Living and working conditions: Portugal

With the exception of certain market segments, such as customer service, IT, agriculture or some occupations in the hotels and restaurants sector (especially occupations where there is no direct contact with customers), it is important to be aware that it is not easy to find a job in Portugal if you do not speak Portuguese.

Before deciding to travel to Portugal to find a job, contact the EURES services in your country and they will be able to give you up-to-date information on the job market in Portugal.

You can also look for a job from your own country, using the tools below.

Online job portals

Portuguese employers advertise their job vacancies on various websites. Under ‘Related Topics’ you can find the most widely used websites, some dedicated to specific sectors or professions, while others have opportunities for non-Portuguese speakers.

Social networks

Employers and recruitment companies in Portugal increasingly use platforms such as LinkedIn to find potential candidates, particularly in segments requiring higher education qualifications. Having a credible presence on LinkedIn – and on social networks in general – is increasingly important to ensure that your profile is seen by and accessible to potential employers and recruiters.

If you are already in Portugal, you can look for a job using:

Employment services

The public employment service in mainland Portugal (IEFP – Institute for Employment and Vocational Training) [Instituto do Emprego e Formação Profissional, I.P.] has a network of 83 local employment services (addresses available at www.iefp.pt/redecentros). You can register with an employment service and get information on job offers throughout the country. To do so, you must present a citizen card / identity card or, if you are a citizen of a Member State of the European Economic Area (EEA) or Switzerland, a valid identity card or passport from your country.

If, in addition to a valid passport (or national identity document), you have a Portuguese social security identification number (NISS) and a password for Segurança Social Direta (Social Security Direct), you can also register and gain access to job opportunities available on iefponline (https://iefponline.iefp.pt).

If you are in Madeira, you can register at the Madeira Employment Institute: (www.iem.madeira.gov.pt). If you are in the Azores, you can register online or in person at one of the Qualification and Employment Centres run by the Regional Directorate for Employment and Professional Qualifications (https://emprego.azores.gov.pt).

Temporary employment agencies

Taking a temporary job may be a first step towards finding a more stable job. For this purpose, you can also use temporary employment agencies, which assign their employees to other companies.

The contact details of temporary employment agencies authorised to carry out this activity in Portugal are regularly updated on the IEFP Portal at www.iefp.pt/empresas-trabalho-temporario.

Press

Although less and less so, Portuguese companies still use the national and regional press to publicise their recruitment needs in various business sectors. The most widely used national newspapers are Jornal de Notícias, Correio da Manhã and Público, which publish job offers in a variety of sectors on a daily basis. The Expresso newspaper publishes job offers each week for managerial and specialist staff, executives and consultants. In general, these newspapers also have online versions of their classified ads or employment sections with easily searchable job exchanges.

Speculative applications

Many of the jobs available are not advertised. Speculative applications remain one of the ways to make employers aware of your skills. Such applications may be sent by email, online (via a company’s website) or through social networks (especially LinkedIn). Where possible, visiting the company after submitting an application may also provide a positive result, since it demonstrates that you are motivated and proactive.

Links:

Application letters, either in response to an advertisement or presenting an unsolicited application, are normally short and simple and never more than equivalent to one A4 page. The content should highlight (by means of keywords, for example) how your experience, qualifications and expectations correspond to the professional profile sought by the employer. A CV should also be attached. These letters are increasingly being replaced by the text in the email to which the CV is attached.

Copies of qualification certificates are not required until later, upon actual recruitment.

On average, the recruitment process may take close to 1 to 2 months (depending on the complexity of the job and the urgency in filling the vacancy).

Application forms are widely used for applicants with or without qualifications, and come in many varieties (increasingly in an online format). Some are fairly standardised, while others focus mainly on previous professional experience and invite open-ended replies. The most frequent questions cover personal information, education, experience and language skills.

A Portuguese CV is generally presented in reverse chronological order (starting with experience and qualifications acquired more recently), and has one or two pages. The functional template (for professionals with broad experience) and the infographic template (on one page, particularly for young people with less professional experience) are also increasingly used. The aim of all types of CV is to grab the attention of the recruiter, so it is important to put your greatest achievements on the top half of the first page. The inclusion of a photograph is often appreciated. If you do not speak Portuguese, you can write your CV in English.

The following points should be mentioned in a CV:

1. personal information and contact details: place of residence (not your full address, but the town and country where you are based), mobile phone and/or telephone number, email address, LinkedIn page and/or a link to your website (e.g. online portfolio), if related to the job you are applying for, ways in which an online interview could be conducted (Skype, Teams, Zoom, Google Meet), etc.;

2. work experience;

3. education (highest level of schooling);

4. vocational training (a separate category to your initial education: list training courses and traineeships, and mention any professional cards / memberships of professional associations where applicable);

5. other skills (foreign language and IT skills, driving licence where applicable, especially when it is a requirement of the job);

6. leisure activities / personal interests, including any volunteering experiences or exchanges (optional).

Other tools increasingly used are video CVs or personal presentation videos (suggested length 2-3 minutes), which can be sent on the candidate’s initiative or requested by the employer or recruiter in some specific recruitment procedures.

After applying for a job (by email, application form or letter), the next step is the interview, which is the main selection method. Interviewers place most value on professional experience, vocational training, knowledge of the company and its main sector of activity, and your skills (technical, organisational and social). You can take certain documents to the interview, e.g. diplomas, evidence of prior experience (work certificates), recommendations from former employers, and other documents you think may help you – but you should only present them when asked by the interviewer.

Companies are increasingly holding job interviews via video call, a trend that is expected to continue. In general the same requirements apply as for face-to-face interviews. Candidates are also advised to ensure that they have access to the necessary technological equipment in good time (computer with camera or webcam, headphones with microphone, reliable internet connection) and that they have set aside a space with some privacy.

Care with your personal appearance (clothes, haircut, etc.) can be important at interviews, even when held online. Avoid showing any piercings or tattoos, for example.

