A munkavégzés feltételei angolul: munkahelyi kifejezések és a magyar munkajog alapjai

A „munkavégzés feltételei” angolul leggyakrabban working conditions, míg a foglalkoztatás általános szabályai a terms and conditions of employment kifejezéssel írhatók le. A témához tartozik többek között a munkaszerződés, a munkaidő, a túlóra, a munkabér, a szabadság, a munkavállalói juttatások, a felmondás, valamint a munkavédelem.

Magyarországon a munkaviszonyokat elsősorban a 2012. évi I. törvény, vagyis a Munka Törvénykönyve szabályozza. A munkajogi előírások kiterjednek a munkaszerződésekre, a minimálbérre, a munkaidőre, a munkavállalói jogokra, a szabadságokra, a juttatásokra és a munkaviszony megszüntetésére.

A „munkavégzés feltételei” angolul

A working conditions kifejezés a munkavégzés körülményeire és feltételeire utal. Ide tartozik például a munkahely biztonsága, a munkaidő, a fizetés, a szabadság, a munkakörnyezet és a munkavállalói juttatások.

A terms and conditions of employment kifejezés inkább a munkaviszony szerződéses feltételeit jelenti. A conditions of employment szintén használható a foglalkoztatás feltételeinek megnevezésére, különösen hivatalos vagy jogi szövegekben.

A munkajogi szabályozás Magyarországon

A Labor Code (Act I of 2012) governs the employment landscape in Hungary, covering all the key employment areas. Employment laws in Hungary cover employment contracts, minimum wage, working hours, employee rights in Hungary, leaves and benefits, termination, and so on.

The Labor Code (Act I of 2012) is the primary statute governing all employment relationships in Hungary. It applies to all individuals employed by an organization registered in the country. It also includes employees working under foreign companies and subsidiaries who have established their businesses in Hungary.

Act XCIII of 1993 - Labor Safety Act: The Labor Safety Act is the primary legislation in Hungary that governs occupational safety and health. The act also ensures risk evaluation, employee training programs, and safe working conditions for the employees.

Act LXXX of 1997 - Social Security Hungary: The Social Security Act is an important part of labor laws in Hungary, regulating social security contributions from the employee and the employer. It also covers areas like pension, healthcare, and other social security benefits.

Act CXXV of 2003 - Equal Treatment and the Promotion of Equal Opportunities: This is the primary anti-discrimination legislation in Hungary. As is evident from the name, this act guarantees equal treatment and dignity for all.

A munkaviszony és a munkaszerződés

An employment relationship is established through an employment contract concluded between the employer and the employee. The employment contract must always be set out in a written form.

In Hungary, the employment contracts must be in writing, typically in Hungarian and English. It must contain all necessary contract terms in detail.

The mandatory elements of the employment contract are: specification of the employer and the employee, the salary (wage), the scope of work (position).

The employment contract must contain the complete details of the employee and the employer, the type of employment contract, the date of commencement and ending for fixed-term or temporary contracts, daily working hours with overtime hours, the roles and responsibilities of the employee, the wage or salary of the employee with other allowances, bonuses, and other benefits, leave entitlement, notice period, and termination.

The commencement of the employment relationship (the first day of work) must be specified in the employment contract. If parties fail to incorporate this detail into the contract, the day following the signing date of the contract shall be deemed as the commencement of the employment relationship.

The employer is obliged to inform the employee in writing, within 7 days of commencing work, about the most important rules concerning the employment relationship, including but not limited to the person exercising employer's rights, the specific tasks related to the position, and the method of wage settlement.

If this is omitted, only the employee can claim the invalidity of the employment contract, within 30 days of commencing work.

A munkaszerződés típusai

Határozatlan idejű munkaszerződés

Indefinite-term employment contracts continue until terminated by either party with proper notice and are the most common contracts in Hungary, offering job security to employees.

This is a standard type of contract in the country used in indefinite employment where a company hires an individual for an indefinite period. These are mainly for permanent employment.

Határozott idejű munkaszerződés

Fixed-term employment contracts have a predetermined end date. They are often used for seasonal or project-based work. Renewal is possible, but strict regulations apply.

