Retention has become the biggest challenge on the Hungarian labour market: successful recruitment is of little use if staff move on within a year. This is exactly where Asian workers bring real value – their staff turnover is typically lower and more predictable. This article shows, from the employer’s point of view, why this workforce is stable and which proven practices help retain it for the long term.

Legal disclaimer: This article is for information only and does not constitute legal advice. For the specific legal requirements of employment, always consult the competent authority or an expert.

Why is staff turnover so expensive?

Staff turnover on the Hungarian labour market is persistently high: according to surveys, roughly one in four workers moves on every year – in manufacturing and services alike. Every single departure means new recruitment, training and lost production, which makes turnover one of the most expensive yet often underestimated costs. In this environment, a workforce that stays stable and predictable becomes more valuable – and in employers’ experience, this is exactly what characterises Asian guest workers: lower and more predictable turnover, resilience under workload, and reliability.

Stability is no accident

  • Committed from arrival: Asian workers typically arrive through a regulated, contractual framework, for an employment relationship agreed and committed to in advance – which in itself points towards a longer-term working relationship.
  • Strong, clear motivation: the main goal is usually their family’s financial security and progress back home. This leads to a predictable, purposeful attitude and lasting commitment.
  • A valued opportunity: a job in Europe is a serious, hard-won opportunity that the worker takes care of – this shows in a strong work ethic and quick integration.

Retention also depends on the employer

Experience shows that where attrition is nevertheless higher, three factors are typically behind it: low pay, deteriorating working conditions and poor workplace communication. All three are in the employer’s hands – in other words, stability is not just a given, it can also be built deliberately. That is good news: with a few well-thought-out practices, retention can be improved significantly, and the initial investment pays for itself many times over.

Proven retention practices

  • Transparent onboarding and an honest job description: the advertised role and the actual work should match. Well-planned first days and weeks build trust early on.
  • A designated contact person or mentor: an approachable, attentive colleague who bridges the language gap – so small problems get solved before they grow into resignations.
  • Decent accommodation with fast, free internet: stable Wi-Fi is the basis for keeping in touch with family, so it directly supports retention – it is not an extra but a basic requirement.
  • Predictable paperwork: handling official matters smoothly and on time gives workers a sense of security and shows the employer to be a reliable partner.
  • Fair, stable conditions: predictable pay and decent conditions – this is the cheapest retention tool, because it neutralises the most common reasons for leaving.
  • Team integration and community: preparing the receiving team and fostering a sense of belonging ease isolation, which is the silent cause of early departures.
  • Prospects and a future: a visible future – contract extension, development, stable earnings – encourages workers to stay rather than move on.

What does the employer gain?

The tangible results of good retention: lower re-recruitment and training costs, a well-established, experienced team, and predictable operations you can plan around. A stable workforce is not only cheaper but also more productive – so the attention invested in retention strengthens the business’s competitiveness.

Sources

M. G. · 9 September 2025