本文作者/The Authors：
安德里亚・亚迪・内梅特 Dr. Andrea Jádi Németh
阿德里安娜・马泰什 Dr. Adrienne Mátés
巴拉兹・科瓦奇 Dr. Balázs Kovács
安娜・布扎什 Dr. Anna Buzás
本文译者/The Translator：
仝寅石 Tong Yinshi
一、前言 Foreword
匈牙利是首个与中国达成“一带一路”倡议战略合作关系的欧洲国家，匈牙利地处欧洲心脏地带，是连接西欧与巴尔干、中东的天然桥梁，同时作为欧盟和申根区双重成员国，凭借欧盟身份、低税高地、产业集群、物流枢纽的组合优势，成为中企开拓欧洲市场的理想起点。匈牙利劳动力市场呈现“技能型人才充足、蓝领短缺”特点，制造业、新能源等领域用工缺口大，但其劳动法以欧盟法律为基础，形成了以严格保护劳动者权益和高合规要求为核心的体系。
Hungary is the first European country to reach a strategic cooperation partnership with China under the Belt and Road Initiative (BRI). Located in the heart of Europe, Hungary serves as a natural bridge connecting Western Europe with the Balkans and the Middle East. As a dual member of the European Union (EU) and the Schengen Area, it has become an ideal starting point for Chinese enterprises to expand into the European market, leveraging its combined advantages of EU membership, low-tax environment, industrial clusters, and logistics hub. Hungary's labour market is characterized by "abundant skilled talent but a shortage of blue-collar workers," with significant workforce gaps in sectors such as manufacturing and new energy. However, its labour laws, based on EU legislation, form a system centered on strict protection of labour rights and high compliance requirements.
在《匈牙利劳动法概览》中，实务经验丰富的Andrea Jádi Németh律师与Adrienne Mátés律师等人，从匈牙利劳动立法传统与司法实践出发，系统化剖析了匈牙利劳动法体系，同时立足个人与集体、就业与权益保障，为中资企业赴匈牙利过程中制度衔接与合规构建问题提供实战指引。
In the Overview of Hungarian Labour Law, experienced practitioners such as Dr. Andrea Jádi Németh and Dr. Adrienne Mátés systematically analyze Hungary's labour law system from the perspectives of its labour legislative traditions and judicial practices. Focusing on the balance between individual and collective rights, as well as employment and rights protection, they provide practical guidance for Chinese enterprises on institutional alignment and compliance construction during their operations in Hungary.
（下文为《匈牙利劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之匈牙利篇）
(The following content is excerpted from the Hungary Labour Law Overview - Part A. For the full version, please refer to the Hungary Chapter in the Invitation to Contribute to The Labour Law Environment Report of the " Belt and Road" Countries.)
二、概述 Overview
匈牙利劳动法遵循大陆法系传统（尤其是德国法系），分为个人劳动法和集体劳动法；前者确立了个体劳动的基本原则和规则，而后者为员工群体劳动权益提供了关键保障。
Hungarian labour law follows the continental (particularly German) system and is divided into individual and collective labour law; the former establishes the fundamental principles and rules of employment, while the latter provides key safeguards for labour matters concerning groups of employees.
匈牙利的劳动法体系与民法和民事诉讼法等其他几个法律领域紧密相连。合同订立、代理、注意义务以及损害赔偿的背景规则由《匈牙利民法典》进行规范。关于社会保障、与劳动相关的税收以及劳动安全的法定条款则以单行法的方式进行规范，并构成匈牙利劳动法更广泛法律框架的一部分。
The labour law system in Hungary is closely interconnected with several other areas of law, such as civil law and civil procedural law. The background rules for contract formation, representation, duties of care, and compensation for damages are regulated by the Hungarian Civil Code. Statutory provisions on social security, labour-related taxation, and labour safety are regulated separately and form part of the broader legal framework governing employment law in Hungary.
匈牙利法律承认私营主体和公共主体中各种与工作相关的法律关系（后者不在本报告的范围内）。
Hungarian law recognises various forms of work-related legal relationships, both in the private and the public sectors (the latter being outside the scope of the present report).
此外，由于匈牙利是欧盟成员国，欧盟的规则、条例和判例法在匈牙利直接适用。
Additionally, as Hungary is a member of the European Union, EU rules, regulations, and case law apply directly within Hungary.
三、员工身份 Status of Employees
匈牙利劳动法不区分蓝领和白领员工；《劳动法》在工资、工作时间、假期和休假、劳动合同条款、终止条件和其他就业事务方面对这两类人员同样适用。然而，一类特殊的工人，即高管员工（“vezető állású munkavállalók”），适用略有不同的规则，这些规则也在《劳动法》中有规定。
Hungarian employment law does not distinguish between blue-collar and white-collar workers; the Hungarian Civil Code applies equally to both categories in terms of wages, working hours, holidays and leave, employment contract terms, conditions of termination, and other employment matters. However, a special category of workers known as executive employees (“vezető állású munkavállalók”) is subject to slightly different rules, which are also regulated under the Hungarian Civil Code.
