In today's globalized world, cross-border movement of labor has become a norm. As an international company, it is important to understand the labor dispatch regulations of different countries. This article will focus on the laws and regulations related to labor dispatch in Hungary to help companies better understand and comply with local labor regulations.
1.Overview of Labor Dispatch in Hungary.
Hungary is one of the European countries with a relatively mature labor dispatch market. According to Hungarian law, labor dispatch refers to the labor relationship between one company (employer) and another company (user). In this relationship, the worker is dispatched by the labor dispatch company to work at the employer, but is still legally an employee of the labor dispatch company.
2.Legal basis for labor dispatch in Hungary.
Hungarian labour dispatch laws mainly include the 1992 Labour Code and the 2012 Employment Act. These laws stipulate the basic principles and specific operating rules of labor dispatch, including the dispatch period, dispatch salary, and rights and interests of dispatched employees.
3.Characteristics of Hungarian labor dispatch.
Labor dispatch in Hungary has its own unique characteristics. First of all, according to the 1992 Labor Code, the maximum period of labor dispatch is 18 months, after which a formal employment contract must be signed with the employer. Second, the salary of dispatched employees should not be lower than the average salary level of employees directly employed by the employing entity. In addition, the Hungarian labor law also has detailed provisions for the protection of the rights and interests of dispatched employees, ensuring that they enjoy basic rights and benefits at work.
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4.The role of the employer of record in Hungarian labor dispatch.
As an international employment model, the employer of record plays an important role in Hungarian labor dispatch. The employer of record signs a contract with a labor dispatch company to dispatch the employee to work in the employer, and at the same time assumes certain responsibilities and obligations. The employer of record needs to ensure that the legal rights and interests of employees are protected, and at the same time, it also needs to cooperate with the employer to comply with local labor regulations.
5.Responsibilities of the employer of record in Hungarian labor dispatch.
The employer of record has a number of responsibilities and obligations in Hungarian labor dispatch. First of all, the employer of record needs to sign a clear contract with the labor dispatch company to clarify the rights and obligations of both parties. Secondly, the employer of record needs to fulfill the responsibility of managing and supervising the employee to ensure that the employee is treated reasonably during the period of employment in the user unit. In addition, the employer of record needs to pay attention to the welfare and safety of employees to ensure that employees are not violated at work.
6.The importance of employer of record for labor dispatch in Hungary.
The employer of record plays a vital role in Hungarian labor dispatch. First of all, the employer of name acts as an intermediary and connects the labor dispatch company and the user, and plays the role of a bridge. Second, the employer of record needs to perform certain management and supervision responsibilities to ensure that the legitimate rights and interests of all parties in the labor dispatch process are protected. Finally, the EOR also needs to pay attention to the welfare and safety of the employee and provide a good working environment and benefits package for the employee.
In short, it is of great significance for enterprises to understand the Hungarian labor dispatch regulations and make reasonable use of the employer of record model for enterprises to carry out labor dispatch business in Hungary. The EOR not only needs to comply with local laws and regulations, but also needs to pay attention to the rights and benefits of employees to provide strong support for the sustainable development of the enterprise.
Through the introduction of this article, I believe that readers have a clearer understanding of the Hungarian labor dispatch regulations, and hope that enterprises can reasonably use the employer of record model when carrying out labor dispatch business, do a good job in relevant legal compliance work, and escort the international development of enterprises.
Welcome to call the official website** or visit the official website of Chaadhr to get more information about Chinese companies going overseas, global employment guidelines, global payroll management and national regulatory guidelines in various regions.