Tax likely at grant for RS; tax at vesting for RSU. Taxable amount is fair market value of the shares on the taxable event.
Note that the tax base may be reduced if the employee is required to pay health care contributions (which is likely the case).
Tax on sale.
No.
Social Insurance Contributions:
Yes, employee-paid health tax likely due on award income, but employer is not required to withhold.
An electronic notification to the Hungarian securities regulator is required within 15 days after the shares are issued upon grant (RS) or vesting (RSUs). For RSUs, it is possible to complete the notification at grant of the award.
No other securities law restrictions or obligations apply. Non-transferable free offers of RS/RSU are not considered a public offering of securities for purposes of the EU Prospectus Regulation.
Generally, no, provided US (or non-Hungarian) law is the governing law.
Discrimination against part-time employees is generally prohibited.
The EU Council Directive 2000/78/EC prohibits age discrimination. Most, if not all, countries have adopted local rules implementing this Directive, which may have an impact on design of equity and other incentive plans in the EU, particularly on age or age and service provisions which give different treatment (e.g., accelerated or continued vesting) for those meeting the criteria.
A valid basis is required to collect, process and transfer personal data.
The EU Data Protection Regulation ("GDPR") became effective in all EU/EEA countries on 25 May 2018. It introduces new requirements and increases the powers of data protection authorities, rights of data subjects and potential penalties for non-compliance.
Accordingly, companies should review their approach to data privacy compliance in the context of equity plan administration and consider on which basis they may be able to rely to collect, process and transfer data.
Registration and notification requirements with local data privacy authorities may also apply.