SDG 8 - Decent Work and Economic Growth - EMPLOYMENT PRACTICE 1.1.-Livelihood at the University - Hungarian University of Agriculture and Life Sciences
SDG 8 - Decent Work and Economic Growth
SDG 8 - Decent Work and Economic Growth - EMPLOYMENT PRACTICE 1. Employment practice living wage
Last modified: 22. November 2025
1. EMPLOYMENT PRACTICE
1.1. Livelihood at the University
MATE guarantees that all employees, including academic and administrative staff, receive at least a living wage. This is calculated either based on the officially defined local living wage or, where such a benchmark is not provided by the government, on the local poverty threshold for a family of four, converted into an hourly wage.
This is governed by Rector’s Instruction 12/2023 (IV.03.) on Ensuring Equal Opportunities and Equal Treatment at the Hungarian University of Agriculture and Life Sciences (see p. 5 below). Relevant information is provided in Chapter V., Equal Opportunity of Employees at the University, under the section Ensuring equal opportunities for people employed by the University.
In relation to Equal Treatment Act (Egyenlő bánásmód törvény) 21§, “(2) The University does not discriminate directly or indirectly against employees (f) in the determination and provision of the benefits due under the employment relationship or other employment relationship, including in particular wages and benefits guaranteed by the relevant legal provisions”.
MATE has completed the multiple phases of its salary development programme, which began in January, 2022. This wave of pay increases was designed to recognise performance and excellence, offering differentiated, personalized raises through a combination of a base salary adjustment aligned with job type and rank, and performance-based supplements tied to teaching, publications, and managerial recommendations. According to the university, the initiative aims to create a stable but merit-based career model, improve staff retention, and strengthen the synergy between teaching, research, and innovation.
MATE has introduced a new Supplementary Doctoral Scholarship to make its PhD programmes more attractive and financially sustainable for students. Through this initiative, the university increases the standard government doctoral stipend to a total of HUF 300,000 per month for doctoral candidates who do not hold full-time employment and who meet specific academic and administrative criteria. This additional support is designed to enable talented young researchers to focus fully on their studies and research activities, reducing the financial pressures that might otherwise limit their progress. With this measure, MATE aims to strengthen its doctoral training system, attract high-calibre applicants, and further enhance the quality and competitiveness of its research environment.
MATE provides its employees with an annually regulated cafeteria benefit, defined by Rector’s Instruction on the cafeteria system. The program offers a unified, transparent framework for all staff employed under an active employment contract. In 2024, each eligible employee receives a net 150 000 HUF allowance, transferred to their Széchenyi Recreation Card (SZÉP-card), which can be used for meals, recreation, and accommodation services as permitted by national regulations. Eligibility is adjusted proportionally based on employment start or end dates, part-time status, or extended periods of unpaid leave, and employees must submit an annual electronic declaration to verify whether they receive SZÉP-card funds from other employers. The regulation also outlines the reporting, data-submission, and repayment obligations, ensuring proper use of the benefit and compliance with legal limits. Through this system, MATE supports employee well-being, work–life balance, and access to tax-advantaged benefits.
MATE provides comprehensive occupational health services for all employees, delivered through an external specialist provider selected via public procurement. New staff members undergo a mandatory pre-employment medical assessment, while existing employees receive periodic workplace health examinations according to their occupational health category. Referrals for these medical fitness examinations are issued by the Human Resources Directorate, and employees must return the original “Medical Fitness Opinion” document to HR after their visit. In accordance with national regulations, employees who do not complete the required examinations or who receive a “not fit” classification may not continue working in their assigned role.
MATE regularly supports voluntary blood donation campaigns across its campuses, encouraging students and employees to participate in these community health initiatives. In cooperation with national blood donation services, the university hosts on-campus blood drives several times a year, making participation convenient and accessible. These events promote social responsibility, strengthen community engagement, and contribute to the national blood supply, reflecting MATE’s commitment to public health and civic involvement.