The use of psychological aptitude tests is common in Portugal at large companies or when recruitment is carried out by recruitment agencies or selection and recruitment consultants.

Aptitude and psychometric tests are normally used for middle management applicants. Graphology (handwriting analysis to attempt to determine a person’s personality traits) is sometimes used; the applicant’s prior permission is not required.

Medical examinations may be requested for some jobs before a candidate is taken on. The doctor concerned can only declare whether the candidate meets the medical requirements for the work to be performed.

Links:

Definition

There are various types of traineeship in Portugal. First, a distinction should be made between:

• professional traineeships, which consist of a period of work experience within a company, enabling trainees to acquire new skills to improve their employability and increase their chances of finding employment (in general, with the aim of helping young people enter the job market, as well as retraining unemployed adults);
• curricular traineeships organised by education/training institutions (higher or vocational), which are required for the successful completion of some courses and contribute towards their assessment.

There are some professional traineeship programmes organised by public bodies and/or with public financial support. These include:

ATIVAR traineeship programme: traineeships in Portugal at private for-profit or not-for-profit organisations, for candidates with level-3 to level-8 qualifications in the national qualifications framework, lasting 9 months (or up to 12 months in clearly identified exceptional cases), organised by the IEFP, the public employment service in mainland Portugal;

INOV Contacto programme: international traineeships at private for-profit or not-for-profit organisations with head offices or premises in other countries in Europe or worldwide, for candidates who have completed higher education qualifications (level 6 or 7). The traineeships last 6 to 9 months and are organised by AICEP (Portuguese Foreign Trade and Investment Agency); candidates must be fluent in Portuguese and English, and knowledge of other languages such as German, French Spanish or Mandarin is highly valued;

PEJENE programme: short-term traineeships (2-3 months) in Portugal, usually during the summer, for young people in higher education. They aim to provide trainees with experience in a work environment and are organised by the Fundação da Juventude (Youth Foundation);

• public administration traineeship programme (EstágiAP XXI): traineeships in direct or indirect Portuguese state administration bodies, at either central or local level, lasting 9 months, for candidates who have completed at least an undergraduate degree; they are organised in collaboration with the INA (National Institute for Public Administration) – Directorate‑General for the Qualification of Workers in Public Functions, and the ESPAP – Shared Services Public Administration Entity, and are advertised in the Public Employment Exchange.

Trainees on these programmes receive a monthly grant, which may vary depending on their level of qualifications (except in the PEJENE programme, as the traineeships are very short), and a meal allowance that is the same as that of other employees (or provision of a meal voucher, if that is the practice employed at the organisation). Occupational accident insurance cover is also paid for by the traineeship host organisation.

It should be noted that candidates must be legally resident in Portugal at the time of applying to these public programmes.

In addition to these programmes, some multinational and/or large companies organise and finance their own traineeship programmes, which they finance and organise themselves according to their needs and interests.

Any company, regardless of size, may offer traineeships (even if they are not financed under the above programmes), provided that they meet the following rules as laid down in the specific legal framework:

• maximum duration of traineeship: 12 months;
• signing of a traineeship agreement (between the trainee and the host organisation): a written agreement is mandatory, and must include certain information as a minimum;
• schedule (daily and weekly); rest periods, absences and public holidays; and workplace health and safety: similar arrangements to those applicable to ordinary employees of the host organisation;
• traineeship supervision/guidance: a supervisor must be appointed, who may not supervise more than three trainees at a time; defining a traineeship plan is advisable;
• payment of a traineeship allowance: never less than the value of the social support index (Indexante dos Apoios Sociais), which stands at EUR 509.26 per month in 2024; exemption from this payment applies only to very short traineeships (less than 3 months);
• payment of a meal allowance (or meal provided by the organisation) in line with the arrangements for other employees of the host organisation;
• personal accident insurance taken out for trainees must cover risks directly and indirectly related to activities involved in the course of the traineeship and on the journey between the trainee’s home address and the location of the traineeship;
• social security contributions are payable (deducted at source by the host organisation) on similar terms as in employment contracts;
• conditions for suspension and termination of the traineeship agreement, as set out in Articles 11 and 12 of Decree-Law No 66/2011 of 1 June, which lays down the legal framework for traineeships in Portugal.

In addition to their own special conditions, the public and private programmes referred to above comply with these rules.

More information on traineeships in Portugal: https://eportugal.gov.pt/pt/cidadaos-europeus-viajar-viver-e-fazer-negocios-em-portugal/educacao-estagios-e-voluntariado-em-portugal/estagios-em-portugal

Eligibility

Requirement for all publicly funded programmes: candidates must be legally resident in Portugal (regardless of nationality).

Criteria applicable to each programme:

ATIVAR traineeships

Unemployed persons registered with the IEFP employment services who fall under one of the following categories:

• young people between 18 and 30 years of age (inclusive), with qualification level 3-8;
• candidates between 31 and 45 years of age who have been unemployed for more than 12 months and are looking for a new job, provided that they have obtained a qualification between levels 3 and 8 less than 3 years ago or are enrolled at a Centro Qualifica (specialised adult qualification centre) if they hold a level 2 or 3 qualification;
• candidates over the age of 45 who have been unemployed for more than 12 months and are enrolled at a Centro Qualifica (with qualification level 2 or 3) or hold level-4 to 8 qualifications;

(in the following cases, the length of the traineeship may be extended to 12 months)

• candidates with a disability and/or incapacity;
• candidates from single-parent families;
• citizens with informal carer status (Estatuto de Cuidador Informal) who have provided care as a primary informal carer);
• candidates whose spouse/partner is also registered as unemployed with the IEFP;
• victims of domestic violence;
• refugees;
• homeless citizens;
• ex-offenders and/or citizens who are completing or have completed non-custodial sentences or judicial measures;
• recovering drug addicts.

INOV Contacto

• candidates aged 29 or under at the start date of the traineeship;
• higher education qualification completed (in any academic field);
• not in employment, education or training (from the date of accepting the offer to join the programme);
• fluency in Portuguese and English (certified at least level C1 in English).

