{"id":7924,"date":"2026-05-21T00:42:51","date_gmt":"2026-05-20T22:42:51","guid":{"rendered":"https:\/\/dobrocsi.com\/?p=7924"},"modified":"2026-08-30T11:00:14","modified_gmt":"2026-08-30T09:00:14","slug":"bertranszparencia-2026-mire-kell-felkeszulniuk-a-munkaltatoknak","status":"publish","type":"post","link":"https:\/\/dobrocsi.com\/hu\/bertranszparencia-2026-mire-kell-felkeszulniuk-a-munkaltatoknak\/","title":{"rendered":"B\u00e9rtranszparencia 2026: mire kell felk\u00e9sz\u00fclni\u00fck a munk\u00e1ltat\u00f3knak?"},"content":{"rendered":"<p class=\"wp-block-paragraph\">A munk\u00e1ltat\u00f3k sz\u00e1m\u00e1ra 2026-ban az egyik legfontosabb munkajogi v\u00e1ltoz\u00e1s a b\u00e9rtranszparencia szab\u00e1lyainak megjelen\u00e9se lehet. Az Eur\u00f3pai Uni\u00f3 2023\/970\/EU ir\u00e1nyelve alapj\u00e1n a tag\u00e1llamoknak 2026. j\u00fanius 7-ig kell \u00e1t\u00fcltetni\u00fck a nemzeti jogba azokat a szab\u00e1lyokat, amelyek az egyenl\u0151 vagy egyenl\u0151 \u00e9rt\u00e9k\u0171 munk\u00e1\u00e9rt j\u00e1r\u00f3 egyenl\u0151 d\u00edjaz\u00e1s elv\u00e9nek gyakorlati \u00e9rv\u00e9nyes\u00fcl\u00e9s\u00e9t hivatottak er\u0151s\u00edteni.<\/p>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary><\/summary>\n<p class=\"wp-block-paragraph\"><\/p>\n<\/details>\n\n\n\n<p class=\"wp-block-paragraph\">A b\u00e9rtranszparencia c\u00e9lja nem az, hogy minden munkav\u00e1llal\u00f3 azonos munkab\u00e9rt kapjon, hanem az, hogy az azonos vagy egyenl\u0151 \u00e9rt\u00e9k\u0171 munk\u00e1t v\u00e9gz\u0151 munkav\u00e1llal\u00f3k k\u00f6z\u00f6tti b\u00e9rk\u00fcl\u00f6nbs\u00e9gek \u00e1tl\u00e1that\u00f3, objekt\u00edv \u00e9s nemsemleges szempontok alapj\u00e1n igazolhat\u00f3k legyenek.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Mit jelent a b\u00e9rtranszparencia?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A b\u00e9rtranszparencia l\u00e9nyege, hogy a munk\u00e1ltat\u00f3i b\u00e9rez\u00e9si rendszer ne legyen teljesen \u00e1tl\u00e1thatatlan a munkav\u00e1llal\u00f3k \u00e9s az \u00e1ll\u00e1sra jelentkez\u0151k sz\u00e1m\u00e1ra. A szab\u00e1lyoz\u00e1s c\u00e9lja, hogy a munkav\u00e1llal\u00f3k t\u00e9nylegesen megismerhess\u00e9k, milyen szempontok alapj\u00e1n ker\u00fcl meghat\u00e1roz\u00e1sra a munkab\u00e9r\u00fck, \u00e9s adott esetben \u00f6sszehasonl\u00edthat\u00f3 legyen az azonos vagy hasonl\u00f3 munkak\u00f6rben dolgoz\u00f3k d\u00edjaz\u00e1sa.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ez k\u00fcl\u00f6n\u00f6sen akkor lehet jelent\u0151s, ha egy munkav\u00e1llal\u00f3 azt felt\u00e9telezi, hogy neme alapj\u00e1n h\u00e1tr\u00e1nyosabb d\u00edjaz\u00e1sban r\u00e9szes\u00fcl, mint egy vele azonos vagy egyenl\u0151 \u00e9rt\u00e9k\u0171 munk\u00e1t v\u00e9gz\u0151 m\u00e1sik munkav\u00e1llal\u00f3.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A szab\u00e1lyoz\u00e1s teh\u00e1t nem csup\u00e1n HR-k\u00e9rd\u00e9s, hanem munkajogi, adatv\u00e9delmi \u00e9s szervezeti megfelel\u00e9si k\u00e9rd\u00e9s is.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Milyen k\u00f6telezetts\u00e9gekre sz\u00e1m\u00edthatnak a munk\u00e1ltat\u00f3k?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A pontos magyar szab\u00e1lyoz\u00e1s m\u00e9g a jogalkot\u00e1si folyamat f\u00fcggv\u00e9nye, azonban az uni\u00f3s ir\u00e1nyelv alapj\u00e1n t\u00f6bb olyan k\u00f6telezetts\u00e9g is k\u00f6rvonalaz\u00f3dik, amelyre a munk\u00e1ltat\u00f3knak m\u00e1r most \u00e9rdemes felk\u00e9sz\u00fclni\u00fck.