What are Hungarian employer social contributions an EOR will pass through?

Hungarian employer social contribution tax is approximately 13% of gross salary. Personal income tax is a flat 15% (employee side). Employee contributions cover pension and health at 18.5%. All EOR providers pass employer social contributions through at cost. Compare providers on the platform fee and FX transparency, not on statutory contributions.

Does my EOR need to own a Hungarian entity, or is a partner acceptable?

Both work compliantly. An owned Hungarian entity means one employer in the chain for contracts, payroll and works council matters. A partner adds a sub-processor link. Ask each provider: is Hungary owned or partner-served, and who carries accountability if a works council question or Labour Code termination goes wrong?

When does it make sense to set up my own Kft. instead of using an EOR in Hungary?

The crossover is typically 8 to 12 full-time employees in Hungary, where Kft. running costs drop below the cumulative EOR per-seat fee. Hungary's 9% corporate income tax (lowest in the EU) makes the economics attractive. Depends on salary levels and your EOR fee. Teamed models and proactively flags the crossover month. GEMO sets up your entity across 100+ countries with no re-onboarding.

How does a works council (uzemi tanacs) affect my EOR arrangement in Hungary?

A works council (uzemi tanacs) is required with 50+ employees under Act I of 2012. It has information and consultation rights on employment matters. For an EOR, the council relates to the EOR as the legal employer. Your provider needs real Hungarian employment-law experts on call. Ask: in-house and direct, or a generalist ticket queue?

How current is this comparison, and how was it scored?

Competitor pricing verified 17 June 2026 and re-checked 22 July 2026 from each provider's pricing page and G2. Security re-checked 22 July 2026. Hungarian statutory facts verified 22 June 2026 from njt.hu and nav.gov.hu. Eight providers scored 1 to 5 on six Hungary-focused axes, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Hungary · 2026

The best EOR providers in Hungary in 2026

Q: Which EOR is best for hiring in Hungary in 2026?

Depends on priority. Teamed leads the service model and employment intelligence (real experts on works council and Labour Code matters, every plan, owned entity, the Ted layer) and the path to your own Kft. It contests pricing transparency with Remote and Hungarian coverage with G-P. Deel and Rippling lead platform; the certified providers lead security. Ask any provider: real Hungarian employment-law experts, or a generalist ticket queue?

No single winner. We scored eight EOR providers on a published six-axis rubric built around Hungary's rules: Labour Code notice and severance law under Act I of 2012, works council (uzemi tanacs) obligations, employer social contribution tax, and the month your own Kft. beats EOR. Teamed leads on the service model and employment intelligence and on the path to your own Kft. It contests pricing transparency with Remote and Hungarian coverage with G-P. Rippling and Deel lead on platform, and the certified providers lead on security.

Talk to an expert

1,000+ companies advised

8
EOR providers scored on one Hungary-focused rubric: $599
Teamed flat fee, same headline as Deel, FX absorbed at zero markup: 6
Hungary-focused rubric axes, no overall winner

Disclosure

This guide was produced by Teamed, which is one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the cheapest, and we say plainly where another provider is the better fit for your Hungary hire.

Last reviewed 22 July 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in Hungary in 2026?

What is an EOR in Hungary?

An Employer of Record (EOR) in Hungary legally employs your people through its own Hungarian entity or a vetted local partner, so you can hire compliantly before you set up a Korlatolt Felelossegu Tarsasag (Kft.) of your own. The EOR issues a Hungarian-law employment contract under Act I of 2012 on the Labour Code (Munka Torvenykonyve), runs payroll, remits personal income tax and employer social contribution tax (approximately 13% of gross salary), and carries the employer obligations while you direct the work.

Hungary adds statutory layers most EOR contracts do not anticipate. Once a company reaches 50 employees it must establish an uzemi tanacs (works council) with rights to consultation on employment matters. Terminations require just cause after the probation period, with a minimum notice starting at 30 days and increasing with service length, and severance rights begin after three years. Ask any EOR whether real HR and legal experts with Hungarian employment-law credentials handle those moments, or whether the question goes to a generalist ticket queue.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on six Hungary-focused axes. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same axes as the rest.

