Portugal

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Country Snapshot

The GPS Country Snapshot includes 25 sections of information about labor law compliance in Portugal. See a sample of popular sections below.

Termination of Employment

Portugal's Labor Code requires the employer to give advance notice to employees who are being dismissed. The duration of the advanced notice period varies based on the seniority of the employee:

  • 15 days for the service of under one year
  • 30 days if the worker has been employed between one and five years
  • 60 days if the worker has been employed between five and ten years
  • 75 days for service over ten years

Employees on probation are also entitled to notice period for termination of their contract. If the trial period lasts more than 60 days, the termination of the contract by the employer requires 7 days' notice. If the trial period lasts more than 120 days, the notice must be at least 15 days.

Work Permits

Portugal's immigration law requires that non-EU citizens may obtain employment only in a position that cannot be filled by Portuguese or EU nationals. Eligible foreign workers are allowed to apply for a residence permit from the Portuguese Immigration and Borders Service. The residence permit is granted for two years and is renewable.

The Institute of Employment and Vocational Training and each autonomous region's respective departments maintain an online information system accessible to the public that lists job offers available to foreign (non-EU) workers. The job listings are disseminated on the initiative or at the request of employers.

Paid Annual Leave

The Labor Code of Portugal provides 120 days of paid maternity leave. Parental leave benefits are funded by the social security system. 

Expectant mothers are entitled to up to 30 days of the initial leave before giving birth and six weeks of mandatory leave after childbirth. An employee who intends to use part of the leave before giving birth must inform their employer and submit a medical certificate stating the foreseeable date of delivery at least ten days before their leave. If medical urgency makes it impossible, the employee must attempt to provide the employer with a medical certificate at the earliest time possible.

Working Hours

The Labor Code of Portugal stipulates that the regular working hours may not go over eight hours per day and 40 per week. The maximum average hours of work per week (including overtime) cannot exceed 48 hours, measured over a reference period of four months.

Bill 790/XIV/2 guarantees right to professional disconnection. Bill 745/XIV/2 contains changes the legal and labor regime for teleworking, ensuring greater protection for workers. 

Maternity Leave

The Labor Code of Portugal provides 120 days of paid maternity leave. Parental leave benefits are funded by the social security system. 

Expectant mothers are entitled to up to 30 days of the initial leave before giving birth and six weeks of mandatory leave after childbirth. An employee who intends to use part of the leave before giving birth must inform their employer and submit a medical certificate stating the foreseeable date of delivery at least ten days before their leave. If medical urgency makes it impossible, the employee must attempt to provide the employer with a medical certificate at the earliest time possible.

Minimum Wage

Minimum monthly wage rates effective January 1, 2024, are as follows:

  • National - EUR 820 (Euros)
  • Autonomous Region of Azores - EUR 861
  • Autonomous Region of Madeira - EUR 850

Non-payment of minimum wages is considered a serious offense and is punishable by a fine. Ensuring compliance with the Labor Code provisions, including those on the minimum wage, is the responsibility of the Labor Inspectorate.

Wages must be paid to employees at regular intervals - weekly, fortnightly, or monthly. In the case of variable remuneration with a calculation period of more than 15 days, the employee may demand payment in fortnightly installments. 

Country Profile

The GPS Country Profile contains detailed information on over 60 topics related to labor law compliance within Portugal.
  • Type of Employment Relationship
  • Permanent Employment
  • Fixed-Term or Specific-Purpose Contracts
  • Temporary Employment Contracts
  • Part-time Employment
  • Young Worker Employment
  • Vendors and Independent Contractors
  • Types of Contracts
  • Probationary Period
  • Termination of the Contract of Employment
  • Grounds for Termination
  • Notice of Dismissal
  • Fair Dismissal
  • Redundancy
  • Unfair Dismissal
  • Suspension of Contract of Employment
  • Severance Benefits
  • Hours of Work
  • Work Week and Timekeeping
  • Night Work and Shift Work
  • Overtime
  • Remote Work
  • Required Time Off
  • Public Holidays
  • Annual Leave
  • Sick Leave
  • Maternity
  • Other Forms of Leave
  • Social Insurance and Retirement
  • Social Security Contribution
  • National Retirement Scheme
  • Dependents’/Survivors Benefit
  • Life and Disability Insurance/Benefit
  • Statutory Allowances
  • Compensation and Benefits
  • Minimum Wage (Basic Wage)
  • Bonuses, Profit Sharing and Other Compensation
  • Medical Insurance
  • Work Environment
  • Workplace Safety and Health
  • Prohibition of Discrimination
  • Prohibition of Harassment
  • Data Protection and Privacy
  • Whistleblowers and Retaliation
  • Workers’ representation in the organization
  • Freedom of Association
  • Registration and Recognition of Unions
  • Trade Union Personality
  • Collective Bargaining and Agreements
  • Disputes and Settlements
  • Strikes and Lockouts
  • Unfair Labor Practices
  • Taxation of Compensation and Benefits
  • Income Tax
  • Taxation of Employee Benefits
  • Tax Filing and Payment Procedures
  • Double Tax Relief and Tax Treaties
  • Visas and Work Permits
  • Visas
  • Work Permits and Residence Permits

 Country Snapshot

Get the full Country Snapshot with 25 sections of information about labor law in Portugal.