Top 10 EOR Providers for Hiring in Hungary (2027)
Hungary's structural test is labour leasing. A provider that employs your hire and places them with you is a munkaerő-kölcsönző under chapter XVI of the Labour Code, registered with the kormányhivatal and holding a deposit. Most global records say "150+ countries" and nothing about that registration. I read each record. One provider is Hungary-based; the others claim coverage. The notes say what each record shows and what to ask for.
How I scored this list
Five things weighted unequally.
Labour-leasing registration, 30%
Whether the provider says which registered munkaerő-kölcsönző employs staff in Hungary and can give the kormányhivatal registration number under decree 118/2001. A record that answers with "we have a partner" scores low; silence scores lower.
Hungarian entity and NAV standing, 25%
An entity in the cégjegyzék with a Hungarian tax number and a current NAV no-arrears certificate (nullás igazolás). An owned entity, by the provider's own claim, scores above a partner model.
Hungarian payroll depth, 20%
T1041 filing before day one, the monthly return, 13% szocho, 18.5% employee contribution, 15% flat tax with the family allowance and the under-25 exemption, the HUF 373,200 guaranteed minimum for qualified jobs, SZÉP card cafeteria.
Local scale and language, 10%
Hungarian-speaking contacts, contracts drafted in Hungarian, practice with the Labour Code's notice, severance and five-year leasing cap.
Pricing against a 13% on-cost, 15%
Published fee, setup and offboarding charges. In Hungary the fee is often larger than the employer contributions, so a provider that hides it loses points.
The three I'd flag before you scroll.
Spotlight #1
Tilea Consulting is the only Hungary-based provider on this list. Founded around 2014 and led by Lea Kneitner, a chartered accountant and forensic tax expert, it pairs EOR and PEO with NAV audit representation, transfer pricing and benefit-in-kind planning. No published price and no reviews: ask for the leasing registration number and a written quote first.
Spotlight #2
Deel lists 150+ countries, owned entities in 100+ markets and a $599 monthly EOR fee with setup from $0 to $1,000. The record does not say which entity employs staff in Hungary or whether it holds a leasing registration. On a HUF 1.2 million salary, $599 is about 18% on top, more than the 13% szocho.
Spotlight #3
Remote runs a 100% owned-entity model across 90+ countries, $599 a month on annual billing or $699 month to month, $0 setup and termination, and ranks first for compliance on G2. The record does not list Hungary among the 90: ask whether the Hungarian employer is a Remote entity and for its cégjegyzékszám.
Tilea Consulting
Tilea Consulting. Hungary-based since about 2014, led by a forensic tax expert, EOR and PEO alongside NAV representation and expat tax. No published price, no reviews, single-principal capacity. Best for multinationals whose Hungary hires raise transfer-pricing questions.
Deel
Deel. 150+ countries, owned entities in 100+ markets, $599 a month, 35,000+ customers, contractor and EOR on one platform. The record does not name the Hungarian entity or a leasing registration. Best for buyers adding Hungary to a global programme under one vendor.
Remote
Remote. 100% owned entities in 90+ countries, no partners, $599 on annual billing, $0 setup and termination, strongest IP framework in the record. Ask whether Hungary is one of the 90. Best for compliance-first buyers hiring Hungarian engineers where IP assignment matters.
Workmotion
Workmotion. Berlin-based, 160+ countries, €499 a month, first IEC Gold Certified EOR (September 2025), SOC 2 and ISO 27001. WorkDirect makes you direct employer in 21 European markets; ask whether Hungary is one. Best for European mid-market buyers wanting certified compliance.
Atlas
Atlas. Chicago-based, 160+ countries on a direct-entity model, global mobility and visa support, 3,300+ clients. Quote-only pricing, with setup and termination fees in most markets. Best for enterprise buyers moving non-EU staff into Hungary under the 2023 residence-permit rules.
