The legal framework for anti-discrimination is, according to the European norms, adequate.

Clear
  • Anti-discrimination Legislation & Implementation

    The legal framework for anti-discrimination is, according to the European norms, adequate, however, there is no monitoring system to evaluate the effectiveness of it and the relevant trends.

    • Is racial discrimination defined in national law?

      yes

      Qualitative Info

      Hungary’s comprehensive Equal Treatment Act (Act CXXV. of 2003 on Equal Treatment and the Promotion of Equal Opportunities) came into force in 2004.[1]

      Articel 8 defines negative discrimination as "all dispositions as a result of which a person or a group is treated or would be treated less favourably than another person or group in a comparable situation because of his/her

      a) sex,

      b) racial origin,

      c) colour,

      d) nationality,

      e) national or ethnic origin,

      f) mother tongue,

      g) disability,

      h) state of health,

      i) religious or ideological conviction,

      j) political or other opinion,

      k) family status,

      l) motherhood (pregnancy) or fatherhood,

      m) sexual orientation,

      n) sexual identity,

      o) age,

      p) social origin,

      q) financial status,

      r) the part-time nature or definite term of the employment relationship or other relationship related to employment,

      s) the membership of an organisation representing employees’ interests,

      t) other status."[2]



      [1] 2003. évi CXXV. törvény az egyenlő bánásmódról és az esélyegyenlőség előmozdításáról (Act CXXV. of 2003 on equal treatment and the promotion of equal opportunities).

      [2] Equal Treatment Act, Article 8.

       

      Groups affected/interested

      • Roma & Travelers
      • Muslims
      • Ethnic minorities
      • Religious minorities
      • Majority

      Type (R/D)

      • Anti-semitism
      • Islamophobia

      Key socio-economic / Institutional Areas

      • Anti-discrimination
      See other countriesSee indicator history
    • Is there a definition of discrimination on the grounds of race, ethnic origin and/or religion in national law in conformity with the EU Directives?

      Yes

      Qualitative Info

      The definition of racial discrimination provided by Equal Treatment Act (Act CXXV. of 2003 on Equal Treatment and the Promotion of Equal Opportunities) is comprehensive.


      [1] 2003. évi CXXV. törvény az egyenlő bánásmódról és az esélyegyenlőség előmozdításáról (Act CXXV. of 2003 on equal treatment and the promotion of equal opportunities).

      See other countriesSee indicator history
    • Does the national law cover all grounds of discrimination as in the International Conventions and EU law or additional discrimination grounds?

      yes

      Qualitative Info

      Hungary’s comprehensive Equal Treatment Act came into force in 2004.[1] The law provides a list on the 19 grounds of unequal treatment, ending with the fluid concept of “other status, attribute or characteristics” as the 20th element, which makes the list practically open-ended. (About the interpretation of this feature ‘other status’, the Equal Treatment Authority issued a ‘Position of the ETA Advisory Board on the definition of ’other condition as a ground of discrimnation’[2] recently, in 2010 April.)

      According to the Equal Treatment Act, the grounds of unequal treatment might be:[3]

      a) sex, b) racial origin,

      c) colour,

      d) nationality,

      e) national or ethnic origin,

      f) mother tongue,

      g) disability,

      h) state of health,

      i) religious or ideological conviction,

      j) political or other opinion,

      k) family status,

      l) motherhood (pregnancy) or fatherhood,

      m) sexual orientation,

      n) sexual identity,

      o) age,

      p) social origin,

      q) financial status,

      r) the part-time nature or definite term of the employment relationship or other relationship related to employment,

      s) the membership of an organisation representing employees’ interests,

      t) other status.

       



      [1] Act CXXV of 2003 on Equal Treatment and Promotion of Equal Opportunities, promulgated on 28. 12. 2003., http://www.egyenlobanasmod.hu/data/Act_CXXV_2003%20English.pdf (Date of access: 20. 02. 2012.)

      [2] Az Egyenlő Bánásmód Tanácsadó Testület 288/2/2010. (IV.9.) TT. sz. állásfoglalása az egyéb helyzet meghatározásával kapcsolatban [Position no. 288/2/2010. (IV.9.) TT. of the Equal Treatment Authority’s Advisory Board on the definition of ’other condition as a ground of discrimination’], April 2010, http://www.egyenlobanasmod.hu/data/TTaf_201004.pdf ( Date of access: 20. 02. 2012.)

      [3] Article 8 of Act CXXV of 2003

       

      Groups affected/interested

      • Migrants
      • Refugees
      • Roma & Travelers
      • Muslims
      • Ethnic minorities
      • Religious minorities
      • Linguistic minorities
      • Majority
      • Asylum seekers
      • Lesbian, Gay, Bisexual and Transgender
      • Persons with disability

      Type (R/D)

      • On grounds of other belief

      Key socio-economic / Institutional Areas

      • Anti-discrimination
      See other countriesSee indicator history
    • Does nationality, citizenship serve as a ground for discrimination in access to public goods and services, employment and/or deprivation of economic and social rights?

      yes

      Qualitative Info

      Hungary’s comprehensive Equal Treatment Act came into force in 2004.[1] The law provides a list on the 19 grounds of unequal treatment, ending with the fluid concept of “other status, attribute or characteristics” as the 20th element, which makes the list practically open-ended. (About the interpretation of this feature ‘other status’, the Equal Treatment Authority issued a ‘Position of the ETA Advisory Board on the definition of ’other condition as a ground of discrimnation’[2] recently, in 2010 April.)

      According to the Equal Treatment Act, the grounds of unequal treatment might be:[3]

      a) sex,

      b) racial origin,

      c) colour,

      d) nationality,

      e) national or ethnic origin,

      f) mother tongue,

      g) disability,

      h) state of health,

      i) religious or ideological conviction,

      j) political or other opinion,

      k) family status,

      l) motherhood (pregnancy) or fatherhood,

      m) sexual orientation,

      n) sexual identity,

      o) age,

      p) social origin,

      q) financial status,

      r) the part-time nature or definite term of the employment relationship or other relationship related to employment,

      s) the membership of an organisation representing employees’ interests,

      t) other status.

       

      Nationality occupies the fourth position on the list of grounds for unequal treatment. Nationality in this context is not identical to citizenship, this latter aspect falls within the category of other status. The Advisory Board of the Equal Treatment Authority states that citizenship is considered by international legal regulations as a dimension falling under the protection of equal treatment, consequently the ‘other status’ has to be interpreted so as to include citizenship as well.[4]



      [1] Act CXXV of 2003 on Equal Treatment and Promotion of Equal Opportunities, promulgated on 28. 12. 2003., http://www.egyenlobanasmod.hu/data/Act_CXXV_2003%20English.pdf (20. 02. 2012.)

      [2] Az Egyenlő Bánásmód Tanácsadó Testület 288/2/2010. (IV.9.) TT. sz. állásfoglalása az egyéb helyzet meghatározásával kapcsolatban [Position no. 288/2/2010. (IV.9.) TT. of the Equal Treatment Authority’s Advisory Board on the definition of ’other condition as a ground of discrimination’], April 2010, http://www.egyenlobanasmod.hu/data/TTaf_201004.pdf (20. 02. 2012.)

