對於尋求擴張同時保持遵守法規和當地法律的企業來說，在匈牙利複雜的工廠巿場中航行是一項重大挑戰。 雇主登記（雇主雇主）提供簡化的解決方案，使您能夠在匈牙利僱用僱員，而無需建立當地法人實體。 使用軟體即服務雇主服務可以為業務擴展提供全面的支持，從而顯著簡化招聘流程。 名義雇主充當合法雇主，管理薪資、福利、稅收和人力資源；在指導員工的日常工作時遵守人力資源合規性。
As a global EOR expert, G-P manages payroll, employment contract best practices, statutory and market norm benefits, and other administrative services. You'll have peace of mind knowing your Hungarian hiring and employment is handled by a team of dedicated experts. G-P provides the resources companies need to quickly hire global talent in 180+ countries.
匈牙利招聘
匈牙利勞動法為僱員提供了強有力的保護，對僱傭合約、終止和福利有具體的規定。 要遵守這些法規，需要本地專業知識，以確保合規並避免潛在的風險。 匈牙利的雇主雇主提供簡化的解決方案，使您能夠在不建立當地法人實體的情況下合規地僱用人才。
在與匈牙利的專業人士協商僱用條款時，牢記以下法定和市場規範方面的考慮因素是有益的。
利用「僱主」記錄簡化匈牙利的招募流程
一家註冊公司透過管理當地勞動法、工資和人力資源的複雜性，簡化了國際擴張，使您能夠專注於您的核心業務。 以下是雇主如何為您在匈牙利的招募帶來好處：
- Ensured compliance: Navigate Hungary’s stringent labor laws, including employment contracts, termination rules, and benefits, with expert guidance.
- Rapid market entry: Hire employees in Hungary quickly without the need to establish a local legal entity, significantly accelerating your expansion timeline.
- Streamlined payroll and taxes: An EOR handles all aspects of payroll, including social security contributions, personal income tax, and other statutory deductions, ensuring accuracy and compliance.
- Comprehensive HR support: From drafting compliant employment contracts in Hungarian Forint (HUF) to managing leave entitlements and sick pay, an EOR provides full HR administrative support.
- Risk mitigation: Reduce your exposure to legal and financial risks associated with non-compliance in a foreign market.
- Access to local expertise: Benefit from in-depth knowledge of Hungarian employment practices, including market-norm benefits and termination requirements.
匈牙利的僱傭合約
在匈牙利，雇用合約預設為不定期。定期合約是允許的，但總計不得超過5 年，包括續約在內。在匈牙利，提供書面僱傭合約是法律規定的。合約至少必須明確規定員工的基本薪資和職位名稱，但最佳做法是還包括涵蓋福利、福利待遇、職責、工作時間和終止要求的全面條款。
錄取通知書和僱傭合約應始終以匈牙利福林 (HUF) 註明工資和任何福利；補償金金額。
匈牙利的一家雇主透過提供全面的人力資源和人力資源行政支持，包括起草法規遵循；合規僱傭合同，幫助企業遵守法規遵循；合規僱傭合同。 這確保了合約符合匈牙利嚴格的勞動法，該法要求以匈牙利語簽訂書面僱傭合同，至少要明確規定僱員的基本工資和職位名稱。 透過利用雇主的本地專業知識，企業可以駕馭這些法規並避免潛在的懲處。
匈牙利的工作時間與加班
標準的五天工作制；週間工作時間為40小時，通常每天8小時，每週5天。 每年加班時間上限為250小時，根據集體勞動協議，加班時間可增加至300小時。 正常上班日的加班可獲得50 % 的薪資補貼。 在週休日或公共假日加班，補助金為100% 。或者，僱員可以領取有薪休息時間來代替補助。
匈牙利的名義雇主根據匈牙利勞動法，透過管理公共假期、年假、病假和育嬰假的複雜性，協助公司遵守工作時間。 這包括確保公共假期的準確支付，根據年齡和子女數量正確計算和追蹤不斷增長的年假權利，管理15天帶薪病假期和隨後的國家福利，以及監督各種家庭休假規定，如產假、陪產假和育嬰假福利和權利。 透過處理這些行政任務，名義雇主可確保企業遵守法規；符合當地法規，防止潛在的懲處，並允許他們專注於核心業務。
匈牙利的公眾假期
匈牙利有11國定假日，員工有權享有有薪休假：
- 元旦 (一月1)
- 1848 革命日 (三月15)
- 耶穌受難日
- 復活節星期一
- 勞動節 (五月1)
- 聖靈降臨期星期一
- 聖士提反節 (八月20)
- 1956 革命日（10月 23日）
- 萬聖節 (十一月1)
- 聖誕節 (十二月25)
- 聖誕節第二天 (十二月26)
匈牙利的年假
員工有權享有至少20天的基本年假。此津貼隨年齡增加而增加，最多可達30天：
- Base entitlement: 20 days
- From age 25: 21 days
- From age 45: 30 days (accruing by 1 additional day every 2-3 years between ages 25 and 45)
父母可為16 以下的子女獲得補假天數：
- 1 child: 2 additional days
- 2 children: 4 additional days
- More than 2 children: 7 additional days
有特殊需求兒童的家長每名兒童可額外獲得2 天的假期。
匈牙利的病假
員工每年享有15天病假，由雇主以缺勤費的70 %支付。 第15天后，僱員收到來自州健康保險基金的疾病補助金 ( táppénz )。 這項福利一般為僱員平均工資的50 % - 60 %（有上限），費用由國家和雇主共同承擔。
匈牙利的家事假
匈牙利提供多種家庭假：
- Maternity leave in Hungary (CSED): Pregnant employees are entitled to 24 weeks of continuous leave, which can begin up to 4 weeks before the estimated due date. The maternity benefit is 100% of the employee's gross daily salary and is exempt from personal income tax.
