Hungary Leave Laws and Holidays

Expectant mothers in Hungary are entitled to 24 weeks of paid maternity leave, which can start 4 weeks before the expected date of birth.

Employees must notify their employer at least 2 weeks before they intend to start maternity leave, although earlier notice is recommended.

While formal approval is not typically required, the employer must be notified in advance with the expected dates of leave and provided with medical certification of pregnancy.

After maternity leave, additional parental leave can be taken until the child reaches the age of 2. This leave can be extended further under certain conditions.

Maternity leave entitlement does not accrue over time but is based on each pregnancy.

Maternity leave cannot be carried over as it is specific to the period before and after childbirth.

Maternity leave benefits are not subject to payout on termination, as they are tied specifically to the period surrounding childbirth.

There is no end-of-year payout for maternity leave as it is not an accruable leave type.

Employees on maternity leave are protected from dismissal, except in cases where the employer ceases business operations entirely.

Employees are entitled to take leave for educational purposes, which can vary from a few days to several weeks per year, depending on the type of study and agreement with the employer.

The notice period for study leave can vary widely depending on the employer's leave policy and the nature of the study. Typically, employees should apply as early as possible, often several months in advance.

Study leave requires approval from the employer, and employees may need to demonstrate the relevance of the study to their job or professional development.

Additional study leave may be granted based on employer policies and the relevance of the study to the employee's job or career progression.

Study leave is generally not accrued but granted as needed and approved by the employer.

Carry over of study leave is not common, as it is usually granted for specific educational sessions or periods.

There is no payout for unused study leave upon termination, as this type of leave is intended for specific educational purposes during employment.

Study leave does not typically have an end-of-year payout, as it must be used within the context of the educational course or period.

Employees must typically demonstrate that the study leave is relevant to their current job or career development plans to gain approval.

Military leave is granted for the duration of mandatory military service obligations or voluntary service agreed upon by the employee and the military. The duration is defined by the military service requirements.

Employees must notify their employer of their military leave as soon as they are aware of their service obligations. This notice should include the expected duration of leave and any official orders if available.

Military leave does not require employer approval as it is a legal obligation. However, employees are required to notify their employer and provide documentation of their military service orders.

The quota for military leave is determined by the military service requirements and is not subject to employer discretion.

Military leave does not accrue and is only applicable during periods of military service.

There is no carry over for military leave as it is granted specifically for the duration of military service.

Military leave does not involve a payout upon termination as it is not a paid leave but a fulfillment of legal duties.

There is no end-of-year payout for military leave as it does not accrue or carry monetary value.

Employees on military leave are protected under Hungarian law, which ensures they can return to their job or a similar position upon completion of their service.

Employees are entitled to sick leave with pay for up to 15 days per year. Beyond that, additional sick leave is covered by social security at a reduced rate.

Employees must inform their employer about their sickness as soon as possible. A medical certificate is typically required within 3 days.

Sick leave does not require prior approval from the employer, but a medical certificate from a healthcare provider is required to justify the leave.

Beyond the initial 15 days covered by the employer, sick leave can extend with social security benefits paying a portion of the salary based on specific regulations.

Sick leave does not accrue and is based on immediate medical needs.

Sick leave does not carry over to the next year as it is based solely on the incidence of illness.

Unused sick leave is not paid out upon termination as it is intended only for instances of actual illness.

There is no payout for unused sick leave at the end of the year.

Proof of illness, typically a doctor's note, is required to access paid sick leave benefits. This must be provided within a stipulated time frame.

Employees in Hungary are entitled to a minimum of 20 days of paid annual leave per year. This quota increases with age, adding one extra day for every 5 years over the age of 25.

The notice period for taking annual leave is typically agreed upon with the employer based on operational requirements. Employees are encouraged to give notice as early as possible.

Annual leave must be approved by the employer. The approval is based on business needs and on a first-come, first-served basis among employees.

Additional annual leave days are granted based on age and length of service. Employees receive additional days starting from age 25, with an extra day added every 5 years.

Annual leave accrues on a monthly basis throughout the year. The entitlement is proportionate to the amount of time worked within the year.

Unused annual leave can be carried over into the next year. All carried over leave must be used by March 31 of the following year.

Upon termination of employment, any unused annual leave is paid out to the employee based on their average earnings.

Unused annual leave is not paid out at the end of the calendar year but is carried over. It is only paid out upon termination of employment.

The scheduling of annual leave is subject to the employer's approval, taking into account the needs of the business and the employee's preferences.

The quota for unpaid leave is not set by law and is instead based on the employer's leave policy or an agreement between the employer and the employee.

The required notice period for unpaid leave can vary significantly based on the employer's policy and the terms of the employment contract.

Unpaid leave typically requires approval from the employer. The approval process and criteria may vary by company.

Additional unpaid leave may be granted at the discretion of the employer based on the employee's circumstances and the needs of the organization.

Unpaid leave does not accrue over time but is rather negotiated on a case-by-case basis.

There is no carry over for unpaid leave as it does not accrue and is based on specific agreements for defined periods.

There is no payout for unused unpaid leave, as it does not involve compensation.

There is no end-of-year payout for unpaid leave as it does not accrue or carry monetary value.

Taking unpaid leave may impact the accrual of other employment benefits, such as pension contributions and holiday entitlements, depending on the length of the leave and company policy.