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A munk\u00e1ltat\u00f3knak v\u00e1rhat\u00f3an olyan b\u00e9rez\u00e9si rendszert kell m\u0171k\u00f6dtetni\u00fck, amely objekt\u00edv, nemsemleges szempontokon alapul. Ilyen szempont lehet p\u00e9ld\u00e1ul a szakmai tapasztalat, a k\u00e9pzetts\u00e9g, a felel\u0151ss\u00e9gi k\u00f6r, a munkak\u00f6r \u00f6sszetetts\u00e9ge, a teljes\u00edtm\u00e9ny vagy a munkav\u00e9gz\u00e9s k\u00f6r\u00fclm\u00e9nyei.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Fontos v\u00e1ltoz\u00e1s lehet tov\u00e1bb\u00e1, hogy a munkav\u00e1llal\u00f3k jogosultak lehetnek t\u00e1j\u00e9koztat\u00e1st k\u00e9rni a saj\u00e1t b\u00e9rszintj\u00fckr\u0151l, valamint az azonos vagy egyenl\u0151 \u00e9rt\u00e9k\u0171 munk\u00e1t v\u00e9gz\u0151 munkav\u00e1llal\u00f3k \u00e1tlagos b\u00e9rszintj\u00e9r\u0151l, nemek szerinti bont\u00e1sban.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ez nem azt jelenti, hogy a munk\u00e1ltat\u00f3nak egyes munkav\u00e1llal\u00f3k konkr\u00e9t fizet\u00e9s\u00e9t kellene nyilv\u00e1noss\u00e1gra hoznia. A szab\u00e1lyoz\u00e1s c\u00e9lja az \u00f6sszehasonl\u00edthat\u00f3s\u00e1g \u00e9s az indokolatlan b\u00e9rk\u00fcl\u00f6nbs\u00e9gek felt\u00e1r\u00e1sa, nem pedig az egy\u00e9ni b\u00e9rek korl\u00e1tlan megismerhet\u0151s\u00e9ge.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u00c1ll\u00e1shirdet\u00e9sek \u00e9s b\u00e9rs\u00e1vok<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A b\u00e9rtranszparencia egyik leggyakrabban eml\u00edtett eleme az \u00e1ll\u00e1shirdet\u00e9sekhez \u00e9s a kiv\u00e1laszt\u00e1si folyamathoz kapcsol\u00f3dik. A munk\u00e1ltat\u00f3knak v\u00e1rhat\u00f3an m\u00e1r a felv\u00e9teli elj\u00e1r\u00e1s sor\u00e1n t\u00e1j\u00e9koztat\u00e1st kell adniuk az adott poz\u00edci\u00f3hoz kapcsol\u00f3d\u00f3 kezd\u0151 fizet\u00e9sr\u0151l vagy b\u00e9rs\u00e1vr\u00f3l.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ez a gyakorlatban azt jelentheti, hogy a munk\u00e1ltat\u00f3nak m\u00e9g az \u00e1ll\u00e1sinterj\u00fa el\u0151tt vagy legk\u00e9s\u0151bb a kiv\u00e1laszt\u00e1si folyamat korai szakasz\u00e1ban egy\u00e9rtelm\u0171 inform\u00e1ci\u00f3t kell adnia arr\u00f3l, hogy az adott munkak\u00f6r milyen d\u00edjaz\u00e1si keretek k\u00f6z\u00f6tt t\u00f6lthet\u0151 be.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Szint\u00e9n fontos elem, hogy a munk\u00e1ltat\u00f3 nem k\u00e9rdezheti majd meg a jelentkez\u0151t kor\u00e1bbi fizet\u00e9s\u00e9r\u0151l, mivel ez konzerv\u00e1lhatn\u00e1 a kor\u00e1bbi b\u00e9rk\u00fcl\u00f6nbs\u00e9geket \u00e9s h\u00e1tr\u00e1nyokat.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Jelent\u00e9st\u00e9teli k\u00f6telezetts\u00e9g nagyobb munk\u00e1ltat\u00f3kn\u00e1l<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A nagyobb munk\u00e1ltat\u00f3k sz\u00e1m\u00e1ra a b\u00e9rtranszparencia nemcsak bels\u0151 szab\u00e1lyoz\u00e1si \u00e9s t\u00e1j\u00e9koztat\u00e1si k\u00f6telezetts\u00e9get jelenthet, hanem rendszeres jelent\u00e9st\u00e9telt is.