PEJENE

• young students in any year of a public, private or cooperative higher education course (CTeSP – vocational and technical higher education courses, undergraduate, master’s, integrated master’s degree or postgraduate courses).

Public administration traineeships

• young people searching for their first job or a new job;
• with a higher education qualification (at least undergraduate level);
• aged 30 or under at the start date of the traineeship (or up to 35 if they have a disability or incapacity to a degree of 60% or more).

Implementation

The existing legal framework in Portugal for traineeships, published in 2011, complies with most of the guidelines in the Quality Framework for Traineeships, which regulates aspects such as:

• duration;
• requirement for a traineeship agreement;
• schedule; rest days, absences and public holidays;
• occupational health and safety;
• supervision/guidance;
• traineeship allowance;
• meal allowance;
• occupational accident insurance;
• social security;
• conditions for suspending or terminating the traineeship agreement;

thus providing clarity on the conditions under which companies may make use of the traineeship approach.

The below recommendations in the Quality Framework for Traineeships are not followed:

• the maximum duration of traineeships (in Portugal, this is 12 months; in the Quality Framework, the recommendation would be for a 6-month limit), and
• the minimum amount of the traineeship allowance (in Portugal this corresponds to the social support index, which is EUR 509.26 per month in 2024; currently less than the national minimum wage of EUR 820 per month and less than the amount defined as the national poverty line for Portugal – EUR 591 per month in 2022).

These exceptions are, however, justified by the specific features of the Portuguese labour market.

Although the publicly funded traineeship programmes in Portugal have their own specific regulatory frameworks, they also comply with the rules defined in this broader legal framework.

More information on traineeships in Portugal: https://eportugal.gov.pt/pt/cidadaos-europeus-viajar-viver-e-fazer-negocios-em-portugal/educacao-estagios-e-voluntariado-em-portugal/estagios-em-portugal

Living and working conditions

The general legal framework for traineeships ensures a number of minimum working conditions:

• schedule (daily and weekly); rest periods, absences and public holidays; and workplace health and safety: similar arrangements for trainees to those applicable to ordinary employees of the host organisation;
• payment of a traineeship allowance: never less than the value of the social support index (Indexante dos Apoios Sociais), which stands at EUR 509.26 per month in 2024; exemption from this payment applies only to very short traineeships (less than 3 months);
• payment of a meal allowance (or meal provided by the entity) in line with the arrangements for other employees of the host organisation;
• personal accident insurance taken out for trainees must cover risks directly and indirectly related to activities involved in the course of the traineeship and on the journey between the trainee’s home address and the location of the traineeship;
• social security contributions are payable (deduction at source by the host organisation) on similar terms as in employment contracts, and trainees are therefore entitled to cover for the same social risks as other employees paying such contributions.

More information on traineeships in Portugal: https://eportugal.gov.pt/pt/cidadaos-europeus-viajar-viver-e-fazer-negocios-em-portugal/educacao-estagios-e-voluntariado-em-portugal/estagios-em-portugal

Where to find opportunities

With regard to traineeship opportunities in funded programmes, you can find more information – when they are open for applications – on the following websites:

ATIVAR traineeships: https://iefponline.iefp.pt (select ‘Ofertas de estágio’ [Traineeship offers]; you must be registered as a candidate with the IEFP in order to apply)

INOV Contacto: www.inovcontacto.pt (opportunities are only made available when you apply for the programme)

PEJENE: https://pejene.fjuventude.pt (opportunities available only by logging in)

Public administration traineeships: www.bep.gov.pt/Pages/Estagios/EstagiAPXXI

For other traineeship opportunities (including trainee programmes offered by some companies), a number of employment exchanges give you the option to search specifically for traineeships.

In addition to those already listed in the How to find a job section, we recommend looking on www.estagiar.pt.

Funding and support

All the publicly funded programmes provide financial support. In some cases, this support varies depending on the duration and format of the programme and on the trainee’s qualification level. You can find more information here:

ATIVAR traineeships: www.iefp.pt/estagios – select ‘Apoios aos Estagiários’ [Support for trainees];

• INOV Contacto:   – see ‘Remuneração e outros Benefícios’ [Remuneration and other benefits];

PEJENE: https://www.fjuventude.pt/pt/pejene-estudantes – as these are short traineeships (2-3 months), host organisations are not obliged to pay a traineeship grant (although some still do); they are, however, required to pay meal and transport allowances;

• Public administration traineeships: www.bep.gov.pt/Pages/Estagios/EstagiAPXXI – a monthly traineeship allowance of EUR 1 385.99 (on which deductions for social security and personal income tax are levied) and a meal allowance.

As for other traineeship programmes and/or opportunities, the amounts paid by the host organisations must comply with those laid down in the general legal framework for traineeships.

In all cases, a meal allowance (or meal voucher) and occupational accident insurance are payable as a minimum, with only those traineeships lasting less than 3 months being exempt from payment of a traineeship allowance. In all other traineeships lasting between 3 and 12 months, a traineeship grant at least equal to the current value of the social support index (EUR 509.26 per month in 2024) is payable.

Where to advertise opportunities

With regard to publicly funded programmes where the host organisations are from the private sector, opportunities are generally advertised in connection with application to the programme in question. Applications can be completed at:

• ATIVAR traineeships: https://iefponline.iefp.pt – see the conditions for applying;
• INOV Contacto:https://www.portugalglobal.pt/pt/academia-aicep/inov-contacto/empresa/#…;
• PEJENE: https://www.fjuventude.pt/pt/pejene

For other traineeship programmes and/or opportunities, many of the employment exchanges listed in the How to find a job section have the option to register a traineeship offer. We also recommend looking on www.estagiar.pt.

Funding and support

The ATIVAR and INOV Contacto traineeships provide financial support to host organisations by co-financing the traineeship grants and other support that is payable. You can find more information here:

• ATIVAR traineeships:https://www.iefp.pt/estagios?tab=estagios-ativar-pt_apoios-as-entidades-promotoras;
• INOV Contacto: https://www.portugalglobal.pt/pt/academia-aicep/inov-contacto/empresa – see Remuneração e Benefícios (‘Remuneration and benefits’);

The PEJENE programme does not provide financial support to host organisations.