Parakar
Parakar. Breda-based EU specialist since about 2001, owned entities and offices in 10 core European markets, native-language HR, around $750 a month plus a $750 setup. Hungary is not named in the record. Best for EU-rooted buyers who want a person, not a portal.
Playroll
Playroll. $399 a month flat, no setup or offboarding fees, 180+ countries, a named contact for employer and employee, backed by the VAT IT Group. A refundable deposit of one month's salary applies. Best for small teams where the fee has to stay close to the 13% szocho.
Multiplier
Multiplier. Singapore-based, 150+ owned entities, $459 a month on annual billing or $499 monthly, $0 setup, ESOP administration. The record does not name the Hungarian entity. Best for mid-market buyers wanting flat pricing with equity for Budapest developers.
G-P (Globalization Partners)
Globalization Partners. EOR pioneer since 2012, direct-entity model across 180+ countries, in-house legal teams, SOC 1, SOC 2 Type II and ISO. From $599 a month, setup not disclosed. Best for regulated enterprises that want the longest compliance record and will pay for it.
Boundless
Boundless. Dublin-founded, part of Payoneer since January 2026, EOR in 110+ countries at £149, €175 or $199 a month, no setup fee. Ask about post-acquisition support and the Hungarian entity. Best for European SMBs where the fee must stay small next to a 13% on-cost.
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The badge links to the ranking it refers to, is not altered, and comes down if the provider leaves the list.
How to verify a Hungarian EOR before signing.
Five tests before signing with a Hungarian EOR.
Step 1
Ask in writing for the legal name, cégjegyzékszám and tax number of the entity that will employ your staff. Look it up on e-cegjegyzek.hu, the online company register run by the Ministry of Justice: the entry should be a Kft. or Zrt. with active status and a registered seat in Hungary. A provider that names a Dutch or Irish contracting entity and no Hungarian one is working through a partner.
Step 2
Ask for the labour-leasing registration. Employing a person and placing them with your company is munkaerő-kölcsönzés under chapter XVI of the Labour Code, and the agency must be registered with the competent kormányhivatal under decree 118/2001, with a financial deposit. Ask for the registration number and the name of the office. "We are an EOR, not an agency" is the wrong answer in Hungary.
Step 3
Ask for a current NAV no-arrears certificate (nullás igazolás) and confirm that every hire is reported on form T1041 before the first working day. A provider that cannot produce the certificate within a week has a tax-office problem you will inherit.
Step 4
Get a gross-to-net at your target salary with every line named: 13% szocho on the employer side, 18.5% social security contribution and 15% income tax withheld from the employee, the family allowance and the under-25 exemption where they apply, and the HUF 373,200 guaranteed minimum if the role needs a qualification. Add the EOR fee, setup and offboarding charges, and the FX margin on HUF.
Step 5
Read the draft contract against the Labour Code: probation of at most 3 months, 30 days' notice rising with tenure, severance from three years' service, written reasons for any dismissal (section 66), and the five-year cap on leasing to one client. For a non-EU hire, ask who files the work-related residence permit under the 2023 immigration act and how long it takes.
How to Choose the Right EOR Provider
When evaluating EOR providers, consider these critical factors: compliance track record (zero violations is non-negotiable), transparent pricing (watch for setup fees, termination costs, and currency conversion markups), country coverage in your target markets, customer support quality (24/7 availability and response times matter), and platform usability for both HR teams and employees.
Also assess local expertise (do they have in-country specialists?), benefits administration capabilities, payroll accuracy (late payments damage employee relationships), contract flexibility (minimum commitments and exit terms), and technology integrations with your existing HR tech stack.
Don't overlook scalability (can they grow with you from 5 to 500+ employees?), data security (GDPR compliance and SOC 2 certification), and customer reviews from companies similar to yours. The cheapest option often becomes expensive when compliance issues arise or service quality suffers.
Find a better EOR — without risk
Compare EOR providers to gain insights on cost, coverage, and contract flexibility, ensuring compliance and payroll continuity.
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