      [3] Article 8 of Act CXXV of 2003

      [4] Position no. 288/2/2010. (IV.9.) TT. of the Equal Treatment Authority’s Advisory Board on the definition of ’other condition as a ground of discrimination’, p. 7

       

      Groups affected/interested

      • Refugees
      • Asylum seekers

      Type (R/D)

      • Anti-migrant/xenophobia

      Key socio-economic / Institutional Areas

      • Employment - labour market
      • Housing
      • Health and social protection
      • Sport
      • Daily life
      See other countriesSee indicator history
    • Does statelessness serve as a ground for discrimination in access to public goods and services and/or deprivation of economic and social rights?

      yes

      Qualitative Info

      Hungary’s comprehensive Equal Treatment Act came into force in 2004.[1] The law provides a list on the 19 grounds of unequal treatment, ending with the fluid concept of “other status, attribute or characteristics” as the 20th element, which makes the list practically open-ended. (About the interpretation of this feature ‘other status’, the Equal Treatment Authority issued a ‘Position of the ETA Advisory Board on the definition of ’other condition as a ground of discrimnation’[2] recently, in 2010 April.)

      According to the Equal Treatment Act, the grounds of unequal treatment might be:[3]

      a) sex,

      b) racial origin,

      c) colour,

      d) nationality,

      e) national or ethnic origin,

      f) mother tongue,

      g) disability,

      h) state of health,

      i) religious or ideological conviction,

      j) political or other opinion,

      k) family status,

      l) motherhood (pregnancy) or fatherhood,

      m) sexual orientation,

      n) sexual identity,

      o) age,

      p) social origin,

      q) financial status,

      r) the part-time nature or definite term of the employment relationship or other relationship related to employment,

      s) the membership of an organisation representing employees’ interests,

      t) other status.

       

      The Advisory Board of the Equal Treatment Authority states that citizenship is considered by international legal regulations as a dimension falling under the protection of equal treatment, consequently the ‘other status’ has to be interpreted so as to include citizenship, and statelessness, as well.[4]



      [1] Act CXXV of 2003 on Equal Treatment and Promotion of Equal Opportunities, promulgated on 28. 12. 2003., http://www.egyenlobanasmod.hu/data/Act_CXXV_2003%20English.pdf ( Date of access: 20. 02. 2012.)

      [2] Az Egyenlő Bánásmód Tanácsadó Testület 288/2/2010. (IV.9.) TT. sz. állásfoglalása az egyéb helyzet meghatározásával kapcsolatban [Position no. 288/2/2010. (IV.9.) TT. of the Equal Treatment Authority’s Advisory Board on the definition of ’other condition as a ground of discrimination’], April 2010, http://www.egyenlobanasmod.hu/data/TTaf_201004.pdf ( Date of access: 20. 02. 2012.)

      [3] Article 8 of Act CXXV of 2003

      [4] Position no. 288/2/2010. (IV.9.) TT. of the Equal Treatment Authority’s Advisory Board on the definition of ’other condition as a ground of discrimination’, p. 7

       

      Groups affected/interested

      • Refugees

      Type (R/D)

      • Anti-migrant/xenophobia

      Key socio-economic / Institutional Areas

      • Employment - labour market
      • Housing
      • Health and social protection
      • Education
      • Culture
      See other countriesSee indicator history
    • Discrimination on the grounds of race, ethnic origin and/or religion is prohibited in all the areas provided for by the EU Directives?

      yes

      Qualitative Info

       

      Act CXXV of 2003 on Equal Treatment and the Promotion of Equal Opportunities holds that

      Article 4 The principle of equal treatment shall be observed by

      a) the Hungarian State,

      b) local and minority governments and all bodies thereof,

      c) organisations exercising powers as authorities,

      d) armed forces and policing bodies,

      e) public foundations, public bodies,

      f) organisations performing public services,

      g) institutions of elementary and higher education (hereinafter collectively: educational institutions),

      3

      h) persons and institutions providing social care and child protection services, and child welfare service,

      i) museums, libraries, elementary educational institutions,

      j) voluntary mutual insurance funds, private pension funds,

      k) entities providing health care,

      l) parties, and

      m) budgetary organs that do not belong to points a)-l)

      in the course of establishing their relationships, in their relationships, in the course of their procedures and

      measures (hereinafter collectively: relationship).

      Article 5

      In addition to the entities listed in Article 4, the following persons shall observe the principle of equal treatment

      in respect of the relevant relationship:

      a) those who make a proposal to persons not previously selected to enter into contract or invite such persons for

      tender,

      b) those who provide services or sell goods at their premises open to customers,

      c) self-employed persons, legal entities and organisations without a legal entity receiving state aid, in respect of

      their relationships established in the course of their utilisation of such a state aid, from the time when the state

      aid is utilised until the competent authorities can audit the utilisation of the state aid in accordance with the

      applicable regulations; and

      d) employers in respect of employment relationships and persons entitled to give instructions in respect of other

      relationships aimed at employment and relationships directly related thereto

      Groups affected/interested

      • Migrants
      • Refugees
      • Roma & Travelers
      • Muslims
      • Ethnic minorities
      • Religious minorities
      • Linguistic minorities
      • Asylum seekers
      • Lesbian, Gay, Bisexual and Transgender
      • Persons with disability

      Type (R/D)

      • Anti-migrant/xenophobia
      • Anti-semitism

      Key socio-economic / Institutional Areas

      • Employment - labour market
      • Education
      • Sport
      See other countriesSee indicator history
    • Are there specialised bodies/agencies/mechanisms which receive, handle/investigate complaints in discrimination cases?

      yes

      Qualitative Info

      - Equal Treatment Authority:[1] the ETA is the equality body (under the relevant EU Directives), dealing with discrimination cases on all grounds listed in the Equal Treatment Act.

      Its task are the following: 1) investigating discrimination cases upon individual request or ex officio; 2) it can monitor and evaluate the Equal Opportunity Plans of employers upon request 3) it can file lawsuits representing victims of discrimination; 4) issuing opinions about relevant legislative documents and governmental policy plans; 5) providing information and counselling to victims of discrimination; 6) reporting to the government about its experiences;7) to offer mediation services within the public administration procedure system.

       - Courts competent in the field of civil law:[2] in discrimination cases where the plaintiff’s personal rights were violated, civil law court proceedings might be chosen by the plaintiff, especially if his/her aim is to get reimbursed financially (regarding financial and non-financial losses). The disadvantage of the proceedings of the civil courts might be the time and cost (because of the court fees and lawyer’s fees) involved.

       - Parliamentary Commissioners[3] (in discrimination cases, typically the Ombudsman for Civil Rights or the Minority Rights Ombudsman[4] is competent): the Ombudsmen can 1) investigate complaints personally; 2) request information and data from authorities for the purpose of an investigation; 3) request a report from the authorities regarding investigated cases; 4) request a written explanation or position from authorities regarding investigated cases.

      Additionally, the Ombudsmen might 1) turn to the Constitutional Court; 2) seek action by the prosecutor; 3) initiate legislative changes; 4) initiate disciplinary procedures against public officers. The Ombudsmen should start criminal procedeedings if there is a suspicion of criminal conduct.

       In case of discrimination by the police or other law enforcement bodies

       - Independent Law Enforcement Complaint Board:[5] this Body (which might be considered as a form of specific ombudsman institution) offers free-of-charge procedures for the (presumed) victims of discrimination (if the police or other law enforcement actor was involved in the violation of the principle of equal treatment). The Independent Law Enforcement Complaint Body issues only legally non-binding recommendations.

       In cases of discrimination in the field of employment

       - Labour Courts: in (presumed) cases of discrimation in the field of employment (not just concerning actual employment relations, but unlawful conduct related to recruitment as well) victims might bring their cases to one of the Labour Courts (there is a Labour Court in each of the 19 counties of Hungary, and the twentieth Labour Court is in the capital city, Budapest). The term of limitation is three years (from the date of the presumably unlawful conduct) concerning cases related to employment, and in some specific cases (unlawful termination or modification of the employee’s contract) legal claims must be filed within 30 days (from the date of the presumably unlawful conduct). The plaintiff can make a claim for compensation.

       - National Labour Inspectorate: the Inspectorate’s scope of authority is not limited to the monitoring of work safety issues, but covers equal treatment issues as well. The Inspectorate can implement an offence procedure, or can recommend or issue sanctions.

