Hiring Independent Contractors in Hungary: Compliance Guide

# Hiring Independent Contractors in Hungary: Compliance Guide Hungary in the competitive environment of Central and Eastern Europe (CEE) has become an ideal location where human resource talent of high skills, technologically skilled and affordable skills are located. Hungary is unique in that it offers a particular value proposition because of its strategic location at the center of Europe, well-established infrastructure, and workforce that is reputable in the field of software engineering, research and development, and shared services. Nevertheless, in the case of international organizations, the task of international organization in navigating the Hungarian administrative/legal environment is usually seen as a challenging one. The most significant challenge to any company entering the Hungarian market is the difference between an employee and an independent contractor. The regulations regarding self-employment are now more organized and, at the same time, stricter following the significant reforms of 2022 and 2023 on taxes. This will be a comprehensive, step-by-step guide of how to employ contractors in Hungary, with full adherence to the labor and tax regulations of the country as well as taking advantage of the flexibility of the independent workforce. ## Benefits of Hiring Contractors in Hungary For small organizations or large enterprises aiming to scale without the immediate burden of establishing a local subsidiary, hiring independent contractors in Hungary presents several significant operational and financial advantages. ### 1. High-Level Technical and Language Proficiency The education system in Hungary emphasizes highly on STEM and foreign languages. Consequently, the number of Hungarian contractors is not only highly skilled in niche technologies (fintech, AI, and car software) but also acquainted with the English language, and other European languages. The closeness of the culture and language reduces the friction of communication among the Western partners. ### 2. Operational Agility and Scalability The Hungarian employment law is traditionally based on the protective Labor Code that regulates long notice periods, obligatory severance pay (végkielégitese), and complicated dismissal processes. When contracting in Hungary, the firms can recruit contractor staff according to the needs of the projects. Dismissal of a B2B contract is normally controlled by the reduced notice cycle and reduced legal impediments, as long as the contract is properly written. ### 3. Significant Cost Efficiency In Hungary, the price of a full-time worker is significantly more than their net remuneration because of the employer taxes. * Social Contribution Tax (Szocho): Employers must pay 13% on top of the gross salary. * Fringe Benefits: To remain competitive, employers often provide "Cafeteria" benefits, which carry their own tax complexities. When you hire an independent contractor in Hungary, you pay a professional fee. The contractor is responsible for their own insurance, taxes, and office overhead, which can result in a 20–30% reduction in total cost for the hiring entity. ### 4. Simplified Entry for Foreign Entities In the case of companies who do not have a registered branch in Hungary, it is almost impossible to have a local payroll. By recruiting the Hungarian talent as contractors, the international companies can access the local talent immediately via international payment systems and typical service agreements without necessarily registering any tax locally or having to deal with bureaucratic human resource systems. ## Understanding Legal Requirements Hungarian law states that legal relationships depend on the actual character of the work rather than on the title of the document. These relations are regulated by two main legislations, which are the Hungarian Labor Code (Act I of 2012) and the Civil Code (Act V of 2013). ### Key Employment Laws to Consider The Labor Code is aimed at protecting the weaker side of a relationship with the employee. It presupposes subordination, i.e. the employer is free to give orders to the worker on what to do, watch over his/her progress and regulate his working hours. When these elements exist, then the relationship falls within the category of employment, whether or not there is a contractor agreement in existence. ### Legal Requirements for Hiring a Contractor The professional should be a registered business firm in order to legally enlist an independent contractor. The most common forms are: * Egyéni Vállalkozó (Sole Proprietor): The standard freelancer model. They must have a valid tax ID (adószám) and a statistical code. * Kft. or Bt. (Limited Liability Company or Partnership): Senior consultants will use this, as well as those with higher turnovers. By hiring a contractor under the company of the contractor, the chances of misclassification to the hiring party is largely minimized. ### Documentation Necessary for Compliance In order to meet the National Tax and Customs Administration (NAV) requirements, you need to keep the following records of each contractor: * Written Service Agreement: It should clearly indicate that this is a B2B relationship, and the Civil Code works. * Certificate of Registration: Evidence that the contractor is a registered company. * Certificates of Performance (Teljesítési Igazolás): According to Hungarian law, the invoice should be accompanied by a document with the signature of a client stating that the work has been done satisfactorily. * Compliant Invoices: Invoices have to comply with the requirements of the Hungarian NAV, such as the real-time electronic reporting requirement in case the contractor is equipped with accounting software in Hungarian. ## Cost of Hiring Independent Contractors Although the cost of payment to a contractor is the major one, there are various issues that affect the ultimate price and expectations of the contractor. ### Factors Influencing Contractor Salaries * Tax Regime Changes: The abolition of the original "KATA" tax system in 2022 forced many freelancers into the Flat-Rate Tax (Átalányadó). The contractor finds this system more expensive and most of them tend to raise their hourly or monthly rates in order to sustain their net income. * VAT (ÁFA): The standard VAT rate in Hungary is 27%. Although the international B2B services are frequently subordinated to the reverse charge system (that is, the client does not pay VAT in Hungary), you should make sure whether the contractor is not taxable or has to include this to their invoice. * Industry Standards: The senior developers in Budapest now have rates that compete with the Western European capital cities, but still carry a relative discount considering