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Az ir\u00e1nyelv alapj\u00e1n a 150 f\u0151n\u00e9l t\u00f6bb munkav\u00e1llal\u00f3t foglalkoztat\u00f3 munk\u00e1ltat\u00f3k eset\u00e9ben 2027-t\u0151l jelent\u00e9st\u00e9teli k\u00f6telezetts\u00e9gek indulhatnak a 2026-os b\u00e9radatok alapj\u00e1n. A 100 f\u0151 feletti munk\u00e1ltat\u00f3kra is vonatkozhatnak majd jelent\u00e9si szab\u00e1lyok, elt\u00e9r\u0151 \u00fctemez\u00e9ssel.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A jelent\u00e9sek c\u00e9lja annak felt\u00e1r\u00e1sa, hogy fenn\u00e1ll-e a munk\u00e1ltat\u00f3n\u00e1l nemek k\u00f6z\u00f6tti b\u00e9rk\u00fcl\u00f6nbs\u00e9g, \u00e9s ha igen, az objekt\u00edv szempontokkal igazolhat\u00f3-e. Amennyiben az elt\u00e9r\u00e9s meghalad egy meghat\u00e1rozott m\u00e9rt\u00e9ket, \u00e9s az nem igazolhat\u00f3 t\u00e1rgyilagos, nemsemleges szempontokkal, a munk\u00e1ltat\u00f3nak korrekci\u00f3s int\u00e9zked\u00e9sekre lehet sz\u00fcks\u00e9ge.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Mi\u00e9rt fontos id\u0151ben felk\u00e9sz\u00fclni?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A b\u00e9rtranszparencia bevezet\u00e9se nem puszt\u00e1n annyit jelent, hogy a munk\u00e1ltat\u00f3 m\u00f3dos\u00edt n\u00e9h\u00e1ny \u00e1ll\u00e1shirdet\u00e9st. A szab\u00e1lyoz\u00e1s v\u00e1rhat\u00f3an \u00e9rinti a munkaszerz\u0151d\u00e9seket, a bels\u0151 b\u00e9rpolitik\u00e1t, a munkak\u00f6ri rendszert, a teljes\u00edtm\u00e9ny\u00e9rt\u00e9kel\u00e9st, a HR-folyamatokat, valamint a munkav\u00e1llal\u00f3i t\u00e1j\u00e9koztat\u00e1s rendj\u00e9t is.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Egy munk\u00e1ltat\u00f3 akkor tudja megfelel\u0151en kezelni az \u00faj k\u00f6telezetts\u00e9geket, ha pontosan l\u00e1tja:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">milyen munkak\u00f6r\u00f6k vannak a szervezetben,mely munkak\u00f6r\u00f6k tekinthet\u0151k azonos vagy egyenl\u0151 \u00e9rt\u00e9k\u0171 munk\u00e1nak,milyen szempontok alapj\u00e1n t\u00f6rt\u00e9nik a b\u00e9rek meghat\u00e1roz\u00e1sa,vannak-e indokolatlan elt\u00e9r\u00e9sek az egyes munkav\u00e1llal\u00f3i csoportok k\u00f6z\u00f6tt,\u00e9s ezek az elt\u00e9r\u00e9sek jogszer\u0171, objekt\u00edv okokkal al\u00e1t\u00e1maszthat\u00f3k-e.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A felk\u00e9sz\u00fcl\u00e9s k\u00fcl\u00f6n\u00f6sen azokn\u00e1l a munk\u00e1ltat\u00f3kn\u00e1l lehet indokolt, ahol a b\u00e9rez\u00e9si gyakorlat hosszabb id\u0151 alatt, egyedi meg\u00e1llapod\u00e1sok, alkuk, piaci nyom\u00e1s vagy kor\u00e1bbi vezet\u0151i d\u00f6nt\u00e9sek alapj\u00e1n alakult ki, \u00e9s nem \u00e1ll m\u00f6g\u00f6tte egys\u00e9ges, \u00edr\u00e1sban is r\u00f6gz\u00edtett b\u00e9rpolitika.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Milyen jogi kock\u00e1zatai lehetnek a b\u00e9rtranszparencia elmulaszt\u00e1s\u00e1nak?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A b\u00e9rtranszparencia-szab\u00e1lyok megs\u00e9rt\u00e9se t\u00f6bbf\u00e9le jogi kock\u00e1zatot hordozhat. A munkav\u00e1llal\u00f3k k\u00f6nnyebben hivatkozhatnak majd arra, hogy d\u00edjaz\u00e1suk nem felel meg az egyenl\u0151 b\u00e1n\u00e1sm\u00f3d \u00e9s az egyenl\u0151 d\u00edjaz\u00e1s k\u00f6vetelm\u00e9ny\u00e9nek. Az ir\u00e1nyelv emellett er\u0151sebb jog\u00e9rv\u00e9nyes\u00edt\u00e9si eszk\u00f6z\u00f6ket, kompenz\u00e1ci\u00f3s lehet\u0151s\u00e9geket \u00e9s a bizony\u00edt\u00e1si teher munk\u00e1ltat\u00f3ra t\u00f6rt\u00e9n\u0151 \u00e1thelyez\u00e9s\u00e9t is el\u0151ir\u00e1nyozza bizonyos esetekben.