Q1. What standard of behavior is required during an employment relationship in Hungary?
In Hungary, during the performance of an employment contract, parties must act as is generally expected in the given situation unless the law provides otherwise. In Hungary, no one may rely on their own reprehensible behavior to gain benefits, and reprehensible conduct of the other party may also be cited by a person who acted reprehensibly.
Suggested: An Overview of Hiring Trends in Hungary
Q2. What does good faith and honesty mean in an employment relationship in Hungary?
In Hungary, when exercising rights and fulfilling obligations, parties must act in accordance with the principles of good faith and honesty, cooperate mutually, and avoid violating the rights and legitimate interests of the other party. In Hungary, good faith is violated if a person exercises rights contrary to previous behavior on which the other party could reasonably rely.
Q3. What obligations does an employer have toward employees in Hungary regarding fairness?
In Hungary, the employer is obliged to take into account the interests of the employee based on fair consideration. The unilateral determination of the method of performance in Hungary must not cause disproportionate harm to the employee.
Suggested: How to Hire Healthcare Professionals in Hungary
Q4. What information obligations exist between parties in Hungary under employment law?
In Hungary, parties covered by the Act must inform each other of all facts, data, circumstances, or changes relevant to establishing the employment relationship, exercising rights, and fulfilling obligations defined in the Act.
Q5. What constitutes abuse of rights under Hungarian labor law?
In Hungary, abuse of rights is prohibited and occurs especially if behavior aims at or results in impairing others’ legitimate interests, limiting their ability to assert interests, harassing them, or suppressing the expression of opinion.
Q6. How does a Hungarian court act if abuse of rights involves refusal to declare rights?
In Hungary, if abuse of rights involves refusing a declaration required by employment rules and causes harm to a compelling public interest or a specially deserving interest of the other party, the court may replace the declaration with its judgment if the harm cannot be otherwise prevented..
Suggested: Top Applicant Tracking Systems in Hungary
Q7. How is the burden of proof handled in abuse of rights claims in Hungary?
In Hungary, when asserting a labor law claim based on abuse of rights, the claimant must prove the facts, circumstances, and disadvantage underlying the violation, while the party exercising the right must prove the absence of a causal connection between those facts and the disadvantage.
