We want to work for stable, transparent, people-centered companies

Employees seek support in instability

In 2025, the dynamics of the Hungarian labor market will continue to be determined by the rapidly changing economic and social environment: high inflation, the consequences of climate change, geopolitical tensions and demographic challenges make planning difficult. Hungary’s economic growth lags behind the EU average, while inflation remains one of the highest in the EU. The population is declining, the average age is rising, and the emigration of young, skilled workers is also not making things easier for domestic companies.

Employment peaked in 2024 (Q2 2024: 4 million 700 thousand people), and since then there has been a slight decline, while the unemployment rate has stabilized at around 4.5%. The labor shortage is increasingly occurring among experienced professionals, while the demand for entry-level positions without specialized knowledge is decreasing. The market is therefore characterized by both a shortage of professionals and an oversupply, and due to geographical and educational differences, supply and demand often do not meet. In recent years, wage growth has not been able to fully offset inflation, so the stagnation or decline in real wages has particularly affected lower-income earners and entry-level positions.

The rapidly changing environment poses challenges not only for employers, but also for employees. Employees are increasingly looking for things to hold on to: stability, predictability, a human approach and a supportive workplace atmosphere. Although the general well-being of Hungarian employees at work remains positive (7.36 on a scale of 10 in 2025), there is a slight decrease compared to the previous year (7.59 in 2024). The majority of people feel good about their jobs, but uncertainty, rising expectations, and economic pressure are having a significant impact on their daily lives.

With psychological security for better performance

In this year’s survey of employee preferences, good pay remains the most important, but all other financial incentives have been replaced by human factors that determine cooperation, trust, and honesty.