Balogh, Katalin

Women who take maternity leave face many difficulties when they try to return to the labour market after their child is born. Providing good quality state-run childcare facilities and a basic education system could help women deal with the challenge of simultaneous child-rearing and work by making part-time employment and other atypical forms of work possible.

Training at the workplace is of paramount importance, in terms of enhancing economic growth, promoting adjustment to labour market demands, dealing with unemployment and ensuring social security. The primary aim of the study, prepared in 2006 and reflecting the situation in 2005, was to gain a thorough and better understanding of the investment in human resources by enterprises employing more than 10 workers.

In 2008, the National Health Insurance Fund (Országos Egészségbiztosítási Pénztár, OEP [1]) recorded a positive budget balance in its funds. The accumulation in OEP savings is linked to the fact that employees often choose not to see a doctor due to fears that they may lose their job if they are sick. However, the reverse can also be true: in order to avoid problems at work, employees may opt for sick leave. It has also been observed that in cases of company bankruptcy, employers may encourage their employees to resort to sick leave. [1] http://www.oep.hu

As part of the Labour Force Survey, the Hungarian Central Statistical Office (Központi Statisztikai Hivatal, KSH [1]) conducted a supplementary survey in the first quarter of 2008 to explore employees’ commuting patterns. The results (in Hungarian, 281Kb PDF) [2] of the survey were published in the Hungarian periodical /Statisztikai Tükör/. [1] http://www.ksh.hu/ [2] http://portal.ksh.hu/pls/ksh/docs/hun/xftp/stattukor/ingazas08.pdf

The Hungarian Labour Inspectorate (Országos Munkavédelmi és Munkaügyi Főfelügyelőség, OMMF [1]) is a central public administrative body which operates within the statutory framework and takes action against employers who breach employment legislation. OMMF is responsible for monitoring employers’ records of work-related accidents and, based on the findings, it prepares yearly reports on the state of health and safety [2] at workplaces. The reports (available in Hungarian) [3] are presented to the government by the minister of social affairs and labour, who is responsible for ensuring occupational health and safety (OHS) in the country’s labour market. [1] http://www.ommf.gov.hu/ [2] www.eurofound.europa.eu/ef/observatories/eurwork/industrial-relations-dictionary/health-and-safety [3] http://www.ommf.gov.hu/index.php?akt_menu=237

Based on statistical data on migration from the Hungarian Central Statistical Office (Központi Statisztikai Hivatal, KSH [1]), the study entitled ‘Factors preventing geographical mobility of the workforce (in Hungarian) [2]’ was published in 2006. The study looks at long-distance migration involving a change of residence, as opposed to temporary migration, which can be for the purposes of medical treatment, study or family reasons, therefore not necessarily concerning employment. The main difficulty in analysing the data lies in estimating the number of people who do not register their change of residence and, therefore, who are not represented in the data collection. [1] http://www.ksh.hu [2] http://szochalo.hu/folyoiratok/hircentrum/article/108645/3128/

/Drawing on the European Commission’s Employment in Europe 2005 [1] report and data from the Hungarian Statistical Office (Központi Statisztikai hivatal, KSH [2]), a study published in July 2006 examines the labour market position of women in Hungary between 2000 and 2004. The study ‘A felzárkózás elmaradása: a magyar nôk munkaerô-piaci helyzete’ (274Kb PDF) [3] [Out of step: Hungarian female employment] identifies notable differences between the labour market situation for women and men in Hungary and also between Hungarian women and those in other EU countries./ [1] http://ec.europa.eu/employment_social/employment_analysis/employ_2005_en.htm [2] http://www.ksh.hu [3] http://portal.ksh.hu/pls/portal/docs/PAGE/STATSZEMLE/STATSZEMLE_ARCHIVUM/2006_ARCHIVUM/2006_07_ARCHIVUM/KONCZ.PDF

In 2006, the Hungarian branch of Hewitt Associates, a global human resource (HR) services company, carried out a survey to find the best employers among 123 companies with a total of 23,858 employees. This was the sixth edition of the Best Employers Study [1], which is conducted in partnership with the Hungarian weekly journal HVG [2]. Winners were found both among large companies (with over 250 employees) and small and medium-sized enterprises (SMEs). [1] http://was7.hewitt.com/bestemployers/hungary/eng/ [2] http://hvg.hu/english.aspx

Two of the most significant demographic trends in Hungary over the next few decades are expected to be a moderate decrease in the size of the population and a rapidly ageing demographic profile. The number of older people in the country is expected to increase from 15.1% to 20.4% between 2000 and 2020, with a turning point projected for 2007, when ageing of the population will take place at a faster pace. This will seriously affect the labour market, as the level of employment of older people in Hungary today is low, with little change in the employment rate of 29% registered in 2004, compared with a 40% rate recorded in the 25 EU Member States before the accession of Bulgaria and Romania on 1 January 2007.

In 1997, a form of employment was introduced based on the ‘casual employee booklet’, the so-called ‘blue booklet’ (/Alkalmi munkavállalói könyv/ or /Kék könyv/), and on the payment of reduced employer rates and taxes, as set out by Act 1997/LXXIV. The law enables the employer to pay wage contributions as well as the advance on income tax by buying a tax stamp, which is then applied to the employee’s booklet. The value of the stamp is determined by the wage of the individual employee. Thus, the complex procedure of determining, calculating and certifying employment taxes and rates is significantly reduced.