- Phase
- Act I of 2012 on the Labour Code
- Native name
- 2012. évi I. törvény a Munka Törvénykönyvéről
- Type
- Employee monitoring and surveillance
- Added to database
- 27 October 2023
Description
Under changes introduced in April 2019 to the Labour Code, providing more details on the rules on monitoring and surveillance, it is stated that the employer has a right to monitor whether employees are fulfilling their job-related tasks according to their instructions.
The employer may use technical equipment to exercise this right, but it must be justifiably in connection with the employee’s work and it must be proportionate. Such justification may be the protection of employer property, but surveillance cannot be used to measure employee productivity (for example by video surveillance). An exception may be when the surveillance serves the purpose of the health and safety of the employee, such as at an industrial site. Human dignity must be observed at all times, thus cameras cannot be placed in private spaces where the employee has the right to privacy and rest (showers and dressing rooms, kitchens or dining spaces, facilities for resting).
General GDPR rules must be observed when handling all data collected in this way and employees must be duly notified of any surveillance beforehand.
Citation
Eurofound (2023), Hungary: Employee monitoring and surveillance, Restructuring legislation database, Dublin,
https://apps.eurofound.europa.eu/legislationdb/employee-monitoring-and-surveillance/hungary