In these contracts, there is a specific start and end date of the employment. There are chances of renewal if required after the initial contract period expires.

Fixed-term contracts have a maximum span of 5 years. The employment also requires a permit or a license and can be terminated if it is not authorized.

Munkaerő-kölcsönzés

Temporary agency work contracts enable businesses to meet their temporary workforce needs. In Hungary, the Hungarian Labor Code outlines specific rights and protections for temporary agency workers.

The Hungarian Labor Code ensures that these temporary workers receive fair treatment, including equal pay and working conditions compared to regular employees.

Egyszerűsített foglalkoztatás

The purpose of simplified employment is to provide a faster and simpler option for employing labour, typically in short-term work situations, by allowing certain deviations from the provisions of the Labour Code in specific cases.

Work that can be performed in simplified employment include seasonal agricultural and tourism work, or occasional work. The employment contract does not have to be in writing, and the parties can also enter into the employment contract using a standard employment contract template provided by law.

An employment relationship is established by fulfilling the statutory notification obligation. A contract for simplified employment or occasional work is invalid if, at the time of its conclusion, there is already an employment relationship between the parties.

If the employer and the employee establish multiple employment relationships for seasonal work or seasonal and occasional work, the total duration of these employment relationships must not exceed 120 days in a calendar year.

A munkáltató és a munkavállaló jogai és kötelezettségei

Hungary's employment contracts establish the working relationship between employers and employees. They also specify essential terms such as job roles, working hours, salary, and benefits.

Employers are responsible for providing a safe working environment, complying with labor laws and regulations, paying salaries and benefits as stipulated in the contract, and offering opportunities for professional development.

Employees, on the other hand, must perform their job duties diligently and professionally, follow company policies and procedures, notify the employer in case of illness or absence, and respect confidentiality and intellectual property agreements.

Based on the employment contract, the employer is obligated to employ the employee and pay wages. The employee is obligated to perform work under the employer's directions.

The employer is obligated to ensure the necessary conditions for performing work. However, parties may agree in the employment contract that the employee is responsible for providing certain tools necessary for work.

The employer must also ensure the requirements for safe work that does not jeopardize health of the employee, which includes, for example, the provision of free medical fitness examinations.

The obligations of the employee include appearing at the location and time specified by the employer in a condition suitable for work, being at the disposal of the employer during working hours, performing the job in person, with generally expected expertise and care, in accordance with applicable rules, exhibiting behavior consistent with the trust necessary for the performance of their scope of work, and cooperating with their colleagues.

The employer is not entitled to withhold or proportionally reduce the payment of wages on the grounds of inadequate job performance. In case it is not based on statutory provisions or enforceable orders, any deduction from wages is only possible on the basis of a written agreement between the employee and the employer.

Munkaidő és munkarend

The standard working week in Hungary typically consists of 40 hours, spread over five days. While the usual practice is eight hours per day, some variations may occur, such as working 12-hour shifts over four days, followed by a longer break.

As per the labor code in Hungary, the standard working hours are 40 hours per week. Generally, people work five days weekly, Monday to Friday, dedicating eight hours daily.

Timings are usually between 8 A.M. and 6 P.M, but they are subject to change depending on the company. Employees are also entitled to at least a 20-minute break every day.

Working time is defined as the duration between the start of work, as defined by the employer, until the end of work, and includes the term of carrying out preparatory activities and closing tasks related to work.

Daily working hours may consist of daily 8 hours, which is the standard full-time working time, or shorter part-time hours.

The employer is entitled to schedule work. This right can be delegated to the employee in writing through the employment contract, which results in the so-called flexible working time.

The employer prescribes working time based on the standard work schedule within a longer, specific calendar period as irregular working hours, distributing the required working hours unevenly on any day of the week.

As a general rule, the duration of working time banking is typically 16 weeks, but in certain cases, it can extend to 6 months or 26 weeks.

Túlóra és pótlékok

Hungarian labor law clearly defines overtime rules and compensation. Employees are entitled to receive additional compensation for overtime work, usually in the form of higher hourly wages or extra time off.

