Employer of Record Cost in Hungary (2026)
Estimated all-in monthly cost of hiring through an EOR in Hungary, compared across 8 platforms with statutory contributions and FX included.
Last updated: August 2026
For a Ft21,630,000 HUF hire in Hungary, all-in monthly cost ranges from Ft78,466 on RemoFirst to Ft263,939 on the priciest platform. Employer-side statutory contributions add ~13.0% on top of cash salary.
Use the calculator below to plug in your own salary, HQ currency, and shortlist.
| Gross salary (monthly) | Ft1,802,500 |
| Employer contributions (~13.0%) | Ft234,325 |
| EOR platform fee (RemoFirst) | Ft72,816 |
| All-in monthly (cheapest) | Ft78,466 |
Cheapest EOR for Hungary
Ranked by total monthly cost for the sample profile above. Re-run the calculator at your actual band.
Hidden costs in Hungary
- • Labour Code §66 requires that any termination of an indefinite contract include a clear, written justification (real, reasonable, demonstrable). Vague reasons like 'restructuring' without supporting documentation are routinely overturned by Munkaügyi Bíróság (labour court).
- • Hungary has unusually long tenure-based notice periods. A 20-year hire requires 3 months' notice plus 6 months' severance — 9 months of total wages on exit. EOR users should model this for senior hires.
- • SZÉP card cafeteria benefit is not statutory but baked into market expectations. Offers without it lose to direct hires from competitors.
- • Foreign-currency salaries: contracts denominated in EUR or USD are legal but social-security contributions must still be calculated and remitted in HUF using the MNB official rate on the payday. FX volatility creates contribution-base drift that EORs sometimes mis-handle.
Hiring inputs
We'll bill your final monthly total in USD ($).
Popular destinations for United States employers: Mexico, Colombia, Philippines.
Enter the agreed annual salary in USD ($), not the employee's local currency.
Includes: base salary, statutory employer taxes & social contributions, mandatory 13th/14th-month pay where applicable. Excludes: bonuses, equity, private health top-ups, pension uplifts, severance accrual, and one-off compliance fees. Verify against a binding provider quote before signing a contract.
Platform fee is under 5% of employment cost, differences between providers are noise. Pick on entity ownership, audit posture, and country-specific expertise instead.
Compare EOR platforms
Hiring in Hungary · billed to United States in USD.
How we rank: cards are ordered by lowest calculated total monthly spend (salary + statutory employer taxes + platform fee + FX spread + amortised one-time fees) for your inputs. Rankings are not influenced by commission rate or paid placement. Full methodology & affiliate disclosure.
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Mid-market FX from bundled fallback (2026-11-01) · per-platform spread (0.5%–3.5%) applied to the platform fee only. Bundled fallback rates
Also worth evaluating
Major EOR providers we don't have a partnership with, listed here for a fuller picture. No commission, no CTA, just names you should know.
Hidden costs to ask before signing
The calculator shows the headline fee. These 13 questions reveal the rest of the bill, ask every provider before you commit. Tap one to expand; opening another closes it.
Cost FAQ · Hungary
Related
- Hiring guide: Employer of Record in Hungary — statutory benefits, termination, contracts.
- Global EOR cost breakdown
- EOR vs own entity break-even
Affiliate & ranking disclosure
We earn a commission when you sign up via the Deploy buttons. This does not change your price. Cards are ranked by lowest total monthly spend first. The "Top match" banner uses a separate heuristic that weighs entity ownership, regional specialisation and contract terms, not commission. Some affiliates (Deel) offer promotional discounts that are not applied to the fees shown. Provider metadata (FX spread, deposit, entity ownership) and tax brackets are sourced from public materials and operator interviews as of November 2026. No EOR publishes an FX spread — all fxSpread values are our best estimates and should be confirmed in writing with the provider before signing.