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ez azt jelenti, hogy egy esetleges jogvita sor\u00e1n a munk\u00e1ltat\u00f3nak kellhet igazolnia, hogy a b\u00e9rk\u00fcl\u00f6nbs\u00e9g nem diszkriminat\u00edv, hanem objekt\u00edv \u00e9s nemsemleges szempontokon alapul.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A munk\u00e1ltat\u00f3k sz\u00e1m\u00e1ra ez\u00e9rt kiemelten fontos, hogy ne ut\u00f3lag pr\u00f3b\u00e1lj\u00e1k megmagyar\u00e1zni a b\u00e9rk\u00fcl\u00f6nbs\u00e9geket, hanem el\u0151zetesen alak\u00edtsanak ki olyan \u00e1tl\u00e1that\u00f3 \u00e9s dokument\u00e1lt rendszert, amely egy esetleges munka\u00fcgyi vita sor\u00e1n is v\u00e9dhet\u0151.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Mit \u00e9rdemes m\u00e1r most megtenni?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A magyar v\u00e9grehajt\u00e1si szab\u00e1lyok pontos tartalma m\u00e9g tov\u00e1bbi jogalkot\u00e1st\u00f3l f\u00fcgg, azonban a munk\u00e1ltat\u00f3knak m\u00e1r most \u00e9rdemes \u00e1ttekinteni\u00fck a megl\u00e9v\u0151 munkaszerz\u0151d\u00e9seket, munkak\u00f6ri le\u00edr\u00e1sokat, b\u00e9rstrukt\u00far\u00e1kat \u00e9s bels\u0151 szab\u00e1lyzatokat.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">K\u00fcl\u00f6n\u00f6sen indokolt lehet:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>a munkak\u00f6r\u00f6k \u00e9s felel\u0151ss\u00e9gi szintek fel\u00fclvizsg\u00e1lata,<\/li>\n\n\n\n<li>a b\u00e9rez\u00e9si szempontok \u00edr\u00e1sban t\u00f6rt\u00e9n\u0151 r\u00f6gz\u00edt\u00e9se,<\/li>\n\n\n\n<li>a b\u00e9rs\u00e1vok kialak\u00edt\u00e1sa vagy fel\u00fclvizsg\u00e1lata,<\/li>\n\n\n\n<li>az \u00e1ll\u00e1shirdet\u00e9sek \u00e9s kiv\u00e1laszt\u00e1si folyamatok m\u00f3dos\u00edt\u00e1sa,<\/li>\n\n\n\n<li>a munkav\u00e1llal\u00f3i t\u00e1j\u00e9koztat\u00e1si folyamatok kialak\u00edt\u00e1sa,<\/li>\n\n\n\n<li>valamint a HR- \u00e9s vezet\u0151i d\u00f6nt\u00e9sek dokument\u00e1l\u00e1si rendj\u00e9nek meger\u0151s\u00edt\u00e9se.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A b\u00e9rtranszparencia bevezet\u00e9se teh\u00e1t nem kiz\u00e1r\u00f3lag jogszab\u00e1lyi megfelel\u00e9si k\u00e9rd\u00e9s. Megfelel\u0151 el\u0151k\u00e9sz\u00edt\u00e9ssel hozz\u00e1j\u00e1rulhat egy \u00e1tl\u00e1that\u00f3bb, kisz\u00e1m\u00edthat\u00f3bb \u00e9s munk\u00e1ltat\u00f3i szempontb\u00f3l is jobban v\u00e9dhet\u0151 b\u00e9rez\u00e9si rendszer kialak\u00edt\u00e1s\u00e1hoz.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Hogyan seg\u00edthet \u00fcgyv\u00e9di irod\u00e1nk?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A Dobrocsi \u00dcgyv\u00e9di Iroda seg\u00edts\u00e9get ny\u00fajt munk\u00e1ltat\u00f3k r\u00e9sz\u00e9re a b\u00e9rtranszparencia-szab\u00e1lyokra val\u00f3 felk\u00e9sz\u00fcl\u00e9sben, k\u00fcl\u00f6n\u00f6sen a munkaszerz\u0151d\u00e9sek, munkak\u00f6ri le\u00edr\u00e1sok, bels\u0151 szab\u00e1lyzatok, b\u00e9rpolitikai dokumentumok \u00e9s munk\u00e1ltat\u00f3i t\u00e1j\u00e9koztat\u00f3k jogi fel\u00fclvizsg\u00e1lat\u00e1ban.