Pricing transparency: Whether the all-in cost of a Hungarian hire (the fee, the deposit, onboarding, and offboarding or termination) is stated up front and predictable. Scored on clarity, not on price level: a flat published fee you can read beats a lower base with unstated setup, notice and exit terms. The FX rate on HUF salary conversions is one clause of that test, not the whole frame.
Hungarian coverage and compliance: Depth and legal robustness of in-country coverage for Hungary: the owned-entity versus partner structure behind the Hungarian hire, how works council (uzemi tanacs) obligations, Labour Code (Act I of 2012) terminations, notice and severance, and employer social contribution tax are handled, and how fast a real Hungarian employment-law expert responds at the hard moments.
Platform and self-serve: Product surface, self-serve flows, integration and API depth, and speed to first Hungarian payroll for teams running Hungarian hiring themselves.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications a Hungarian procurement or security review asks to see, checked against each provider on 22 July 2026.
Service model and employment intelligence: Ongoing human employment expertise plus AI assistance across the lifecycle (for Teamed, the Ted layer): whether real HR and legal experts with Hungarian credentials own the hard moments directly, and how well the system flags Labour Code changes and the crossover point before they reach you.
Path to your own entity: Whether the provider moves you from contractor to EOR to your own Korlatolt Felelossegu Tarsasag (Kft.) on one system, flags the crossover point, and can set up the entity through a service like Global Entity & Employment Operations (GEMO).

How we gathered evidence

The six axes are pricing transparency, Hungarian coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own Kft. Competitor pricing came from each provider's own pricing page, verified 17 June 2026 and re-checked 22 July 2026. Where a provider does not publish pricing (G-P is quote-only; Rippling lists a figure only on its blog), we say so. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Hungarian statutory compliance facts reference njt.hu (National Legal Register of Hungary) and the Hungarian National Tax and Customs Administration (nav.gov.hu). Teamed's claims come from teamed.global.

Considered & excluded

We scored the eight providers a rapidly growing company hiring its first employee in Hungary would realistically evaluate.

Payoneer Workforce Management (formerly Skuad), Atlas: Capable but with a thinner public track record than the eight scored.
RemoFirst, Native Teams: Micro-business or lowest-price positioning, a different buyer than this list.

How they score, criterion by criterion

There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Pricing transparency	Hungarian coverage and compliance	Platform and self-serve	Security and certifications	Service model and employment intelligence	Path to your own entity
Teamed(us)	Leads	Leads			Leads	Leads
Deel			Leads	Leads
Remote
Oyster
Rippling
Papaya Global
G-P (Globalization Partners)
Pebl (formerly Velocity Global)

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: rapidly growing companies hiring in Hungary that want real HR and legal experts on call for Labour Code and works council moments, FX absorbed at zero markup, and one partner from first Hungarian contractor to their own Kft.

Teamed leads on the service model and employment intelligence. It owns a Hungarian entity and employs your Hungarian staff directly through it, backs it with DLA Piper as global counsel, and real HR and legal experts handle the hard moments: a works council (uzemi tanacs) consultation, a Labour Code-governed dismissal that needs just cause, a severance calculation after years of service. The Ted layer flags Labour Code changes and the crossover point early, and expert access is standard on every plan, with no AI bot wall and no Enterprise tier to unlock it.

The pricing wedge is transparency. Teamed shows the applied FX rate on your Hungarian HUF salary conversions next to the mid-market reference and absorbs it at zero markup on the fee. With Hungarian salaries denominated in HUF, an undisclosed FX spread is real money on every payroll run. Teamed also models the month your own Kft. starts to beat EOR on cost, a question that comes up fast once you pass a handful of employees in Hungary.

Teamed isn't trying to be your HRIS. It connects to the tech you already run and moves you from the first Hungarian contractor to EOR to your own entity on one system with no re-onboarding. Global Entity & Employment Operations (GEMO) sets up and runs your own entity in 100+ countries, so the lifecycle advice is built in from day one.

Countries: 187+ countries covered through owned entities plus vetted partners (owns its own legal entities in 57 countries including Hungary)
Entity model: Owns a Hungarian entity and employs your Hungarian staff directly through it; 57 owned entities worldwide plus vetted partners
Onboarding: As little as 24 to 48 hours
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-07-22
G2: 4.8/5

Strengths

Owns a Hungarian entity and backs it with DLA Piper as global counsel. Real HR and legal experts handle works council consultations, Labour Code terminations and notice calculations directly, with the Ted layer flagging law changes early. Expert access is standard on every plan, not gated behind a higher tier.
Zero FX markup on the fee. The applied HUF conversion rate sits next to the mid-market reference on every invoice. Teamed also models the month your own Kft. beats EOR and flags it proactively.
A real escalation contact who knows your Hungarian account, rated 4.8 on G2 for service. No AI bot wall when a Labour Code question lands at short notice.
One system from first Hungarian contractor to EOR to your own Kft., via Global Entity & Employment Operations (GEMO) across 100+ countries. No re-onboarding at any stage of the lifecycle.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first, so it concedes the platform column here.
ISO 27001 and SOC 2 aligned with accreditation in progress, so the badge isn't in hand yet, and the brand and review base are smaller than Deel or G-P. Several rivals on this list hold current certifications. If your Hungarian procurement or security review needs the certificate issued today, or wants the market-leading name, ask each provider for current reports and dates.
The advisory model earns its weight with multiple Hungarian hires or a growing headcount. A single experimental hire with no plans to scale may suit a lighter self-serve platform better.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest EOR platform and the deepest integration catalogue for their Hungary hire, and can manage compliance questions through the platform rather than via a dedicated expert.

