Hire employees and contractors in Portugal

Minimum Wage: €760 per month in 14 payments for all employees.

All employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.

In Portugal, employees get 14 months of salary payments each year:

• 12 months of work
• 1 Holiday allowance
• 1 Christmas allowance

The allowances are paid with the same amount as a full month's salary.

Both the Subsídio de Férias (Holiday Allowance) and the Subsídio de Natal (Christmas Allowance) get taxed the same as any other payment for IRS & Social Security.

Employees can choose to earn their salary in 14 payments, with the holiday allowance being paid during Summer and the Christmas allowance being paid around the Christmas period.

Conversely, workers can elect to be paid 12 times ("duodécimos"), with those two extra payments being pro-rated throughout the year.

The payments have to be paid at least once a month and by the last working day. At Outstaffer, this payment is made on the 25th of the month.

Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the platform. The onboarding timeline is also dependent upon registration with local authorities.

For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.

Please note, payroll cut-off dates can impact the actual first day of employment. Outstaffer has a payroll cut-off date of the 10th of the month unless otherwise specified.

Termination of the employment relationship can happen in the following ways:

• Voluntary termination by the employee (resignation);
• Retirement as per the employment contract;
• Non-renewal of the employment contract or expiry;
• Termination with just cause and no indemnity, for example in the case of theft or any other serious misconduct;
• Collective dismissal due to economic reasons (f.ex. bankruptcy, restructuring, etc.); or
• Termination by mutual consent.

For an employee that has worked for less than 6 months, the notice period is 15 days, for between 6 months and 2 years it is 30 days and for employment longer than 2 years it is 60 days.,

The duration of probation periods depends on the contract type. For contracts of indefinite duration, the statutory standard is 90 days. For positions that are technically complex, with high levels of responsibility, require special qualifications or in a position of trust it may be extended to 180 days. For fixed-term contracts probation periods are 30 days if contract duration is longer than 30 days and 15 days if shorter than six months.