Last updated 2025-08-22
Quick overview
Hungary does not currently require private employers to report gender pay gaps. However, the country must transpose the EU Pay Transparency Directive by June 7, 2026. This means employers will soon face new obligations around pay reporting, salary transparency, and employee rights.
The Hungarian Labour Code already prohibits discrimination and enshrines equal pay for equal work, but enforcement has so far lacked structured reporting and transparency. Once the Directive is implemented, the landscape will change significantly.
Reporting requirements
Which companies must report?
There are no mandatory reporting obligations for private employers in Hungary at present.
What information needs to be reported?
None currently. Employers are not required to calculate or disclose gender pay gaps.
When and where to send the data?
Not applicable until Hungary transposes the EU Directive.
Who can see the results?
No reporting or publication requirements currently exist.
Equal pay laws
The Hungarian Labour Code sets out the principle of equal pay for equal work. Employers must not discriminate on the basis of gender. Any differentiation in pay is only allowed if justified by legal criteria that are unrelated to gender.
Authorities responsible for equal treatment may investigate compliance with this principle. If a breach is found, they may impose fines of up to HUF 6,000,000 (around EUR 15,000) or apply other sanctions.
Employees also have the right to bring claims before the labour courts to establish a violation and recover pay differences.
Employee rights
Employees are entitled to equal pay for equal work. They can file claims for wage differences if discrimination occurs.
There are no statutory rights for employees to access pay gap data or salary information. Pay confidentiality clauses in employment contracts are common and remain enforceable.
Risks of non-compliance
Employers who breach equal pay obligations risk:
Investigations by equal treatment authorities
Administrative fines of up to HUF 6,000,000
Court claims from employees for back pay and damages
Reputational risk is also a factor, as claims of gender-based pay discrimination can draw public scrutiny.
What will change by 2026
New EU-wide rules
The EU Pay Transparency Directive introduces a range of obligations for employers across the EU, including Hungary:
Pay range disclosure in job postings or communicated before interviews
Ban on asking candidates about salary history
Use of gender-neutral job descriptions and titles
Mandatory gender pay gap reporting, with thresholds based on company size
Internal disclosure rights for employees to request information about pay levels
Joint Pay Assessments when a gender pay gap of 5% or more is detected within categories of workers and not justified
Reporting requirements by company size:
250+ employees: Annual reporting from 2027 (covering 2026 data)
150–249 employees: Triennial reporting from 2027
100–149 employees: Triennial reporting from 2031
Fewer than 100 employees: Not required to report under the DirectiveThe EU Pay Transparency Directive introduces a range of obligations for employers across the EU, including Hungary:
Pay range disclosure in job postings or communicated before interviews
Ban on asking candidates about salary history
Use of gender-neutral job descriptions and titles
Mandatory gender pay gap reporting, with thresholds based on company size
Internal disclosure rights for employees to request information about pay levels
Joint Pay Assessments when a gender pay gap of 5% or more is detected within categories of workers and not justified
Reporting requirements by company size:
250+ employees: Annual reporting from 2027 (covering 2026 data)
150–249 employees: Triennial reporting from 2027
100–149 employees: Triennial reporting from 2031
Fewer than 100 employees: Not required to report under the Directive
How Hungary is likely to apply them
Hungary has not yet published draft legislation, but it is obliged to fully transpose the Directive by June 7, 2026. The government is expected to:
Establish a national reporting platform, likely overseen by the Ministry of Labour or an equality body
Introduce enforcement measures, including administrative penalties and compensation rights for employees
Strengthen oversight by the Labour Inspectorate or Office for Gender Equality
Employers should anticipate both public reporting requirements and mandatory internal disclosures to employees.
FAQ
Does Hungary currently require gender pay gap reporting?
No. There are no reporting obligations yet.
What are the penalties today for unequal pay?
Authorities may impose fines up to HUF 6,000,000. Employees can also claim pay differences in court.
When will reporting obligations start?
For large employers, the first reports will be due in 2027, covering 2026 data. Smaller employers will follow later.
Will salary ranges have to be included in job ads?
Yes, once the Directive is transposed. Employers must disclose pay ranges or starting salaries to candidates.
Can employers still ask about salary history?
No. The Directive bans such questions.
Helpful resources
Hungarian Labour Code (Munka Törvénykönyve)
Hungarian Equal Treatment Authority
European Commission – Pay Transparency Directive overview