Deel is the largest EOR platform in the category and covers Hungary within its 150-plus country reach. Its platform leads this rubric alongside Rippling: one of the broadest native integration catalogues in the category, polished self-serve flows and tooling that suits teams running Hungarian hiring without a dedicated HR manager.

The compliance gap in Hungary is advisory depth. Deel does not publish a specific FX rate or spread, so the salary-conversion cost on HUF-billed salaries is not visible as a line on the invoice. Deel does not publish which plan includes its dedicated Slack or Teams support channel, so a real person may not be the default response to a works council question or a Labour Code termination unless you confirm what your plan includes.

For a team that wants platform depth and in-platform automation, and can manage Hungarian compliance edge cases through documentation, Deel is a strong choice. It carries a mature help centre and in-app guidance that many teams find enough for a standard Hungarian hire, provided you have confirmed the support tier your rate includes and who answers a works council or notice-period question. Model the HUF conversion cost on your real Hungarian salary before comparing with the flat-fee providers, since industry analysis puts undisclosed EOR FX at roughly 1.5 to 3% of salary, which is material on Hungarian payroll volumes.

Countries: 150-plus via owned entities and local partners
Entity model: Mix of owned entities and vetted partners; Hungary covered
Onboarding: Days, self-serve
Contractors: Yes
Pricing: From $599 per employee per month, a starting rate · verified 2026-07-22
G2: 4.8/5

Strengths

One of the broadest EOR platforms in the category, with a large native integration catalogue and polished self-serve flows. Co-leads the platform column on this rubric alongside Rippling.
The largest brand and review base in the category, with in-platform AI and automation across onboarding and payroll. A procurement team that wants the market-leading name will recognise it immediately.
Fast self-serve onboarding into Hungary and most other markets, with a mature contractor-management product alongside EOR.
Holds ISO 27001 and SOC 2 Type II certifications today, near the top of the security column, which clears a procurement security gate without a follow-up question.

Watch-outs

Does not publish a specific FX rate or spread. The HUF salary-conversion cost is not visible as a line on the invoice. Industry analysis puts undisclosed EOR FX at roughly 1.5 to 3% of salary.
Deel does not publish which plan includes its dedicated Slack or Teams support channel. Without a dedicated channel, a works council question or Labour Code termination goes to a shared support queue.
Advisory depth on Hungarian employment-law edge cases is lighter than the specialist providers, which matters in a jurisdiction where Labour Code notice and severance rules require close calculation.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, a 100%-owned EOR entity network and a disclosed FX rate they can budget, with annual billing acceptable.

Remote markets a 100%-owned EOR entity network across its 90+ EOR countries, which means a Hungarian hire is employed by a Remote entity rather than routed through a partner. Its platform is polished and self-serve, with a strong benefits and IP product. Owned-entity compliance is a genuine differentiator in Hungary, where accountability on a works council question or a Labour Code termination matters.

On FX, Remote is more transparent than Deel. The disclosed Remote FX rate is a variable spread above mid-market shown on the monthly invoice breakdown in-platform, not a zero-markup or itemised mid-market line, and no percentage is published. The $599 headline needs annual billing; the month-to-month rate is $699.

The fit is a team that wants to run Hungarian hiring as a product. Benefits administration and IP protection are mature in-product, and the self-serve flows hold up as headcount scales. Model the variable FX spread on your real Hungarian salary before comparing with the flat-fee providers.

Countries: 190+ locations, 90+ via owned EOR entities
Entity model: Markets a 100%-owned EOR entity network across its 90+ EOR countries; Hungary covered
Onboarding: Days to a few weeks, with an assigned implementation manager
Contractors: Yes, tiered, with indemnity options
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-07-22
G2: 4.6/5 (591)

Strengths

Markets a 100%-owned EOR entity network, so a Hungarian hire is employed by a Remote entity rather than a partner, which matters for accountability on Labour Code edge cases.
A polished self-serve platform with strong benefits administration and IP-protection tooling. It holds current ISO 27001 and SOC 2 certifications, so it sits at the top of the security column.
Pricing is published: $599 on annual billing, $699 month to month. You can budget it without a sales call.
Discloses its FX approach. The Remote FX rate is visible on the invoice breakdown in-platform each month, though it is a blended rate, not zero markup.

