Pay transparency rules in Hungary
No. Hungary missed the deadline and no draft bill has been published. Until it legislates the national thresholds, cadence and penalties are unfixed, so the figures below are the Directive's own defaults.
Hungary has not published a draft law
What happened
Hungary missed the EU deadline of 7 June 2026. It has not published a draft law or a plan for one.
What it means for you
Nothing new applies to you in Hungary yet. We will update this page as soon as a draft appears.
Dates to know
- 7 June 2027The EU date for the first pay-gap reports from employers with 150 or more staff. Hungary has not set its own date yet.
Source: CMS Hungary. We check this page every week. Last checked .
The EU Pay Transparency Directive (Directive (EU) 2023/970) is an EU-wide law designed to close the gender pay gap by making pay more open. It gives job applicants the right to know the pay or pay range before interview, bans employers from asking about pay history, lets employees ask for their own pay and the average pay of others doing equal work broken down by sex, and makes larger employers report their gender pay gap. Where an unjustified gap of at least 5% shows up, the employer must run a joint pay assessment with worker representatives.
Every EU country had to write these rules into its own national law by 7 June 2026. Hungary has not yet done so: there is no Hungarian transposing law and no published draft, so the Directive's standards apply as the template Hungary's future legislation is expected to follow.
Where Hungary stands right now
Hungary has not transposed the Directive and has no published draft, so nothing is legally in force yet.
As of 21 September 2026, Hungary has not passed a national law to implement the EU Pay Transparency Directive, and no draft bill or Labour Code amendment has been made public. The EU deadline was 7 June 2026, which Hungary has missed. Hungarian and international law firms describe the position as a pre-draft consultation stage: professional consultations are reportedly under way, but the detailed national rules, including the reporting threshold, reporting frequency, supervisory bodies and penalty levels, are not yet known. Because no Hungarian instrument exists, the requirements below are the EU Directive's own standards. They are the template Hungary's eventual law must meet, but the exact national wording, thresholds and sanctions could differ once a bill is published and adopted.
What changes for an employer once Hungary legislates
More open pay: ranges shared before interview, no salary-history questions, employee pay-information rights, and gender pay-gap reporting for larger employers.
When Hungary transposes the Directive, employers will need to: publish a pay level or pay range for a role before the interview, either in the job advert or beforehand; stop asking candidates about their current or previous pay; respond to employee requests for their own pay level and the average pay of colleagues doing the same job or work of equal value, broken down by sex; and, for larger employers, report their gender pay gap to the authorities. Pay structures must be based on objective, gender-neutral criteria. In practice this means reviewing job grading, documenting how pay is set, and building a process to answer pay-information requests, typically within two months of a request under the Directive.
Pay-gap reporting and the joint pay assessment
The Directive requires gap reporting for employers with 100+ staff, with the first reports in 2027, and a joint pay assessment where an unjustified gap of 5% or more appears.
Under the Directive, employers with 250 or more employees report their gender pay gap annually; those with 150-249 and 100-149 employees report every three years. The first reports are due by 7 June 2027 for employers with 150 or more staff, and by 7 June 2031 for those with 100-149. Employers under 100 have no reporting duty under the Directive, though Hungary could set a lower threshold. If a report shows a gender pay gap of at least 5% in a category of workers that cannot be justified on objective, gender-neutral grounds and is not fixed within six months, the employer must carry out a joint pay assessment together with worker representatives. All of these figures are the Directive's defaults; Hungary's final numbers are not yet confirmed.
Hiring in Hungary?
What Teamed handles for you in Hungary
Teamed is the legal employer of your Hungarian team, so Hungary's pay-transparency duties are ours to carry from the day they take effect.
These sit with us
- Pay range given to candidates before interview
- Salary-history questions kept out of hiring
- Pay-information requests answered within two months
- Gender pay-gap reporting at the Directive's thresholds
- Joint pay assessment on an unjustified 5% gap
You keep
The role, the budget and the pay decision. Your people still report to you.
Nothing binds in Hungary yet. Hungary and Luxembourg are the only member states with no draft or concept published. We watch the Labour Code.
At a glance
| Pay shown in job ads | Proposed |
|---|---|
| Salary-history question banned | Proposed |
| Gender pay-gap reporting from | 100 or more (proposed) |
| First report due | Not yet set |
| Penalties | Not yet set |
Key figures
| Detail | Value |
|---|---|
| Transposition status | Not transposed; no draft or published concept (source) |
| EU transposition deadline | 7 June 2026 (missed by Hungary) (source) |
| National instrument | None enacted; Labour Code (Mt.) amendment expected (source) |
| Reporting threshold (Directive) | Employers with 100+ employees (source) |
| First report due (Directive) | By 7 June 2027 for 150+ employees; 7 June 2031 for 100-149 (source) |
| Joint pay assessment trigger (Directive) | Unjustified gender pay gap of at least 5% not corrected within 6 months (source) |
| Penalties under Hungarian law | Not yet defined (no national law) (source) |
Frequently asked questions
Is the EU Pay Transparency Directive in force in Hungary?
No. As of 21 September 2026, Hungary has not passed a national law to implement the Directive and no draft bill has been published. Hungary missed the EU's 7 June 2026 transposition deadline.
Do I have to put salary ranges in Hungarian job ads now?
Not yet as a Hungarian legal requirement, because no national law is in force. The Directive requires a pay level or range to be shared before interview, so this is coming, but it is not enforceable in Hungary until Hungary legislates.
When will gender pay-gap reporting start in Hungary?
The Directive sets the first reports for employers with 150 or more staff at 7 June 2027, and 7 June 2031 for 100-149. Hungary has not yet confirmed its own thresholds or dates, so treat these as the EU defaults pending national law.
What are the penalties for non-compliance in Hungary?
Unknown. The Directive requires effective, proportionate and dissuasive penalties, but the actual fines and sanctions will only be set when Hungary adopts its transposing legislation. None are defined yet.
If I hire in Hungary through an Employer of Record, who is responsible?
Teamed, as the legal employer of record, will carry the statutory pay-transparency duties once Hungary's law is in force. The client supplies the pay range and its objective basis; Teamed handles compliant adverts, the hiring process and any required reporting.
Pay transparency is moving at different speeds across the EU. When Teamed is your legal employer in Hungary, these duties sit with us: compliant pay ranges, the salary-history rule, employee pay-information requests, and reporting where it applies. We track the law as it changes so your hiring stays compliant.
