Working late does not by itself settle an overtime claim. The relevant schedule, working-time framework, instructions and actual work performed must be examined together.
1. What counts as extraordinary working time?
Hungarian employment law includes work outside the assigned schedule and work exceeding a working-time framework among the situations that may qualify. The classification depends on the applicable schedule and the facts.
2. What compensation may apply?
The treatment varies depending on whether the work occurred on an ordinary working day, weekly rest day or public holiday. Statutory supplements and, in certain cases, time off may be relevant. The employment contract and any collective agreement also need review.
3. Working-time records
The employer must keep records of ordinary and extraordinary working time, showing when work began and ended. Where records are incomplete or disputed, other lawful evidence may also matter.
4. Useful evidence
- Schedules and changes to them.
- Attendance and access records.
- Work instructions and task assignments.
- Payslips and records of supplements or time off.
An email timestamp alone will rarely establish the full claim. Preserve records lawfully, especially if they contain other people's data.
5. Next steps
An employee can request an itemised calculation and list disputed days chronologically. An employer should compare schedules, instructions and payroll. See the employment law practice page and the separate article on limitation periods.
Source: Hungarian Labour Code, Act I of 2012.
This article is general information, not case-specific legal advice. Laws and procedural deadlines may change.