       In cases of discrimination in the field of education[6]

       - National Office for Education:[7] the Office can 1) warn the concerned educational institution that a supposedly unlawful conduct was reported; 2) initiate procedures before different authorities; 3)initiate petty offence procedures; 4) initiate judicial procedures (aimed at the nullification of an unlawful measure or decision) – or might issue a fine

       - Governmental Commissioner for Educational Rights: alleged victims of discrimation in the field of education can turn to the Commissioner if other attempts for remedy (except court procedure) are exhausted, and the incident or unlawful conduct occured no more than a year before. The Commissioner can initiate dialogue between the parties, aimed at facilitating agreement. If these attempts turn out to be unsuccessful, the Commissioner can issue recommendations to the educational institution, or carry out an investigation in cases where the unlawful conduct might violate the rights a larger group of citizens.

       In cases of discrimination in the field of access to services and goods (according to the position of the ETA[8] including financial institutions[9])

       - National Consumer Protection Authority: in discrimination cases, the Authority has the power to issue sanctions.

       - Public Notaries: in certain local cases of discrimination in the field of access to services and goods, public notaries might also issue sanctions.

       In cases of discrimination in the field of health care

       - Regional National Public Health and Medical Officer Service:[10] this authority can issue a fine against violators of the principle of equal treatment.

       - Health Insurance Inspectorate: this authority can also issue sanctions on cases of discrimination.

      In addition to the abovementioned mechanisms and institutions, reference must also be made to the following:

       - The 2002 Act on Mediation regulates services offered by mediators[11] (in certain discrimination cases, mediation might be the appropriate tool for solving a dispute.)

       - For people in need, there is the“People’s Advocate[12] network, regulated by the Act on legal assistance [13]. This network offers free information services and legal services for moderate fees, according the economical condition of the clients.

       - In employment-related cases, the Legal Aid Point Network[14] (maintained by trade unions and employers’ union, supported by the European Social Fund) offers free counselling services for emloyers, employees and entrepreneurs, at 151 places throughout the country. The travel costs to the venue of the client service are reimbursable upon request, taking into account the client’s economic conditions.

       -  The Roma Antidiscrimination Costumer Service Network (IRMRAÜH, maintained by the Ministry of Justice and Law Enforcement[15]). Besides providing legal assistance, this feature of the Hungarian Ministry for Justice and Law Enforcement serves as a rich source of exemplary cases. The Anti-Discrimination Case Collection,[16] presenting the cases dealt by IRMRAÜH, is a valuable handbook for activists and lawyers.

       - However, given the complexity of the legal framework for seeking justice/remedy,[17] there is a need for legal guidance and assistance, provided by NGOs, for the victims of discrimination. One of the most significant actors in this field is NEKI / Másság Foundation, which releases a so called ‘White Booklet’[18] (containing the summaries of organisation’s complaint cases), which is another unique source of information for human rights activists, lawyers and researchers. This organization provides awareness raising trainings for different groups of professionals (e.g. patient right representatives) and uses innovative methods for sensitivity and awareness raising (e.g. theatre plays for youngsters on discrimination[19]). The NGO Kézenfogva Foundation published a collection of discrimination case descriptions (within the framework of a project aimed at providing information and legal aid services for people living with disability), presenting the experiences of people living with mental disabilities or autism.[20]

       The legal framework provides NGOs with the conditions for strategic litigation.


      [1] Az Egyenlő Bánásmód Hatóságról és eljárásának részletes szabályairól szóló 362/2004. (XII. 26.) kormányrendelet (Government Decree 362/2004 on the Equal Treatment Authority and the Detailed Rules of its Procedures.

      [2] 1959. évi IV. törvény a Polgári Törvénykönyvről (Act No. IV on the Civil Code).

      [3] 1993. évi LIX. törvény Az országgyűlési biztosok jogállásáról (Act No. LIX on the Legal Status of Parliamentary Commissioners).

      [4] Majtényi Balázs: Meddig terjed a kisebbségi biztos jogköre? Nemzetközi egyezmények mint kisebbségvédelmi garanciák, Föld-Rész 2009/2, pp. 103-105.

      [5] 1994. évi XXXIV. törvény a Rendőrségről, 2007-es kiegészítés a Rendészeti Panasztestületet létrehozásáról (Act No. XXXIV on the Police, Amandment of 2007 on the establishment of the Independent Law Enforcement Complaint Body).

      [6] Az Egyenlő Bánásmód Tanácsadó Testület 2/2007. (III. 23.) TT sz. állásfoglalása az egyenlő bánásmód követelményéről a közoktatásban (= Position of the ETA Advisory Board on the requirement of equal treatment in public education).

      [7] 1993. évi LXXIX. törvény a közoktatásról (Act No LXXIX on Public Education).

      [8] 1997. évi CLV. törvény A fogyasztóvédelemről (Act No. CLV on Consumer Protection).

      [9] 1996. évi CXII. törvény A hitelintézetekről és pénzügyi vállalkozásokról (Act No CXII on Credit Institutions and Financial Enterprises).

      [10] 2006. évi CXVI. törvény Az Egészségbiztosítási Felügyelet feladat- és hatáskörének szabályairól (Act No. CXVI on the Rules of the Health Insurance Revisory Board’s Tasks and Scope of Authority).

      [11] 2002. évi LV. törvény a közvetítői, más néven mediátori tevékenységről (Act No. LV. on Mediation)

      [12] ‘Nép Ügyvédje’.

      [13] 2003. évi LXXX. törvény a jogi segítségnyújtásról (Act No. LXXX on Legal Assistance).

      [15] ‘Igazságügyi és Rendészeti Minisztérium Roma Antidiszkriminációs Ügyfélszolgálati Hálózata’ (IRMRAÜH).

      [16] Igazságügyi és Rendészeti Minisztérium, Megkülönböztetés a mindennapokban - Diszkriminációs jogesetgyűjtemény a Roma Antidiszkriminációs Ügyfélszolgálati Hálózat működése alapján. Budapest, Igazságügyi és Rendészeti Minisztérium, 2005.

      [17] See András Kristóf Kádár and András László Pap, ‘Intézményi kakofónia – a hazai antidiszkriminációs fórumrendszerről’ (Institutional cacophony – on Hungarian anti-discrimination institutions), Acta Humana Emberi Jogi Közlemények 19, 2008/1–2, pp.56–79.; Balogh, Lídia, András Kristóf Kádár, Balázs Majtényi and András László Pap, Antidiszkriminációs alapismeretek (Introduction to Anti-discrminiation Law), Budapest, L’Harmattan, 2010. p. 105.

      [18] See the latest issue: Iványi, Klára (ed.), Fehér Füzet 2008. A Nemzeti és Etnikai Kisebbségi Jogvédõ Iroda beszámolója. Budapest, NEKI, 2009.

      http://www.neki.hu/index.php?option=com_content&view=article&id=418:feher-fuezet-2008&catid=37:feher-fuezet&Itemid=70

      [19 Nemzeti és Etnikai Kisebbségi Jogvédõ Iroda 'Tollfosztás az ENSZ Kínzás Áldozatainak Világnapján' (Theatre performance on the UN International Day in Support of Victims of Torture), , 15. 06. 2010., http://www.neki.hu/index.php?option=com_content&view=article&id=445:tollfosztas-az-ensz-kinzas-aldozatainak-vilagnapjan&catid=1:friss-hk&Itemid=64 (20. 02. 2012.)

