Hungarian employers need current start and end time records. Everhour supports structured weekly timesheet approval.
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This page is for employers, HR teams, bookkeepers, and managers who need a practical way to collect Hungarian working-time records before payroll, billing, or internal review. The record should separate ordinary working time, extraordinary working time, standby duty, and leave because Hungarian Labour Code section 134 requires employers to keep records for those categories, including certain agreed voluntary overtime.
A usable weekly record does more than total hours. It shows current start and end times for ordinary work, extraordinary work, and standby duty actually performed. That matters because the legal record is tied to the timing and type of work, not just a weekly number. A clean entry also gives payroll a reliable trail for wage supplements, time off, and manager corrections.
Each entry should identify the employee, date, work category, start time, end time, break treatment if tracked separately, project or cost center, manager, and approval status. Teams that bill clients should also include billable status and task notes. A line such as "Client A onboarding, ordinary working time, 9:00 to 12:30, billable" is clearer than a single daily total.
Hungarian records also need enough structure to separate scheduled hours from extraordinary working time. The general full daily working time under the Hungarian Labour Code is eight hours, while scheduled working time is generally capped at twelve hours per day and forty-eight hours per week with overtime included. Those numbers make the daily view important because a weekly total alone can hide a long day.
Employee time records that identify workers are personal data under the GDPR. A timesheet process should collect the data needed for working-time, payroll, billing, and management review, then limit access, retention, and monitoring to that purpose. Activity tracking and technical monitoring require extra care because employment data sits in a power imbalance between employer and employee.
Hungarian Labour Code section 11/A allows employers to check work-related conduct and use technical means for that purpose only with prior written notice. Inspection of IT equipment is limited to work-related data. A timesheet process should therefore explain what gets tracked, who reviews it, how corrections work, and how long records remain available for payroll or audit needs.
A one-off timesheet is enough for a small weekly handoff, a contractor summary, or a quick payroll check where one person controls the data. It works best when the team has few projects, simple approvals, and no need to compare time against budgets, client invoices, or overtime patterns across several months.
A managed workflow becomes the better fit once several people submit hours, managers approve or reject entries, and payroll or billing depends on locked records. Everhour Timesheets collect project hours and working hours by person, let users submit weekly time, and let admins approve, reject, partially approve, or lock entries before downstream review.
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 current start and end times for ordinary work, extraordinary work, and standby duty actually performed.
A Hungarian timesheet should separate ordinary working time, extraordinary working time, standby duty, and leave. That structure helps payroll apply the correct review to scheduled hours, overtime, rest-day work, public-holiday work, and absences without mixing legally different categories into one total.
Yes. An unbound work schedule can change the duty when the employer transfers scheduling rights to the employee in writing because the employee independently organizes the work. In that case, many working-time rules and the record obligation for ordinary and extraordinary working time and standby do not apply.
The record should show the date, start time, end time, and type of overtime. Hungary allows an employer to order up to 250 hours of extraordinary working time per calendar year, plus up to 150 additional voluntary overtime hours per year by written agreement, with prorating for partial-year, fixed-term, or part-time employment.
A weekly total without start and end times creates the main problem. Hungarian working-time records must show current start and end times for ordinary work, extraordinary work, and standby duty actually performed. Missing timestamps make it harder to confirm daily limits, overtime treatment, and manager approval.
Everhour Timesheets collect weekly project hours and working hours by person, then let users submit time for manager review. Admins can approve, reject, partially approve, and lock submitted entries before payroll, billing, or reporting uses the record.
Everhour can embed tracking controls inside tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams can log task time where work happens while keeping the tracked time available for centralized review.
Use Everhour Timesheets to collect weekly hours, review submissions, lock approved entries, and keep payroll and billing records tied to an approval trail.
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