Employer of Record (EOR) in Hungary

Hire in Hungary in days, with no entity and no exposure to miscalculating the split between employer and employee contributions. We place you with the right vetted EOR partner, at pricing you will not get going direct, and stay on your side for the life of the relationship.

  • Independent advice
  • Vetted partners
  • Operational in days

What an Employer of Record does for you in Hungary

An Employer of Record is a company that legally employs your Hungarian staff on your behalf. You choose the person and direct their work day to day. The EOR is the legal employer on paper, which is what lets you build a team in Hungary without forming your own company.

In practice the EOR partner takes on everything that needs a Hungarian legal entity and local expertise: a compliant employment contract under the Munka Törvénykönyve (Hungarian Labour Code), monthly payroll with income tax, employer szocho, and employee social security withholding, and the combined monthly return filed with NAV, statutory benefits and leave, and compliant onboarding and lawful exits with the correct statutory notice, since Hungary is not at-will. You get a working team in days. The EOR carries the legal and compliance weight; you carry the commercial relationship. The only question worth spending time on is which partner is genuinely strong in Hungary, and that is the question we answer for you.

01

Legal employer, on paper

A compliant Hungarian employment contract under the Munka Törvénykönyve, with all statutory terms correct from day one.

02

Compliant from day one

Monthly payroll, income tax withholding, the employer szocho contribution, and employee social security, all filed to NAV in a single combined monthly return.

03

No entity required

Statutory benefits, annual leave, notice and severance under the Munka Törvénykönyve, and lawful onboarding and exits. You get a working team in days; the EOR carries the legal weight.

How it works: four steps to a compliant hire

From first call to a compliant Hungarian hire at work, usually in days.

01 — Scope & quote

We map the role, salary, and start date, and come back with a clear all-in monthly cost. No guesswork, no hidden extras.

02 — Compliant contract

Your employment contract is drafted to Hungarian standards by the partner, and we sanity-check the terms and pricing before you sign. Compliant from day one.

03 — Onboard in days

A correct Hungarian contract is issued under the Munka Törvénykönyve, with all statutory terms from day one. Your hire can start in days.

04 — Payroll & compliance run

Income tax, szocho, and social security calculated and withheld, payslips issued, one statutory return filed to NAV. You direct the work; the compliance just runs.

What EOR in Hungary costs

Two parts: the statutory cost of employing someone, and the EOR partner fee. In Hungary the statutory employer cost is a single social contribution tax on top of gross salary, easy to state but easy to under-quote if you forget it is additive, not a deduction. We make both transparent before you commit, so there are no surprises.

Employer szocho

13% social contribution tax (szocho) on top of gross salary, with no cap for ordinary employment income, paid to NAV alongside the employee’s own withholding. Combined employer cost: gross salary plus 13%. Predictable and fully costed before you commit.

Minimum wage (2026)

HUF 322,800 per month gross for 2026 (HUF 373,200 for roles needing at least a secondary or vocational qualification), one national rate with no regional variation.

Income tax (employee)

A flat 15% on the employee’s consolidated tax base, one rate at every income level, no brackets to track. Withheld monthly at source from the employee’s pay and reported to NAV. Borne by the employee, not added to your cost.

EOR partner fee

A transparent per-employee monthly fee. We benchmark across our vetted network, typically 15 to 25% below going direct, and renegotiate for you at renewal.

Why run it through Bradford Jacobs

We know which EOR partners are genuinely strong in Hungary, by sector and by complexity. We place you with the right one, at pricing you will not get going direct, and stay on your side for the life of the relationship.

Independent, not a single provider

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

Hungary’s employer cost is one flat-rate contribution, szocho at 13% of gross, which sounds simple enough that companies often quote it wrong, either forgetting it sits on top of salary or confusing it with the employee’s own 18.5% deduction. We benchmark across our partner network for rates typically 15 to 25% below going direct, and renegotiate on your behalf at renewal. Most companies do not know how much room there is to negotiate. We do.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Straight to the top when it matters

When something needs resolving, and in global employment it sometimes does, you come to us. We escalate directly, past the helpdesk, to people who can actually move it.