      [20] Halmos, Szilvia and Gazsi, Adrienn Esetjogi tanulmányfüzet. Az értelmi fogyatékos, halmozottan fogyatékos és autista emberek számára működtetett antidiszkriminációs jelzőrendszer tapasztalatai, Kézenfogva Foundation, Budapest, 2000, available at: http://kezenfogva.hu/nehagydmagad/files/Esetjogi_tanulmanyfuzet.pdf

       

      Groups affected/interested

      • Refugees
      • Roma & Travelers
      • Ethnic minorities
      • Lesbian, Gay, Bisexual and Transgender

      Type (R/D)

      • Anti-roma/zinghanophobia
      • Religious intolerance

      Key socio-economic / Institutional Areas

      • Health and social protection
      • Education
      See other countriesSee indicator history
    • Are there mechanisms in place to collect data on racial discrimination in line with data protection legislation as an effective means of, monitoring and reviewing policies and practices to combat racial discrimination and promote racial equality?

      no

      Qualitative Info

      due to data protection constraints data collection is not effective, unsuited for policy control

      Groups affected/interested

      • Ethnic minorities

      Type (R/D)

      • Anti-roma/zinghanophobia

      Key socio-economic / Institutional Areas

      • Anti-discrimination
      • Anti-racism
      See other countriesSee indicator history
    • Does legislation provide for the possibility of adopting special/positive measures prevent or compensate for disadvantages linked to racial or ethnic origin in order to ensure full equality in practice?

      yes

      Qualitative Info

       According to the Act CXXV of 2003 on Equal Treatment and the Promotion of Equal Opportunities, Article 11 on "Positive discrimination":

      (1) The measure aimed at the elimination of inequality of opportunities based on an objective assessment of an expressly identified social group is not considered a breach of the principle of equal treatment if

      a) it is based on an act, on a government decree based on an act or on a collective contract, effective for a definite term or until a specific condition is met,

      b) the election of a party’s executive and representative organ and the setting up of a candidate at the elections defined at the Act on the Electoral Procedures is executed in line with the party’s fundamental rules.

      (2) A measure aimed at evening out a disadvantage shall not violate any basic rights, shall not provide unconditional advantage, and shall not exclude the consideration of individual circumstances.


      Source:

      2003. évi CXXV. törvény az egyenlő bánásmódról és az esélyegyenlőség előmozdításáról (Act CXXV. of 2003 on equal treatment and the promotion of equal opportunities), http://www.egyenlobanasmod.hu/data/Act_CXXV_2003%20English.pdf (Date of Access: 13.12.2011).

      Groups affected/interested

      • Refugees
      • Roma & Travelers
      • Ethnic minorities

      Type (R/D)

      • Anti-migrant/xenophobia
      • Anti-semitism

      Key socio-economic / Institutional Areas

      • Anti-discrimination
      See other countriesSee indicator history
    • Are special/positive measures for securing advancement and protection of certain racial or ethnic groups widely adopted and implemented?

      no

      Qualitative Info

      Despite recurring policies aimed at improving the situation of disadvantaged groups, first of all, the Roma, widely adopted and implemented policies do not exist.

      Groups affected/interested

      • Roma & Travelers

      Type (R/D)

      • Anti-roma/zinghanophobia

      Key socio-economic / Institutional Areas

      • Anti-racism
      See other countriesSee indicator history
    • Is the State or are state representatives reported to engage in discriminatory acts or practices by independent authoritative sources?
    • Is legal support for victims available from public agencies/bodies? Is there access for victims to assistance and justice?

      Yes.

      Qualitative Info

      - For people in need, there is the “People’s Advocate”  [1] network, regulated by the Act on legal assistance [2]. This network offers free information services and legal services for moderate fees, according the economical condition of the clients.

       - In employment-related cases, the Legal Aid Point Network[3] (maintained by trade unions and employers’ union, supported by the European Social Fund) offers free counselling services for emloyers, employees and entrepreneurs, at 151 places throughout the country. The travel costs to the venue of the client service are reimbursable upon request, taking into account the client’s economic conditions.

       -  The Roma Antidiscrimination Costumer Service Network (IRMRAÜH, maintained by the Ministry of Justice and Law Enforcement[4]). Besides providing legal assistance, this feature of the Hungarian Ministry for Justice and Law Enforcement serves as a rich source of exemplary cases. The Anti-Discrimination Case Collection,[5] presenting the cases dealt by IRMRAÜH, is a valuable handbook for activists and lawyers.

       - However, given the complexity of the legal framework for seeking justice/remedy,[6] there is a need for legal guidance and assistance, provided by NGOs, for the victims of discrimination. One of the most significant actors in this field is NEKI / Másság Foundation, which releases a so called ‘White Booklet’[7] (containing the summaries of organisation’s complaint cases), which is another unique source of information for human rights activists, lawyers and researchers. This organization provides awareness raising trainings for different groups of professionals (e.g. patient right representatives) and uses innovative methods for sensitivity and awareness raising (e.g. theatre plays for youngsters on discrimination[8]). The NGO Kézenfogva Foundation published a collection of discrimination case descriptions (within the framework of a project aimed at providing information and legal aid services for people living with disability), presenting the experiences of people living with mental disabilities or autism.[9]


      Sources:

      [1] ‘Nép Ügyvédje’.

      [2] 2003. évi LXXX. törvény a jogi segítségnyújtásról (Act No. LXXX on Legal Assistance).

      [3] ‘Jogpont Hálózat’, http://jogpont.hu/oldal.php?megnyit=1001

      [4] ‘Igazságügyi és Rendészeti Minisztérium Roma Antidiszkriminációs Ügyfélszolgálati Hálózata’ (IRMRAÜH).

      [5] Igazságügyi és Rendészeti Minisztérium, Megkülönböztetés a mindennapokban - Diszkriminációs jogesetgyűjtemény a Roma Antidiszkriminációs Ügyfélszolgálati Hálózat működése alapján. Budapest, Igazságügyi és Rendészeti Minisztérium, 2005.

      [6] See András Kristóf Kádár and András László Pap, ‘Intézményi kakofónia – a hazai antidiszkriminációs fórumrendszerről’ (Institutional cacophony – on Hungarian anti-discrimination institutions), Acta Humana Emberi Jogi Közlemények 19, 2008/1–2, pp.56–79.; Balogh, Lídia, András Kristóf Kádár, Balázs Majtényi and András László Pap, Antidiszkriminációs alapismeretek (Introduction to Anti-discrminiation Law), Budapest, L’Harmattan, 2010. p. 105.

      [7] See the latest issue: Iványi, Klára (ed.), Fehér Füzet 2008. A Nemzeti és Etnikai Kisebbségi Jogvédõ Iroda beszámolója. Budapest, NEKI, 2009.

      http://www.neki.hu/index.php?option=com_content&view=article&id=418:feher-fuezet-2008&catid=37:feher-fuezet&Itemid=70

      [8] Nemzeti és Etnikai Kisebbségi Jogvédõ Iroda 'Tollfosztás az ENSZ Kínzás Áldozatainak Világnapján' (Theatre performance on the UN International Day in Support of Victims of Torture), , 15.06.2010., http://www.neki.hu/index.php?option=com_content&view=article&id=445:tollfosztas-az-ensz-kinzas-aldozatainak-vilagnapjan&catid=1:friss-hk&Itemid=64 (Date of access: 20. 02. 2012.)

      [9] Halmos, Szilvia and Gazsi, Adrienn Esetjogi tanulmányfüzet. Az értelmi fogyatékos, halmozottan fogyatékos és autista emberek számára működtetett antidiszkriminációs jelzőrendszer tapasztalatai, Kézenfogva Foundation, Budapest, 2000, available at: http://kezenfogva.hu/nehagydmagad/files/Esetjogi_tanulmanyfuzet.pdf

       

       

      Groups affected/interested

      • Roma & Travelers

      Type (R/D)

      • Anti-roma/zinghanophobia

      Key socio-economic / Institutional Areas

      • Anti-discrimination
      • Daily life
      See other countriesSee indicator history
    • Does the law foresee the shift of the burden of proof in civil / administrative procedures? Are there problems of implementation reported by independent authoritative sources?

