How Much Does it Cost to Hire Employees in Hungary in 2026?

Hungary offers access to well-educated talent in Budapest and regional cities at competitive costs compared with many Western European markets. Your true cost of hiring includes gross salary plus mandatory employer contributions to social security, vocational training, and the rehabilitation fund where applicable.

Below are average monthly costs for popular roles in 2026, combining typical market salaries with Hungary's employer-side contributions of roughly 15%-17% of gross pay, depending on whether the rehabilitation contribution applies. Figures are estimates for full-time roles in major cities and will vary by seniority, sector, and benefits. USD values assume an exchange rate of roughly HUF 360 = USD 1 and are rounded.

• Software Engineer:
  Average salary HUF 1,400,000 (≈ USD 3,890) + employer contributions HUF 225,000 (≈ USD 625) = Estimated Total Monthly Cost HUF 1,625,000 (≈ USD 4,510). Costs rise for senior or niche-stack engineers in Budapest and may be lower for junior developers or roles outside major tech hubs.
• Product Manager:
  Average salary HUF 1,700,000 (≈ USD 4,720) + employer contributions HUF 275,000 (≈ USD 760) = Estimated Total Monthly Cost HUF 1,975,000 (≈ USD 5,480). Product leaders with SaaS, fintech, or regional leadership duties often negotiate higher packages and performance bonuses tied to product outcomes.
• Marketing Specialist:
  Average salary HUF 800,000 (≈ USD 2,220) + employer contributions HUF 130,000 (≈ USD 360) = Estimated Total Monthly Cost HUF 930,000 (≈ USD 2,580). Digital and performance marketers, especially those working in English or German, tend to sit at the upper end of the range.
• Customer Support Representative:
  Average salary HUF 550,000 (≈ USD 1,530) + employer contributions HUF 90,000 (≈ USD 250) = Estimated Total Monthly Cost HUF 640,000 (≈ USD 1,780). Multilingual support for DACH, Nordic, or UK customers commands higher pay, and night or weekend shifts may attract premiums.
• HR Manager:
  Average salary HUF 1,300,000 (≈ USD 3,610) + employer contributions HUF 210,000 (≈ USD 580) = Estimated Total Monthly Cost HUF 1,510,000 (≈ USD 4,190). HR leaders experienced with Hungarian labor law, unions, and multinational environments usually command premium compensation, especially in large shared-service centers.

Figures may differ depending on current exchange rates and your internal approach to bonuses, company cars, flexible benefits, and equity or long-term incentives.

💡 Curious how much it would cost to hire your next role in Hungary? Use our Salary Benchmarking Tool to get an instant, role-specific estimate - including taxes and compliance costs.

When you hire in Hungary, salary is only part of your total budget. You also need to factor in statutory social-security contributions, paid leave, public holidays, probation and notice rules, and whether you offer bonuses or allowances that go beyond the legal minimum.

In 2026, mandatory employer contributions typically add around 15%-17% on top of gross salary for most roles, before any optional benefits such as health plans, SZÉP card allowances, or company cars.

1. Plan Around Statutory Contribution Caps

   Most countries set salary ceilings for mandatory employer contributions like pensions, healthcare, or unemployment insurance. Once an employee’s earnings exceed that cap, your contribution amount stays fixed. Mapping compensation bands against these limits before finalizing offers helps you remain competitive without paying unnecessary premiums.
2. ‍Localize Benefits Strategically

   Every market values different perks. Instead of applying a global benefits template, align packages to local expectations and cultural norms. In some regions, private healthcare or transport allowances are far more attractive than bonuses or extra paid leave. Prioritize what your team will value most and trim the rest – you’ll keep engagement high while reducing spend.
3. ‍Consider an Employer of Record (EOR)

   Running your own entity can be expensive – local payroll systems, tax filings, and compliance administration add up fast. Partnering with a trusted EOR like Playroll simplifies hiring anywhere in the world. We manage contracts, benefits, payroll, and compliance for you, all under one transparent monthly fee. It’s the easiest way to scale globally without unexpected costs or compliance risks.
4. ‍Revisit Employment Contract Types and Terms

   Not every role needs to be permanent or full-time. Many labor frameworks allow fixed-term or project-based contracts, which can offer both flexibility and cost control. Be intentional about probation periods, notice clauses, and renewal terms – clear definitions reduce risk and prevent costly disputes later.
5. ‍Explore Cross-Border Hiring Options

   If a role doesn’t require strict on-site presence, widen your search to include neighboring or lower-cost markets. With compliant hiring solutions, you can engage top talent in other countries while reducing salary and overhead costs – all without setting up additional legal entities.
6. ‍Build Internal Mobility
   ‍Before recruiting new talent, look at who you already have. Upskilling or promoting existing employees can fill gaps faster and for less cost than external recruitment. This also boosts retention and engagement, since employees see clear career progression within your organization.

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