In Hungary, the topic of money at work has been a major cultural taboo for decades. "Don't look into your colleague’s pocket" (ne nézz más zsebébe) was an unwritten rule, often reinforced by strict confidentiality clauses in labor contracts. However, the iron curtain of financial secrecy is about to fall.

With the implementation of EU Directive 2023/970, Hungary is undergoing a significant legislative transformation that promises to balance the scales of power between employer and employee. But are Hungarian workers ready to seize this victory?

The Transparency Revolution in Hungary

Until recently, the Hungarian labor market (from the tech hubs of Budapest to the industrial centers of Debrecen and Győr) was characterized by a massive information asymmetry. Candidates entered negotiations "blindfolded," while the employer knew exactly the budget and the market average.

The new legislation, which must be fully integrated into the Hungarian Labor Code (Munka Törvénykönyve) by June 2026, changes the rules of the game:

• No more "competitive salary" in ads: Hungarian companies will be forced to publish the salary range or the starting salary right from the recruitment phase.

• The right to ask: Current employees will have the legal right to request information regarding the average salary level for the same category of work, broken down by gender.

• Banning salary history: Recruiters are no longer allowed to ask "How much did you earn at your last job?". Your value is determined based on skills, not on past negotiation mistakes or the previous Hungarian forint (HUF) fluctuations.

Why is this crucial for the Hungarian market?

Hungary has faced record-breaking inflation in the region, making salary updates a matter of survival for many. Furthermore, the massive gap between salaries in Budapest and the rest of the country, along with the complexity of the Cafeteria system (fringe benefits), often masks the true value of a job.

Transparency does not just mean "more money," but above all, equity. In a context where Hungary is struggling with a severe labor shortage and trying to keep its skilled professionals from moving further West, salary clarity becomes a vital retention tool. Employees no longer want to feel they are being "left behind" compared to a colleague who does the same work but negotiated more aggressively.

Are employees truly the winners?

At first glance, yes. Transparency forces companies to clean up their salary grids and eliminate subjectivity. However, this "victory" comes with challenges:

• Performance accountability: When salaries are out in the open, justifying differences through performance becomes much more rigorous. You can no longer ask for a raise just because "another year has passed," but based on clear KPIs and indicators.

• Internal tensions: In Hungary, where workplace hierarchy is often deeply respected, publishing grids can generate friction between colleagues if the transition is not managed carefully by HR departments.

Conclusion: A New Era in Budapest

The "end of secrecy" is not just a bureaucratic obligation coming from Brussels; it is Hungary's chance to modernize the relationship between capital and labor. For the Hungarian candidate in 2026, the news is clear: bargaining power is shifting from the employer's hand into the raw data of the market.

If you want to know exactly where you stand before these laws become the daily norm, your voice in our regional survey is the first step toward this transparency.