The HUN Labor Code distinguishes between on-call ("ügyelet") and "standby" ("készenlét").
On-call ("ügyelet")
The employer can define the location of the availability
The wage supplement is 40% (on top of the normal hourly salary)
The duration of the on-call cannot be longer than 24-hours (including the normal working hours or the extraordinary working hours applicable for that day).
The period of on-call is defined as "extraordinary working hours" and different rules apply to it. The amount of extraordinary working hours (=on-call/ügyelet) can be a maximum of 250 hours/year. An additional 150 hours/year can be applied in case of "voluntary overtime" if the EE agrees - this kind of agreement needs to be in a written form and the EE is entitled to withdraw/terminate this only at the end of the calendar year.
The provisions must be applied proportionally if a) the employment relationship started during the year, b) it was established for a fixed term, or c) it was established as part-time employment.
Additional "On Call" EA clause (if needed):
EN: "The Employer may request the Employee to work on call and the Employee shall be obliged to accept such additional work. In this case, the Employer shall notify the Employee of the on-call work at least one week before the start of the respective on-call shift. The duration of the on-call cannot be longer than 24 hours, including the normal working hours or the extraordinary working hours applicable for the given day. During this period, the Employee will be required to be contactable via phone twenty-four (24) hours a day and have access to a computer within twenty (20) minutes.
The Employee will receive an increase of 40% of his/her normal salary during the on-call periods.
The Employer reserves the right, entirely at their discretion, to withdraw or vary the arrangements for on-call duty. The Employer shall comply with all requirements of applicable law for on-call work. The Employee will be informed of any changes in writing."
HU: "A Munkáltató kérheti a Munkavállalót ügyeletben történő munkavégzésre, és a Munkavállaló köteles az ilyen többletmunkát elfogadni. Ebben az esetben a Munkáltató legalább egy héttel az adott ügyeleti műszak kezdete előtt értesíti a Munkavállalót az ügyeleti munkavégzésről. Az ügyelet időtartama nem lehet hosszabb 24 óránál, beleértve az adott napra vonatkozó rendes munkaidőt vagy rendkívüli munkaidőt.
Ezen időszak alatt a Munkavállalónak a nap huszonnégy (24) órájában telefonon elérhetőnek kell lennie, és húsz (20) percen belül számítógéphez kell férnie. A Munkavállalót az ügyeleti időszakok alatt a rendes fizetésén felül 40%-os bérpótlék illeti meg. A Munkáltató fenntartja a jogot, hogy saját belátása szerint visszavonja vagy megváltoztassa az ügyeletre vonatkozó rendelkezéseket. A Munkáltató köteles betartani az ügyeleti munkára vonatkozó hatályos jogszabályokat. A Munkavállaló minden esetleges változásról írásban lesz tájékoztatva."
"Standby" ("készenlét")
The employee is free to define the location of availability with the restriction that they must be ready to work within the shortest time if the employer instructs them to do so
The wage allowance is 20% (on top of the normal hourly salary)
The duration of standby cannot be longer than 168 hours/months
For the weekly resting days, standby can be ordered for a maximum of 4-times per month
For both scenarios
The EE must be informed 1 week before the on-call or the standby starts and the employer must share a 1-month schedule in advance
Standby and on-call can not be applied in case the EE is a single mother/father (until the kids's 3 year-age)
If actual work happens during the on-call or the standby period, then the EE is entitled to an additional wage supplement of
50% (in case of Sunday extra work)
100% (in case of bank holidays + for those bank holidays that are on Sundays)
50% (in case of extra work on normal working days)
100% (in case if the extra work happens on normal weekly rest days (=weekend, in case of an office worker)
100% (in case if extra work happens on bank holidays)
50% (if the actual work cannot be measured)
Good to know: Parties can agree on a realistic fixed monthly supplement in the case of on-call and standby
Source (if any): Labour Code 107§-114§ and 139§-145§