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Collective bargaining is not possible for civil servants employees of the state administration at various levels, public officials according to Act CXCIX of on civil servants.

For public employees who are employed by the various budgetary institutions in areas such as education, health care, social services collective bargaining is possible.

Any derogation from the relevant acts and the implementation decrees by a collective agreement is, however, only possible if it is allowed by Act XXXIII of on public employees.

Databases that allow the calculation of coverage ratios do not exist in Hungary. Experts consider the coverage ratio low, based on the assumed number of collective agreements and the organisation level of trade unions.

The sectoral level is relatively poor, with only three sectors which have collective agreements. The three sectors are the following: electricity, construction and tourism—hospitality.

The national cross-sectoral level does not exist. Although the Labour Code Act I of does not distinguish between bargaining levels, the Hungarian system can be considered as a two-tier bargaining structure, with the single or multi-employer enterprise level agreements and the agreements which are signed by an employer organisation.

It refers in practice to sectoral level bargaining which could cover a part of the sector only. At national level, social partner confederations are not involved in collective bargaining in the traditional understanding of the term, in a bipartite manner — as indicated already earlier.

They are involved in tripartite as well as multipartite consultation and discussion on the minimum wages within the framework of VKF and NGTT.

They are also parties to the tripartite recommendation on the average wage increase agreed in the framework of VKF. There is no obligation to follow this recommendation and there are no data available on the degree to which the recommendation is used by bargaining parties in practice.

Nevertheless, since the tripartite recommendation on the average wage increase is meant to guide lower level collective bargaining, especially wage bargaining, it is indicated — in brackets — in the table below.

Special agreements with a wider scope can be concluded by the government and sectoral trade unions, but neither their content nor the negotiation procedure follows the overall collective bargaining pattern.

The various levels of collective bargaining in the private sector are not systematically linked, due primarily to the fact, that sectoral collective agreements are rare; and at national level, the only relevant output is a tripartite recommendation on wage increases and its role in the bipartite collective bargaining machinery is limited.

In the public sector, the single employer collective agreements are fairly distinct outcomes of local bargaining, and only the relevant legal framework provides an overall framework.

In the private sector, bargaining rounds usually occur at the end of the year. In some years, bargaining has been postponed due to the late agreement of VKF to the recommended average wage increase, or delayed due to difficulties in the bargaining process.

In the public sector, collective bargaining has to be scheduled according to the availability of reliable information on state budget for the subsequent year if not according to the approved law.

Coordination of single employer collective bargaining is weak both in the private and public sector. Coordination is considered to be an internal affair of those sectoral trade union and employer organisations to which the bargaining parties are affiliated.

There is no pace or trend-setting tradition in Hungary. Collective agreements concluded at sectoral level can be extended by the resolution of the minister responsible for employment policy.

According to Article 17 of Act, the Sectoral Dialogue Committees as well as the signing sectoral social partners can initiate the binding extension.

An extension is an administrative procedure after due consultation with national social partner confederations and the relevant line minister, as stipulated by Act, and the resolution of the minister can be challenged at the Labour and administrative courts.

The lower level collective agreements may derogate from the higher level collective agreements, but only in favour of workers.

The few higher level collective agreements have opt-out options — mainly regarding the organisation of working time. The Labour Code has a unique regulation on the derogation of the collective agreements vis-a-vis legislation.

In principle, the collective agreements can derogate from the rules of the Labour Code not only in favour of workers but also to their detriment.

The closing part of each chapter of the Labour Code precisely defines those provisions from which no derogation is allowed by a collective agreement, or allowed only in favour of workers.

Regarding all other provisions, derogation is possible in a way which could be unfavourable or harmful for workers.

Opening the derogation in both directions, according to the legislator, is intended to provide more room for bargaining, leading also to package type agreements.

There is no doubt, however, that the influence of employers has been strengthened by this new regulation. Collective agreements can be concluded for an indefinite or definite period.

If the most recent one has expired it loses its force immediately and is repealed. Where one employer takes over from another, the new employer is required to apply the rules of the existing collective agreement for a one-year-period if it still has a year or more of validity to run Art.

According to experts, collective agreements have continued to focus on traditional bargaining issues, including interpretations of the Labour Code.

Contemporary challenges such as gender equality, life-long learning, flexibility are often missing as they are mainly dealt with by employers only and have not yet become the subject of comprehensive bargaining packages.

Industrial action and disputes Legal aspects The Fundamental Act of 25 April guarantees workers, employers and their organisations, along with the right to collective bargaining, the right to take collective action to defend their interests, including the right to discontinue work Act XVII Section 2.

While industrial actions initiated by workers or their organisations are regulated in a fairly detailed way, especially the strikes, legislation is silent on the most obvious possible industrial action by employer, the lock-out.