- Paternity leave in Hungary: Fathers are entitled to 10 working days of leave, to be taken in up to two installments within the first 2 months of birth or adoption. The first 5 days are paid at 100% of the absence fee, and the subsequent 5 days are paid at 40%.
- Parental leave benefit in Hungary (GYED): After maternity leave ends, one parent can receive a parental leave benefit until the child turns 2. The benefit is 70% of their prior earnings, capped at 70% of twice the national minimum wage.
- Parental leave in Hungary: In addition to the above, each parent is entitled to 44 working days of parental leave until their child's 3rd birthday, provided they have at least 1 year of service. This leave is compensated at 10% of the absence fee.
匈牙利的健康保險和補充福利
匈牙利擁有透過社會安全捐款資助的公共醫療保健系統，為所有居民提供醫療保險。 雖然公共制度很全面，但提供私人健康保險是雇主用來吸引和留住頂尖人才的常見補助。
匈牙利的名義雇主可以透過幫助企業提供私人健康保險（一種用於吸引和留住頂尖人才的常見福利）來協助企業獲得健康保險和補充福利。 雖然匈牙利透過社會安全繳款提供公共醫療保健，但名義雇主的專業知識確保這些補充福利得到有效管理，並符合當地慣例。
匈牙利的終止與遣散費
A probationary period may be included in the employment contract. The maximum statutory length is 3 months, which can only be extended to 6 months under a collective agreement.
任何一方終止合約的最低通知期限為30天。雇主的通知期隨著員工的服務年資而增加：
- After 3 years: 35 days
- After 5 years: 45 days
- After 8 years: 50 days
- After 10 years: 55 days
- After 15 years: 60 days
- After 18 years: 70 days
- After 20 years: 90 days
若雇主因營運原因或與員工能力有關的原因而終止僱傭關係，則僱員有權獲得法定遣散費。 3 僱用年限屆滿後，即可開始享有此權利：
- 3-4 years of employment: 1 month's pay
- 5-9 years of employment: 2 months' pay
- 10-14 years of employment: 3 months' pay
- 15-19 years of employment: 4 months' pay
- 20-24 years of employment: 5 months' pay
- 25+ years of employment: 6 months' pay
若員工在達到退休年齡後的5年內被解僱，遣散費將額外增加1 - 3月。
匈牙利的稅收和社會安全
在匈牙利處理薪資管理涉及以下主要貢獻：
- Personal Income Tax in Hungary (SZJA): A flat rate of 15% is deducted from the employee's gross salary.
- Social Security Contribution in Hungary (Employee): Employees contribute a single, consolidated 18.5% of their gross salary.
- Social Contribution Tax in Hungary (Employer): Employers contribute 13% of the employee's gross salary.
在匈牙利選擇合適的雇主
在選擇匈牙利有記錄的雇主時，請考慮以下關鍵因素，以確保遵守法規、合規和高效的全球拓展：
- Compliance expertise: The EOR should possess in-depth knowledge of Hungarian labor laws, including the Labour Code (Act I of 2012) and local tax regulations. This ensures that all employment practices, from contracts to termination, are compliant.
- Comprehensive service offering: A robust EOR partner should manage all aspects of employment, including payroll processing, tax remittances, benefits administration, leave management, and offboarding procedures.
- Local market understanding: Look for an EOR with a strong local presence or proven experience in Hungary, as this often indicates a better understanding of market norms and cultural nuances that can impact employee relations.
- Scalability and flexibility: The EOR should be able to accommodate your hiring needs, whether you're hiring a single employee or a global team, and adapt to potential changes in your global expansion strategy.
- Technology and integration: A modern, AI-powered platform that simplifies onboarding, management, and payment of employees, and integrates with existing HCM, PEO, or payroll systems, can significantly streamline operations.
- Transparency and communication: Choose an EOR that offers clear communication channels, transparent pricing, and regular updates on compliance changes.
- Reputation and references: Research the EOR's reputation, client testimonials, and industry recognition to ensure they have a track record of reliability and success.
- Data security and compliance. Ensure your EOR follows strict data security protocols like GDPR. This is critical for protecting sensitive employee information and maintaining compliance.
為什麼在匈牙利進行全球招募的G-P名義雇主？
G-P EOR is the recognized leader in global employment, ranked No. 1 in every industry analyst report. G-P’s global employment platform delivers everything companies of all sizes need to manage the full employee lifecycle with its trusted Global HR Agent, G-P Gia, and AI-powered Employer of Record (EOR) and Contractor products. G-P supports teams in 180+ countries with more than a decade of global employment experience, the largest team of in-country HR, legal, and compliance experts, and its unmatched proprietary knowledge base.
G-P is also the preferred partner for leading HCM, PEO, and payroll platforms. Bring your workforce data together in one place to maintain existing workflows while guaranteeing consistent and accurate data across your integrated systems.
Request a proposal today to start hiring in Hungary today.