Overtime is paid to employees for the extra work they perform outside of the standard working hours. Employment contracts or collective bargaining agreements govern it.

Overtime per year cannot be more than 250 hours. An additional 150 hours of overtime might be allowed to the employees if there is a written mutual agreement between the employee and employer.

According to Act I of Labor Code (2012), a 100% salary supplement must be given when overtime work is ordered on the scheduled weekly rest day. If the employer gives an additional weekly rest day, the wage supplement is 50%.

Wage supplements are in addition to the salary applicable for regular working hours. They include shift supplements, night shift supplements, holiday supplements, as well as any overtime pay.

In Hungary, the legal working hours generally amount to 40 hours per week, spread over five days. However, specific working hours can vary depending on the industry and the employment contract.

Munkabér és minimálbér

Employees get their payment in Hungary in Forint, or HUF. This is the payout currency in the country.

The minimum wage in Hungary is subject to annual revisions, which the government typically announces. The minimum wage rates apply to gross wages before deductions.

According to the provided employment information, the minimum wage in Hungary is 290.800 HUF, and the hourly wage is 1.672 HUF. Again, the qualified minimum wage in Hungary is 348.800 HUF, while the hourly wage is 2.005 HUF.

Base wage must be determined as a fixed amount in the contract, broken down to a specific time unit, such as an hour or a month. It must comply with the current minimum wage and guaranteed minimum wage requirements.

Performance-based wages are paid to the employee based on precisely defined performance requirements. They can be in addition to the base wage or may stand alone, but in the latter case, they can only be applied if the employment contract explicitly specifies that the employee is exclusively entitled to performance-based wages.

Wages are usually paid based on time and performance, and the hourly rate is calculated by dividing the basic monthly wage amount by the daily working time, which is 174 hours.

They are payable in monthly arrears and should be, at most, the 10th day of the following month. If the payment date is due on a public holiday, paid vacation period, or rest day, it must be paid on the final working day after the due date.

Employers must ensure that wages comply with the legal minimum and any additional benefits or bonuses promised in the employment contract.

Adók és társadalombiztosítási járulékok

The employer is obligated to report the employee with the tax authority no later than on their first working day, and declare and pay the applicable taxes on the monthly payroll.

Employers are required to deduct 15% personal income tax and a total of 18.5% social security contributions from the gross wages of employees.

In addition, there is also a social contribution tax that is borne by the employer, the rate of which is 13% of the employee's gross wage, however, this is not deducted from the wage itself, but is an additional burden on the employer.

Both employers and employees must make social security contributions in Hungary. These contributions fund various social benefits, including healthcare, pensions, and unemployment benefits.

Szabadság és távollétek

Employees in Hungary are entitled to paid annual leave based on their length of service. The minimum annual leave allowance typically starts at 20 days, gradually increasing with years of employment.

The Hungary labor law states that every employee is entitled to at least 20 days of paid vacation per year. Every employee is entitled to 20 days of paid holiday per year, which increases with age to a maximum of 30 days for those over 45.

Employees are also entitled to additional annual leave if they have children: 1 child + 2 days, 2 children + 4 days, more than 2 children + 7 days.

Employees can take at least seven days off for a paid vacation, and the employer, post-discussion, decides the rest. Employers must ensure that employees have the opportunity to take their annual leave and plan accordingly.

Fizetett és fizetés nélküli szabadság

As per the enforced labor code in Hungary, employees are entitled to paid and unpaid leaves that employers are obliged to allocate.

Employees are eligible to ask for a maximum leave period of two years for childcare, voluntary military service, the childcare benefit period, or personal care of a family member.

The employee must apply for leave in writing at least 15 days before.

Betegszabadság

Employees can apply for at least 15 working days of medical leave annually if they are unable to work due to health problems.

The employer has to pay the 70% of the absence pay to the employee during this period as per the Hungary labor law. A mandatory health certificate issued by a certified doctor should be presented to the employer as proof of the employee’s incapacity to work.