Legal framework

Apprenticeship courses have existed in Portugal for over 30 years, taking inspiration from Germany’s dual system and the French apprenticeship system.

Apprenticeship courses are a training modality comprising the following types:

• apprenticeships, which lead to a level 4 qualification under the National Qualifications Framework (NQF), within the National Qualifications Catalogue (CNQ);
• apprenticeships+, which lead to a level 4 qualification under the NQF, also within the CNQ.

The Institute for Employment and Vocational Training (IEFP) [Instituto do Emprego e Formação Profissional, I.P.] is the public body responsible for this training modality.

Description of schemes

Courses follow a dual learning model, in which the modules comprising the socio-cultural, scientific and technological components are taught at the training institute, and training based on the work context – corresponding to around 40% of the total duration of courses – takes place in companies participating in the training process.

The main objectives of the courses are:

• to bolster the qualification levels of young people and adults, with a view to improving their employability and (re)integration into the labour market, and to enabling them to pursue further studies, particularly at a higher level;
• to enhance training potential in a work-based setting through the active participation of companies and other employers in the training process, creating true partnerships;
• to develop and consolidate quality apprenticeships for young people and adults based on a dual learning system, which effectively acts as a bridge between theoretical and practical training and the settings in which they occur;
• to gradually introduce young people and adults to the labour market and a real work setting, through a practical work-based training experience.

The IEFP promotes apprenticeship courses. Courses may be organised by the following training bodies:

• IEFP Employment and Vocational Training Centres;
• Participatory Management Vocational Training Centres, run jointly by the IEFP and social partners – these Centres hold privileged positions with regard to information on skills requirements in their respective industry sectors, thanks to their proximity to the companies they work with;
• certified training bodies.

Eligibility

Apprenticeship courses are aimed at young people and adults who meet the criteria relating to age and educational qualifications set out below.

• Apprenticeships: young people and adults up to 29 years of age (inclusive) who have completed their ninth year of schooling or a legally equivalent qualification but have not completed secondary education.
• Apprenticeships+: young people and adults aged between 18 and 29 (inclusive) who possess one of the following qualifications:
  • secondary education certificate or a legally equivalent qualification;
  • primary education, provided that they are attending a form of education or training or are in the process of having their secondary-level skills recognised, validated or certified;
  • an NQF level 5 diploma or certificate, or a technological specialisation diploma, or a higher education degree or diploma.

Applicants must be Portuguese nationals or citizens of the European Economic Area. To be able to register for these courses, you must be legally resident in Portugal and be enrolled in the IEFP.

Owing to the nature of these courses, which provide dual certification (academic and vocational), in particular for NQF level 4 qualification courses, it is recommended that apprentices have at least an intermediate level of Portuguese.

Living and working conditions

Trainees on apprenticeship courses may receive the following social assistance:

• professionalisation grant;
• study materials grant;
• subsistence allowance (food, travel and accommodation) for persons with dependants;
• personal accident insurance.

Where to find opportunities

These courses are run by:

• the IEFP’s Employment and Vocational Training Centres;
• Participatory Management Vocational Training Centres; and
• external certified training bodies.

You may find more information:

• at the nearest IEFP Employment and Vocational Training Centre;
• on iefponline: https://iefponline.iefp.pt/ – select ‘Training offers’;
• on the IEFP (Employment and Vocational Training Institute) portal.

Alternatively, you can always send your question via the eBalcão (online desk):www.iefp.pt/en/contactos.

Funding and support

The IEFP is the body responsible for funding apprenticeship programmes.

Trainees on apprenticeship courses may receive the following social assistance:

• professionalisation grant;
• study materials grant;
• subsistence allowance (food, travel and accommodation) for persons with dependants;
• personal accident insurance.

How such support is awarded depends on each trainee’s personal situation.

You may find more information:

• at the nearest IEFP Employment and Vocational Training Centre;
• on iefponline: https://iefponline.iefp.pt/ – select ‘Training offers’;
• on the IEFP (Employment and Vocational Training Institute) portal.

Alternatively, you can always send your question via the eBalcão (online desk): www.iefp.pt/en/contactos.

Where to advertise opportunities

Companies wishing to help develop apprenticeship courses as training providers may only do so through an application process and admission to the pool of external training providers, published on the IEFP portal.

Companies that would like to take part in apprenticeship schemes and can guarantee practical training placements should contact their regional IEFP services. Contact details are available at www.iefp.pt/en/redecentros.

Funding and support

For questions regarding transnational apprentices, please contact the respective regional branch. Contact details are available at www.iefp.pt/en/redecentros.

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

In recent years, Portugal has become a destination of choice. This increase in tourism, digital nomadism and property investment has put huge pressure on the housing market. In a country renowned for being very safe, for having many hours of sunshine, for its beaches and for its cuisine, finding accommodation to rent or buy is becoming increasingly difficult, especially in more touristy areas (such as the Algarve and Madeira) and the main cities (Lisbon and Porto).

There are cheaper options for those looking for a more sustainable life: the villages in inland Portugal, many with fewer than 2 000 inhabitants and which still preserve their traditions, grow their own food, where life is quieter and lived more among the local community, are the perfect alternative for finding a home at a lower cost.

It is very rare for employers to provide accommodation, although in some cases they provide support in finding the best options. You should therefore start to look for somewhere to live well before you leave for Portugal.

There are many websites (some in English) that provide a reasonable overview of what is available in the main cities to buy and for long and short-term rentals. You can also find groups on social media, in particular on Facebook, where offers for renting rooms or flatshares are advertised.

Once you are in Portugal you can also look at the classified ads:

• in the most widely read national newspapers such as Jornal de Notícias, Correio da Manhã or Público for the main cities;
• in some specialist advertising papers, such as Jornal Ocasião;
• in the local press if you intend to live in a smaller city.

