In 2025, Hungary’s dynamic labor market continues to evolve, with employees paying increasing attention to their rights, particularly regarding work breaks 2025 regulations. Work breaks not only impact employee well-being but also influence productivity and workplace satisfaction. The Labor Code work breaks 2025 provisions offer clear guidance for both employers and employees. In this article, we comprehensively outline the key aspects of work break regulations, employer responsibilities, and employee rights, addressing common questions such as: Are work breaks counted as working time? or How much break time is required in an 8-hour workday?

The Basic Rules of Work Breaks

According to Hungary’s Labor Code (Mt.), the work breaks Labor Code provisions stipulate that employees are entitled to breaks if their daily working hours exceed six hours. The work breaks 2025 regulation mandates a minimum break of 20 minutes, which employees can use freely and is not counted as working time. This means that the answer to the question Are work breaks counted as working time? is: no, break time is not part of working hours unless specified otherwise in the employment contract or collective agreement.

For employers, adhering to these rules is crucial, as violations of work break regulations can result in labor law penalties. Moreover, providing adequate breaks contributes to a positive Employer Branding strategy, as employees value when their rights are respected. During Recruitment, transparently communicating break policies can also be advantageous, as it attracts potential candidates.

How Much Break Time Is Required for Different Work Hours?

A common question is: How much break time is required in an 8-hour workday? According to the Labor Code, for an eight-hour workday, employees are entitled to a minimum of 20 minutes of break time, but if working hours exceed nine hours, an additional 25-minute break is required. In the case of a work break in a 12-hour work schedule, stricter rules apply: employees must receive at least 45 minutes of break time in total, which can be taken in multiple segments.

Some workplaces adopt the practice of 5-minute breaks per hour, particularly for roles involving computer work. While not mandatory, many employers voluntarily implement this system to support employees’ mental and physical health. Such measures not only ensure legal compliance but also strengthen Employer Branding, as employees appreciate a caring work environment.

Lunch Breaks and Making Up Break Time

A frequent concern among employees is whether making up lunch break time is required. According to the work breaks Labor Code, lunch breaks—typically part of work breaks—are not counted as working time and do not need to be made up. However, in cases of flexible work schedules, employers and employees may agree to shorten breaks and adjust working hours accordingly. Making up work breaks cannot be a standard practice and should only occur with the employee’s consent.

It’s essential for employers to clearly communicate these rules during Recruitment to ensure candidates understand break policies. This not only aids legal compliance but also builds employee trust in the company.

Special Work Schedules and Work Breaks

The work break in a 12-hour work schedule requires special attention, as such long shifts can be demanding. The Labor Code mandates that breaks be distributed to prevent employees from working excessively long periods without rest. For example, in a 12-hour shift, breaks can be split into two or three segments, but the total duration must comply with legal requirements.

Some employers, particularly in manufacturing or service sectors, may overlook work break regulations, which can lead to employee burnout in the long term. Such practices not only cause dissatisfaction but also negatively impact productivity and retention. Employers who prioritize compliance with work break regulations demonstrate a commitment to employee well-being, enhancing their reputation and appeal during Recruitment.

Conclusion: Balancing Compliance and Employee Well-Being

In 2025, ensuring proper work breaks 2025 is not just a legal obligation but a strategic opportunity for employers to foster a positive workplace culture. By adhering to the Labor Code work breaks 2025 provisions, employers can enhance employee satisfaction, reduce burnout, and strengthen their Employer Branding. Clear communication about work break regulations during Recruitment and consistent implementation of break policies signal respect for employee rights, making companies more attractive to top talent. Employees, in turn, should be aware of their rights to advocate for fair treatment.

Finally, we leave you with an idea:
 

“A balanced workplace hinges on supporting employee well-being, including providing adequate breaks.”

Forbes