  • Direct escalation
  • No support queues
  • Named account contact

Two decades across markets

Two decades placing and managing EOR arrangements across global markets, with the local knowledge of the Munka Törvénykönyve, the szocho and social-security split, and Hungarian termination rules that keeps you compliant.

  • EOR specialists
  • Labour Code & NAV
  • Risk removed

Built for conversion to your own entity

Most companies use EOR for 12 to 24 months, then move to their own Hungarian Kft. We plan that crossover and manage the transition when the economics justify it.

  • EOR to entity path
  • Transition managed
  • Crossover planning

Why an EOR is the fastest compliant way into Hungary

Two things slow foreign employers down in Hungary: the time to incorporate, and the risk of getting the Labour Code’s notice, severance, and dismissal rules wrong. An EOR removes both.

Working time, leave & contracts

Compliance handled under one national Labour Code. Hungarian employment law requires mandatory szocho and social-security contributions, a valid, stated reason for dismissal rather than at-will termination, and notice and severance obligations that scale with length of service. An EOR carries all of it correctly from day one, so a wrong assumption never becomes a liability.

Operational in days, not weeks

Incorporating in Hungary is quick by regional standards, often a matter of days through the simplified Company Register procedure, but you still cannot legally employ anyone until that registration completes and a bank account is open. An EOR removes that wait entirely: a compliant Hungarian contract is issued and your hire starts in days. You prove the market first, then incorporate later only if the headcount justifies it. This is the real value of EOR in Hungary: speed, with the szocho and social-security detail carried by an expert.

Everything your Hungarian EOR covers

One transparent monthly fee per employee covers all of this. No hidden extras.

Compliant Hungarian contract

A compliant Hungarian employment contract under the Munka Törvénykönyve, issued and maintained for you.

Payroll, szocho & social security

Monthly payroll run, with income tax, employer szocho, and employee social security calculated, withheld, and filed correctly with NAV each month.

Statutory benefits

All statutory benefits administered: paid annual leave, public holidays, maternity leave and 10 days’ paternity leave (NAV-reimbursed for the first five days), and statutory notice on exit, which Hungary requires since it is not at-will. The employee’s own 18.5% social security contribution is deducted from salary, not billed to you.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on how Employer of Record works in Hungary.

Is my hire employed by Bradford Jacobs or by me?

Legally, your hire is employed by the Hungarian EOR partner we place you with, which is what keeps you compliant without an entity. Day to day they work for you: you set the work, the goals, the relationship. You get the team; the partner carries the legal employer obligations.

Usually within days once the role and salary are agreed, with a compliant Hungarian contract from day one. Compare that to incorporating your own Kft. first, during which you cannot legally employ anyone.

Predictable: a 13% employer social contribution tax (szocho) on top of gross salary, with no cap for ordinary employment income. Add the transparent EOR partner fee and you have your all-in cost.

Yes, when done properly. The EOR is a real Hungarian legal employer meeting all Labour Code, szocho, social-security, and NAV tax obligations. The risk is using an under-resourced partner, which is exactly why we place you with vetted partners and stay on your side.

The compliant contract, monthly payroll (income tax, szocho, and social-security withholding), statutory benefits and leave administration, and ongoing HR compliance. We give you one all-in monthly figure up front, with no hidden extras.

Yes, and most companies do once the headcount and permanence justify it. We manage the transition from EOR to your own Hungarian Kft., and can support the incorporation itself. Most use EOR for 12 to 24 months first.

Ready to hire in Hungary?

Tell us the role and we will come back with a compliant, all-in monthly cost and the right partner, usually within a day. No entity, no lock-in, no pitch, just the fastest compliant way to get your person working in Hungary.

Tax and labour data verified July 2026 (NAV, PwC). Figures change; we confirm the current position when we scope your hire.