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Pay transparency in Hungary

No public measure Last verified 7 August 2026 High confidence

  • Pay information requests Pending

    Employees can ask for their own pay level and the averages for colleagues doing equal or equal-value work, broken down by sex.

Hungary has not published a measure that specifically transposes the EU Pay Transparency Directive. As of the last check on 7 August 2026, no Directive-specific bill, consultation or enacted law had been identified.

That does not mean there is no pay equity law in Hungary today. The Labour Code already contains equal-treatment and equal-pay provisions under Section 12, which define pay broadly and set out criteria for assessing work of equal value. This pre-existing regime predates the Directive and remains the current baseline for employers.

Because a Directive-specific measure has not surfaced publicly, key details such as an employee’s right to pay information, any salary range disclosure rule, and whether salary history questions would be restricted are not yet defined for Hungary. This page will update as soon as a public measure appears.

The measure

Law or measure
Existing Labour Code equal-treatment and equal-pay provisions; no Directive-specific public measure identified
Who is covered
Directive-specific scope remains pending

What the law requires

We are still verifying the detailed requirements against official sources. The confirmed facts appear in the summary above and under Sources.

How Hungary differs from the Directive

No Directive-specific bill, consultation or enacted measure was identified. Labour Code section 12 remains the current baseline for equal treatment in remuneration and assessment of work of equal value.

What this means for employers

For now, your compliance reference point in Hungary is the existing Labour Code, not the Directive itself. Section 12 already requires equal treatment in remuneration and lays out how work of equal value should be assessed, so any pay equity controls you run today should be checked against that standard rather than against Directive text that has not been transposed.

The absence of a discoverable public measure does not confirm that no drafting work is underway inside the Hungarian government. It only means nothing has been published yet that HR teams can rely on.

  • Keep your existing Labour Code equal-pay controls active. Section 12 remains in force and is the only validated legal baseline right now.
  • Do not assume Directive obligations apply yet. There is no confirmed scope, reporting model, or employee pay information right tied to the Directive in Hungary.
  • Monitor the National Legislation Database and government channels. This is the specific route flagged for tracking any future measure.
  • Revisit this page periodically. Given how much is still undefined, treat any current internal assumptions about Hungary as provisional.

Enforcement and open questions

Competent authority
Implementation lead not confirmed in a published transposition measure; employment policy sits within the national economic/employment administration
Equality body
Commissioner for Fundamental Rights
What could still change
Absence of a discoverable public measure does not prove that no internal drafting exists; no national obligations beyond the validated pre-existing law are recorded.

Common questions

Has Hungary passed a law implementing the EU Pay Transparency Directive?

No. As of the last verification on 7 August 2026, no Directive-specific public measure had been identified in Hungary. The current legal baseline is the pre-existing Labour Code equal-treatment regime.

Do employees in Hungary have a right to request pay information?

This is not yet defined. No public measure has been identified that establishes a Directive-specific employee pay information right in Hungary.

Is there a salary range disclosure rule for job postings in Hungary?

Not yet defined. No salary range rule tied to the Directive has been identified in a public Hungarian measure.

Who enforces equal pay rules in Hungary right now?

The Commissioner for Fundamental Rights is the equality body in Hungary. A specific implementation lead for the Directive has not been confirmed in any published transposition measure.

Author

Julius Aho

Co-founder, CTO

Julius Aho is the co-founder and CTO of Evenpay. At Evenpay he is responsible for product, engineering and AI, building the tools that make fair pay the default.