Hungarian maternity leave is defined by a single system: 24 weeks of paid leave (szülési szabadság) followed by the GYED (gyermekgondozási díj) — a childcare benefit that can continue until the child turns two. The 24 weeks are paid at 70% of the employee’s average daily earnings, funded by the state health insurance fund (TAJ). The employer’s role is to grant the leave, manage the transition to GYED, and hold the position open.
This guide covers maternity leave in Hungary in 2026: the 24-week entitlement, the GYED system that follows, employer obligations, and return-to-work rights.
Key takeaways
- Maternity leave (szülési szabadság) lasts 24 weeks — the full period is taken after birth, under Act LXXXIII of 1997 on Entitlements to Social Security Benefits.
- The benefit is 70% of the employee’s average daily earnings, capped at a statutory ceiling, paid by the state health insurance fund.
- At least 16 weeks must be taken after birth — the employee cannot shorten the post-birth period below 16 weeks even if they took leave before birth.
- The GYED (childcare benefit) follows the 24 weeks and continues until the child turns two, paid at a reduced flat rate.
- The employer cannot dismiss an employee during maternity leave, GYED, or for a period after returning.
The 24-week entitlement
Hungarian maternity leave is governed by Act LXXXIII of 1997. The entitlement is 24 weeks (approximately 168 calendar days), taken in two parts:
- Pre-birth leave: the employee can take up to 4 weeks before the expected due date, but this is optional. The medical certificate must confirm the expected due date.
- Post-birth leave: at least 16 weeks must be taken after birth. This period cannot be shortened, regardless of how much pre-birth leave was taken.
The leave begins on the date specified in the medical certificate. If the child is born before the leave starts, the post-birth period begins immediately and is adjusted to ensure at least 16 weeks.
| Period | Duration | Requirement |
|---|---|---|
| Pre-birth leave | Up to 4 weeks | Optional; medical certificate required |
| Post-birth leave | Minimum 16 weeks | Mandatory; cannot be shortened |
| Total | 24 weeks | At least 16 weeks post-birth |
Multiple births
For twins, the post-birth period remains 16 weeks minimum, but the total 24-week entitlement applies. For triplets or more, the post-birth period extends to 20 weeks.
The maternity benefit
The maternity benefit under Act LXXXIII of 1997, Section 40 is 70% of the employee’s average daily earnings for the 12 months preceding the leave. The benefit is paid by the state health insurance fund, not the employer.
To qualify, the employee must have at least 365 days of insurance in the 24 months before the leave begins. This qualifying period is relatively generous compared to other EU countries.
The benefit is subject to a ceiling — the monthly maximum is set by government decree and adjusted annually. In 2026, the ceiling is approximately 350,000 HUF per month.
Worked example: Katalin’s maternity benefit
Katalin earns 500,000 HUF per month gross. Her average daily earnings (used for benefit calculation) are approximately 16,500 HUF. At 70%, her daily benefit is approximately 11,550 HUF. Over 24 weeks (168 days), her total benefit is approximately 1,940,400 HUF — paid by the health insurance fund, not the employer.
GYED (gyermekgondozási díj)
When the 24-week maternity leave ends, the parent transitions to GYED — the childcare benefit. Under Act LXXXIII of 1997, Section 42:
- GYED is paid at 70% of the employee’s average daily earnings (same rate as the maternity benefit), subject to a lower ceiling.
- GYED continues until the child turns two years old.
- Either parent can receive GYED — it is not limited to the mother.
- The parent must have at least 365 days of insurance to qualify.
There is also a GYED extra for parents who have at least two children under three, or three children under eight. This provides an increased benefit ceiling.
| Benefit type | Duration | Rate | Ceiling (2026 approx.) |
|---|---|---|---|
| Maternity (szülési szabadság) | 24 weeks | 70% of average daily earnings | ~350,000 HUF/month |
| GYED | Until child is 2 years | 70% of average daily earnings | ~280,000 HUF/month |
| GYED extra (multiple children) | Until child is 2 years | 70% of average daily earnings | Higher ceiling |
Employer obligations during maternity leave
Hungarian employers have six core duties:
- Grant the leave — the employer must grant maternity leave from the date specified in the medical certificate. Refusing or delaying leave is unlawful.
- Report the leave to the health insurance fund — the employer must notify the National Health Insurance Fund (NEAK) promptly to ensure benefit payments begin on time.
