在匈牙利複雜的勞工市場中遊蕩，對於想要擴張同時又要符合當地法律規定的企業而言，是一項重大的挑戰。 名義雇主」提供簡化的解決方案，讓您無需在匈牙利成立當地的法律實體，即可聘僱匈牙利的員工。 使用軟體即服務 (SaaS) 名義僱主服務可以大幅簡化聘僱流程，為業務擴張提供全面支援。 名義雇主是法律雇主，負責管理薪資、福利、稅務和人力資源合規性，而您則負責指導員工的日常工作。
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
匈牙利勞工法典為員工提供了強大的保護，其中有針對僱傭合約、結束聘用和福利的具體規定。 導航這些法規需要當地的專業知識，以確保符合法規並避免潛在的罰款。 匈牙利的雇主記錄 (名義雇主) 提供簡化的解決方案，讓您無需建立當地的法律實體，即可合規地僱傭人才。
在匈牙利與專業人士協商僱用條件時，請務必牢記下列法定與市場規範考量。
在匈牙利使用記錄雇主簡化雇傭流程
透過管理複雜的當地雇用法律、薪資和人力資源，雇主的記錄可簡化國際化的擴張，讓您專注於核心業務。 以下是名義雇主如何幫助您在匈牙利雇用員工：
- 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.
匈牙利的雇用合約
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。提供匈牙利語書面勞動契約是法律規定。 合約至少必須註明員工的基本薪水和工作職稱，但最佳做法是也包含涵蓋報酬、福利、職責、工作時間和結束聘用要求的全面條款。
要約信和勞動契約必須以匈牙利福林 (HUF) 列明薪水和任何報酬金額。
匈牙利的名義雇主透過提供全面的人力資源行政支援，包括草擬合規僱傭合約，協助企業簽訂合規僱傭合約。 這可確保合約符合匈牙利嚴格的勞動法，該法要求書面僱傭合約以匈牙利語寫明員工的基本薪水和工作職稱。 利用名義雇主在當地的專業知識，企業可以掌握這些法規，避免潛在的罰款。
匈牙利的工作時間和加班規定
標準工作週為40 小時，通常為每天8 小時，每週5 天。每年的加班時數上限為250 小時，在集體談判協議下可增加至300 小時。 正常工作日的加班補償為50% 薪資補助。 在週休日或公共假日加班，補助金為100% 。另外，員工也可以領取有薪請假，以代替補助金。
匈牙利的名義雇主根據匈牙利勞工法典，管理複雜的公共假日、年假、病假和育嬰假，協助公司遵守工時規定。 這包括確保公眾假期的準確付款、根據年齡和子女數目正確計算並追蹤增加的年假權益、管理15-day 雇主帶薪病假期間和隨後的國家福利，以及監督各種家庭假規定，如產假、陪產假和育嬰假福利和權益。 透過處理這些行政工作，名義雇主可確保企業符合當地法規，避免潛在罰款，並讓企業專注於核心營運。
匈牙利的公共假日
匈牙利規定11 公眾假期，員工可享有有薪假期：
- 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)
- 聖靈降臨節星期一（聖靈降臨節星期一）
- 聖斯蒂芬節（八月20 ）
- 1956革命日（10月23 ）
- 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。這項津貼會隨著年齡增長而增加，最高可達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
有特殊需求的兒童的父母，每位兒童可額外獲得2天假期。
匈牙利的病假
員工每年可享有15 天病假，由雇主支付其缺勤費用70% 。15th day 之後，員工從國家健康保險基金收到疾病津貼(táppénz)。 此福利一般為50% -60% 員工平均薪資 (有上限)，費用由州政府和雇主共同分擔。
匈牙利的家事假
匈牙利提供多種類型的家庭假：
- 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
匈牙利的公共醫療保健系統由社會安全捐款資助，為所有居民提供醫療保險。 雖然公共系統是全面的，但提供私人健康保險是僱主常用的附加福利，以吸引和留住頂尖人才。
匈牙利的名義雇主可以協助企業提供私人健康保險 (一種用來吸引和留住頂尖人才的常見福利)，從而提供健康保險和補充福利。 雖然匈牙利透過社會安全捐款提供公共醫療保健，但名義雇主的專業知識可確保這些補助福利得到有效管理，並符合當地的慣例。
匈牙利的終止合約和遣散費
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.
任何一方通知期間結束聘用的最短期限為30 天。 雇主的通知期間會隨著員工服務時間的增長而增長：
- 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終止合約，員工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
如果員工在達到退休年齡的5 年內被解僱，遣散費會額外增加1-3 個月。
匈牙利稅務與社會安全
在匈牙利，薪資管理涉及以下幾個關鍵環節：
- 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名義雇主
在匈牙利選擇記錄雇主時，請考慮下列關鍵因素，以確保全球擴張過程合規且有效率：
- 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.
為何G-P 名義雇主在匈牙利進行全球招聘？
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.
