Hungarian employers need current working-time records, and Everhour gives teams structured time tracking for review and approval.
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| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
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Use this page to understand the work an employee time tracking app needs to support in Hungary: recording ordinary work, extraordinary work, standby duty, leave, and the start and end time of work actually performed. Hungarian Labour Code section 134 requires employers to keep current records of those time categories, so a weekly total alone does not give managers enough detail.
The practical outcome is a defensible time record by employee, date, time category, and work period. A good record shows that Monday ordinary work ran from 9:00 to 17:00, Tuesday overtime ran from 17:00 to 19:00, and leave was marked separately from hours actually worked. Payroll, managers, and employees can then review the same timeline before figures move into pay or client billing.
Hungary's general full daily working time is eight hours under the Hungarian Labour Code, with special written arrangements available for certain standby-type roles or relatives of the employer. Scheduled working time is generally capped at twelve hours per day and forty-eight hours per week, with overtime included in those limits. Time records need enough structure to show when a day stays ordinary and when it becomes an exception.
Overtime needs its own label because compensation changes with the context. Overtime beyond scheduled daily working time, a working-time frame, or a settlement period carries a 50% wage supplement or equivalent time off when employment rules or an agreement allow it. Overtime on a weekly rest day or rest period carries a 100% premium, reduced to 50% if another weekly rest day or rest period is provided. Public holiday overtime carries a 100% premium.
Employee time data that identifies workers is personal data under the GDPR. A Hungarian tracking setup needs a lawful basis, transparent employee information, data minimization, storage limits, security controls, and safeguards for workplace monitoring. The app should collect the working-time data needed for payroll, scheduling, legal records, and billing review without turning basic time entry into excessive surveillance.
Hungarian Labour Code section 11/A also matters when technical tools monitor work-related conduct. Employers may use technical means for that purpose only with prior written notice, and inspection of IT equipment is limited to work-related data. A time tracking policy should state what is tracked, why it is tracked, who can see it, how long records stay available, and which workflows require manager review.
A free or simple time tool is enough for a small one-off check, such as confirming one employee's weekly hours before payroll. That breaks down once several people work across projects, standby periods, leave, overtime, and approvals. Hungary's record duty is current and category-specific, so delayed reconstruction from calendars and chat messages creates preventable gaps.
A managed workflow gives you recurring structure: employees submit time, managers review exceptions, approved periods lock, and reports support payroll or billing handoff. Everhour fits that longer-term workflow through team policy defaults, member limits, weekly capacity, project assignments, approval steps, and lock rules. The point is control over the process, not just a nicer timer.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Yes. Hungarian Labour Code section 134 requires employers to record ordinary working time, extraordinary working time, standby duty, leave, and certain agreed voluntary overtime. The record must show the start and end time of ordinary work, extraordinary work, and standby duty actually performed on a current basis.
A Hungarian setup should separate ordinary working time, extraordinary working time, standby duty, leave, and agreed voluntary overtime where it applies. Separate labels matter because pay treatment, limits, and review workflows differ. A single daily total hides the difference between ordinary work, overtime after the scheduled day, and standby time.
Yes, but only under the stated exception. If the employer transfers scheduling rights to the employee in writing because the employee independently organizes the work, many working-time rules and the record obligation for ordinary and extraordinary working time and standby do not apply. Treat that as a documented status, not an informal flexible-work habit.
Records should support review of the 250 hours of extraordinary working time an employer may order per calendar year, plus up to 150 additional voluntary overtime hours per year by written agreement with the employee. Prorating applies for partial-year, fixed-term, or part-time employment, so the employee's contract context matters.
The common mistake is using a time tracking app as a broad monitoring tool without clear employee notice and limits. Employee time records are personal data under the GDPR, and Hungarian Labour Code section 11/A requires prior written notice before employers use technical means to check work-related conduct.
Everhour Team Management lets admins set team policy defaults, weekly capacity, personal tracking limits, roles, project assignments, and approval workflows. Managers can lock editing after approval or after a chosen period, which keeps reviewed employee time from changing before payroll, billing, or reporting use it.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports with filters, grouping, date ranges, and export options. Teams can download reports in CSV, Excel/XLSX, or PDF when accounting, payroll review, or client billing needs a separate file.
Use Everhour Team Management to set capacity, limits, approvals, roles, and lock rules so Hungarian employee time records become a controlled workflow instead of scattered edits.
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