The right to strike is regulated by Act VII of The right to strike is guaranteed to individual workers in pursuit of their own demands, while the right to organise a solidarity strike is granted only to trade unions.

As a basic rule, a strike can be called only after attempts to resolve conflicting interests have been made for at least seven days Art. There are some limitations both regarding possessing and exercising the right to strike.

No right to strike is given to the staff of law enforcement agencies, armed forces and the judiciary. Civil servants of the public administration have the right to strike but may only exercise it according to the special regulations fixed in the agreement between the Government and the relevant trade unions.

In case of activities of fundamental public concern — such as, in particular, mass transportation, telecommunications, electricity, water, gas and other energy supply — the right to strike may only be exercised so as not to impede the provision of services at a level deemed sufficient.

These regulations strongly limit the right to strike in the certain public services. Other forms of industrial action are much more common in Hungary than strikes.

Such actions are: protest meetings and protest rallies, demonstrations, petitions and collecting signatures. The first two are regulated by the new Act LV of on the right of assembly.

The new law is more restrictive than its predecessor: demonstrations must be notified months earlier, and the police is given relatively broad discretion about banning assemblies.

The plant agreement or the collective agreement may contain provisions for a standing conciliation committee as well. Some collective disputes specified by the Labour Code Art.

According to the Labour Code Art. Individual labour disputes are decided by specialised courts, by the administrative and labour courts which are on the district court level, but they operate only in the county seat towns.

These courts provide for the first instance, while cases not settled are presented to the Civil courts in the second instance.

Regarding the use of dispute resolution mechanisms, data are available on employment disputes at courts. The number of these disputes is relatively constant, between ,—, cases per year.

Individual employment relations Individual employment relations are the relationship between the individual worker and their employer.

This relationship is shaped by legal regulation and by the outcomes of social partner negotiations over the terms and conditions governing the employment relationship.

This section looks into the start and termination of the employment relationship and entitlements and obligations in Hungary.

According to the Labour Code, an employment relationship is established by entering into an employment contract Art. In some cases a medical examination is required, to certify fitness to work.

Employment contracts may only be concluded in writing. If the employment was not agreed in writing it is invalid and can only be invoked by the worker within 30 days.

The minimum working age is sixteen Labour Code, Art. By way of derogation from the above, any person of at least 15 years of age receiving full-time school education may enter into an employment relationship during school holidays.

By authorisation of the relevant authority, young persons under 16 may be employed for the purposes of performance in cultural, artistic, sports or advertising activities Labour Code, Art.

One special requirement is, for example, that secondary education is required for civil servants and law enforcement officers. Most government sector jobs require no criminal convictions.

The minimum working age in the public sector is usually Specific jobs in the government sector require appropriate educational attainment which is regulated by the relevant acts and the implementation decrees of the given acts.

The Labour Code Art. Termination by notice Labour Code, Art. There are various bans on dismissal linked to pregnancy, maternity and childcare.

Employers are required to justify the dismissal. Workers are not required to give reasons for terminating their employment relationship.

The basic notice period is 30 days which has to be extended by between five and 60 days in proportion with the length of service, if employment is terminated by the employer.

A dismissed worker with at least three years of service is also entitled to a severance payment. Severance payment is also due in some other cases Labour Code Art.

There are special provisions regarding collective dismissals Labour Code Art. For example, negotiation with the works council is compulsory and the employer has to inform the works council in writing about the reason of the collective dismissal.

Both the employer and the worker can terminate an employment relationship with immediate effect and without notice if the other party:.

The employment relationship can be terminated by mutual agreement. The term mutual agreement is loosely regulated by the Labour Code: the parties have considerable freedom and only the general principles have to be followed.

Some special groups — for example executive officers, temporary agency workers — are subject to less stringent regulations.

In the public sector, termination of employment has specific, often more specific and binding rules; the notice period is different and the severance payment is higher.

Although the social system has been transformed in Hungary relatively significantly, radical changes have not occurred in this field. One of the main changes is that the uptake of paternity leave is growing and from people who receive GYED and GYES see below can work after the first birthday of the child.

The table below gives an overview of the main characteristics of the statutory leave arrangements in Hungary.

Parental leave in Hungary is a family entitlement, so parents can choose whether the father or the mother will stay with the child, although usually it is the latter.

Persons can be considered as insured if they have at least days of employment within two years of the birth of a child.

The abbreviations for the various benefits are as follows:. Flat-rate benefit equal to the amount of the minimum old-age pension in monthly gross HUF 28, which is EUR The retirement age for old-age pension benefits under the social security system will be 65 years from The retirement age has been gradually increasing since The other eligibility criterion for a full old-age pension is at least 20 years of service.

A partial retirement pension is granted to people who have reached the relevant retirement age for the old-age pension and have at least 15 years of service.