In general, these newspapers also have easily searchable online versions.

You should always confirm the credibility of advertisements (and in particular those posted on social media). Ask whether you have to pay to see the accommodation: if the answer is yes, it is better to avoid it.

You can also use estate agents or contact certain associations, such as the Associação dos Profissionais e Empresas de Mediação Imobiliária de Portugal (APEMIP – Portuguese Association of Professional Real Estate Agents) or the Associação Lisbonense de Proprietários (Lisbon Property Owners’ Association). Some banks also have online databases of houses or flats for sale or rent.

The cost of long-term rent varies according to the type and the location of the accommodation. The following is an indication of the costs (minimum and maximum for reference) of renting somewhere to live in Lisbon:

• Room in a shared house (minimum EUR 450 / maximum EUR 950)
• T0 (studio) flat (minimum EUR 600 / maximum EUR 1 300)
• T1 (one-bedroom) flat (minimum EUR 850 / maximum EUR 1 700)
• T2 (two bedroom) flat (minimum EUR 1 100 / maximum EUR 3 500)
• T3 (three bedroom) flat (minimum EUR 1400 / maximum EUR 4 500)

The rent (long-term rentals) generally does not include water, electricity, telephone, gas or internet. Unfurnished accommodation without air conditioning or central heating, but mostly at least with wardrobes and/or equipped kitchens, can also be found.

In the main university cities (including Lisbon and Porto), people also rent rooms to students and, increasingly, to other people too.

For short-term accommodation, some of the websites mentioned have a ‘holiday rental’ search option. For short-term accommodation, you can also look at the Alojamento (Accommodation) section on the Turismo de Portugal (Portuguese Tourism) website or find information on youth hostels in Portugal on the Juventude (Youth) website.

Links:

In Portugal, from preschool to higher education, you can opt either for a state school (generally free) or a private school.

If you choose a private school, you can confirm whether it is certified by the Ministry of Education, Science and Innovation (in the case of primary, secondary and higher education), or by the Social Security Institute. (for the network of childminders and crèches, and preschool education).

Crèche, preschool, primary (1st, 2nd and 3rd cycles) and secondary education

To find the most suitable school for your child(ren) or learner(s), contact one of the schools in the area where you live or the Direção-Geral dos Estabelecimentos Escolares (Directorate-General for Educational Establishments).

For children up to 3 years of age, we recommend checking the network of licensed childminders and crèches at your local Social Security customer service office.

Enrolment for preschool education and the first year of primary education usually takes place from 15 April of the year prior to entry (the enrolment period may vary each year, but is generally between 1 and 2 months). This can be done online on the Enrolments Portal or in person (confirm this with the school you choose, as dates may vary).

There is no deadline for enrolment for pupils coming from a foreign school during the school year, although you should contact the governing bodies of the school for further information.

Any pupils in the state school system up to the 9th year whose mother tongue is not Portuguese, are entitled to additional language support, alongside their attendance at Portuguese classes with other pupils.

Higher education (universities and polytechnics)

Information on public and private higher education establishments can be obtained from the Directorate-General for Higher Education.

Applications for higher education are usually submitted electronically between mid-July and early August via the Directorate-General for Higher Education website.

International schools

There are over 50 international schools in Portugal, especially in primary and secondary education, teaching in German, French, Spanish and English. These schools are located in the Greater Lisbon, Greater Porto and Algarve areas in particular, but some options are also available in the Centre and Madeira. There are some websites that provide the main International Schools in Portugal. You can also contact your country’s embassy or consulate in Portugal for further information.

Links:

The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Residence of EU/EEA/Swiss nationals and their family members

For a period of residence of up to 3 months, there are no conditions or formalities other than the need to hold a valid identity document (identity card / citizen card) or passport issued by your country of origin. Direct family members of an EU/EEA/Swiss national who hold one of these documents enjoy the same rights.

EU/EEA/Swiss nationals who intend to live in Portugal for over 3 months must register within 30 days of the end of their first 3 months in the country at the Municipal Council for the area in which they live. When they register, they are issued with a registration certificate, which is valid for 5 years, or for the period of residence if less than 5 years.

The issuing of a registration certificate requires a valid identity document or passport and a sworn declaration that the applicant:

• is working under a contract of employment or is self-employed in Portugal; or
• has sufficient resources for themselves and their family; or
• is registered at an officially recognised public or private education establishment and has sufficient resources to maintain themselves and their family.

EU/EEA/Swiss nationals who live in Portugal as family members must apply to the local council in the area in which they live for a certificate of registration of a family member of an EU/EEA/Swiss national. Before the registration certificate can be issued, a valid identity document or passport, a document proving the family relationship, and the registration certificate of the EU/EEA/Swiss national they are accompanying or going to join, must be presented.

Family members of an EU/EEA/Swiss national who are third-country nationals and whose stay in Portugal exceeds 3 months, must apply for a residency card for a family member of an EU/EEA/Swiss national at one of the AIMA (Agency for Integration, Migration and Asylum) one-stop-shops. Face-to-face appointments can be booked at one of these shops via the contact form, by selecting the subject ‘Cartão de Residente da União Europeia (CRUE)’ [European Union Resident Card].

Before the residency card can be issued, a valid passport, a document confirming the family relationship, and the registration certificate of the EU/EEA/Swiss national they are accompanying or going to join, must be presented.

Links:

Before travelling to Portugal, ensure that you have:

• a valid identity document (passport or identity card / citizen card);
• a European Health Insurance Card;
• documents proving your work experience and academic background and professional training, preferably translated into Portuguese (or at least in English);
• professional skills certificates, in the case of a regulated profession, which enable you to obtain professional recognition in Portugal (you can begin the procedure before you go to Portugal: contact the Centro de Assistência para o Reconhecimento das Qualificações Profissionais (Assistance Centre for Recognition of Professional Qualifications) for further information);
• the financial resources to remain in Portugal (particularly to meet the cost of accommodation, food, transport and healthcare).