Watch-outs

The $599 rate needs annual billing. Month to month is $699, so the real comparable price depends on the commitment you can make.
The disclosed Remote FX rate is a variable spread above mid-market shown after the fact on the invoice, not a zero-markup or itemised mid-market line.
The model is product-led rather than advisory. A team that wants a real Hungarian employment-law expert on call when a works council question lands may find the self-serve flows are the primary support channel.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding into Hungary and a dedicated Hiring Success Manager, with published pricing they can budget from day one.

Oyster is the automation-first choice for getting a Hungarian hire done quickly. Onboarding is fast and clean, a dedicated Hiring Success Manager is consistently praised in reviews, and a published 24-hour response and sub-72-hour resolution SLA gives new EOR buyers a clear support commitment. The product is built so a small team can run a Hungarian hire without a payroll specialist in-house, among the quickest routes to a first Hungarian payroll on this list.

Oyster discloses a hybrid entity model but does not publish whether Hungary is specifically owned-entity or partner-served. That is worth pinning down when a works council consultation or a Labour Code termination comes into play. White-glove HR advisory is billed separately at $300 per hour, so deep Hungarian employment-law work is not all included in the subscription.

Pricing is predictable: the published $699 per-employee headline means the first Hungarian hire costs what the tenth does, with setup, onboarding, HR-expert access and termination processing stated as included. B-Corp certification carries weight with procurement teams that screen on values. Against the specialist providers, you trade advisory depth for speed, published pricing and a strong customer-success relationship.

Countries: 120+ for EOR, 180+ all products
Entity model: Hybrid: owns or partners with local entities; owned-vs-partner split for Hungary not published
Onboarding: Fast, automated; a few weeks with a Hiring Success Manager
Contractors: Yes
Pricing: $699 / employee / month (annual discounts noted, not published) · verified 2026-07-22
G2: 4.4/5 (1447)

Strengths

A strong, consistently praised Hiring Success Manager and clean automated onboarding, with a published 24-hour response and sub-72-hour resolution SLA. Among the fastest routes to a first Hungarian payroll here.
Certified B-Corp with a published flat $699 headline and free essentials (setup, onboarding, HR-expert access, termination processing). Procurement teams that screen on values get a straightforward yes.
Automation that keeps pace when a fast-growing team adds Hungarian hires quickly, with one of the biggest G2 review bases in the category at roughly 1,447 reviews.
Holds SOC 2 Type II and GDPR compliance, a mature security posture, though its ISO 27001 status is less clearly published, which clears most Hungarian procurement gates.

Watch-outs

Oyster does not publish whether Hungary is owned-entity or partner-served. For a works council question or a Labour Code termination, ask clearly where accountability sits.
Lighter lifecycle tooling, with no productised path from EOR to your own Kft. as Hungarian headcount builds. EOR is positioned as the alternative to an entity, not a step toward one.
White-glove Hungarian HR advisory is billed separately at $300 per hour. A complex Labour Code edge case can land on a meter rather than inside the subscription.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform, where Hungary EOR is part of a broader system migration rather than a standalone hiring decision.

Rippling is the alternative if you want to run HR, IT and payroll on one platform. It carries 600+ integrations and a unified employee record across people, devices and access. New Hungarian hires slot into the same workflow as every other employee in your company, which is the consolidation argument.

EOR is the newer part of Rippling's product, covering 80 countries via a hybrid of owned subsidiaries and partners, narrower than the dedicated EOR providers. Hungary is available, but Rippling does not publish EOR pricing on its primary pages: a $499 starting figure appears only on Rippling-owned blogs, and a base HR-platform fee sits on top. Advisory depth on Hungarian Labour Code edge cases is lighter than the specialist providers.

For a team with a Hungary hire and no broader consolidation plans, a dedicated EOR is usually a cleaner fit. Get the all-in monthly number in writing: platform base plus EOR fee. If you are standardising your whole people stack on one tool, the consolidation argument is real.

