In 2024, Hungary is implementing several significant changes to its employment laws. These updates, which come into effect on different dates throughout the year, are summarized below.

Revised Child and Parental Leave Rules

Effective January 1, 2024, Hungary's Labour Code will modify the provisions for child and parental leave. Employees are still entitled to 44 working days of parental leave for children up to age three, but now must submit their leave request to their employer at least 15 days prior to the desired leave start date. Additionally, employees can now apply for child leave alongside parental leave, provided they also give a 15-day advance notice. This adjustment means employers will need to accommodate additional days off requested by employees, which may impact work organization practices.

New Termination Certificate Requirements

Starting early 2024, the Act IV of 1991 on Employment Promotion and Unemployment Benefits will introduce a new type of termination certificate. This certificate aims to streamline the process by consolidating all necessary information into a single document, available in electronic form or, upon request, in paper format. This change is designed to eliminate the need for issuing multiple documents upon employment termination.

Changes to Screen Time Regulations

As of January 1, 2024, the previous restrictions on screen time will be lifted. The 6-hour daily limit and the rule that screen time should not exceed 75% of the total workday are abolished. This means that employers are no longer bound by these specific screen time regulations, simplifying compliance and work organization.

Occupational Health Check Adjustments

From September 1, 2024, the regulations governing occupational health checks will be revised. The amendment to Act XCIII of 1993 on Occupational Health and Safety will limit the circumstances under which these checks are mandatory. Health examinations will only be required for specific cases outlined by law or employer decision, rather than being broadly applied. A new ministerial decree will define which job positions still require medical examinations by an occupational physician. Despite this, employers might still find it prudent to conduct these checks to ensure safe working conditions and to safeguard against potential disputes.

These updates represent key shifts in Hungarian employment law, affecting parental leave, termination procedures, screen time regulations, and occupational health checks. Employers should review these changes carefully to ensure compliance and adapt their policies accordingly.