We recommend that you:

• try to obtain as much information as possible on the situation on the Portuguese labour market, either on this portal (see the section on Living and working conditions > Labour market information), or in major Portuguese newspapers (also available online), for the latest information; the EURES services in your country or in Portugal (online) may also be of help;
• contact the social security services in your own country for more detailed information on the social protection system in Portugal and the risks covered;
• take out travel insurance.

If you do not know any Portuguese, you should learn the language beforehand:

• look for a language school offering Portuguese classes in your country;
• contact one of the Centros de Língua Portuguesa (Portuguese Language Centres) of the Instituto Camões and/or attend Portuguese classes at a higher education establishment in your country (if any exist);
• use the e-learning resources available on the internet, such as the Camões e-learning platform, the Plataforma de Português Online, Português mais Perto, Practice Portuguese, Portuguese Lab, or others;
• if you cannot access any of these resources, buy a conversation guide and a dictionary to help you in the initial stages.

A range of official exams exist (ACESSO, CIPLE, DEPLE, DIPLE, DAPLE, DUPLE, TEJO), which you can sit in your own country or in Portugal. These allow you to certify your Portuguese language skills with equivalence to levels A1 to C2 of the Common European Framework of Reference for Languages. For further information please consult CAPLE – Centro de Avaliação de Português como Língua Estrangeira (Centre for Evaluation of Portuguese as a Foreign Language).

If you have already received a job offer, make sure that you:

• have a copy of the employment contract or a written document confirming the conditions offered by the employer, and that you understand them;
• know how often you will be paid, and in what form;
• are aware of the accommodation conditions and whether these are paid for by the employer (or whether rent will be deducted from your pay, for example).

After arriving, and if you plan to stay for longer than 3 months, you must:

• register yourself (and any family members) with the municipality in the area where you live (check the information on registration procedures and residence permits);
• apply for a tax identification number (número de identificação fiscal, NIF) at a tax office (Serviço de Finanças);
• apply for a Health Card (Cartão de Utente) at the Health Centre (Centro de Saúde) for the area where you live;
• apply for a social security identification number (NISS) when you start work;
• open a bank account, since salaries are normally paid by bank transfer;
• if you are looking for a job, register with your nearest employment service (you can make an appointment);
• improve your Portuguese.

If you intend to access certain job opportunities in Portugal, in particular those in the public sector, you may need to obtain recognition of your school (primary or secondary) or academic (higher education) qualifications.

Links:

Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

The legal minimum working age is 16, but minors must:

• have the physical and mental capacities for the job; and
• have completed compulsory schooling or be registered with and attending secondary education or vocational training with dual schooling and vocational certification. Most young people therefore only enter the job market from 18 years of age (age at which it is no longer compulsory to attend education and/or training).

Employment contract

This is a contract whereby an individual undertakes to provide work, in return for pay, to one or more persons, as part of an organisation and under the authority of the employer.

Types of employment contract

Contract of employment of indefinite duration (unlimited or permanent contract): this does not require any special formality and must be in writing (this is mandatory in the case of a foreign worker) . The employer must provide the worker with written information on the basic details of the respective contract or working relationship, in a language the worker understands. A probationary period may be defined, during which either party may terminate the contract without notice and without any compensation being payable.

Fixed-term contract of employment: this is a written contract and may be signed only to fulfil a temporary need within the company and for the period of time strictly necessary to meet that need. This contract may not last for more than 2 years and may only be signed for a period of less than 6 months in the circumstances laid down by law. It may be renewed up to three times, and the total duration of the renewals may not exceed the initial term of the contract.

Contract of employment for an unspecified duration: this lasts as long as is necessary to replace an absent employee or to complete the activity, project, task or assignment to which the contract relates. This contract may not last for more than 4 years.

Very short-term contract: used for seasonal activities (such as in the agriculture, tourism and hospitality sectors). Contracts of up to 35 days do not have to be in written form, but employers must always inform Social Security of the contract, at the latest on the new employee’s first day of work, via an online form provided on Social Security Direct (Segurança Social Direta). The information provided must include the addresses of the parties, the place of work, the activity to be undertaken by the worker, the pay, the start date and the duration of the employment contract.

The total duration for this specific type of contract with the same employer, including any renewals, may not exceed 70 days of work during the same calendar year. Otherwise, if no other term is given in writing, the contract is deemed to be automatically concluded for a period of 6 months (fixed term) as a means of protecting workers’ rights.

Intermittent contract of employment: this is used by companies performing an activity that is either intermittent or varies in intensity, where the employee’s activity is interrupted by one or more periods of downtime. Such contracts must be in written form and must indicate the annual number of full-time working hours or days. The employee must be employed full-time for at least 6 months in each calendar year, with at least 4 months’ consecutive employment. Furthermore, such contracts may not be fixed-term or for temporary work.

Part-time contract of employment: a written contract corresponding to normal weekly working hours but fewer than those worked on a full-time basis in comparable circumstances. Work may be provided for only a few days per week, per month or per year, with the number of days to be worked established by agreement.

Teleworking contract: provision of legally dependent labour, usually not on the employer’s premises, by means of information and communication technologies. This type of contract may not last more than 3 years.

Temporary contract of employment, which may be for a fixed or unspecified duration: the employee is hired and paid by the temporary employment agency but provides services to user companies (contracts may not last for longer than 2 years).

Contract of unspecified duration for temporary provision of services: the employee has a contract of indeterminate duration with a temporary employment agency and provides services to user companies on a temporary basis.

Specific features of seasonal work (including immigration procedures)

Some Portuguese employment exchanges have specific sections for seasonal job offers (see the ‘Related Topics’ section on the How to find a job page for Portugal).

In some cases – particularly in agriculture – seasonal work is open to third-country nationals, but they must have an employment contract or official offer of employment from a Portuguese employer, in addition to a number of other documents, before applying for a visa. There are two types of visa providing the right of entry and stay in Portugal for this specific purpose:

• the short-term seasonal work visa, which permits workers to stay for up to 90 days;
• the temporary stay visa, for the purpose of longer-term seasonal subordinate work, which permits workers to stay for up to 9 months.