Countries: 80 for EOR via owned subsidiaries and partners
Entity model: Hybrid mix of Rippling-owned subsidiaries and partners; the split is not published
Onboarding: Fast, self-serve
Contractors: Yes
Pricing: Not published on primary pages; ~$499 on its own blog, plus an HR-platform base fee · verified 2026-07-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform here. Rippling carries 600+ integrations. It co-leads the platform column on this rubric alongside Deel.
New Hungarian hire setup, payroll and access provisioning live in one workflow with every other employee, with automation across the employee record. Device and app provisioning is built in.
Holds SOC 1 Type II, SOC 2 Type II and ISO 27001, a deeper security certification stack than most EOR-only providers.
Fast, polished self-serve experience if you are standardising your whole people stack. Hungarian hires are not a special case in the product.

Watch-outs

EOR is less mature than the core Rippling product, covering 80 countries via a hybrid of owned subsidiaries and partners, materially lower than the dedicated EOR providers. Does not publish EOR pricing on primary pages; the $499 figure lives only on Rippling-owned blogs, and a base HR-platform fee sits on top.
Built to replace your HR stack, which is more than a focused Hungarian hire needs. Advisory depth on Hungarian Labour Code and works council matters is lighter than the specialist providers.
A reported undisclosed security deposit and higher combined costs once the platform base fee is added mean the real monthly number can land above the $499 blog figure.

Source: rippling.com/eor

Papaya Global

Best for: enterprises running multi-country payroll at scale, where Hungary is one of many markets and finance-grade payroll consolidation across 130+ currencies matters more than advisory depth.

Papaya Global is the payroll-at-scale choice for enterprises managing Hungary alongside many other markets. Its platform is payments infrastructure as much as HR software: 180+ countries of reach, 130+ payment currencies, and a strong data backbone for finance teams consolidating multi-country payroll in one reporting layer.

EOR starts from $499 per employee per month on Papaya's own pricing page, but it is built for Fortune-500-scale buyers. Most of its EOR footprint is partner-delivered: it owns full EOR entities in only 40 countries against its 180+ reach. Confirm whether Hungary is one of the owned 40 before you proceed. Its FX rate adds an undisclosed processing fee with country-variable margins supplied via your account manager, and payment wallets must be pre-funded with a buffer.

For a finance team consolidating payroll across many countries, the backbone is the draw: one reporting layer, 130+ payment currencies and audit-ready filings. Price the full stack before comparing with the flat-fee providers, because the conversion margin is not published. Against Deel you trade self-serve simplicity for finance-grade payroll consolidation.

Countries: 180+ reach, owned full EOR entities in 40
Entity model: Hybrid; 40 owned EOR entities, the majority of the footprint partner-delivered
Onboarding: Weeks, enterprise-paced
Contractors: Yes
Pricing: From $499 / employee / month (EOR); FX processing fee not published · verified 2026-07-22
G2: 4.5/5 (55)

Strengths

A strong enterprise payroll and data backbone across 180+ countries and 130+ payment currencies. Few providers consolidate multi-country payroll data at this scale.
Mature automation and reporting for finance teams running complex multi-country payroll including Hungary. Month-end consolidation and reconciliation are where it wins time back.
Holds ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II, a deep certification stack near the top of the security column for an enterprise procurement gate.
A broad connector catalogue (Workday, SAP SuccessFactors, Oracle HCM, NetSuite) and a self-serve integration layer so it slots into an enterprise stack.

Watch-outs

Most of its EOR footprint is partner-delivered: it owns full EOR entities in only 40 of its 180+ countries. Confirm whether Hungary is one of the owned 40.
The FX rate adds an undisclosed processing fee with country-variable margins, and payment wallets must be pre-funded with a buffer.
Built for Fortune-500 scale rather than smaller fast-growing teams. The product complexity is the price of the data depth.

Source: papayaglobal.com/pricing

G-P (Globalization Partners)

Best for: large enterprises where owned-entity-led breadth across Hungary and beyond, a deep certification stack and analyst recognition matter more than published pricing or speed.

G-P runs over 100 legal entities of its own (its active owned entities number closer to 125) plus a 200+ partner network across 180+ countries, one of the widest footprints in the category, which is why it contests the Hungarian coverage column. That breadth is genuine, with a long enterprise track record. For a large enterprise running operations across Hungary and many other markets where governance and audit are the primary bar, G-P clears it as completely as any provider here.

For a rapidly growing company, it is usually heavyweight. G-P does not publish EOR pricing: it is quote-only, gated behind a demo. Base-tier support runs through the G-P Assist AI assistant, while a dedicated success manager and direct access to G-P HR and legal teams are reserved for the higher EOR Prime tier. A works council consultation deadline is not the moment to discover that human Hungarian employment-law access is a paid upgrade.

