EMCC European Monitoring Centre on Change

Hungary: Time off for job search

Hungary
Phase: Management
Típus:
Time off for job search
Utoljára módosítva: 09 September, 2019
Név:

2012. évi I. törvény a Munka Törvénykönyvéről

Angol név:

Act I of 2012 on the Labour Code

Cikk

39, Section 70; 45, Section 85

Leírás

In the event of dismissal, the employer shall exempt the employee concerned from work duty for at least half of the notice period. The notice period is set as follows:

  • 0-3 years spent at the workplace: 30 days;
  • 3-5 years: 35 days;
  • 5-8 years: 45 days;
  • 8-10 years: 50 days;
  • 10-15 years: 55 days;
  • 15-18 years: 60 days;
  • 18-20 years: 70 days;
  • 21 or more years: 90 days.

Any fraction of a day shall be applied as a full day. This time off work after dismissal should be allocated in not more than two parts, at the employee’s discretion.

For the period of being exempted from work duties, the employee shall be entitled to absentee pay, except if he/she was not eligible for any wages otherwise.

If the employee was exempted from work permanently prior to the end of the notice period, and a circumstance occurred that prevents the payment of wages (such as illness making the employee unfit for work) after this time, the wages already paid may not be reclaimed by the employer.

The above provisions do not apply under fixed-term contracts, trial periods or in the case of immediate dismissals, where wrongdoing by either party is alleged. In these cases no time off or notice period is offered by law.

Hozzászólások

Collective agreements can deviate from the above provisions on exemption from work duty during the notice period, also to the detriment of workers concerned (the collective agreement could set, at least in principle, shorter exemption period than stipulated by legislation).

Cost covered by
  • Employer
Involved actors other than national government
National goverment only
Thresholds
No, applicable in all circumstances
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