PortugalAre you considering expanding your business by hiring employees in Portugal?
Grasping Portugal’s labor regulations, such as working hours, is essential for employers aiming to establish or grow their operations in the country. These laws not only safeguard employee rights but also promote equitable working conditions and enhance work-life balance.
By understanding the legal framework around working hours in Portugal, you can steer clear of potential penalties, foster a positive workplace culture, and support a successful business landscape.
Let’s delve into the specifics of working hours in Portugal to help you navigate this important aspect of employment law.
Standard working hours in Portugal
In Portugal, the typical workweek consists of 40 hours, generally spread over five days, from Monday to Friday. This standard aligns more closely with norms in Europe compared to other regions. However, certain sectors may have different arrangements based on specific regulations or collective agreements.
Office employees often start their day between 9 AM and 9:30 AM and finish between 5:30 PM and 6 PM, typically including a 1-hour lunch break. In more demanding industries, workdays may extend beyond these hours, reflecting the nature of the job.
While the standard workweek is set at 40 hours, variations can occur due to regional differences or collective bargaining, impacting the actual working hours in specific industries.
Part-time workers in Portugal usually clock fewer than 40 hours a week. The exact hours are determined by the agreement made between the employer and the employee.
Overtime regulations
In Portugal, overtime is governed by the Labour Code. Overtime refers to any hours worked beyond the standard 40-hour workweek. Employees can work a maximum of 48 hours in total per week, including overtime.
For overtime hours worked on weekdays, employees are entitled to at least a 25% premium on their regular hourly wage. If overtime occurs on weekends or public holidays, the rate increases to 50%.
Employers may request employees to work overtime, but employees have the right to refuse if it conflicts with legal stipulations or personal circumstances. Additionally, based on the agreement reached with their employer, employees can choose between receiving overtime pay or taking equivalent time off.
Flexible working arrangements
Portuguese labor laws provide a degree of flexibility in work arrangements, particularly for employees with specific needs. After completing six months with the same employer, employees can request flexible working hours or remote work options. This flexibility can involve modifying work schedules, hours, or even locations to help employees better balance their personal and professional commitments.
Employees with caregiving responsibilities, parents, individuals with disabilities, and older workers often qualify for these arrangements. Additionally, employees on fixed-term contracts who have been with the company for at least six months can also request flexible working conditions.
Breaks and rest periods
In Portugal, employers are required to provide employees with rest periods and breaks throughout the workday. Employees are entitled to a daily rest period of at least 11 hours between the end of one workday and the start of the next.
During the workday, employees are entitled to short breaks, typically around 15 minutes for each period of four hours worked. Employees working more than six hours a day are entitled to a meal break of at least 30 minutes.
In certain circumstances, employees may be entitled to additional breaks. Pregnant women and nursing mothers may be entitled to longer breaks or additional rest periods.
Employers must comply with the break requirements outlined in Portuguese labor law. Failure to provide employees with adequate rest periods can result in penalties and legal consequences.
Night work and shift work
In Portugal, night work is defined as any work carried out between 10 PM and 7 AM. Employees engaged in night work are generally entitled to additional compensation, which may include a higher hourly wage and a night work allowance.
Shift work, which may involve rotating schedules and night shifts, is subject to specific regulations designed to protect workers’ rights. Employers must prioritize the health and safety of shift workers by implementing appropriate measures, such as ensuring regular breaks, providing ergonomic workstations, and maintaining adequate lighting.
There are also limits on the duration of shifts, especially for night work, to help prevent fatigue and promote worker well-being. Employees in shift roles have the right to predictable work schedules. Employers are often required to provide advance notice of shift rosters, enabling workers to manage their personal commitments effectively.
Part-time and minor employment
In Portugal, part-time employees work fewer than 40 hours per week. They are entitled to the same rights as full-time employees, including access to paid holidays, sick leave, and social security benefits on a pro-rata basis.
Portuguese law also regulates the employment of minors. The minimum age for employment is 16, though those aged 14 or 15 can work under specific conditions, typically in cultural, artistic, or sports roles.
There are strict regulations governing the working hours of minors, particularly during school hours, to ensure that their education is not compromised. Additionally, minors may not work more than 8 hours a day, and employers must adhere to guidelines that protect their health and well-being.
Compliance and penalties
Employers in Portugal are required to comply with various labor laws, including regulations on working hours, overtime, breaks, and rest periods. Non-compliance can result in penalties, including financial fines and potential legal repercussions.
Employers are required to maintain accurate records of employee working hours, which must be presented upon inspection by labor authorities. Failure to do so can result in fines, which vary depending on the severity of the violation.
Cultural considerations
Recognizing Portuguese cultural nuances is key to fostering a productive workplace. In Portugal, there is a strong emphasis on work-life balance, and employees often prioritize personal time alongside professional commitments. While efficiency is appreciated, the approach to work tends to be more relaxed compared to some other cultures.
Portugal’s rich cultural heritage has influenced its workforce, which is characterized by creativity, adaptability, and strong interpersonal skills. Understanding these cultural traits and adjusting your management style accordingly is essential for achieving success in the Portuguese market. Embracing local customs and values can help cultivate positive relationships and enhance overall workplace morale.
Get started with Multiplier’s Employer of Record (EOR) services
Multiplier simplifies the process of hiring and managing employees in Portugal. With our global Employer of Record (EOR) platform, you can hire staff in Portugal without the need to set up a local entity. We handle all HR responsibilities, including compliant contracts, payroll, labor regulations, and benefits administration.
With Multiplier, you can concentrate on expanding your business and building your team in Portugal while ensuring full compliance with local labor laws.
Schedule a demo with Multiplier’s experts today to learn how we can help you grow your team in Portugal.