There is a gender difference: full old-age pension benefit is due to any woman having at least 40 years of service, irrespective of age.

In the public sector civil servants and some other officers are obliged to retire at the age of Pay Pay: For workers, the reward for work and main source of income; for employers, a cost of production and focus of bargaining and legislation.

This section looks into minimum wage setting in Hungary and guides the reader to further material on collective wage bargaining. Prior to this consultation, the Government also consults the social partners of the private sector within the national tripartite body, the Permanent Consultative Forum of the Private Sector and the Government VKF.

This consultation has no basis in law beyond the agreement of the parties to VKF agreement on the establishment of VKF and its standing order, dated 22 February If no agreement is achieved within VKF, the Government can put forward its own proposal.

In both cases the final decision on the minimum wage rests with the Government, taking into consideration the outcome of the usually rather formal discussion within NGTT.

The minimum wage is legally binding on all workers, and is implemented by annual government decrees. There are two specific exceptions. Workers employed in jobs which require at least secondary educational attainment should get the so-called guaranteed wage minimum, which is higher.

The guaranteed wage minimum is set by the general procedure as described above. Workers employed in public works programmes, whose wage is determined separately by the Government only, without any consultation with social partners.

Their wages are implemented by programme-related government decrees. However, in practice there are only a small number of sectoral agreements, and most reiterate the statutory minimum wage.

For more detailed information on the most recent outcomes in terms of collectively agreed pay, please see:. This section briefly summarises regulation and issues regarding working time, overtime, part-time work as well as working time flexibility in Hungary.

The standard normal working time is eight hours a day Labour Code Art. In two specific circumstances Labour Code Art.

This so-called extended daily working time could only apply to workers:. The Labour Code provides a specific list of those provisions where derogation from the working time statutory regulations by collective agreement is: not allowed at all Art.

In two cases collective agreements could provide workplaces with significantly more flexibility than the basic rules of the Labour Code allow.

For more detailed information on working time including annual leave, statutory and collectively agreed working time , please consult:. Both the length up to 16 weeks as a general rule, but up to a maximum 36 months in certain cases if agreed by collective agreement and the starting date of the settlement period are determined by the employer.

The annual limit on overtime is hours Art. The employer can request overtime not only in reasonable circumstances as prior to 1 July but in any circumstances with some sort of justification.

There are further specific provisions in cases where health workers only perform on-call duties during the working time beyond the normal working hours.

The Labour Code does not contain further detailed rules on part-time work. A special regulation applies to workers with children under 3 years.

In this case, the employer has no right to refuse modifying the employment contract for part-time work for reduced daily hours as half of the normal working day if requested by the worker Labour Code Art.

In Hungary, the level of wages is very low on average, and consequently part-time workers' earnings are even worse.

Often family income is complemented by the women employed on a part-time basis. The State supports child-rearing, together with the employment of women on a part-time basis.

Therefore, the proportion of female part-time workers is higher than the proportion of male part-time workers.

As the table below shows, in the last six years part-time work has decreased for all categories, and the percentage of part-time workers is significantly below EU28 averages.

Involuntary part-time workers can be defined as those working part time because they could not find a full-time job. In this case derogation from.

Subsection 5 is allowed, however, the duration of the break provided within the timeframe referred to in. In the Hungarian context, it is worth making a distinction between flexibility in the terms of the length of working time and flexibility in the organisation of working time.

Regarding the flexibility in the length of working time, the Labour Code Act 1 of provides detailed and fairly high maximum limits daily, weekly hours, overtime , allowing derogation by collective bargaining or individual contracts to the benefit of workers only.

Flexibility towards reduced hours has also its legislative framework. As regards flexibility in the organisation of working time, the Labour Code provides discretional right to employers.

Employers decide on the actual work schedule Labour Code Art. While employers have to observe the statutory rules on the various elements of working time, they can schedule actual working hours within a broad framework, especially when a working time frame or longer settlement period as described earlier is applied.

The employer may transfer the right to set a work schedule to the worker. Flexible working time schedules, when workers have the opportunity to fix the start and end of a working day, are not legislated for by the Labour Code but left to collective agreements and individual contracts.

Workers do not have a legal right to flexitime arrangements, staggered hours, working time banking or a compressed work week, but they can agree on any of these options with their employer.

Collective agreements can also cater for such requests. As the table below shows, flexitime policy is not yet widely applied in Hungary, while small businesses have been taking the lead.

Health and well-being Maintaining health and well-being should be a high priority for workers and employers alike. A healthy economy depends on a healthy workforce: organisations can experience loss of productivity through the ill-health of their workers.

This section looks into psychosocial risks and health and safety in Hungary. It is enforced — among other things — by organising occupational safety and health care.

It contains a regulation compatible with the Framework Directive. EU harmonised standards are effective in Hungary, although many have not been translated into Hungarian.