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">C\u00e9lunk, hogy \u00fcgyfeleink olyan munkajogi dokument\u00e1ci\u00f3val \u00e9s bels\u0151 m\u0171k\u00f6d\u00e9si renddel rendelkezzenek, amely megfelel a v\u00e1ltoz\u00f3 jogszab\u00e1lyi k\u00f6rnyezetnek, \u00e9s egy esetleges munkav\u00e1llal\u00f3i ig\u00e9ny vagy munka\u00fcgyi jogvita eset\u00e9n is megfelel\u0151en al\u00e1t\u00e1maszthat\u00f3.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Amennyiben munk\u00e1ltat\u00f3k\u00e9nt szeretn\u00e9 fel\u00fclvizsg\u00e1lni munkajogi dokumentumait vagy felk\u00e9sz\u00fclni a b\u00e9rtranszparencia 2026-os szab\u00e1lyaira, forduljon bizalommal \u00fcgyv\u00e9di irod\u00e1nkhoz.<\/p>","protected":false},"excerpt":{"rendered":"<p>For employers, one of the most important labour law changes in 2026 may be the appearance of the pay transparency rules. Under Directive (EU) 2023\/970, Member States must transpose into national law by 7 June 2026 the rules intended to strengthen the practical application of the principle of equal pay for equal work or work [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-7924","post","type-post","status-publish","format-standard","hentry","category-egyeb"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 5.0.3 - aioseo.com -->\n\t<meta name=\"description\" content=\"Pay transparency 2026: pay ranges in job ads, information and reporting obligations, legal risks and how employers can prepare in time.\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"dobrocsi\"\/>\n\t<meta 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The aim of the rules is that employees can actually learn on what grounds their wages are determined and that, where relevant, the pay of those working in the same or a similar position can be compared. This may be particularly significant where an employee assumes that, on grounds of sex, they receive less favourable pay than another employee doing the same work or work of equal value.\"}},{\"@type\":\"Question\",\"name\":\"What obligations can employers expect?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"The precise Hungarian rules still depend on the legislative process, but on the basis of the EU directive several obligations are already taking shape for which employers would do well to prepare now. Employers will presumably have to operate a pay system based on objective, gender-neutral criteria. 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An employer can handle the new obligations properly only if it sees precisely: what positions exist in the organisation, which positions qualify as the same work or work of equal value, on what criteria pay is determined, whether there are unjustified differences between individual employee groups, and whether those differences can be supported by lawful, objective reasons.\"}},{\"@type\":\"Question\",\"name\":\"What legal risks can failure to comply with pay transparency carry?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Breach of the pay transparency rules may carry several kinds of legal risk. Employees will be able to argue more easily that their pay does not meet the requirement of equal treatment and equal pay. The directive also provides for stronger enforcement instruments, compensation options and, in certain cases, the shifting of the burden of proof onto the employer. 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