European Restructuring Monitor (ERM)
Eurofound's ERM database on restructuring-related legal regulations provides information on regulations in the Member States of the European Union and Norway which are explicitly or implicitly linked to anticipating and managing change.
Articles 68-70, 85(3)
The notice period begins at the earliest on the day following the date when the dismissal is communicated.
Where employment is terminated by the employer, the notice period shall begin at the earliest on the day after the last day of the following periods:
The above rules shall apply in case of collective redundancies if the conditions specified exist at the time when the written notification on the decision regarding collective redundancy is given.
The notice period is 30 days. If employment is terminated by the employer, the 30 day notice period shall be extended by a certain number of days on the basis of the number of years of employment by the employer in question, and namely:
By agreement of the parties, the notice period may be extended by up to six months. In case of a fixed-term employment relationship, the notice period may not go beyond the fixed term.
Collective agreements could foresee notice periods longer than 30 days, if this is to the benefit of the worker.
Eurofound (2015), Hungary: Notice period to employees, Restructuring legislation database, Dublin, https://apps.eurofound.europa.eu/legislationdb/notice-period-to-employees/hungary
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