在匈牙利，劳动合同必须以书面形式订立，可以是固定期限的或无固定期限的。如果未满足书面形式要求，只有员工有权在雇佣开始后的 30 天内解除合同。
In Hungary, an employment contract must be concluded in writing and may be for either a definite or an indefinite term. If the written form requirement is not met, only the employee is entitled to rescind the contract, and only within 30 days from the commencement of employment.
四、最低工资 Minimum Wage
匈牙利设有法定最低工资，这是公司向员工支付的最低合法金额。最低工资分为两种类型：一般最低工资（适用于无需资格证书的工作）和适用于至少需要中学学历工作的保障最低工资，最低工资标准每年更新。
Hungary guarantees a statutory minimum wage, which is the lowest legal amount an employee can be paid. It is set in two types: the general minimum wage (for jobs not requiring qualifications) and the guaranteed wage minimum for jobs that require at least a secondary school qualification. The amounts of the minimum wage are updated annually.
2025年的一般最低毛工资为 290,800匈牙利福林（约727欧元），而最低保障毛工资为348,800匈牙利福林（约876欧元）。
The general minimum gross wage for 2025 is HUF 290,800 (app. EUR727), whereas the gross wage minimum is HUF 348,800 (app. EUR876).
五、公共假日和其他休假 Public Holiday and Other Leaves
公共假日和法定年假：匈牙利有九个公共假日。除公共假日外，员工有权享受法定年假。一般最低年假为每年 20 个工作日，随着员工年龄的增长而增加，45 岁及以上的员工年假最多可达 30 个工作日。有一个 16 岁以下孩子的员工有权额外享受两天假期；有两个孩子的增加到四天，有三个或更多孩子的增加到七天。
Public Holiday and Statutory Annual Leave: There are nine public holidays in Hungary. In addition to public holidays, employees are entitled to statutory annual leave. The general minimum entitlement is 20 working days per year, which increases with the employee’s age, reaching up to 30 working days for employees aged 45 or older. Employees with one child under the age of 16 are entitled to two additional vacation days; this increases to four days for two children and seven days for three or more children.
病假：员工每年有权享有十五个工作日的病假，在此期间，雇主需按员工工资的70%支付病假薪酬。病假工资是根据员工过去六个月的就业（参考期）计算的平均基本工资，以及员工原本会收到的其他常规、可预测的工资部分之和。15 个工作日后：如果员工仍在生病，匈牙利健康保险系统（社会保障）将接管并支付 “táppénz”（健康保险病假津贴）。
Sick Leave: Employees are entitled to fifteen working days of sick leave annually, during which time employers pay 70% of absentee fee for the employees. Absence pay is the sum of the employee’s average base calculated upon the last six months of employment (reference period) and those other regular, predictable wage elements that the employee would otherwise receive. After 15 working days: if the employee is still ill, the Hungarian health insurance system (social security) takes over and pays "táppénz" (health insurance sickness benefit).
六、竞业限制条款 Non-Competition Clauses
根据匈牙利法律，员工必须避免任何损害雇主合法经济利益的行为。竞业限制协议可在劳动关系终止后将这一义务延长至两年。
Under Hungarian law, employees must avoid any actions that harm their employer’s legitimate economic interests. A non-competition agreement may extend this obligation for up to two years following the termination of employment.
此类协议要求员工避免从事竞争活动。劳动合同中必须明确界定禁止的活动、相关业务领域和适用的地理区域。
Such agreements require the employee to refrain from engaging in competing activities. The prohibited activities, the relevant business sectors, and the applicable geographic area must be clearly defined in the employment contract.
雇主必须在员工竞业限制期间提供经济补偿，金额至少为员工基本工资的三分之一。
The employer is required to provide monetary compensation during the non-competition period, amounting to at least one-third of the employee’s base wage.
雇主可以撤销竞业限制协议，但只能在劳动关系终止之前。
The employer may withdraw from the non-competition agreement, but only prior to the termination of the employment relationship.