- Do not dismiss — under Act CXIII of 2003 on Labour Code, an employer cannot dismiss an employee during maternity leave, GYED, or during the pregnancy period.
- Hold the position open — the employment contract is suspended, not terminated. The employee returns to their role after leave.
- Maintain social security contributions — during the leave, the employee’s social security status is maintained based on the benefit period.
- Facilitate the return — when the employee signals their intent to return, the employer must accommodate the transition.
Return to work
When the employee returns from maternity leave or GYED, they are entitled to:
- Their previous position — or an equivalent position with the same pay and conditions.
- Discontinuation of dismissals — the employer cannot dismiss the employee for a period after returning (typically 3 months, or until the child turns 3 if the parent was on GYED).
- Flexible working arrangements — under certain conditions, the parent can request reduced hours or flexible scheduling.
The employee must give at least 30 days’ written notice before returning from GYED. The employer must process this notice and arrange the return.
| Return requirement | Detail |
|---|---|
| Notice period | At least 30 days before intended return |
| Position guarantee | Previous role or equivalent pay and conditions |
| Dismissal protection | 3 months after return, or until child turns 3 on GYED |
| Flexible working | Available on request under certain conditions |
GYES (childcare allowance) as an alternative
If a parent does not qualify for GYED (for example, they lack the 365 days of insurance), they may qualify for GYES (gyermekgondozási segély) — a flat-rate childcare allowance of approximately 28,500 HUF per month until the child turns three. GYES is available to parents who were not employed or whose insurance period was insufficient.
Common pitfalls
1. Shortening the post-birth period below 16 weeks
The law requires at least 16 weeks after birth. Employers who allow employees to return earlier create compliance risks and may be penalised.
2. Not filing the NEAK notification promptly
Late reporting delays benefit payments. The employer should file the notification immediately after the leave begins.
3. Dismissing during GYED
The dismissal ban extends throughout the GYED period. Dismissing an employee during GYED typically results in reinstatement or significant compensation.
4. Confusing GYED with GYES
GYED is percentage-based (70% of earnings) and requires 365 days of insurance. GYES is a flat rate and has lower qualifying thresholds. Conflating the two creates payroll errors.
5. Ignoring the GYED extra for multiple children
Parents with multiple young children may qualify for a higher GYED ceiling. Failing to apply for this can reduce the employee’s benefit.
Frequently asked questions
How long is maternity leave in Hungary?
Maternity leave in Hungary lasts 24 weeks — up to 4 weeks before birth (optional) and at least 16 weeks after birth (mandatory). The total cannot be shortened below 24 weeks.
What is GYED?
GYED (gyermekgondozási díj) is the childcare benefit that follows the 24-week maternity leave. It is paid at 70% of the employee’s average daily earnings (subject to a lower ceiling) until the child turns two years old.
Can both parents receive GYED?
Either parent can receive GYED, but only one at a time. The parents can alternate periods, or one parent can transfer the benefit to the other.
Does the employee keep their job during GYED?
Yes. The employment contract is suspended during GYED. The employee returns to their previous position (or an equivalent one) when GYED ends.
What is GYES?
GYES is a flat-rate childcare allowance (approximately 28,500 HUF per month) available to parents who do not qualify for GYED, typically because they lack the required 365 days of insurance. GYES runs until the child turns three.
Putting it into practice
Five steps cover most Hungarian maternity leave compliance:
- Confirm the employee’s insurance history to establish eligibility for the 70% benefit rate.
- Grant leave from the date specified in the medical certificate and file the NEAK notification promptly.
- Track the transition from maternity leave to GYED so the benefit rate and ceiling are correctly applied.
- Monitor the GYED ceiling change when the child turns two to avoid overpayment.
- Plan for the employee’s return at least 30 days before the intended date, including position availability and dismissal protection verification.
A leave management system that tracks Hungarian-specific entitlement periods, handles GYED transitions, and flags return-to-work deadlines keeps you compliant without the administrative complexity.
Sources
- NEAK — National Health Insurance Fund of Hungary (primary source)
- Act LXXXIII of 1997 on Entitlements to Social Security Benefits
- Labour Code, Act CXIII of 2003
- EU Directive 92/85/EEC — Pregnant Workers Directive
Last updated: 26 July 2026. This article is general guidance, not legal advice. Hungarian benefit ceilings and rates change annually — confirm current figures with NEAK and check the applicable collective bargaining agreement.