The case for G-P is governance at scale: a deep certification stack, a large in-country legal team and the procurement posture large organisations require. Procurement, security and legal reviews tend to pass it quickly, because it is built to be reviewed. Against Deel you trade published pricing and speed for enterprise breadth and analyst recognition.

Countries: 180+ via 100+ owned entities plus 200+ partners
Entity model: Owned-entity-led (100+ entities, closer to 125 active) plus a 200+ partner network; per-country owned-vs-partner split not published
Onboarding: Enterprise governance, AI-led base support
Contractors: Yes, self-serve contractor product at $39/contractor/month
Pricing: Not published; quote-only, gated behind a demo · verified 2026-07-22
G2: 4.4/5 (1028)

Strengths

Over 100 legal entities of its own plus a 200+ partner network across 180+ countries. One of the widest footprints in the category and the reason it anchors enterprise shortlists and contests the coverage column.
Deep enterprise governance and a long track record with large, complex global teams.
A deep certification stack: ISO 27001, 27017, 27018 and 42001 plus SOC 2 Type II, on a self-serve trust portal, near the top of the security column.
A G2 base of roughly 1,028 reviews at 4.4 gives the enterprise track record third-party weight, not just reference calls.

Watch-outs

Publishes no EOR pricing. Quote-only and gated behind a demo, so a like-for-like Hungarian comparison takes a sales cycle to pin down.
Base support is the G-P Assist AI assistant. A dedicated success manager and direct HR and legal team access are gated to the higher EOR Prime tier.
Enterprise focus, enterprise-paced onboarding and a quote-led model make it a poor fit for a rapidly growing company that needs to move fast in Hungary.

Source: globalization-partners.com

Pebl (formerly Velocity Global)

Best for: companies with broad international reach that includes Hungary, and who want a simple flat headline and an AI-first support model.

Velocity Global rebranded to Pebl in September 2025 and is repositioning as an AI-first global hiring platform. It brings broad reach across 185+ countries with roughly 65 owned entities backing its EOR footprint. For companies with complex international hiring needs that include Hungary, the coverage and compliance posture are genuine credentials.

The published headline is a flat $399 USD per employee per month. It does not publish an FX rate or spread anywhere on its own pages, so model the HUF-to-billing-currency conversion on your real Hungarian salary before you compare. Buyers and reviewers report an undisclosed FX spread and a refundable security deposit not shown on the public pages, though neither is confirmed on company pages, so we frame those as buyer reports.

Day-to-day support is AI-first via the Alfie assistant, which routes to a human specialist when needed, backed by 200+ in-country experts. Customer experience is still settling after the September 2025 rebrand to Pebl. For a team hiring in Hungary without complex cross-border needs, a specialist advisory provider gives a more direct line to Hungarian employment-law depth.

Countries: 185+ reach, roughly 65 via owned entities
Entity model: Roughly 65 owned entities plus an in-country partner network; ask whether Hungary is owned or partner-served
Onboarding: Days to a few weeks, AI-led
Contractors: Yes, 180+ countries (no price published)
Pricing: $399 USD / employee / month, flat (FX terms not published) · verified 2026-07-22
G2: 4.6/5

Strengths

Broad reach across 185+ countries with roughly 65 owned entities. A simple flat headline of $399 per employee per month, easy to compare at a glance before you model the all-in cost.
A deep platform and integration ecosystem with a centralised Global Work Platform and a broad published integration catalogue across HRIS and finance.
Enterprise-grade compliance: ISO 27001:2022, SOC 2 Type II and GDPR, near the top of the security column, plus an in-house legal team backed by Baker McKenzie.
An AI-first hybrid support model (the Alfie assistant routing to human specialists) backed by 200+ in-country experts.

Watch-outs

Publishes no FX terms and no contractor price. Model the HUF-to-billing-currency conversion on your real Hungarian salary before committing.
Most of its reach is partner-served: roughly 65 owned entities against 185+ countries. Ask whether Hungary is owned or partner-served.
Day-to-day support is AI-first through the Alfie assistant, and customer experience is still settling after the September 2025 rebrand to Pebl.

