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In Hungary, disputes commonly described as wrongful termination are generally claims about an unlawful dismissal or other unlawful ending of an employment relationship. The Hungarian Labour Code sets rules for employer dismissals, including requirements about the reason given and the form of notice.
If an employer in Kecskemét has dismissed you, or you work in the city for an employer based elsewhere, keep the dismissal notice, employment contract, payslips, and relevant messages. A claim challenging a termination usually has a strict 30-day deadline from receipt of the employer’s notice, so seek advice promptly rather than waiting for internal discussions to finish.
Employment disputes are heard by the competent Hungarian court, not by a separate US-style employment tribunal. For a dispute connected with Kecskemét, the Kecskeméti Törvényszék may be the relevant first-instance court, depending on the venue rules and the facts. A lawyer can check the correct court and whether the claim concerns dismissal, unpaid sums, discrimination, or more than one issue.
Your Kecskemét employer has given a short or unclear reason for dismissal, such as “restructuring,” and you need to assess whether the stated reason is genuine and supported by evidence.
You work at a local production, logistics, or office workplace and the employer says your role was eliminated, while similar duties appear to continue or be assigned to others.
You were dismissed during pregnancy, parental leave, or after raising a workplace concern, and need to consider whether a protected status or discriminatory motive is relevant.
Your fixed-term contract ended early, or the employer says it ended automatically, and you need to check the contract terms and the legal basis for ending it.
You were asked to sign a mutual termination agreement or resignation while under pressure, and need advice on its effect before signing or challenging it.
Your dismissal is linked to alleged misconduct, poor performance, or a disciplinary investigation, and you need to preserve evidence and respond to the employer’s account.
Act I of 2012 on the Labour Code is the main statute governing employment relationships, employer dismissals, notice, and remedies. It took effect on 1 July 2012. It also sets the 30-day period generally applicable to claims challenging termination.
Act CXXX of 2016 on the Code of Civil Procedure governs civil court proceedings, including how employment claims are brought and handled. It took effect on 1 January 2018.
Act CXXV of 2003 on Equal Treatment and the Promotion of Equal Opportunities is relevant where a dismissal may involve discrimination. Its application depends on the facts, including the protected ground alleged and the evidence available.
A dismissal may be unlawful if it breaches statutory requirements, such as rules on written notice or the employer’s obligation to give a clear, genuine, and reasonable reason where one is required. A dismissal may also be unlawful if it violates a restriction on dismissal or involves discrimination. The details of the notice and circumstances matter.
The general deadline for bringing a claim challenging termination is 30 days from receiving the employer’s notice. Do not assume that negotiations or an internal complaint pause this period. Ask a Hungarian employment lawyer to check the deadline immediately.
Possibly. The competent court depends on procedural venue rules and details such as the employer’s location and where the work was performed. A lawyer can identify the proper court before filing.
In many ordinary employer dismissals, the reason must be communicated in writing and meet legal requirements. Different rules can apply in situations such as probation or certain senior positions. The type of employment relationship and wording of the notice should be reviewed.
During a valid probationary period, either party can generally end the employment relationship with immediate effect and without stating a reason. The notice still must meet legal requirements and cannot lawfully be discriminatory or otherwise prohibited. Check that the probation period was agreed and had not expired.
You may have a claim if the employer ended the contract before its agreed end date without a lawful basis, or if the contract was treated as ended in a way that breached the law. The contract, any notice, and the stated reason are important. A lawyer can distinguish an early termination from the ordinary expiry of a fixed term.
Depending on the claim, remedies may include compensation for loss or other statutory payments. Reinstatement is available only in specified circumstances, rather than as an automatic result of every unlawful dismissal. The applicable remedy depends on the legal breach and the evidence.
Representation requirements can depend on the court and procedural route, so confirm them for your case. Even where you may act without a lawyer, the 30-day deadline, court procedure, and evidence rules make early legal advice useful. A lawyer can also assess whether several claims should be brought together.
Fees vary by lawyer and by the work required, such as reviewing a notice, negotiating, or representing you in court. Ask for a written fee agreement that explains hourly or fixed fees, expenses, and what happens if the case proceeds to litigation. Court costs and the possibility of paying some of the other side’s costs should also be discussed.
There is no guaranteed timeline; it depends on the court’s schedule, the issues in dispute, and whether the parties settle or appeal. A lawyer can give a more useful estimate after reviewing the claim and identifying the likely evidence and hearings. The filing deadline is much shorter and should be treated as urgent.
An employment-supervision authority may investigate certain labour-law compliance issues, but it does not replace a court claim for challenging a dismissal or seeking individual compensation. Different procedures can have different purposes and deadlines. Get advice before relying on an administrative report to protect a court claim.
Kecskeméti Törvényszék is the regional court serving the area. Its official information can help identify court services and filing arrangements; a lawyer can confirm whether it is the competent court for a particular dispute.
Bács-Kiskun County Government Office carries out government functions in the county, including employment-supervision functions. It may be relevant to reports about workplace compliance, but it does not decide every individual dismissal claim.
Bács-Kiskun County Bar Association is the local professional organisation for lawyers. It can be a starting point for checking professional membership or finding information about local legal services.
Act immediately. Within a day or two of receiving the notice, record the date it arrived and ask a lawyer to check the 30-day claim period.
Gather your documents. Collect your contract, dismissal notice, workplace policies, payslips, performance reviews, and relevant emails or messages before your first consultation.
Identify the outcome you need. Write down whether you want to challenge the dismissal, recover unpaid sums, seek compensation, or negotiate an agreement. This helps the lawyer assess possible claims and remedies.
Contact lawyers who handle Hungarian employment disputes. Ask about experience with dismissal claims, court representation, and cases involving employers or workplaces in Kecskemét and Bács-Kiskun County. Try to arrange an initial consultation within a few days.
Compare the proposed approach and fees. Ask for a written scope of work, fee terms, likely expenses, and an explanation of urgent filing steps. Clarify who will handle communications and court submissions.
Instruct counsel and preserve evidence. Once you choose a lawyer, provide the complete record promptly and follow advice about employer communications, settlement proposals, and filing. Keep copies of everything and do not sign a release or agreement without review.
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Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
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