      Yes.

      Qualitative Info

      Within the Hungarian legal framework, discrimination cases differ from other cases regarding the burden of proof.

       

      In disputes other than discrimination cases concerning all grounds, the burden of proof lies on the party alleging the facts. In discrimination cases, according to the Equal Treatment Act:[1] ‘(1) In procedures initiated because of a violation of the principle of equal treatment, the injured party or the party entitled to assert claims of public interest must prove that a) the injured person or group has suffered a disadvantage, and b) the injured party or group possesses characteristics defined in Article 8.[2] (2) If the case described in Paragraph (1) has been proven, the other party shall prove that a) it has observed or b) in respect of the relevant relationship was not obliged to observe, the principle of equal treatment.’ However, the article makes clear that the provisions ‘shall not apply to criminal procedures and to procedures of petty offences’.

       

      As for the specific rules for admissible evidence in discrimination cases, the method of situational testing should be mentioned.[3] This feature was introduced by the Government Decree on the Equal Treatment Authority,[4] and used only for the procedures of the Equal Treatment Authority: ‘

       

      The Authority may conduct tests in order to check compliance with the obligation of equal treatment. During such testing, the Authority involves other persons that are different regarding their position, characteristics or attributes … but are otherwise similar and puts them into an identical situation regarding the conduct, measures, condition, omission, instruction or practice …or the person drawn under the procedure, and examines the disposition of the person drawn under the procedure regarding compliance with the obligation of equal treatment.’

       



      [1] Equal Treatment Act, Article 19, available at http://www.egyenlobanasmod.hu/data/Act_CXXV_2003%20English.pdf (Date of Access: 13.12.2011).

      [2] Article 8 of the Equal Treatment Act contains the list of grounds: a) sex, b) racial origin, c) colour, d) nationality, e) national or ethnic origin, f) mother tongue, g) disability, h) state of health, i) religious or ideological conviction, j) political or other opinion, k) family status, l) motherhood (pregnancy) or fatherhood, m) sexual orientation, n) sexual identity, o) age, p) social origin, q) financial status, r) the part-time nature or definite term of the employment relationship or other relationship related to employment, s) the membership of an organisation representing employees’ interests, t) other status, attribute or characteristic.

      [3] Iványi, Klára (ed.): A tesztelés hazai és nemzetközi gyakorlata. Budapest, NEKI kiadványa, 2004.

      [4] 362/2004. (XII. 26.) kormányrendelet az Egyenlő Bánásmód Hatóságról és eljárásának részletes szabályairól  (Government Decree No. 362/2004 on the Equal Treatment Authority and the Detailed Rules of its Procedure).

       

      Type (R/D)

      • Anti-semitism
      • Anti-roma/zinghanophobia

      Key socio-economic / Institutional Areas

      • Anti-discrimination
      See other countriesSee indicator history
    • Can associations, organisations or other legal entities, who have a legitimate interest, engage, either on behalf or in support of the complainant, with his or her approval, in any judicial and/or administrative procedure concerning discrimination?

      Yes, but only at the equality body.

      Qualitative Info

       The rules applicable for discrimination cases are similar to the general rules of civil procedure. The criteria to be fulfilled in cases when individuals initiate procedures are a personal and a direct interest.

       The Equal Treatment Act introduced the possibility of public interest claims[1] (in discrimination cases) under personal and labour law. Prior to this legislation, assertion of claims of public interest was available only in consumer protection cases. The justification of this legal feature is that both in the field of anti-discrimination and consumer protection, the power relations between companies/employers/institutions and individuals are apparently unbalanced.

       In cases of public interest claims (when the unlawful conduct might affect an undefinable group of persons) human rights and minority rights NGOs and other interest protection organizations (e.g. trade unions) have the right to initiate proceedings. In other discrimination cases, individuals (presumed victims) stand in front of the court, while NGOs or other organizations might provide them with legal representation through lawyers, contracted by the organization.

      The role of associations is not limited to advocacy or legal counselling. Within the legal framework of anti-discrimination, human rights and minority rights NGOs and other interest protection organizations (e.g. trade unions) have the right to initiate proceedings in cases of public interest claims (when the unlawful conduct might affect an undefinable group of persons). In other discrimination cases, NGOs or other organizations can provide the alleged victims of discrimination with legal aid/assistance, provided by individual lawyers, contracted by the organization.

       


      [1] Equal Treatment Act, Article 20 (1), available at http://www.egyenlobanasmod.hu/data/Act_CXXV_2003%20English.pdf (Date of Access: 13.12.2011).

       

      See other countriesSee indicator history
    • Is class action or actio popularis possible? (court claims or action in the name of a group)

      yes, but limited to procedures at the equality body

      Qualitative Info

      The rules applicable for discrimination cases are similar to the general rules of civil procedure. The criteria to be fulfilled in cases when individuals initiate procedures are a personal and a direct interest.

       The Equal Treatment Act introduced the possibility of public interest claims (in discrimination cases) under personal and labour law. Prior to this legislation, assertion of claims of public interest was available only in consumer protection cases. The justification of this legal feature is that both in the field of anti-discrimination and consumer protection, the power relations between companies/employers/institutions and individuals are apparently unbalanced.

       In cases of public interest claims (when the unlawful conduct might affect an undefinable group of persons) human rights and minority rights NGOs and other interest protection organizations (e.g. trade unions) have the right to initiate proceedings. In other discrimination cases, individuals (presumed victims) stand in front of the court, while NGOs or other organizations might provide them with legal representation through lawyers, contracted by the organization.

       Under the effect of the Equal Treatment Act, the assertion of claims of public interest (‘actio popularis’) is available in cases where ‘the violation of the principle of equal treatment was based on a characteristic that is an essential feature of the individual, and the violation of law affects a larger group of persons that cannot be determined accurately’:[1] ‘(1) A lawsuit under personal or labour law because of a violation of the principle of equal treatment before the court can be initiated by a) the Public Prosecutor, b) the Authority, or c) the social and interest representation organisation.[2] In the above described cases, non-governmental organizations and interest representation organisations may instigate a procedure at the ETA.[3]

       The procedures of the Equal Treatment Authorities are regulated by the Act on the General Rules of Public Administration Procedures and Services [4] and by a government decree (on the establishment and competences of the Equal Treatment Authority and the detailed rules of its procedures).[5] According to these legal acts, the Equal Treatment Authority (ETA) can conduct investigations to decide whether the requirement of equal treatment was violated or not. Investigations by the ETA are initiated upon request or ex officio.

       According to its scope of authority, the ETA has the prower to initiate procedures, in cases of direct or indirect disrimination, in the fields of personal law and employment law.

      The role of associations is not limited to advocacy or legal counselling. Within the legal framework of anti-discrimination, human rights and minority rights NGOs and other interest protection organizations (e.g. trade unions) have the right to initiate proceedings in cases of public interest claims (when the unlawful conduct might affect an undefinable group of persons).

       

       


      [1] Equal Treatment Act, Article 20 (1)

      [2] Equal Treatment Act, Article 20 (1)

      [3] Equal Treatment Act, Article 20 (2)

      [4] 2004. évi CXL. törvény a közigazgatási hatósági eljárás és szolgáltatás általános szabályairól (Act No on the General Rules of Public Administration Procedures and Services).

      [5] 362/2004. (XII. 26.) kormányrendelet az Egyenlő Bánásmód Hatóságról és eljárásának részletes szabályairól  (Government Decree No. 362/2004 on the Equal Treatment Authority and the Detailed Rules of its Procedure), Article 13.

