The main changes of the Hungarian Labor Code in 2025

The Labor Code applicable in Hungary will change in several respects in 2025.

Exemption from working obligation during the elections

The first noteworthy change is that from 1 January 2025, employees will be exempted from their obligation to be available and to work for a maximum of two hours for the purpose of participating in the election of members of parliament, members of the European Parliament, local government representatives and mayors, national minority representatives, and local or national referendums, if the duration of the regular or extraordinary working time scheduled for that day exceeds eight hours.

Longer working hours in special cases

A further new provision is that, in the case of a worker employed on standby duty or who is a relative of the employer or the owner, the worker’s scheduled daily working time may not exceed twenty-four hours and the weekly working time may not exceed seventy-two hours, by written agreement between the parties. This agreement may be terminated by the worker on the last day of the calendar month, or on the last day of the working time period if a working time period is agreed, or on the last day of the calendar month if the working time period is longer than six months, or on the last day of the calendar month if the working time period is longer than six months, after six months, by giving fifteen days’ notice. A collective agreement may provide for a longer period of notice of up to 30 days. If the employee terminates this agreement before the end of the working time period, the parties will settle the account at the end of the working time period. The employee shall not be prejudiced if he does not agree to such an agreement or terminates it.

Additional working period concerning severance payment

It is also worth highlighting the change that, as an exception to the general rules, the period of employment with the previous employer must also be taken into account when determining entitlement to notice and severance pay if the employment relationship was terminated by mutual agreement and the employee received only such wages or other benefits as he or she was entitled to under the law in respect of the termination.

Important ruling of the Constitutional Court

A significant change was also brought about by Constitutional Court Decision No 1/2025 (27.II.), when it annulled the provision of the Labor Code that, in addition to an employee who is unable to work on a public holiday, or who is in receipt of sick pay or accident sick pay on account of his/her inability to work, an employee who is otherwise unable to perform his/her duties for health reasons is not entitled to an absence allowance.

About Ecovis in Hungary

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