Szülési, apasági és gyermekgondozási szabadság

Pregnant working women are entitled to maternity leave in the country for 24 weeks. Employers should grant maternity leave four weeks before the due date of childbirth.

Employees are also eligible for unpaid childcare leaves until the child turns three years old post 24 weeks of maternity leave.

Male employees, who have become fathers, will get 10 days of paternity leave in Hungary.

Five days of paid leaves are also granted to fathers who have specially-abled children. The Hungary labor law also allows fathers with children under 16 years to apply for two, four, or seven extra leaves depending on how many children they have.

Munkaszüneti napok

Hungary recognizes several public holidays throughout the year. On these days, employees are generally entitled to a paid day off.

• New Year’s Day
• Good Friday
• Easter Monday
• Labor Day
• Whit Monday
• St. Stephen’s Day
• Hungarian Republic Day
• All Saints’ Day
• Christmas Day
• Boxing Day

If employees are required to work on public holidays, they should be compensated with extra pay and time off.

A munkaviszony megszüntetése

Hungary has labor laws that safeguard the rights of employers and employees, which also control termination and severance processes.

Terminating an employment contract in Hungary can only occur under specific circumstances. Common grounds for termination include termination by mutual agreement, termination with notice, and termination without notice in exceptional cases.

The employment relationship terminates by mutual agreement of the parties, due to the death of the employee, with the employer's dissolution without a legal successor, if the employer taking over the given economic unit is not subject to the Labour Code, or in case of a fixed-term employment relationship, upon the expiration of the agreed-upon term.

The employment relationship can also be terminated unilaterally by the parties by means of a termination with notice, or a termination with immediate effect.

In most cases, the employer is only allowed to terminate the employment relationship with justification, specifically relying on one of the lawful grounds stipulated in the Labour Code.

Felmondási idő

In case of termination with notice, the employment relationship only ceases after the minimum 30-day notice period has elapsed.

Once the probation period is over, employees have to serve a minimum of 30 days’ notice period in Hungary. In certain cases, the notice period can extend up to almost 6 months.

If the employer terminates the employment relationship with notice, they are obligated to release the employee from their work-related obligations for at least half of the notice period.

During the notice period, both the employer and employee are expected to fulfill their obligations until the termination date. The employee continues to work, and the employer continues to pay the salary.

Végkielégítés

Severance pay is a financial compensation package provided by an employer to an employee upon termination of employment.

After the period prescribed in the Labour Code has elapsed, at least 3 years, the employee becomes eligible for severance pay in the event of a termination by the employer.

Employees are entitled to severance pay in Hungary after completing 3 years of service. Severance pay is mandatory in Hungary and varies between 1 and 6 months’ salaries.

Severance compensation is usually given after at least three years of continuous work. Severance pay can be specified in the labor contract after two years but cannot be withheld until the fourth year.

Of course, other restrictions can be stipulated in the labor contract, but they cannot be more stringent than the legislation itself.

Próbaidő

A probationary period can be included in the employment contract, but it is not compulsory. The maximum duration of the probationary period is 3 months.

The maximum probation period in Hungary is up to 3 months. This period cannot be further extended by any employer.

When an employee is in the probation period in Hungary, there is no need to serve a notice period.

Diszkrimináció és egyenlő bánásmód

Hungary's labor laws and regulations are based on the core principles of eliminating discrimination and promoting equal opportunity.

Hungarian labor law strictly prohibits discrimination in the workplace. Employers must ensure equal opportunities and treatment regardless of an individual's gender, age, race, religion, disability, or sexual orientation.

Victims of discrimination have legal recourse, and employers found guilty may face fines and other penalties.

No employee can be discriminated against regarding wage allocation, regardless of their citizenship status.

Munkavédelem és egészségvédelem

Hungary places a strong emphasis on workplace safety and health. Employers are responsible for providing their employees with a safe and healthy working environment.

This includes ensuring compliance with safety regulations, providing necessary protective equipment, and conducting regular risk assessments.

The Labor Safety Act also ensures risk evaluation, employee training programs, and safe working conditions for the employees.

