests of the controller or of a third party;
  • if the data have been unlawfully processed; or if there is a legal obligation to delete the data.

Ensuring the right of the data subject

The data controller must at all times ensure that the rights of data subjects with regard to the data processing of personal data of natural persons are adequately protected. One of the most important steps is to guarantee the availability of the data controller and to enable contact, which should be achieved through mechanisms that facilitate the exercise of the data subject’s rights.

In the event of any request by a data subject concerning the processing of personal data, the controller shall ensure the exercise of the data subject’s right to be informed as soon as possible after receipt of the request, but not later than 1 month or, if it needs further information, to contact the data subject without delay to deal with the request, preferably through the communication channel used by the data subject. If the data controller does not comply with the data subject’s request, it shall also provide a statement of reasons.

In order for the data controller to be able to assess and comply with the data subject’s request, it is important that the data controller has appropriate organisational and technical measures in place. Ensuring the exercise of the right is of paramount importance, because in case of inappropriate data processing, the data subject can file a complaint with the competent authority – in Hungary the National Authority for Data Protection and Freedom of Information – or even with the courts.

Tasks related to data processing

Since the entry into force of the GDPR in 2018, organisations have developed a wide range of data management practices and there have been significant changes in the legislation in the areas affected by data processing.

At the same time, we see that companies that treat GDPR compliance as a one-off project do not review their processes, documents and background legislation (every few years), and therefore the data privacy policy does not reflect reality after years, for which they can be held liable.

We recommend that companies that meet any of the following criteria should review their data processing documentation and, if necessary, align it with their actual processes:

  1. Introduction of new software
  2. Reorganisation of a business unit or certain processes
  3. Choosing new suppliers
  4. Modifying cooperation with customers
  5. Outsourcing of processes – either to a third country or within the EU
  6. Introduction of certificates (ISO, Tisax, etc.)
  7. Compliance with new legislation (e.g. Complaints Act, GPSR, Pay Transparency Directive)
  8. Changes in the group (e.g. new investor owner)
  9. Change of communication platform (e.g. intranet, chatbot)
  10. Create or merge databases

Image source: Freepik.com

Employers’ tasks related to the implementation of EU Directive 2023/970 on equal pay and pay transparency

News, Employment, labour law / / , , ,

The deadline for the implementation of Directive 2023/970/EU (hereinafter: “the Directive“), published on 17 May 2023, which aims to reinforce the principle of equal pay for men and women for equal work or work of equal value through pay transparency and enforcement mechanisms, into Hungarian law is approaching, and must be met by 7 June 2026. Although the specific Hungarian legislation will be known after the Directive has been implemented, it is already necessary to refrain from any action that would jeopardise the aims of the Directive, so employers should also keep the rules in mind in their internal processes and include compliance with the Directive on their 2026 to-do list.

Purpose of the Directive

The Directive sets minimum requirements to ensure that men and women receive equal pay for work of equal value. It applies to employers in both the private and public sectors and to employees who have an employment contract. Entry into force will be phased in, but from June 2026 large companies with 250 or more employees will have to comply.

Basic principles of the Directive

To achieve the aims of the Directive, we need to see what we mean by equal work or work of equal value and what we need to look at when we talk about pay. Work of equal value is work that is considered to be of equal value in a non-discriminatory and objective, gender-neutral way, in accordance with gender-neutral criteria.

Accordingly, there may of course be differences in pay, but these need to be justified by objective criteria, independent of the sex of the employee. In terms of remuneration, all elements of pay must be taken into account in the comparison, be they basic wage, bonuses, transport allowances, so the Directive looks at all benefits received directly or indirectly, in cash or in kind, by the employee under the employment relationship.

In order to assess and ensure equal value for work and equal pay, the Directive requires the application of a pay structure that allows for the assessment of whether employees are in a comparable situation, based on objective, neutral, gender-neutral criteria. These criteria may, in particular, be relevant to the skills, responsibilities, working conditions and conditions of the job in question and their assessment must not lead to direct or indirect discrimination on grounds of sex.

Member State and employer obligations

The Directive sets out a number of obligations for both Member States and employers.

The Member States are responsible for collecting and regularly communicating data on pay gap and for setting up the necessary monitoring mechanisms and appointing a monitoring body to protect workers’ rights.

There are also a number of obligations for employers. It is important to ensure that, at the application and selection stage, the applicant is informed of the initial pay or its range, based on the criteria for the position concerned, and, where applicable, of the provisions of the employer’s collective agreement in relation to the position. It has to be ensured that the candidate can conduct an informed and transparent negotiation of the position.

In order to provide the relevant information, it is advisable to bear in mind that this data is sensitive for the employer and may therefore be subject to a confidentiality obligation. On the other hand, the collection and processing of the necessary data of the applicant should be in line with the GDPR rules.

During the employment relationship, employees will need to be informed of the criteria used by the employer to determine their pay, pay levels and pay increases. In addition, the Directive gives employees the right to request and receive information in writing about their individual pay levels and the average pay levels, broken down by gender, for categories of employees who perform the same work or work of equal value as them.

