We are proud to announce that Cselédi Zsolt, senior counsel at Oppenheim, has authored the Hungarian chapter of the International Employment Lawyer (IEL) Guide to Pay Transparency. This prestigious publication offers an in-depth, jurisdiction-by-jurisdiction analysis of the evolving legal landscape around pay transparency and gender equality in the workplace.
A Closer Look at Hungary’s Position on Pay Transparency
While the EU Pay Transparency Directive (2023/970) is set to revolutionize how companies across Europe address pay equity, Hungary currently lacks detailed national legislation on many of the Directive’s key requirements. Zsolt’s chapter offers a clear and accessible summary of where Hungary stands—and where it is likely heading.
Gender Pay Gap Reporting
Hungarian law does not yet require employers to report on gender pay gaps. Although the principle of equal pay for equal work is embedded in the Labour Code and the Equal Treatment Act, there is no existing obligation for companies to publish pay data by gender. The implementation of the EU Directive will mark a fundamental change.
Job Evaluation Systems
There is no statutory requirement for Hungarian employers to adopt job evaluation systems. However, Zsolt notes that formal evaluation frameworks—particularly gender-neutral ones—are increasingly used by multinational employers operating in Hungary to ensure equitable compensation and market competitiveness.
Pay Transparency for Applicants and Employees
Current legislation does not require employers to disclose pay ranges in job postings or during the hiring process. Nor is there a legal obligation to publish pay structures internally. Nevertheless, works councils must be informed about systemic changes in pay at least twice a year, though this does not extend to gender-specific data.
Individual Claims to Comparative Pay Information
Hungarian employees cannot directly request information about the pay of co-workers of the opposite sex, even if they suspect unequal treatment. The Labour Code enshrines the principle of equal pay, but individual rights to access pay comparison data—a key element of the Directive—are not yet part of Hungarian law.
Transposition of the Pay Transparency Directive
According to Zsolt’s analysis, Hungary is not expected to transpose the Directive before the 2026 deadline, and possibly not even then, due to the national election year. The legislative programme for 2025 does not include any reference to the Directive, and Hungary has previously delayed similar transpositions (e.g., the Whistleblowing Directive).
What This Means for Employers
The Hungarian chapter concludes that the Pay Transparency Directive will introduce a completely new regulatory framework, including mandatory gender pay gap reporting, employee rights to comparative pay data, and possible sanctions for non-compliance. While employers in Hungary currently face limited obligations, major changes are on the horizon.
Now is the time for companies—especially those with 100 or more employees—to start preparing. Reviewing compensation structures, establishing job evaluation systems, and improving data collection practices will be essential steps toward compliance.
To read the full Hungarian chapter or explore the Guide across multiple jurisdictions, visit the International Employment Lawyer – Guide to Pay Transparency.
For tailored legal advice on how to prepare for the EU Pay Transparency Directive and its implications in Hungary, feel free to contact our Employment Law team.