Social Security must be notified of all employment contracts with third-country nationals (along the same lines as for Portuguese nationals and EU/EEA nationals).

Links:

Employment contracts are not subject to any specific formalities unless the law specifies otherwise. Portuguese law requires fixed-term contracts of employment, contracts of unspecified duration, intermittent, part-time and teleworking contracts (fixed or indefinite) to be set out in writing.

When set out in writing, the contract must include the following information:

• identification, signatures and address / head office of the parties (employee/employer);
• reasons for establishing the contract, specifically mentioning the facts concerned;
• purpose of the contract, including profession/tasks to be performed;
• salary;
• place of work and normal working hours;
• date of commencement of work; date on which the contract comes into force and end date for fixed-term contracts.

The parties are required to disclose certain information.

The employer must inform the employee about relevant aspects of the contract such as: the place of work, the professional category or a brief description of the employee’s duties, the date on which the contract is to be signed and the date on which it will come into effect, its expected duration (for a fixed-term contract), the notice periods to be observed by both parties in the event of termination, the amount of salary to be paid and the frequency of payments, normal daily and weekly working periods, entitlement to holidays, the number of the occupational accident insurance policy and the applicable collective bargaining agreement.

The employee must inform the employer of any aspects that are relevant to the provision of labour.

Employees who are going to provide their services in another country for longer than 1 month (for example, in the case of a secondment) must receive written information from the employer before their departure concerning the expected duration of the work abroad, the currency and place of payment of the financial allowances, conditions for repatriation and access to healthcare.

Probationary period

The probationary period is the initial stage of the contract, during which both parties can decide whether to continue the contractual relationship. The parties may decide in writing not to make use of this possibility or to limit it.

The probationary period in employment contracts of indefinite duration is:

• 90 days for most workers;
• 180 days for jobs involving technical complexity or a high level of responsibility, for workers seeking their first job or for the long-term unemployed; and
• 240 days for management positions or senior staff.

The period of 180 days for workers seeking their first job or the long-term unemployed will be reduced or not applied depending on the duration of:

• a previous fixed-term contract for the same work with a different employer (if lasting 90 days or more); or
• the temporary work performed in the same post; or
• a traineeship carried out performing the same type of work, with the same or a different employer (if lasting 90 days or more, in the last 12 months); or
• the provision of services for the same purpose under contract to the same employer.

If the probationary period lasts for more than 120 days, the employer must give 30 days’ notice before terminating the contract.

The probationary period is:

• 30 days for fixed-term contracts of 6 months or more;
• 15 days for fixed-term contracts of less than 6 months, or contracts of an unspecified duration not expected to exceed 6 months.

Links:

Portuguese law lays down rules to protect children and young people. The legal minimum working age is 16.

Minors may work only if they have completed compulsory schooling or are receiving secondary education or vocational training at the same time. They may perform only simple tasks that are unlikely to jeopardise their physical integrity, safety and health, or education or vocational training. Minors may not work overtime, and night work is allowed only in special circumstances (such as participation in artistic or cultural activities).

Persons with a reduced capacity for work, and persons with a disability or chronic illness can opt for a flexible working schedule in line with their specific needs and their preference for part-time work or teleworking. They are exempt from the more flexible forms of working time organisation, which could endanger their health or safety in the workplace, and from working overtime.

Employers must provide them with suitable working conditions, particularly adapted work stations, and with appropriate initial and further training.

Pregnant women and women with children under 12 months of age and/or who are breastfeeding may apply for exemption from overtime or night work. They are also exempt from working to timetables organised in line with an adaptability scheme, time bank or concentrated work schedule.

Employees with family responsibilities (one or more children under 12 years or children of any age with a disability or chronic illness) may opt for the flexitime scheme and be given preferential access to part-time work for a maximum of 2 to 4 years (according to the number of children under 12 years and/or with a disability or chronic illness).

Links:

Setting up a company entails a range of risks that must be assessed and important decisions that must be taken, including defining the legal form of the company – with implications for the entrepreneur’s liability and the liability of the business.

A business run by a single person usually has the legal form of an empresário em nome individual (sole proprietor) or sociedade unipessoal por quotas (single shareholder limited liability company).

Businesses run by more than one person may take various legal forms, the most common being: sociedade em nome coletivo (partnership – with unlimited liability, where the shareholders are subsidiarily liable to the company and are jointly and severally liable to each other), sociedade por quotas (limited liability company – shareholder liability is limited to the share capital), and sociedade anónima (public limited company – each shareholder limits their individual liability and participation to the value of their subscribed shares).

The following steps (involving different bodies) are necessary to form a company in the traditional way:

• apply for a certificado de admissibilidade (certificate of eligibility);
• deposit the company’s share capital with a credit institution;
• obtain a public deed executed by a notary (optional, unless immovable property is transferred);
• present the declaration of commencement of activity to a Tax Office;
• register the company with the Conservatória do Registo Comercial (Commercial Register);
• register as a taxpayer with Social Security.

The process of setting up a company can be simplified:

• by using the Empresa Online service (on the ePortugal portal), with an agreement signed by the company owner (available for limited liability companies, single shareholder limited liability companies and public limited companies);
• by making use of the service offered by the Instituto dos Registos e Notariado (Portuguese regulatory authority for registration services and the notarial profession) at Lojas do Cidadão (Citizen Shops) and Espaços Empresa (Business Spots).

Close attention must be paid to the legislation governing the setting up of companies in the many areas of activity where a licence or permit is required before the activity can begin.

Espaço Empresa provides future entrepreneurs with all the information required for the company’s planning, incorporation and commencement of activity (and information on the licensing of activities).

Remote working and co-working have become increasingly popular in Portugal, especially among digital nomads, self-employed workers, entrepreneurs and start-ups. There has been a significant increase in recent years in co-working and co-living solutions across Portugal. These include some hotels, and there is now a network of over 230 such spaces in Portugal’s main cities and elsewhere. Many of these spaces are particularly receptive to projects originating from other countries.