       

      Groups affected/interested

      • Roma & Travelers

      Type (R/D)

      • Anti-semitism

      Key socio-economic / Institutional Areas

      • Anti-discrimination
      See other countriesSee indicator history
    • Are sanctions foreseen/provided by anti-discrimination legislation?

      yes

      Qualitative Info

      The types of sanctions

      Penal, administrative and civil sanctions applied in discrimination cases do not differ from sanctions applied for other disputes in the same field.

       

      As a significant proportion of discrimination cases occur in the field of employment, the Labour Code[1] should be mentioned here. In cases of unlawful termination of employment, the judge is empowered to decide on the scale of compensation within the range of the amount from two to twelve months’ salary of the claimant. Additionally, the employer has to reimburse the claimant’s missed salary and other benefits, or other losses.

      The Labour Code was amended in 2009.[2],The amended text defines the concept of “serious violation” of the requirement of legal employment. The main criterion for determining the existence of a serious violation is the recurrence of the illegal conduct (e.g. discriminatory conduct) of the employer.

       

      In cases of discrimination, the Equal Treatment Authority is also competent to establish the serious violation of the requirement of legal employment (as equal treatment is considered to be an essential element of legal employment).If the same illegal, discriminative conduct occurs more than once within two years, the judgment is published on the webpage of ETA, and the employer is put on a list, which results in exclusion from public procurement procedures and exclusion from access to governmental and EU support funds.

      If the ETA establishes the violation of the requirement of equal treatment, the following sanction may apply: 1) order to stop discrimination (non-legal conduct), 2) order to avoid the continuation of the unlawful conduct in the future; 3) publishing the decision that establishes the violation of the requirement of equal treatment), 4) issuing additional fines. The amount of the fine to be issued ranges from 50.000 HUF (approx. 175 EUR) to 6.000.000 HUF (approx. 21.000 EUR). With respect to judgments issued by the ETA, they are legally binding, no appeal within the framework of public administrative proceedings is possible;[3]. The decisions of the ETA are not modifiable or anullable within the minister’s[4] authority[5]. It is however possible to request judicial review of the decision by the Supreme Court.

       

      The National Labour Inspectorate can 1) warn the employer to stop the unlawful conduct (e.g. discriminatory conduct); 2) order the employer to avoid the continuation of the unlawful conduct in the future; 3) recommend the issuance of a fine against the employer (the amount of the fine depends on certain conditions, e.g. the size of the company).

       

      The National Office for Education[6] can issue a fine.

       

      The National Consumer Protection Authority can 1) order termination of the discriminatory conduct; 2) order to avoid the continuation of the unlawful conduct in the future; 3) ban the sales of goods or services 4) issue a fine for the violator.

       

      In cases of discrimination, the public notary can order the closure of the shop (for a pre-defined period of time).

       

      The Regional National Public Health and Medical Officer Service[7] can issue a fine against violators of the principle of equal treatment (up to the amount of 50,000 Ft, approx. 200 EUR)

       

      The Health Insurance Inspectorate can 1) order termination of the discriminatory conduct; 2) order to avoid the continuation of the unlawful conduct in the future; 3) fine the violators of the principle of equal treatment.

       

      Rules on compensation

       

      There are no specific rules set for the calculation of compensation in discrimination cases.

       

      One of the most typical fields for the occurrence of unequal treatment is the field of employment. The Labour Code[8] provides detailed rules on the calculation of compensation.[9] In cases of unlawful termination of employment, the judge is empowered to decide on the scale of compensation within the range of the amount from two to twelve months’ salary of the claimant. Additionally, the employer has to reimburse the claimant’s missed salary and other benefits, or other losses.

       

      The law does not provide upper limits regarding the nominal amount of compensation. If it comes to the calculation of the compensation, there is no “maximum amount of salary” defined.

       

      Assessment

       

      Given the lack of statistical data on the judicial procedures and decisions, it is almost impossible to provide a reliable assessment on the legal sanctions adopted in Hungary.

       

      The sanctions adopted by courts would be, theoretically, satisfactory to address problems of discrimination, especially the compensation of the victims of unequal treatment.

       

      Most of the sanctions adopted by authorties – including the ETA, National Labour Inspectorate, National Office for Education, the National Consumer Protection Authority and the Health Insurance Inspectorate – are considered to be ineffectively soft and far from dissuasive, such as the “warning/order to stop discrimination (non-legal conduct)”, “warning/order to avoid the continuation of the unlawful conduct in the future”; or publishing the decision that establishes the violation of the requirement of equal treatment.

       

      Only fines might be dissuasive (adopted by the ETA, National Office for Education, the National Consumer Protection Authority, the Health Insurance Inspectorate, Regional National Public Health and Medical Officer Service) or the ban on selling goods or services (adopted by the National Consumer Protection Authority or the public notaries).

       

      As for the concept of “serious violation of the requirement of legal employment”, defined by the Labour Code amendment of 2009[10] (reccurence of illegal conduct) it is to be noted that the previous provisions were considered as disproportionate. According to the previous provisions, even a single discriminatory conduct (e.g. a harrassment case of one of the officers) might result, at least theoretically, in serious consequences for the whole company or institution (exclusion from public procurement, exclusion from access to EU or domestic funds).

       



      [1] 1992. évi XXII. törvény a Munka Törvénykönyvéről (Act No. XXII on the Labour Code).

      [2] 2009. évi XXXVIII. törvény a Munka Törvénykönyve módosításról (Act No XXVIII. on the amandement of the Labour Code).

      [3] 2004. évi CXL. törvény a közigazgatási hatósági eljárás és szolgáltatás általános szabályairól (Act No CXL. on the general rules of administrative proceedings and services).

      [4] The Minister who is responsible for equality issues.

      [5] 362/2004. (XII. 26.) kormányrendelet az Egyenlő Bánásmód Hatóságról és eljárásának részletes szabályairól (Government Decree No. 362/2004 on the Equal Treatment Authority and the Detailed Rules of its Procedure)

      [6] 1993. évi LXXIX. törvény a közoktatásról (Act No LXXIX on Public Education).

      [7] 2006. évi CXVI. törvény Az Egészségbiztosítási Felügyelet feladat- és hatáskörének szabályairól (Act No. CXVI on the Rules of the Health Insurance Revisory Board’s Tasks and Scope of Authority).

      [8] 1992. évi XXII. törvény a Munka Törvénykönyvéről (Act No. XXII on the Labour Code).

      [9] Labour Code, Article 100.

      [10] 2009. évi XXXVIII. törvény a Munka Törvénykönyve módosításról (Act No XXVIII. on the amandement of the Labour Code).

       

      Groups affected/interested

      • Roma & Travelers
      • Ethnic minorities

      Type (R/D)

      • Anti-semitism
      • Anti-roma/zinghanophobia
      • On grounds of other belief

      Key socio-economic / Institutional Areas

      • Anti-discrimination
      See other countriesSee indicator history
    • Is there provision within anti-discrimination legislation/practice forfinancial compensation/restitution of rights and are these applied in practice?

      yes

      Qualitative Info

      The types of sanctions

      Penal, administrative and civil sanctions applied in discrimination cases do not differ from sanctions applied for other disputes in the same field.

       

      As a significant proportion of discrimination cases occur in the field of employment, the Labour Code[1] should be mentioned here. In cases of unlawful termination of employment, the judge is empowered to decide on the scale of compensation within the range of the amount from two to twelve months’ salary of the claimant. Additionally, the employer has to reimburse the claimant’s missed salary and other benefits, or other losses.

      The Labour Code was amended in 2009.[2],The amended text defines the concept of “serious violation” of the requirement of legal employment. The main criterion for determining the existence of a serious violation is the recurrence of the illegal conduct (e.g. discriminatory conduct) of the employer.