On the basis of these data, employers will also have additional reporting obligations on their gender pay gap survey, depending on the number of employees.

Legal remedies, enforcement

The Directive also provides for remedies for employees in order to achieve its objectives and to fulfil the employer’s obligations, and in such proceedings the employer has the burden of proving that there has been no discrimination. Interestingly, the Directive allows for legal costs to be charged to the employer even if the employee has reasonable grounds for bringing proceedings.

Concluding thoughts

The Directive sets out a number of complex obligations for employers to reduce the gender pay gap and promote the principle of equal pay.

Although the specific rules will become known when the transposing legislation is published, the framework of the rules is already visible and no less favourable conditions for employees can be expected at Member State level.

It is advisable to start preparing for these obligations now, to review internal processes in the light of the Directive and to keep them in mind when making any changes, both in recruitment, selection and employment, as the transition may take longer and affect several areas – labour law, data protection – in the event of mandatory implementation. Based on the expected employer obligations, we believe that employers who know the depth of information they need to provide to employees and the reports they need to prepare in advance will be the ones who will comply well with the Directive and Member State rules.

Image source: Freepik.com

Changes in simplified employment

News, Employment, labour law / / , ,

Simplified employment is an atypical employment relationship that offers the possibility to work in a more flexible framework than the general rules. The specific provisions can be found in Act LXXV of 2010 on Simplified Employment (“Simplified Employment Act“), whereas the provisions of Act I of 2012 on the Labour Code (“Labour Code“) serve as a background rule. This year, there are several significant changes to the rules on simplified employment, which will be or have been introduced gradually in two stages. This article summarizes these changes.

Amendments effective from 2 February 2025

  • Changes concerning taxes

Employers are required by law to pay a specific contribution for their employees working under the Simplified Employment Act. The amount of this tax is based on a percentage of the minimum wage applicable on the first day of the month in question, thus the increase in the minimum wage also affected the amount of the tax payable. It is also important to note that the percentage of the minimum wage per employee and per calendar day has also increased, i.e., the following percentage of the minimum wage applicable on the first day of the month shall be paid:

  • 0,75% (compared to 0.5% previously), i.e. HUF 2 200 per day for seasonal agricultural and touristic work;
  • 1,5% (compared to 1% previously), i.e. HUF 4 400 per day for occasional work.

There was no increase for film industry extras, thus, the tax rate remained unchanged at 3%, i.e. HUF 8,700 per day.

It is important to note that these new provisions will only apply to employment relationships concluded after 1 February 2025. Accordingly, if an employment relationship was established on or before 1 February 2025, the rate of tax will be based on the previous rules.

  • Employee benefit entitlement

An employee employed in a simplified employment relationship is not considered to be insured, but is entitled to pension, accident health care and job-seeker’s allowance.

The amount of the pension benefit is adjusted to the minimum wage applicable on the first day of the month in question, therefore the amount has already been increased from 1 January 2025. Under the amendment to the Simplified Employment Act, the percentage rate has also increased from 2 February 2025. On this basis, the pension is calculated on the basis of the following percentages of minimum wage on the first day of the month:

  • 2,1% (compared to 1.4% previously), i.e. HUF 6 100 per day for seasonal agricultural and touristic work;
  • 4,2% (compared with 2.8% previously), i.e. HUF 12 200 per day for occasional work.

There was no change for film industry extras, which remained at 2.8%, i.e. HUF 8 100 per day.

Amendment to take effect from 1 July 2025

  • Annual limit, introduction of electronic enquiry system

In the future, employees will be allowed to work up to 120 days per year under a simplified employment relationship. This change is of particular importance, as the duration limit previously applied only to the specific employer-employee relationship, but now it will have to be taken into account for all the simplified employment relationships of the employee established in a given year. Hence, the number of working days worked by the employee in the context of simplified employment must be aggregated, irrespective of the employer. In order to enable employers to verify that the employee concerned has not exhausted his/her annual “limit” of 120 days, the National Tax and Customs Administration (“NAV”) will provide them an electronic enquiry system.

Given that this limit will be introduced during the year, the 120-calendar day limit will be taken into account from 1 July 2025 when calculating the duration of employment in 2025.

Summary

It can therefore be concluded that the cost of simplified employment has increased this year, and the rules on the annual limit have made this type of work more restrictive than before.

However, we would like to point out that on 11 March 2025, the Government submitted an act proposing to ease the rules on simplified employment, such as the general limit of 120 days and the possibility of extending the limit with an additional 90 days for occasional agricultural work, with effect – as planned – from 1 January 2026. The provisions of the proposal will be detailed in a separate article, once it is adopted and officially published.

For more information on simplified employment, please have a look at the information brochure (unfortunately, the information brochure only available in Hungarian language) on the following link issued by the NAV.  If you have any further questions on this topic, please do not hesitate to contact us.

Image source: Maria Turkmani, Pexels.com

CLVPartners
Powered by  GDPR Cookie Compliance
Privacy Overview

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.