作者简介/About the Authors
安德里亚・亚迪・内梅特 Dr. Andrea Jádi Németh
安德里亚・亚迪・内梅特律师，哈佛大学LL.M.学位，事务所管理合伙人，在并购、竞争法、公司重组、房地产、劳动与就业法以及争议解决等事务的咨询方面拥有丰富经验。她是一名合格的执业律师，拥有匈牙利和美国纽约州的律师执业许可。
她是多个国际组织（如纽约州律师协会、美国律师协会、国际律师协会）的活跃成员，经常在国内外会议上发表演讲，并担任匈牙利哈佛俱乐部主席。目前，安德里亚是纽约州律师协会派往联合国国际贸易法委员会第三工作组（UNCITRAL Working Group III）的常驻代表，该工作组负责改革国际投资者与国家间争议解决体系。
Dr. Andrea Jádi Németh, LL.M. (Harvard) is the firm’s Managing Partner and has a broad experience in advising on M&A, Competition, Corporate Restructuring, Real Estate, Employment and labour Law and Dispute Resolution matters. She is a qualified attorney at law with licenses to practice law both in Hungary and in the State of New York, USA.
She is an active member of several international organizations (NYSBA, ABA, IBA), a frequent speaker at national and international conferences, and serves as President of the Harvard Club of Hungary. At present, Andrea is a frequent official delegate of the New York State Bar Association to the UNCITRAL Working Group III. of the United Nations that is mandated to reform the international investor state dispute resolution system.
阿德里安娜・马泰什 Dr. Adrienne Mátés
阿德里安娜・马泰什律师在多个法律领域为客户提供代理服务，其主要专业领域为民事和商业法。阿德里安娜在公司法、房地产法和就业法方面拥有超过 20 年的经验。她为跨国客户提供制药和医疗器械法领域的咨询服务，同时也是由多家欧洲顶尖律师事务所组成的欧洲生命科学业务小组（European Life Sciences Practice Group）的成员。
在公共事务方面，她担任布达佩斯律师协会和匈牙利律师协会的当选官员，同时也是匈牙利女律师协会的秘书长。
Dr. Adrienne Mátés provides representation in various legal sectors, her main expertise lies in civil and business law. Adrienne has more than two decades of experience in corporate, real estate and employment law.She advises multinational clients in the areas of pharmaceutical and medical devices law, she is also a member of the European Life Sciences Practice Group, consisting of several top European law firms.
As part of her active public role, she is an elected officer at the Budapest Bar Association and the Hungarian Bar Association, and the Secretary General of the Hungarian Women Lawyers’ Association.
巴拉兹・科瓦奇 Dr. Balázs Kovács
巴拉兹・科瓦奇律师是 bpv JÁDI NÉMETH 律师事务所的合伙人。他在为国内外客户提供房地产、竞争法、就业法、公司法和商业法领域的交易及监管问题咨询方面拥有丰富经验。
除了为零售公司的房地产开发和租赁事务提供支持外，巴拉兹还为各类客户代理与损害赔偿和担保问题相关的诉讼，并在公共行政程序中为客户提供代理服务。
Dr. Balázs Kovács is partner at bpv JÁDI NÉMETH Attorneys at Law. He has extensive experience in advising domestic and foreign clients on transactional and regulatory issues primarily in the field of real estate, competition, employment, corporate and commercial law.
Besides supporting retail companies in real estate development and lease matters, Balázs also advised various clients in litigations related to damage claims and warranty issues and represented them in public administration procedures.
安娜・布扎什 Dr. Anna Buzás
安娜・布扎什律师是 bpv JÁDI NÉMETH 律师事务所的合伙人。她在公司法、收购以及民法领域拥有跨多个行业的丰富经验，尤其在为国内外客户提供劳动与就业事务、商业事务及争议解决事务的咨询方面经验丰富。
在加入本事务所之前，安娜也曾在多家具有国际背景的律所工作，这使她在民事和商业法领域积累了丰富经验。她还曾在德勤（Deloitte）担任法律顾问。
Dr. Anna Buzás is partner at bpv JÁDI NÉMETH Attorneys at Law. She has extensive corporate, acquisition, and civil law experience from a wide range of industry segments and extensive experience in advising local and international clients mainly on labour and employment matters, commercial affairs, and dispute resolution matters.
Before joining our office, Anna also worked in several offices with an international background, thanks to which she gained significant experience especially in the field of civil and commercial law. She also worked as Legal Consultant at Deloitte.
仝寅石 Tong Yinshi
仝寅石实习律师具备工学与法学的双重背景，硕士毕业于上海财经大学法律硕士专业。曾协助主办律师处理多起劳动争议案件，并为多家知名企业提供法律咨询服务，擅长劳动关系协调，员工信息合规等领域。工作语言为中文和英文。
Tong Yinshi has a dual background in engineering and law, graduating with a Master of Laws from Shanghai University of Finance and Economics. He has assisted lead lawyers in handling multiple labour dispute cases and provided legal consulting services to several well-known enterprises, specializing in labour relations coordination, employee information compliance, and other fields. The working languages are Chinese and English.