Egyéb foglalkoztatási formák

Megbízási szerződés

Work can also be performed under a contract for personal services, concluded based on Act V of 2013 on the Civil Code.

Parties to a contract for personal services are the principal, or commissioner, and the agent, or commissioned party, who can be not only a natural person but also a legal entity, such as a company or an individual entrepreneur.

Under the contract for personal services, the agent is obligated to perform the task entrusted by the principal, and the principal is obligated to pay a remuneration to the agent.

The validity of the contract for personal services is not contingent upon it being concluded in writing.

The most important difference from an employment contract is that the relationship within the scope of a contract for personal services is not a hierarchical relationship but rather a relationship of parallel authorities, in which the principal's right to issue instructions is narrower compared to an employment relationship.

Under the contract for personal services, the principal is obligated to ensure the careful completion of specific tasks, but not the continuous performance of a specific scope of work.

The agent may also be entitled to engage third parties to assist in completing the task, whereas an employee is obligated to perform work in person.

The remuneration is freely determined by the parties, and the minimum wage and guaranteed minimum wage limits do not apply.

In contrast to wages, the remuneration based on a contract for personal services can be proportionally reduced due to non-contractual performance.

Unlike in an employment relationship, in case of unilateral termination by the principal, protective provisions such as exemption from work or payment of a severance pay will not apply.

Munkahelyi angol szókincs

A person who doesn’t have a job is out of work. We say that people look for a job, look for work or, much more formally, seek employment.

When someone finds a job they want, they apply for it. They may have to fill in an application form and have an interview.

If they are successful, the company offers them the job, work or post. More informally, we say they get the job.

They can then accept or turn down the job. When companies hire new workers, they take on staff and if they get rid of them, they lay them off.

Much more formally, companies terminate their employment. When companies decide to stop employing so many people, we say that they cut or shed jobs, or more dramatically that they axe jobs.

We say that people lose their jobs, or that there are job losses. When someone decides to leave a job, they hand in their notice, which means they tell their employer that they are going to leave.

We say that people leave their job or quit their job. ‘Quit’ used to be more common in American English but is now widely used in British English too, especially when people leave a job suddenly.

When people retire at an earlier age than usual, we say they take early retirement. If you have a full-time job or work full-time, you work the normal number of hours every week, usually around 40.

If you have a part-time job or work part-time, you work for fewer hours. A permanent job or post has no end date, whereas a temporary job lasts for a limited period of time.

In the UK, if you are on a zero-hour contract, you work when the employer needs you and do not have a guaranteed amount of work.

Casual workers do short, temporary jobs when they are needed. We often talk about casual employment.

In contrast, secure or steady jobs last a long time and the people who have them do not feel likely to be made unemployed.

A fulfilling job or career makes you feel that you are doing something worthwhile. If you have a high-powered job or career, you have an important and interesting job, whereas a dead-end job is one with no prospect of being promoted.

Skilled jobs are ones that need qualifications or experience, while unskilled jobs do not. We also talk about skilled or unskilled workers.

In the UK, white-collar workers usually work in offices and blue-collar workers do physical jobs.

When people have a lot of work to do, they have a heavy workload and may work long hours. People in well-paid jobs or employment have high salaries or pay and people in badly-paid jobs or employment have low salaries or pay.

Hasznos angol kifejezések példamondatokkal

• temporary job - ideiglenes munka
• casual workers - alkalmi munkavállalók
• to axe jobs - munkahelyeket megszüntetni
• to take on staff - munkavállalókat felvenni
• to terminate employment - a munkaviszonyt megszüntetni
• white-collar workers - szellemi, irodai munkavállalók
• unskilled workers - szakképzetlen munkavállalók
• dead-end job - előrelépési lehetőség nélküli munka

Sam’s looking for a temporary job before I start university. We usually employ casual workers to pick the fruit.

Several of these companies are axing jobs. They always take on extra staff over the summer.

I have taken the decision to terminate your employment. Lots of white-collar workers are now working from home.

These companies recruit a lot of unskilled workers from neighbouring countries. Unfortunately, I have taken a series of dead-end jobs.

tags: #munkavegzes #feltetelei #angol