As temperatures continue to reach record highs across Europe, the government introduced emergency measures aimed at protecting workers during the current heatwave. Prime Minister Péter Magyar announced that public sector institutions should switch to home office wherever operationally possible, and encouraged private employers to do the same for roles that can be performed remotely.

The measure follows a government decree on coordinated protective action published during the heatwave, after the Chief Medical Officer raised the national heat alert to Level 3, the highest level, based on HungaroMet forecasts showing temperatures well above seasonal averages.

For employees, the main question is whether they have a right to stay home. For employers, it's what exactly the recommendation requires. The answers are different depending on which side you're on, so it's worth separating the two.

Is home office mandatory?

For most employers, no. The government decree requires public sector organisations to introduce home office wherever operationally possible. For private businesses, the announcement is a recommendation, not a legal obligation. Employers can decide whether remote work makes sense based on business needs and the nature of each role.

This distinction matters because the announcement does not, on its own, give employees a legal right to work from home. That right continues to be governed separately, by the existing telework rules under the Hungarian Labour Code.

What employees should know

Employees in the public sector should expect home office to apply automatically wherever their role allows it, since this part of the decree is mandatory for public institutions.

Employees at private companies should not assume the same right applies to them. Whether home office is offered depends entirely on the employer's decision, unless a formal telework agreement already exists in the employment contract. If a company chooses not to introduce home office during the heatwave, this is not, on its own, a violation of the law.

That said, employees whose job cannot be done remotely, and who must continue working on site, are entitled to a safe working environment regardless of the heatwave recommendation. This includes reasonable access to drinking water, breaks, and protection from excessive heat exposure, especially for physically demanding or outdoor roles. If these basic protections are missing, it's worth raising the issue directly with HR or a manager, since occupational safety obligations exist independently of the heatwave decree.

Employees who want a longer-term telework arrangement, beyond the current emergency measure, can request it formally. Under the Hungarian Labour Code, the employer must respond in writing within 15 days and explain the reasoning if the request is refused.

Which employees cannot work remotely

Many office-based roles can shift to home office without disruption, but a large share of the workforce cannot. This includes healthcare professionals, emergency responders, police officers, firefighters, public transport drivers, retail staff, warehouse workers, construction workers, maintenance teams, cleaners, delivery drivers, postal workers, and hospitality and kitchen staff.

For these employees, the priority during extreme heat is not remote work but workplace safety: reviewing shift schedules, adding breaks, ensuring constant access to drinking water, setting up shaded rest areas where possible, and reducing exposure during the hottest hours of the day.

What the law already says about telework

The emergency recommendation does not change the existing legal framework for telework. Under the Hungarian Labour Code, telework requires a written agreement between employer and employee, work performed away from the employer's premises, and mutual consent from both sides. Neither party can unilaterally impose it on the other.

Where telework is formally agreed, employers may also reimburse home office expenses tax-free, up to 10% of the statutory minimum wage, provided the employment contract explicitly includes telework arrangements.

What employers should do now

Even though the recommendation is not mandatory for most businesses, it is a chance to show clear, responsible leadership. Three priorities stand out.

Communicate quickly. Whether the company introduces temporary home office or keeps normal operations, employees need to hear the decision early, along with the reasoning behind it.

Protect employees who must work on site. Where remote work is not an option, practical steps make a real difference: earlier start times, additional breaks, shaded rest areas, constant access to water, and postponing non-essential outdoor tasks.

Put temporary arrangements in writing. If home office is introduced because of the heatwave, even for a short period, documenting the arrangement, its duration, and expectations helps avoid confusion or disputes once conditions return to normal.

Why this matters for employer branding

Extreme weather events are becoming more frequent, and employees increasingly expect employers to respond quickly when working conditions affect their health. Companies that communicate clearly, act proactively, and prioritise safety build trust, even when remote work isn't legally required.

For roles where remote work simply isn't possible, the same principle applies differently: supporting frontline employees through practical measures, adjusting schedules, and ensuring a safe environment shows that employee wellbeing is a daily practice, not just a line in a values statement.

Frequently Asked Questions

Is home office mandatory during the heatwave? It's mandatory for public sector organisations wherever operationally possible. For private employers, it remains a recommendation.

Can employees demand to work from home because of the heat? No. The recommendation does not create a legal right to remote work for private-sector employees. Telework is still governed by the Hungarian Labour Code and requires mutual agreement.

What can employees who work on site expect? Not remote work, but basic heat safety measures such as breaks, access to water, and reduced exposure during peak heat hours, which employers are expected to provide regardless of the recommendation.

Does this change the existing telework rules? No. It is a temporary measure tied to the current heatwave and does not modify the legal framework for telework.