Source: hellopebl.com/eor-pricing

Why the shortlist matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
Works council (uzemi tanacs) exposure	Ask whether the provider has real HR and legal experts with Hungarian Labour Code credentials or routes works council questions to a generalist ticket queue.	A contested works council consultation can delay employment changes. Know who handles it and whether that access is gated behind a higher support tier before you sign.	You want a direct line to a real Hungarian employment-law expert when a works council deadline is 48 hours away. No AI bot wall.	An owned Hungarian entity means one data-processing chain; a partner adds a sub-processor that needs its own review.
FX on Hungarian salaries	Ask for the FX policy in writing. Hungarian salaries in HUF billed from a non-HUF currency make the spread material on every payroll run.	On a HUF 15,000,000 annual gross salary (approximately EUR 38,000), a 2% undisclosed FX spread is roughly EUR 760 per year per employee. At five employees that is EUR 3,800 of invisible cost per year.	An itemised FX line avoids salary-reconciliation surprises at Hungarian year-end.	A timestamped rate against a public reference is an auditable record under Hungarian bookkeeping requirements.
Path to your own Kft.	Ask when EOR stops being the right model. The crossover in Hungary is roughly 8 to 12 full-time employees, at which point a Kft. often saves more than EOR costs, particularly given Hungary's 9% corporate income tax.	An EOR that models the crossover and helps you set up the Kft. keeps you from overpaying EOR fees past the breakeven month.	A managed transition via Global Entity & Employment Operations (GEMO) avoids re-onboarding employees onto a new contract at entity setup.	Your own Kft. gives you full control over data residency and employment contracts in Hungary.

Decision checklist

Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term, no-exit, termination or admin fees. Teamed takes a one-month refundable deposit, charges no onboarding or offboarding fees (an early-exit fee may apply if you leave within 3 months, set out in your contract), and sets the costs out up front.
Choose on the service model and employment intelligence if ongoing human expertise matters more than platform breadth or price. Teamed leads this column: direct access to real HR and legal experts with Hungarian Labour Code credentials, backed by DLA Piper as global counsel, with the Ted layer flagging Labour Code changes and the crossover point early. Teamed is rated 4.8 on G2.
Choose on pricing transparency if a salary invoice you can read matters. Teamed and Remote lead here with published, itemised terms; Teamed absorbs FX at zero markup against the mid-market reference, while Remote discloses a variable spread. Deel publishes a starting rate but not its FX terms, and the quote-led providers (G-P, Papaya, Rippling, Pebl) sit lower.
Choose on Hungarian coverage and compliance if works council and Labour Code depth is the priority. Teamed contests this column with G-P: Teamed through its own Hungarian entity plus real Hungarian employment-law experts and DLA Piper as global counsel, G-P through the widest owned-entity-led footprint in the category. Remote also markets a 100%-owned EOR entity network.
Choose on the path to your own Kft. if you plan to set up your own entity. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) running your own entity across 100+ countries with no re-onboarding.
Choose on security and certifications if your procurement review needs ISO 27001 or SOC 2 in hand today. Deel, Remote, Rippling, G-P, Papaya and Pebl hold current certifications. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so it concedes this column for now.
Choose Deel if platform breadth, a large native integration catalogue and the biggest brand matter most for your Hungarian hire.
Choose Remote for a polished self-serve product with a 100%-owned EOR entity network in its core EOR countries. Remote shows the applied FX rate on the invoice each month. The $599 rate needs annual billing.
Choose Oyster if fast, automated onboarding and a dedicated Hiring Success Manager matter more than Hungarian employment-law advisory depth.
Choose Rippling if you want HR, IT and payroll on one platform for Hungary and every other market you operate in.
Choose Papaya Global if enterprise payroll automation across Hungary and many other markets is the priority and a partner-delivered hire is acceptable.
Choose G-P if you are a large enterprise where owned-entity-led breadth, certifications and analyst recognition matter more than published pricing or speed.
Choose Pebl (formerly Velocity Global) for broad reach and a low flat headline, if an AI-first support model suits you and you have modelled the full HUF conversion cost.
Ask every provider one question before you sign: do real HR and legal experts handle a works council question or a Labour Code termination, or does it go to a generalist ticket queue?

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Honest take

When another provider here is the better choice.

Choose Deel if platform breadth, the deepest integration catalogue and the largest brand outweigh seeing the FX on your Hungarian salary invoice.
Choose Remote for a polished self-serve product and a 100%-owned EOR entity network. It shows the applied FX rate on each invoice, and the $599 rate needs annual billing.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform across Hungary and every other market.
Choose G-P or Papaya Global if you are an enterprise where owned-entity-led breadth or payroll-at-scale matters more than speed or advisory agility.
Choose Oyster or Pebl (formerly Velocity Global) if fast onboarding or broad reach is the deciding factor and you have confirmed the pricing and FX terms.
Choose a certified provider such as Deel, Remote, Rippling, G-P, Papaya or Pebl if your procurement review needs ISO 27001 or SOC 2 in hand today.

Teamed leads the service model and employment intelligence and the path to your own Kft., and contests Hungarian coverage and pricing transparency. It concedes the platform column to Deel and Rippling and security to the certified providers. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.

