Hungary Visa and Work Permit Update — What You Need to Know in 2025

This guide summarizes the main visa and work permit routes for third-country nationals in Hungary in 2025, explains recent policy interpretations, and provides clear step-by-step operations and practical precautions. It is designed for employers, HR teams, and foreign nationals planning to live and work in Hungary.

Overview of key routes

• Residence permit for the purpose of employment – the standard national permit for long-term employment in Hungary.
• EU Blue Card – for highly qualified workers; usually requires a higher salary threshold and a relevant university degree or equivalent.
• Single Permit – an administrative package combining residence and work authorisation under the EU Single Permit framework; used in many cases to simplify processing.
• Intra-Company Transfer (ICT) – for employees temporarily seconded to a Hungarian branch or affiliate.
• Short-term/seasonal work permits – for limited-duration work (agriculture, hospitality, events).

Recent policy highlights and interpretations (2025)

Hungary continues to align national procedures with EU directives (Single Permit and ICT rules). In 2025 the practical focal points are:

• Stricter documentation and digital verification — authorities are emphasizing verified digital copies and certified translations, with more frequent requests for legalized diplomas or apostilles for non-EU credentials.
• Salary thresholds for the EU Blue Card remain linked to national average wages — employers must verify current figures at the time of application.
• Labour market checks are still in place for many permit types, but several exemptions exist (Blue Card, ICT, researchers, certain shortage-occupation hires).
• Faster e-services are being rolled out; some counties offer online booking and partial digital submission, but in-person biometrics remain common.

Typical documents required

Step-by-step application process (practical workflow)

1. Confirm the correct permit type. Assess whether the candidate fits an EU Blue Card, Single Permit, ICT, short-term work permit, or national residence permit.
2. Employer prepares documents. Gather the employment contract, job description, salary evidence, labour market documents (if required), and company registration papers.
3. Check exemptions. Determine if the position is exempt from labour market testing (exemptions commonly include intra-company transfers, Blue Card candidates, and roles on official shortage occupation lists).
4. Apply for the visa (if entry needed). For non-EU nationals who must enter Hungary on a national long-stay visa (Type D), submit the visa application at the Hungarian consulate in the home country; include work-permit-related documents.
5. Submit residence/work permit application. Either the employer or the employee files the national residence permit for the purpose of employment (or Single Permit) at the appropriate Immigration Office or online portal where available.
6. Attend biometric appointment and interview. The applicant usually attends an appointment in Hungary or at the consulate to provide fingerprints and originals of documents.
7. Await decision and register with authorities. Processing times vary (commonly 30–90 days depending on the permit). Once approved, register with local authorities, obtain social security number and start employment.

Case examples

Case 1 — EU Blue Card for a software engineer

An Indian software engineer with a master’s degree receives an employment offer in Budapest. Employer confirms the annual salary exceeds the EU Blue Card threshold (1.5× national average). Steps: employer issues contract → employee applies for Type D visa at the consulate → on arrival files for Blue Card/residence permit while providing diploma with apostille → biometric appointment → permit issued in approx. 6–10 weeks.

Case 2 — Seasonal agricultural worker

A Ukrainian worker is contracted by a Hungarian farm for a 3-month harvest season. The employer requests a short-term seasonal permit which might be processed faster and often requires fewer documentation items but still needs valid ID, contract, and proof of accommodation. Notify local labour office about the seasonal hire.

Case 3 — Intra-company transferee

An Italian-owned company moves a manager from a non-EU affiliate to Hungary for 9 months. Because this is an ICT case, labour market checks can be minimal; the company submits transfer documents, proof of prior employment, and assignment letter. The Single Permit or national ICT regime may apply depending on duration and status.

Precautions and practical tips

• Start early: allocate 2–3 months for a standard employment-based permit; high-volume or complex cases require more time.
• Keep original documents ready: authorities often request originals at the appointment.
• Use certified translations and required legalizations (apostille) — missing legalization is a frequent cause of delay.
• Double-check salary and job codes: ensure offered salary meets any specific thresholds for the chosen permit category (particularly for the EU Blue Card).
• Plan for taxes and social security: employer must register the employee with Hungarian social security and payroll withholding systems promptly.
• Monitor changes: check the official Immigration and Asylum Office (National Directorate-General) website for fee and procedure updates prior to applying.

Support services

If you prefer managed support, SailGlobal provides assistance for overseas workers and maritime personnel with document preparation, application tracking, and post-arrival formalities. Using a trusted service can reduce common errors and speed up the process.

Where to verify authoritative information

Always cross-check details with:

• Hungarian Immigration and Asylum Office / National Directorate-General official website
• Local Hungarian consulate or embassy in your home country
• Official EU guidance on the Single Permit and EU Blue Card

Closing notes

Hungary’s 2025 approach emphasizes verification and digitization while retaining established permit categories (national employment permits, EU Blue Card, ICT and seasonal permits). Proper preparation, accurate documentation, and awareness of salary thresholds and exemptions will reduce delays. For employers, early coordination with HR, legal counsel, or an experienced immigration partner is strongly recommended.