Should you have employee permission for CCTV record at workplace? How to be compliant with data protection laws regarding video surveillance? What are the cases when the strict data protection rules do not apply? In this article we examine these questions on the basis of the EU Data Protection Regulation (GDPR).
In his fresh article the Guardian reported that a Japanese lady logged 159 hours of overtime in one month which lead to her death. In Japan this is not an isolated case, they even have a word for the death from overwork called ‘karoshi’. Of course, this is an extreme situation and European work culture is different. Nevertheless, it is worth to read the 4 must-knows about the legal conditions of overtime work in Hungary.
Nowadays we cannot imagine a workplace without Internet and e-mailing. Besides the countless benefits of these tools, the use of digital technology also carries significant risks for employers. Given that the Hungarian labour law is left behind by the faster-than-light developing new digital word, employers have to keep the pace in order to avoid future labour disputes. In this short article we tell you the five most important reasons why your company should have an Internet and E-mail policy.
In a very fresh judgement, the Strasbourg Court of Human Rights ruled that employers can monitor their employees’ messages only within certain limits. This judgement gave me the idea to collect 5 areas of the employment relationship where personal data of employees may be collected and processed and thus the principles of the GDPR such as lawfulness or purpose limitation should be taken into account.
In Hungary, executives are a special group among the employees with a special labour-law regime. In this article we summarise the must-knows before hiring an executive officer under the Hungarian labour law regime as an employee.
I bet you know the situation when your employee calls in sick but you suspect that he is not actually ill. You are between a rock and a hard place. If you are not sympathetic with a truly ill employee, you will be the worst boss ever. But if you do not take actions against the employee who is not truly ill, workplace productivity and employee morale may suffer. Here is what you can and cannot do with sick-leave abusers in Hungary.
Recently, more and more clients complain about employees who are resigning orally or without giving the necessary notice period. Unlawful resignation causes uncertainties, inconvenience or in the worst case, serious damages to the employer. In this short article, we collected the four must-knows about unlawful employee resignation in Hungary.
Learn from others' mistake by reading the summary of a very fresh decision of the Supreme Court about an ordinary dismissal.
Works councils are often considered as meaningless bodies, although they could be a tool of harmonic cooperation at workplaces. Since the Hungarian Labour Code requires electing workers' representative at companies having 15+ employees and a works council in case of 50+ employees, it is worth to know their function, and the benefits & protection afforded to their members, to avoid unpleasant surprises as employer.
If you would like to fire an employee, but the conduct of the employee does not exceed a certain the limit that justifies extraordinary termination, the only way under Hungarian Labour law to dismiss him is the ordinary termination. Given that a wrongful termination can have serious financial effects, it is worth to summarise the 5 must-knows for an employer in relation with ordinary dismissals, including the case law of Hungarian Labour courts.
Hungarian Labour Law confers on employees the right for free time, even during working hours. Even if the employer is not obliged to give a “smoke-break”, special regime applies to employees working in front of computers, as well as to employees with special needs like diabetes, pregnancy, etc. We summarise the key-points of this topic in this article.
One of the largest business risk is an employee who leaves the company with the information and know how acquired during his employment. Business owners should think about protecting their business in advance, before it is too late. We summarize the key points of non-compete clauses under Hungarian law in this résumé.
Based on recent surveys among employers, empathy, compromising skills and flexibility are the main advantages of hiring female employees, while pregnancy and child-related parental leave cause the vast majority of labour issues in Hungary. Since expectant female workers and mothers enjoy special protection under the Hungarian Labour Code we sum up the must-knows for employers in this domain.
Wage costs represent significant part of the corporate expenditures. While employers are interested in decreasing these amounts, it is hardly reconcilable with employees’ interests to achieve higher salary. Given that salary is one of the most important motivating force, besides complying with the Labour Code, employers should avoid demotivating their workforce. In this short summary we gathered 5 tips how you can reduce your company’s labour costs without demotivating your employees and violating the Labour Code.
Wrongful termination of an employment contract is the most common trigger for lawsuits arising out of labour relationships. The following guide summarizes the most important rules of firing an employee in Hungary in order to help you to reduce your company’s exposure for unlawful firings and lower the risks of a costly labour litigation.
One of the simplest ways to communicate basic yet important information and policies to employees is through the employee handbook. While a well-written employee handbook serves to proactively confirm company policies and it can be also a litigation prevention tool, not too many employers have one. In this short article we tell you what exactly an employee handbook is, why you should have one and some tips about what to include in your employee handbook.
In this short summary we sum up the 7 most important things that an employer needs to know before hiring an employee in Hungary.