Frequently asked questions

Which EOR is best for hiring in Hungary in 2026?
It depends on your priority. Teamed leads on the service model and employment intelligence, with real HR and legal experts handling works council consultations and Labour Code terminations directly on every plan, its own Hungarian entity, and the Ted layer flagging law changes early. It also leads on the path to your own Kft. It contests pricing transparency with Remote (FX absorbed at zero markup, shown against mid-market) and Hungarian coverage with G-P, which runs the widest owned-entity-led footprint in the category. Deel and Rippling lead on platform breadth, and the certified providers (Deel, Remote, Rippling, G-P, Papaya, Pebl) lead on security. The most useful question: can you reach a real HR or legal expert with Hungarian employment-law depth when you need one, and can you see the FX on your Hungarian salary invoice?
What are Hungarian employer social contributions an EOR will pass through?
Hungarian employer social contribution tax (szocialis hozzajarulasi ado) is set at approximately 13% of gross salary. This is the main employer-side cost beyond salary. Personal income tax is a flat 15%, paid by the employee. Employee-side contributions cover pension and health insurance at a combined 18.5%. All EOR providers pass employer social contributions through at cost. They are statutory obligations that land on every Hungarian hire regardless of which EOR you use. Compare providers on the platform fee and FX transparency, not on statutory contributions.
Does my EOR need to own a Hungarian entity, or is a partner acceptable?
Both models work compliantly, but they carry different accountability structures. An owned Hungarian entity means one employer in the chain for the contract, payroll, social contributions and works council matters. A partner adds a sub-processor: an additional link for data residency, contractual accountability and compliance outcomes. The key question is whether the EOR provider takes full accountability for compliance outcomes or passes the risk through to you. Ask each provider directly whether Hungary is owned or partner-served, and ask where accountability sits if a works council question or a Labour Code termination goes wrong.
When does it make sense to set up my own Kft. instead of using an EOR in Hungary?
The crossover point is typically around 8 to 12 full-time employees in Hungary, where the fixed cost of running a Kft. (registered address, bookkeeping, annual filings) becomes lower than the cumulative EOR per-seat fee. Hungary's 9% corporate income tax, the lowest in the EU, makes the economics attractive once you have scale. The calculation depends on your salary levels, your EOR fee and whether you need a local trading presence or bank account. Teamed models this crossover explicitly and flags the month your own Kft. beats EOR, which is something no other provider here does proactively as a standard service. Global Entity & Employment Operations (GEMO) sets up and runs your own entity in Hungary and 100+ countries on the same system with no re-onboarding of existing EOR employees.
How does a works council (uzemi tanacs) affect my EOR arrangement in Hungary?
Under Act I of 2012 on the Labour Code, a works council (uzemi tanacs) must be established at any employer with 50 or more employees. It has rights to information and consultation on employment matters. For an EOR arrangement, the works council relates to the EOR as the legal employer. Your EOR provider needs real HR and legal experts with Hungarian Labour Code credentials to navigate this correctly. Ask whether those experts are in-house and accessible directly, or whether the question goes to a generalist queue.
How current is this comparison, and how was it scored?
Competitor pricing was verified 17 June 2026 against each provider's own pricing page and re-checked 22 July 2026, with G2 ratings from g2.com. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Hungarian statutory facts reference njt.hu (National Legal Register of Hungary) and the Hungarian National Tax and Customs Administration (nav.gov.hu), verified 22 June 2026. Each of the eight providers is scored 1 to 5 on six Hungary-focused axes with no weighted total and no overall winner. We review the page quarterly and re-verify pricing monthly.

Common questions

Which EOR provider handles Hungarian works council (uzemi tanacs) requirements best?
Teamed leads on Hungarian works council requirements: it owns a Hungarian entity, backs it with DLA Piper as global counsel, and real HR and legal experts handle consultation questions and Labour Code terminations directly on every plan, with the Ted layer flagging law changes early. Remote markets a 100%-owned EOR entity network. G-P runs an owned-entity-led footprint with enterprise governance. Oyster, Papaya, Rippling and Deel are lighter on Hungarian employment-law advisory depth.
What is the real cost of hiring in Hungary through an EOR?
Three layers. First, the headline EOR fee: published rates run roughly $399 to $699 per employee per month, with G-P quote-only. Second, Hungarian employer social contribution tax at approximately 13% of gross salary, passed at cost by all providers. Third, FX on the HUF conversion for providers that do not disclose their rate, an estimated 1.5 to 3% of salary. Teamed absorbs FX at zero markup and shows the rate against mid-market.

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