       

      In cases of discrimination, the Equal Treatment Authority is also competent to establish the serious violation of the requirement of legal employment (as equal treatment is considered to be an essential element of legal employment).If the same illegal, discriminative conduct occurs more than once within two years, the judgment is published on the webpage of ETA, and the employer is put on a list, which results in exclusion from public procurement procedures and exclusion from access to governmental and EU support funds.

      If the ETA establishes the violation of the requirement of equal treatment, the following sanction may apply: 1) order to stop discrimination (non-legal conduct), 2) order to avoid the continuation of the unlawful conduct in the future; 3) publishing the decision that establishes the violation of the requirement of equal treatment), 4) issuing additional fines. The amount of the fine to be issued ranges from 50.000 HUF (approx. 175 EUR) to 6.000.000 HUF (approx. 21.000 EUR). With respect to judgments issued by the ETA, they are legally binding, no appeal within the framework of public administrative proceedings is possible;[3]. The decisions of the ETA are not modifiable or anullable within the minister’s[4] authority[5]. It is however possible to request judicial review of the decision by the Supreme Court.

       

      The National Labour Inspectorate can 1) warn the employer to stop the unlawful conduct (e.g. discriminatoryconduct); 2) order the employer to avoid the continuation of the unlawful conduct in the future; 3) recommend the issuance of a fine against the employer (the amount of the fine depends on certain conditions, e.g. the size of the company).

       

      The National Office for Education[6] can issue a fine.

       

      The National Consumer Protection Authority can 1) order termination of the discriminatory conduct; 2) order to avoid the continuation of the unlawful conduct in the future; 3) ban the sales of goods or services 4) issue a fine for the violator.

       

      In cases of discrimination, the public notary can order the closure of the shop (for a pre-defined period of time).

       

      The Regional National Public Health and Medical Officer Service[7] can issue a fine against violators of the principle of equal treatment (up to the amount of 50,000 Ft, approx. 200 EUR)

       

      The Health Insurance Inspectorate can 1) order termination of the discriminatory conduct; 2) order to avoid the continuation of the unlawful conduct in the future; 3) fine the violators of the principle of equal treatment.

       

      Rules on compensation

       

      There are no specific rules set for the calculation of compensation in discrimination cases.

       

      One of the most typical fields for the occurrence of unequal treatment is the field of employment. The Labour Code[8] provides detailed rules on the calculation of compensation.[9] In cases of unlawful termination of employment, the judge is empowered to decide on the scale of compensation within the range of the amount from two to twelve months’ salary of the claimant. Additionally, the employer has to reimburse the claimant’s missed salary and other benefits, or other losses.

       

      The law does not provide upper limits regarding the nominal amount of compensation. If it comes to the calculation of the compensation, there is no “maximum amount of salary” defined.

       

      Assessment

       

      Given the lack of statistical data on the judicial procedures and decisions, it is almost impossible to provide a reliable assessment on the legal sanctions adopted in Hungary.

       

      The sanctions adopted by courts would be, theoretically, satisfactory to address problems of discrimination, especially the compensation of the victims of unequal treatment.

       

      Most of the sanctions adopted by authorties – including the ETA, National Labour Inspectorate, National Office for Education, the National Consumer Protection Authority and the Health Insurance Inspectorate – are considered to be ineffectively soft and far from dissuasive, such as the “warning/order to stop discrimination (non-legal conduct)”, “warning/order to avoid the continuation of the unlawful conduct in the future”; or publishing the decision that establishes the violation of the requirement of equal treatment.

       

      Only fines might be dissuasive (adopted by the ETA, National Office for Education, the National Consumer Protection Authority, the Health Insurance Inspectorate, Regional National Public Health and Medical Officer Service) or the ban on selling goods or services (adopted by the National Consumer Protection Authority or the public notaries).

       

      As for the concept of “serious violation of the requirement of legal employment”, defined by the Labour Code amendment of 2009[10] (reccurence of illegal conduct) it is to be noted that the previous provisions were considered as disproportionate. According to the previous provisions, even a single discriminatory conduct (e.g. a harrassment case of one of the officers) might result, at least theoretically, in serious consequences for the whole company or institution (exclusion from public procurement, exclusion from access to EU or domestic funds).

       



      [1] 1992. évi XXII. törvény a Munka Törvénykönyvéről (Act No. XXII on the Labour Code).

      [2] 2009. évi XXXVIII. törvény a Munka Törvénykönyve módosításról (Act No XXVIII. on the amandement of the Labour Code).

      [3] 2004. évi CXL. törvény a közigazgatási hatósági eljárás és szolgáltatás általános szabályairól (Act No CXL. on the general rules of administrative proceedings and services).

      [4] The Minister who is responsible for equality issues.

      [5] 362/2004. (XII. 26.) kormányrendelet az Egyenlő Bánásmód Hatóságról és eljárásának részletes szabályairól (Government Decree No. 362/2004 on the Equal Treatment Authority and the Detailed Rules of its Procedure)

      [6] 1993. évi LXXIX. törvény a közoktatásról (Act No LXXIX on Public Education).

      [7] 2006. évi CXVI. törvény Az Egészségbiztosítási Felügyelet feladat- és hatáskörének szabályairól (Act No. CXVI on the Rules of the Health Insurance Revisory Board’s Tasks and Scope of Authority).

      [8] 1992. évi XXII. törvény a Munka Törvénykönyvéről (Act No. XXII on the Labour Code).

      [9] Labour Code, Article 100.

      [10] 2009. évi XXXVIII. törvény a Munka Törvénykönyve módosításról (Act No XXVIII. on the amandement of the Labour Code).

       

      Groups affected/interested

      • Roma & Travelers
      • Ethnic minorities

      Key socio-economic / Institutional Areas

      • Anti-discrimination
      See other countriesSee indicator history
    • Are there any problems concerning the implementation of national legislation prohibiting discrimination?

      No comprehensive information is available.

      Qualitative Info

      Given the lack of comprevensive statistical data on court decisions related to discrimination (e-g. at labour courts), a comprehensive answer can not be given. The decisions of the Equal Treatment Authority (ETA) are not considered deterrent enough (in many cases, the sanction is only "publishing the name of the violator" or "clamining that the violator should stop te violation"). Besides this,  the number of complaints filed with the ETA are very low.

      See other countriesSee indicator history
    • Has there been a thorough evaluation/assessment of the effectiveness of the national implementation of EU Anti-discrimination Directives?

      no

      Groups affected/interested

      • Ethnic minorities

      Key socio-economic / Institutional Areas

      • Anti-discrimination
      See other countriesSee indicator history
  • Policing - Law Enforcement - Justice

    While there is a lack of evidence, apparently, members of Roma communities suffer more likely from police abuse than majoriry citizens.

  • Employment

    First of all, members of Roma communities are suffering discrimination on the labour market.

  • Housing & Segregation

    A significant proportion of the Roma poulation lives among inadequate housing conditions. Despite governmental efforts, housing segregation of the Roma is a prevalent phenomenon in many settlements,  Many of the Roma communities live in the most disadvantages, infrastucturally underdeveloped regions of the country.

  • Education

    First of all, Roma children are suffering from different forms of discrimination (segregation, placement of non-disabled children to special schools for the metally handicapped) in the Hungarian education system.

    • Practical obstacles and evidence of problems and differential enrollment rates for certain minorities?

      There is no information available.

      Key socio-economic / Institutional Areas

      • Education
      See other countriesSee indicator history
    • Practical obstacles and evidence of problems and differential enrollment rates for migrants?

      No.

      Qualitative Info

      There is no information available.

      See other countriesSee indicator history
    • Poorer educational performance by certain groups?

      Yes.

