In Hungary, employees are entitled to paid annual leave under the Labour Code (Munka Törvénykönyve). The basic entitlement is 20 working days, which increases with age: 21 days at age 25, 22 days at 31, and so on up to 30 days at age 45 and above.

Statutory entitlement

20 working days of annual leave, increasing with age: 21 days (age 25), 22 days (31), 23 days (33), 24 days (35), 25 days (37), 26 days (39), 27 days (41), 28 days (43), 29 days (45), 30 days (47+).

Eligibility

All employees are entitled to annual leave. Leave is pro-rated in the first year based on months worked.

Employer obligations

  • Grant annual leave as per the age-based entitlement (20–30 days).
  • Pay the employee's base salary during annual leave.
  • Allow the employee to take annual leave within the calendar year.
  • Pay for unused annual leave on termination of employment.

Employee rights

  • Right to 20–30 days of annual leave based on age.
  • Right to be paid at base salary during annual leave.
  • Right to paid leave payout on termination.

Common pitfalls

  • Not adjusting leave entitlement based on the employee's age — the entitlement increases with age.
  • Not paying for unused leave on termination — this is a statutory requirement.

Age-based leave entitlement

The annual leave entitlement increases with the employee's age, starting at 20 days and reaching 30 days at age 47 and above. The employer must track each employee's age to determine the correct entitlement.

Annual leave pay

Annual leave pay is calculated based on the employee's base salary. Regular allowances and supplements are not included in the holiday pay calculation.

Frequently asked questions

When does the age-based increase take effect?

The increase takes effect from the employee's birthday in the relevant calendar year.

Are there additional leave entitlements?

Yes. Parents with children under 16 may receive additional leave, and certain professions (e.g. education, health) may have enhanced entitlements.

Sources

This page is provided for general guidance and does not constitute legal advice. Always check the cited primary source for current law before making employment decisions.