Diákmunka - Y Diákszövetkezet

The Benefits of Employing Students

Employing students can provide a dynamic and motivated workforce. Their enthusiasm can compensate for their limited work experience. Seasonal, temporary, or occasional jobs can arise in any company, where a bit of temporary reinforcement for the existing staff would be beneficial. In such cases, students open to short-term or occasional work can be a perfect solution. But what are the conditions for employing them, and what rules must employers follow? How should vacation time for student workers be interpreted, and what are their rights during this period? We address these questions in our post.

Who Can Take a Student Job?

A student enrolled in full-time education at a domestic educational institution can take a student job, regardless of citizenship. Additionally, any EU citizen studying at a state-recognized educational institution within the EU and holding a Hungarian student ID can also work. The minimum age requirement is 15 years.

There is no upper age limit in this context, and students with passive student status can be employed up to the age of 25.

What is the Minimum Age for Student Jobs?

Students can start working after turning 15 during school holidays. After turning 16, they can work even during school time without such restrictions. However, students under 18 need parental consent to establish an employment relationship.

To start working, students must have:

A student ID or temporary student ID,
A tax identification number,
Parental consent if underage,
Personal ID, address card, and social security card,
A bank account number.

Employment Through School Cooperatives and Direct Employment

A school cooperative is a special type of business organization governed by Act X of 2006 on cooperatives. It operates with the participation of full-time students, aiming to provide job opportunities. Their activities benefit employers who contract with the cooperative rather than directly with students.

School cooperatives match the most suitable candidates with employers, prepare selected candidates for their roles, and handle administrative tasks. Companies can choose their candidates and conduct interviews themselves but can also outsource these burdens to the cooperative.

Employers are responsible for some administrative tasks, like maintaining attendance sheets and handling financial aspects, such as paying the costs of student work and the cooperative. The cooperative pays the students.

Companies also manage the accounting of student job expenses and the year-end tax returns of students. It’s important to note that student jobs are subject to social security and personal income tax (PIT), which the company finances.

What Must Be Strictly Observed for Students Under 18?

For students under 18, the Labour Code (Mt.) regulations for young workers must be applied, including:

No night work (from 10 PM to 6 AM).
No overtime.
Maximum 8-hour workday.
Maximum 40-hour workweek.
At least a 30-minute break for work periods exceeding 4.5 hours, and at least a 45-minute break for periods exceeding 6 hours.
At least 12 hours of rest between the end of one workday and the start of the next.
A maximum weekly working time frame can be ordered.
No uneven work schedules.
Parental consent is required to establish membership and for occupational health exams.
Students can work from age 15, but under 16 only during official school holidays.

What to Consider for Students Over 18?

Let’s look at the Labour Code (Mt.) rules for students over 18.

Work Breaks

Students must be given a 20-minute break for work periods exceeding 6 hours, and an additional 25 minutes for periods exceeding 9 hours.

Rest Period

For two consecutive days of work, students must have at least 11 hours of rest between the end of one workday and the start of the next.

Wages

Students are entitled to at least the minimum wage (as of 2023.12.01, gross 1534 HUF/hour). If the job requires at least secondary education or vocational training, the guaranteed minimum wage applies (as of 2023.12.01, gross 1874 HUF/hour).

Age Limit

Students with passive status can be employed only until the age of 25.

What Does It Mean That Students Are Not Employees?

The law defines the basic rules of work, such as working hours, work schedules, or breaks. The standard full daily working time is eight hours, typically scheduled over five days from Monday to Friday.

The minimum break time is 20 minutes for work periods exceeding six hours and an additional 25 minutes for periods exceeding nine hours. This must be given after at least three and at most six hours of work.

Since students are not employees, these rules do not apply to them, meaning:

There are no restrictions on the maximum and minimum daily working hours.
Weekly rest days are not mandatory.
Sunday and holiday work is permitted without special conditions.
Employers are not required to pay extra wages for night, shift, Sunday, or holiday work.
The equal treatment requirement applies only to those under 18.
Employers have no objective liability for damages.
There is no obligation to inform the cooperative about basic employment conditions.
No probationary period is required. A student could theoretically work 13 hours daily for a week, even if it includes a public holiday, receiving only the agreed pay without additional bonuses. However, this option should not be abused, and the student's consent is always necessary.

What About Student Job Vacations?

Regarding employment, the question of vacation inevitably arises. Let’s examine the rules for adult employees in this regard.

Every employee is entitled to annual leave, consisting of basic and additional leave. The basic leave is 20 working days, increasing with age up to 45 years. There are also paternity and parental leave options for child birth or adoption.

These rules do not apply to student workers, as they are not entitled to vacation.

How Can Y Student Cooperative Help?

At Y Student, we strive to meet our clients’ needs with a customer-focused approach and flexibility. We match the most suitable candidates with employers.

Clients only need to account for the actual working hours during settlements and do not need to worry about notice periods or severance pay. We handle all recruitment, onboarding, and payroll obligations, allowing clients to focus on organizing and scheduling work.

If you need reliable, capable temporary, campaign-based, or permanent workers, contact us for a customized offer!