Hungary requires current working-time records, and Everhour supports structured timesheets for review, approvals, and team controls.
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| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
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Use this page to organize employee working-time entries for Hungary, especially when you need a clean weekly view for payroll review, client billing, overtime checks, or internal approval. Hungarian Labour Code section 134 requires employers to record the duration of ordinary working time, extraordinary working time, standby duty, leave, and certain agreed voluntary overtime.
A practical timesheet for Hungary should identify the worker, date, work category, start time, end time, breaks if your policy tracks them separately, leave, standby duty, and overtime notes. The record must stay current and show the start and end time of ordinary work, extraordinary work, and standby duty actually performed. A signed or approved total alone does not replace those details.
A Hungary timesheet works best when each entry separates ordinary work from extraordinary working time, standby duty, and leave. That separation matters because 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 in those limits.
Overtime records need enough detail to support the applicable compensation treatment. Overtime beyond scheduled daily working time, a working-time frame, or a settlement period carries a 50% wage supplement or equivalent time off if 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.
Some employees do not fit the standard recording pattern. If the employer transfers scheduling rights to the employee in writing because the employee independently organizes the work, the unbound work schedule exception removes many working-time rules and the record obligation for ordinary and extraordinary working time and standby. Keep that written designation separate from the timesheet so payroll can explain why records differ.
Employee time records that identify workers are personal data under the GDPR. A Hungary timesheet process needs a lawful basis, transparency, data minimization, storage limits, and security controls. Hungarian Labour Code section 11/A also requires prior written notice before employers use technical means to check work-related conduct, and inspection of IT equipment is limited to work-related data.
A free timesheet is enough for a one-off weekly total, a small contractor review, or a simple internal check before payroll. It starts to break down when managers need approvals, locked records, correction history, role-based access, weekly capacity checks, and a consistent way to separate ordinary time, overtime, standby duty, and leave across several teams.
Everhour Team Management fits the managed workflow side of that line. Admins can lock time after approval, correct entries for team members, set daily, weekly, or monthly tracking limits, define weekly capacity, assign roles, group team members, and approve or reject submitted time before payroll, billing, or reporting uses it.
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 stay current and show start and end times for ordinary work, extraordinary work, and standby duty actually performed.
Payroll should review worker name, date, ordinary working time, extraordinary working time, standby duty, leave, start time, end time, and approval status. The start and end times matter because Hungarian records must show the timing of work and standby duty actually performed, not only daily or weekly totals.
Weekly totals alone are not enough for a standard Hungary working-time record. The record must show current start and end times for ordinary work, extraordinary work, and standby duty actually performed. Weekly totals can support summaries, but they do not replace the required timing detail.
Rest-day and public-holiday overtime is easy to misclassify. 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. Overtime on a public holiday carries a 100% premium.
Yes. Employee time records that identify workers are personal data under the GDPR. Employers need a lawful basis and must follow transparency, data minimization, storage limitation, security, and employment-context safeguards, especially when the timesheet system includes workplace monitoring features.
Everhour Team Management gives admins lock rules, admin time correction, personal tracking limits, weekly capacity, roles, project assignments, team groups, and approval workflows. Managers can approve or reject submitted time before payroll or billing uses the record.
Yes. Everhour can track time inside supported tools such as Asana, ClickUp, GitHub, Linear, Jira, Monday, Notion, Trello, and Basecamp. Teams can keep task work in those tools while tracked time flows into Everhour for timesheets and reporting.
Use Everhour Team Management to set limits, lock approved time, correct entries, and approve timesheets before payroll or billing, with structured controls for ongoing Hungary time records.
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