The labor market is constantly evolving, and companies are increasingly recognizing the importance of diversity and social responsibility. However, many still pay significant sums to the state because they do not employ individuals with special needs.
The concept of the rehabilitation contribution is intended to encourage employers to hire colleagues with disabilities. Essentially, it acts as a financial penalty imposed on companies that do not employ at least one person with a disability (PWD) for every 25 employees. But can employing PWDs offer more than just avoiding this contribution? In this article we explore the motivations behind this decision and the potential benefits of integrating PWDs into the workplace.
The rehabilitation contribution is an annual fee that employers must pay if they do not hire at least one PWD for every 25 employees. Currently, in Hungary, this fee amounts to 2.4 million HUF per missing PWD per 25 employees each year. Sections 22-26 of the 2011 Act CXCI on the Benefits of Persons with Reduced Work Capacity (Mmtv.) regulate in detail the obligations, amounts, and bases of the rehabilitation contribution. The law also covers exemptions, the scope of those required to pay, as well as the rules for reporting and execution. Additionally, it defines the categories of individuals with reduced work capacity.
According to Skilly’s experience, when a company with more than 25 employees decides to avoid paying this relatively large fee, it is making a much broader decision. Positive changes can be observed in the team that integrates a PWD colleague, even in the short term.
One such positive change can be seen directly in the team. Colleagues become better problem solvers, as special needs often require creative solutions. In many cases, the specific needs of PWD colleagues turn out to benefit employees without disabilities employees as well, though these needs may have previously gone unaddressed. For example, regular and precise feedback is a specific requirement for employees with psychosocial disabilities, which also fosters better organizational communication and culture.
On a macro level, positive changes are also noticeable. A company that takes social responsibility by integrating people with disabilities into the open labor market contributes to a cause that can instill pride and motivation in its employees. Research shows that for Generation Z employees, a company’s commitment to a socially important cause and active promotion of diversity and inclusion play a key role in their loyalty to the organization.
The term “PWD employee” is much more than a mere HR term—it encompasses team spirit, creativity, and social responsibility. Therefore, when a company decides to employ a person with special needs, it not only changes the life of that individual but also contributes to the development of corporate culture and assumes a social role that can set an example for other HR decision-makers. Each success story serves as inspiration for other companies to take steps towards hiring PWDs.
Skilly is committed to building a bridge between PWD employees and companies. We offer a range of services to assist with recruitment, hiring, and integration. Our experts have deep knowledge and experience and are ready to help with the initial steps, connecting dedicated PWD candidates with the most suitable positions for them.
