Based on the Government’s 2026 autumn legislative programme, several proposals are expected that may directly or indirectly affect employers, HR processes and corporate compliance. The detailed rules will become known from the submitted bills, but the main directions are already taking shape.

In the coming months, it will be particularly worth monitoring regulatory developments related to

• pay transparency,
• platform-based work,
• corporate reporting, and
• the composition of management bodies.

Pay transparency: preparation is already a business issue

The autumn programme includes a bill on the transparency of pay between men and women and the amendment of certain related laws. This topic has already appeared in HR and compensation planning at many companies in recent period, and it may now enter a new phase at the level of Hungarian legislation.

Employers are expected to need to review how consistent their job classifications are, what data is available on their pay practices, and how any differences can be explained by objective criteria.

Platform work: flexible operations, increasing regulatory attention

The programme also deals separately with the regulation of platform-based employment. This area has become one of the most sensitive issues in employment law in recent years, as the boundaries between a traditional employment relationship and self-employed work can often be difficult to draw.

The expected regulation will not affect all employers to the same extent, but it is nevertheless an important signal: flexible, digital or intermediated forms of work are receiving increasing regulatory attention. At companies where atypical employment models, external resources or platform-like operations are present, it may be worth assessing the risks in advance.

Company data, HR information, management composition: a broader compliance landscape

Among the planned amendments concerning company publicity and company registration proceedings, elements may also appear that affect the accuracy and availability of corporate data, including certain company information requirements. From the HR and corporate administration perspective, this may be relevant because employment data, organisational structures and information within corporate groups are receiving increasing attention.

The autumn programme also includes a proposal on improving the gender balance among directors of publicly listed companies. This may primarily affect listed companies, but the issue goes beyond this group: executive selection, succession planning and diversity considerations are increasingly becoming part of corporate governance.

What may be worth reviewing now?

The exact content of the bills is not yet known, so it would be premature to speak about final obligations. However, preparation should not necessarily be postponed until the detailed rules are published.

The coming period may be a good opportunity for companies to review, from a preparation perspective, their pay and job structures, employment models, the quality of HR data, and their management and corporate governance processes. Once the detailed rules are published, these areas may provide the starting point for practical compliance.

Our Human Capital experts are continuously monitoring the legislative process. Once the submitted bills are published, we will provide a more detailed overview of what practical tasks the changes may mean for employers.