The provisions of the Hungarian Labour Code on the employees’ leave entitlement will be modified as of 1 January 2020. The new provisions are aimed at extending the employees’ entitlement to take leave for the purpose of providing care for their child.
Under a non-compete agreement, the employer may restrict the ex-employee’s business activity for a period of maximum 2 years following the termination of employment and in exchange, the employer shall pay adequate compensation to the employee – the amount of which may not be less than 1/3 of the base wage due for the same period.
In September 2019, the Hungarian Supreme Court (Curia) stated in its decision that even in case of a warning strike, the employer must be notified on the strike at a time that allows the exercise of its right to prevent damages caused by the stop of operations, and also to perform its obligation to protect life and property and to perform any organisational work related to these rights and obligations.
KCG Partners Law Firm and CGP Europe organised a joint Client Breakfast on 20 June 2019
On 4 April 2019 the European Parliament adopted a new Directive on paternity leave and non-transferable parental leave. The aim of the new provisions is to promote gender equality by boosting women’s representation in the workplace and strengthening the role of fathers in the family, and also to enable working parents to reconcile work and family commitments.
On 6 December 2018 the European Council adopted a general approach on a proposal for the establishment of the European Labour Authority (“ELA”).