productivity and quality. ### Taxation and Payment Structures To the company that is recruiting, it is easy to be taxed: pay the invoice. To the contractor, this burden will be as follows: * Personal Income Tax: 15% on the tax base. * Social Security Contributions: 18.5%. * Social Contribution Tax: 13%. The majority of the contractors will demand payment in Euros (EUR) or Hungarian Forint (HUF). Considering the instability of the Forint, most people are inclined to use EUR to save their buying power. ## Process for Hiring International Workers Hungary has become a hub for digital nomads and international expats. If you are hiring independent contractors in Hungary who are not Hungarian nationals, the process varies: * EU/EEA Citizens: They have the right to live and work in Hungary. However, to operate as a sole proprietor (Egyéni Vállalkozó), they must obtain a registration card and a Hungarian tax ID. * The "White Card" (Digital Nomad Visa): Hungary is a residency permit provided to those who work remotely with companies that are not located in Hungary with the use of digital tools. It is important to note that a White card holder is not allowed to serve or work in a Hungarian company or to give services to a Hungarian client as a main activity. * Non-EU Residents: In case you are employing a non-EU citizen staying in Hungary, then you must make sure the residence permit directly permits a gainful activity (self-employment). By employing a person on a normal study visa as a contractor, one may have immediate breaches of compliance. ## Ensuring Compliance with Employment Laws The Hungarian government has a 7-point test where they see whether a relationship is indeed independent or it is merely a masquerade employment contract. Independence In order to be independent, the relationship must meet at least two or more of the following criteria: * Task Management: The contractor determines how the work is performed, not the client. * Location: The contractor works from their own premises. * Tools and Equipment: The contractor uses their own laptop, software, and hardware. * Working Hours: The contractor is not subject to the client's mandatory working hours. * Substitution: The contractor has the right to use substitutes or assistants. * Multiple Clients: The contractor provides services to more than one client simultaneously. * Structure: The contractor is not integrated into the client's organizational chart (e.g., they don't have a company-provided manager or subordinates). ## Avoiding Misclassification of Contractors The risk of misclassification—often referred to as "disguised employment"—is the primary concern for any organization hiring independent contractors in Hungary. ### Risks Associated with Misclassification In case the NAV (Hungarian Tax Authority) considers a contractor an employee, the repercussions are dire: * Retroactive Taxes: You will pay the whole period of the engagement the 13 percent Social Contribution Tax with interest. * Withholding Liabilities: You can be liable to pay the 15 percent income tax and 18.5 percent social security which ought to have been withheld to the worker. * Fines: The administrational fines may be between 50 percent and 200 percent of the unpaid tax. * Labor Claims: This person can sue concerning the benefit of the worker, like vacation time and severance salaries. ### Steps to Avoid Misclassification * Avoid "Fixed Monthly Payments": When possible, pay in terms of project milestones or deliverables, as opposed to a fixed, unvarying monthly salary, no matter how much work is done. * Remove from Internal HR Systems: Contractors are not supposed to be listed in the company internal phone book, they should not use titles of Manager in their email signature and they should not be reviewed by the performance appraisal systems just like the other employees. * Independent Email/Access: In case they require a company email because of security, make sure that it is labeled as either “External” or Contractor. ## Challenges of Hiring Contractors in Hungary ### 1. Navigating the Language Barrier The talent can speak English but the bureaucracy cannot. Any tax returns, business applications, and formal communications of NAV are made in Hungarian. This complicates the role of a foreign HR team to check whether a contractor is keeping their business status as it should be. ### 2. Complex Tax Reporting The Hungarian tax law is prone to change. The 2022 KATA updates came with little more than a few weeks notice, which resulted in a huge shock to the freelance market. The local legal counsel is necessary to keep pace with these changes. ### 3. Finding and Vetting Talent The identification of the appropriate contractor will not happen after a search on LinkedIn. In the case of companies that wish to grow quickly without the administrative overhead, it is most cost-effective to use specialized platforms. ### Using Platforms: Mellow.io When it comes to the "Finding" and "Management" stage, Mellow provides a comprehensive solution for companies looking to hire contractors in Hungary. Mellow comes in as an intermediary, the localized compliance that foreign firms find it difficult to manage. * Contractor of Record (CoR): Mellow makes sure that all the contracts are made according to the Hungarian Civil Law, and that they are specifically crafted to pass the so-called 7-point test and not get misclassified. * Automated Invoicing: It takes care of the complex Hungarian invoicing conditions such that the output is sent as a single invoice which is consolidated and the contractor is served with a document that complies with their local system. * IP Protection: Mellow will ensure that intellectual property is transferred to your company in Hungary legally by the Hungarian contractor, which is a grey area in most freelance agreements. * Global Payouts: You can remunerate your Hungarian staff in your favorite currency (USD/EUR) and Mellow makes the local payments, solving the issue of Forint volatility. ## Conclusion Contracting in Hungary is a high-paying strategy to the company that wants to access the talent of the elite European with an elastic business model. The labor code and the civil code have strict disparities, as knowing which will enable the business to create strong, dynamic teams in one of the most promising new technological centers in the world. The secret of success should be the independence of the contractor, on paper and on the working side. With the tax authorities of Hungary still in the process of digitalization and expanding the number of audits they are capable of, the use of professional tools such as Mellow is no longer a luxury, but a burning throat-protector of the legal and financial well-being of your company.