Besides occupational safety requirements, the OSH Act defines the system of legal regulation, organisation, institutional regulations concerning occupational health care requirements and the tasks thereof to be executed by the employers.

According to both acts, occupational health care embraces the professional fields of work hygiene and occupational medicine. Implementing decrees accompany the acts, with reference to relevant European directives.

It is the duty of the employer to establish a unified and comprehensive prevention strategy. The employer must have a risk assessment so that the employer can strive to tackle risks or to eliminate them at the source.

This includes replacing dangerous items with harmless or less dangerous ones and the priority of collective technical protection over personal protection.

It is the duty of the employer to prepare the proper documentation and secure the occupational safety and health education of the employees.

The law is effective in Hungary for every organised working activity, independent of its institutional nature or property form. Furthermore, it extends to persons within the reach of work activities.

The employer shall not give financial or other compensation for hazardous work, but provide the requirements of safe working activities that do not endanger health.

Generally, in Hungary, reporting on workplace accidents and their consequences and the statistical data gathered on this subject is often considered not fully reliable especially for micro and small companies.

Data on accidents at work show considerable fluctuation. The — economic crisis has resulted in a significant drop in economic output — especially in the construction sector where, traditionally, there is a high OSH risk.

This can be seen in the declining number of workplace accidents. During the recovery period, many enterprises have gone out of business, while new enterprises have started up.

New enterprises often consider OSH to be a low priority, striving exclusively for economic results, while newly employed workers also need time to learn and comply with OSH regulations.

It is important to note that when inspectors find violations of OSH regulations, they first give a warning and do not issue fines.

This has led to a loosening of rules and their observance, especially for micro and small enterprises. The Act defines the concept of psychosocial risk and its consequences stress, workplace accidents, psychosomatic illnesses.

Act XCIII of provides for the reduction of high stress risks, and safety inspections to monitor and prevent stress.

The relevant articles are:. The employer is now obliged to do a risk assessment at least every three years. Skills, learning and employability Skills are the passport to employment; the better skilled an individual, the more employable they are.

Good skills also tend to secure better-quality jobs and better earnings. This section briefly summarises the Hungarian system for ensuring skills and employability and looks into the extent of training.

The place and role of public institutions responsible for skills identification and development has been much debated in recent years, in relation to the need to increase employability in the workforce and better serve the needs of the economy.

In the — period, the adequate response seemed to be an overall integration of labour market institutions, VET institutions and labour and OHS institutions to achieve cooperation and synergy.

In the meantime each of these policy areas has undergone profound reconsideration, and new legal frameworks have been developed leading to structural change.

At the end of , the Government decided to abolish NMH to better serve the demands of job seekers and employers. The two profound changes are:. As indicated above, its organisational status has changed over the years, from relative independence as a government background institution, through becoming a section of NMH, to its restored institutional status as the newly established NSZFH — National Office of Vocational and Adult Education — with increased scope and power from 1 January Survey data show that the smaller the company, the less workers receive paid time off for training.

Small companies are unlikely to be able to afford to train their workers during paid time off. Work organisation Work organisation underpins economic and business development and has important consequences for productivity, innovation and working conditions.

Eurofound research finds that some types of work organisation are associated with a better quality of work and employment. For Hungary, the European Company Survey shows that between and No major relevant surveys of studies have been carried out in recent years in Hungary.

Equality and non-discrimination at work Act CXXV of on Equal Treatment and Promotion of Equal Opportunities is the legal basis for ensuring equality and non-discrimination at work.

Act I of on the Labour Code is the legal basis of this subject. The principle of equal treatment states:. In connection with employment relations such as remuneration of work, the principle of equal treatment must be strictly observed.

Remedying the consequences of any breach of this requirement may not result in any violation of or harm to the rights of other workers. The equal value of work for the purposes of the principle of equal treatment shall be determined based on the nature of the work performed, its quality and quantity, working conditions, the required vocational training, physical or intellectual efforts expended, experience, responsibilities and labour market conditions.

This average however conceals much wider gender pay gaps when the figures are broken down by age of workers, depending on which sector is concerned, and whether a company is private or state-owned.

No significant legislative support measures are in place in Hungary to facilitate the implementation of the relevant Act. It should also be noted that the new constitution, the Fundamental Law of Hungary 25 April does not include specific provision on equal pay.

Article XV stipulates in general that everyone is equal before the law, and that fundamental rights are guaranteed to everyone without discrimination listing also the most common grounds of discrimination, including sex.

When it comes to the supporting measures, the Article only refers to the promotion of equality of opportunity and social inclusion as well as the protection of families, children, women, the elderly and persons living with disabilities.

For supervisory boards no quotas apply. In the biggest Hungarian companies, the proportion of women on the supervisory boards is 5.

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