      Qualitative Info

      Roma pupils often show poorer educational performance because of their low socio-economical status and poor living conditions (malnutrition, overcrowded housing), and because their disadvantages are aggravated by the education system itself. According to Roma rights NGOs, an increasing number of Roma children are deprived of equal education opportunities because of school segregation. Roma children are also overrepresented in special schools for the intellectually disabled due to discrimination.(1)
      According to academic findings, the high drop-out rate of Roma girls because of early marriage or early motherhood is also a worrisome phenomenon.(2)

      -----------------------------------------------

      (1) Hungary - NGO Submission to the UN Universal Periodic Review, 2011, available at: http://www.errc.org/cms/upload/file/hungary-upr-08112010.pdf (22.02.2012)
      (2) Balogh, L., Kóczé, A.: Current Issues in Europe Regarding the Social and Political Inclusion of Romani Women (policy paper issued for the Roma Women in Focus conferene held in Budapest, on the 7th April, 2011).

      Groups affected/interested

      • Roma & Travelers

      Key socio-economic / Institutional Areas

      • Education
      See other countriesSee indicator history
    • Problems with educational attainement by certain groups (drop out - fragmentation of educational experience)?

      Yes.

      Qualitative Info

      The attachment (Analysis of Situation) of Social Inclusion National Strategy's data indicates that the educational level of Roma population is quite low compared to the majority population. Education level of Roma population between 18-59 years old:
      - less than 8 class: 34,5%  (non-Roma: 2,8%)
      - 8 class=primary school: 50,9%  (non-Roma: 24,2%)
      - secondary school without matura: 2,8 (non-Roma: 2,8%)
      - secondary school with matura: 2,5% (non-Roma: 27, 9%)
      - university degree: 0,7% (non-Roma: 12,9%).(1)
      According to academic findings, the high drop-out rate of Roma girls because of early marriage or early motherhood is a worrisome phenomenon. (2)

      ______________________________________

      (1) http://romagov.kormany.hu/download/9/e3/20000/Strat%C3%A9gia_1sz_mell%C3%A9klet_Helyzetelemz%C3%A9s.pdf (last accessed: 12.01.2012)
      (2) Balogh, L., Kóczé, A.: Current Issues in Europe Regarding the Social and Political Inclusion of Romani Women (policy paper issued for the Roma Women in Focus conferene held in Budapest, on the 7th April, 2011.

      Groups affected/interested

      • Roma & Travelers

      Key socio-economic / Institutional Areas

      • Education
      See other countriesSee indicator history
    • Are there positive initiatives to improve/support poor educational provision for migrant and minority groups?

      Yes.

      Qualitative Info

      The Roma Medical Education Programme of the Semmelweis University (Budapest) and the Avicenna International College is targeting young Roma people preparing for medical studies. The 15-weekend long series of seminars (main subjects: Sciences, English) take place in Budapest. (1)

      Romaversitas Foundation provides scholarships and non-financial help (mentoring, weekend courses) for Roma students in higher education.(2)
      _________________________________
      (1) http://cigany-orvoskepzes.eu/ (last accessed: 12.01.2012)
      (2) http://www.romaversitas.hu/ (last accessed: 12.01.2012)

      Groups affected/interested

      • Roma & Travelers

      Key socio-economic / Institutional Areas

      • Education
      See other countriesSee indicator history
    • Victimisation in schools (bullying/harassment/racist violence) ?

      Yes.

      Qualitative Info

      A report of a research (1) on peer violence in schools, which was implemented by the National Institute of Child Health, implemented in cooperation with the World Health Organisation in 2010, indicates that one third of the children in the national sample of almost 8,000 was affected by peer harassment or bullying, either as victims or offenders.

      ___________________________________
      (1)Zsiros, Emese-Örkényi, Ágota (2011) School, peer violence (Iskola, kortársbántalmazás) .in: Németh, Ágnes-Költő, András (eds.). Serdülőkorú fiatalok egészsége és életmódja, Országos Gyermekegészségügyi Intézet, Budapest

      See other countriesSee indicator history
    • Provision of option to learn mother language other than the majority's

      Yes.

      Qualitative Info

      Act LXXVII of 1993 on the Rights of National and Ethnic Minorities (entry in force: 25 November 2005) ensures members of recognized minorities' right to learn their own mother tounge and take part in minority education, where the language of teaching is the minority's mother tounge.

      "Article 13
      Persons belonging to a minority have the right to
      a) learn, foster, enrich and pass on their mother tongue, history, culture and traditions;
      b) participate in minority language education and cultural activities;
      c) have their personal data related to their minority status protected as determined by a separate Act"

      "Article 18
      (1) Public service television and radio stations ensure – within an independent organisational unit and with resources allocated for this purpose alone, as provided for in a separate Act – that national and ethnic minority programmes are produced, broadcast and disseminated on a regular basis.
      (2) On territories inhabited by minorities, the government promotes – also through international contracts – the reception of radio and television programmes from the kin state.
      (3) Minority communities have the right to
      5
      a) initiate and take part in the creation of the necessary conditions for minority kindergarten, primary, secondary and higher education, and initiate and take part in the creation of the necessary conditions of complementary minority education through their national minority self-governments,
      b) establish their own educational, training, cultural and scientific institutional network at national level within the boundaries of existing laws.
      (4) The Republic of Hungary – within the framework of its laws – guarantees the rights of minority communities to hold their own events and celebrate their own feasts free from disturbance, to preserve and maintain their architectural, cultural and religious relics, to preserve, foster and pass on their traditions, and to use their cultural symbols."

      ______________________________________

      http://www.nek.gov.hu/data/files/128823812.pdf (last accessed: 12.01.2012)

      Groups affected/interested

      • Ethnic minorities
      • National minorities

      Key socio-economic / Institutional Areas

      • Education
      • Culture
      See other countriesSee indicator history
    • Evidence of school segregation and/or policies of separate/distinct schooling of migrants

      No.

      Qualitative Info

      No evidence.

      Groups affected/interested

      • Migrants

      Key socio-economic / Institutional Areas

      • Education
      See other countriesSee indicator history
    • Evidence of school segregation and/or policies of separate/distinct schooling of minorities

      Yes.

      Qualitative Info

      According to Roma rights NGOs, an increasing number of Roma children are deprived of equal education because of school segregation, and Roma children are overrepresented in special schools for the intellectually disabled due to discrimination.(1)

      -----------------------------------------

      (1) 'Nemzeti társadalmi felzárkózási stratégia – mélyszegénység, gyermekszegénység, romák (2011–2020)', available at: http://romagov.kormany.hu/download/9/e3/20000/Strat%C3%A9gia_1sz_mell%C3%A9klet_Helyzetelemz%C3%A9s.pdf (last accessed: 22.02.2012)

       

      Groups affected/interested

      • Roma & Travelers

      Type (R/D)

      • Anti-roma/zinghanophobia

      Key socio-economic / Institutional Areas

      • Education

      External Url http://romagov.kormany.hu/download/9/e3/20000/Strat%C3%A9gia_1sz_mell%C3%A9klet_Helyzetelemz%C3%A9s.pdf

      See other countriesSee indicator history
  • Health And Social Protection
    First of all, members of Roma communities are suffering from discrimination in the health care system. Meanwhile, the average health status and the life expectancies of the Roma population ane lower than in the case of the majority society.
  • Political & Civic Participation

    The representation of ethnic and national minorties in the parliament is still unsolved.

    Migrants without Hungarian citizenship can vote only in municipal elections.

  • Public Life, Culture, Sport & Media

    Minority rights regarding culture, education, mother tongue amd self government are guaranteed by the Minority Act, but only in the case of national and ethnic minotites, among them the Roma.

    Migrant groups do not have similar rights, however, the overwhelming majority of migrants are ethnic Hungarians from the neighbouring countries.