The Portuguese Government (through the local authorities) also launched a national network of teleworking or co-working spaces in inland Portugal, providing services for free or for a nominal fee, with the aim of attracting people and companies to settle in the area. This network already covers nearly 100 municipalities.

Links:

All employees are guaranteed a minimum monthly remuneration, which is set annually by special legislation. The calculation of this remuneration takes into account factors such as workers’ needs, increases in the cost of living and developments in productivity, whilst ensuring that it is kept in line with policy on incomes and prices. In 2024, the minimum salary is EUR 820 00 – while Portuguese labour law provides for the payment of ‘14 months’ of salary per year (see information on the holiday bonus and the Christmas bonus below).

In some sectors, salaries are determined through collective bargaining.

The remuneration is made up of the basic salary plus other regular or ad hoc allowances paid directly or indirectly in cash or in kind. In addition to monthly remuneration, there is a lunch allowance, while transport or travel allowances may also be payable (expenses).

Monthly, daily and hourly remuneration are the most common systems of payment. An annual salary package is also used by large companies, especially multinationals, as reference during recruitment negotiations. Commission is often paid for sales work (including online work).

Salaries/remuneration are usually paid by bank transfer, though some employers still pay by cheque or cash. Irrespective of the form of payment, the employee is entitled to a payslip that shows the remuneration (gross pay, lunch allowance, etc.) and deductions (personal income tax (IRS), social security contribution to be made by the employee, generally 11% of the gross wage, and any other contributions the employee has authorised to be withheld, such as union dues). The employer is responsible for transferring the amounts withheld to the social security and tax authorities.

The employer gives each employee a statement in January of the year after the money was earned showing the employee’s total income from employment and the corresponding total income tax withheld and paid by the employer to the tax authorities. This should match the amounts entered by the employee via the Finance Portal for their annual income tax return.

Employees are entitled to a Christmas bonus, equal to 1 month’s pay, which must be paid by 15 December each year (14th month), and to holiday pay, corresponding to the amount they would receive if they were actually working. In addition to this, employees are also entitled to a holiday bonus (13th month), which includes basic pay and other payments representing consideration for the specific means of carrying out the work.

Links:

Normal working time: as a rule, this may not exceed 8 hours per day or 40 hours per week. Labour law allows flexibility in daily or weekly working hours through collective bargaining or by agreement between employer and employee. The limit of 12 hours per day or 60 hours per week may never be exceeded, and employees are entitled to the corresponding additional rest periods. Labour law lays down special rules for time banks, adaptability schemes and intensive work schedules.

Rest break: as a rule, the working day must be broken by a period of between 1 and 2 hours to avoid employees working for more than 5 consecutive hours. A collective bargaining agreement may allow employees to work for up to 6 consecutive hours or may lengthen, shorten or eliminate the rest break.

Daily rest: employees are guaranteed a minimum of 11 continuous hours of rest between 2 consecutive working days. Sectors where continuous service or production must be ensured (e.g. hospitals, ports, airports, telecommunications, industries where continuous working is in operation, etc.) are subject to special rules, but workers are always guaranteed minimum compensatory rest periods by a collective bargaining agreement.

Weekly rest: by law, Sunday is as a rule the compulsory weekly rest day. In addition to this, another half or full day’s rest may be granted (generally on a Saturday), which may be split or discontinuous. There are exceptions in some sectors of activity where weekly rest is defined by collective bargaining.

Overtime: this is all work done outside normal working hours. Employees must work overtime unless they expressly request dispensation on justifiable grounds. Use of overtime has fallen and been replaced by flexible working hours (time banks, adaptability schemes, intensive work schedules, shifts). Each worker may work overtime only for a maximum of 150 hours a year in medium-sized and large companies, or 175 hours a year in micro and small companies.

Overtime worked on a normal working day entitles employees to the following increases in pay: 25% of pay for the first hour or part thereof; 37.5% per subsequent hour or part thereof on working days; 50% per hour or part thereof on compulsory or additional weekly rest days or public holidays.

Employees who work overtime that prevents them from taking their daily rest are entitled to paid time off in lieu equivalent to the missing rest hours, to be taken within the next 3 days. Employees who work overtime on the compulsory weekly rest day are entitled to 1 paid day off in lieu, to be taken within the next 3 working days.

Night work: work lasting for a minimum of 7 hours and a maximum of 11 hours, which always includes the period between midnight and 5 a.m. Under collective bargaining agreements, night work may cover the period between 10 p.m. on one day and 7 a.m. on the following day. Night work is subject to a pay increase of 25% or more (where determined by a collective bargaining agreement) over equivalent daytime work.

Shift work: any way of organising work in teams, in which employees successively occupy the same workstations in rotation at a set rate. This means that individual workers may be working at different times during a given period of days or weeks. The duration of shift work may not exceed 40 hours per week or 8 hours per day. Under the system of continuous working, employees on each shift have at least 1 day’s rest every 7 days.

Links:

Leave:

All employees are entitled to a period of paid annual leave of at least 22 working days per calendar year. The right to leave is acquired by entering into a contract of employment and takes effect on 1 January of each calendar year.

After 6 full months of performing the contract of employment in the year in which they sign the employment contract, employees are entitled to 2 working days’ holiday for each month’s duration of their contract, up to a maximum of 20 working days. Contracts lasting less than 6 months entitle employees to 2 working days’ holiday for each full month’s duration of the contract. If the calendar year ends before the contract has run for 6 months, the leave may be used up to 30 June of the following year, although no more than 30 working days may be taken as holiday in any 1 calendar year.

Public holidays: the following are statutory public holidays:

1 January (New Year’s Day)

Good Friday

Easter Sunday

25 April (Freedom Day)

1 May (Labour Day)

Corpus Christi (feast in May/June – date changes every year)

10 June (Portugal Day)

15 August (Assumption)

5 October (Establishment of the Republic)

1 November (All Saints’ Day)

1 December (Restoration of Independence)

8 December (Immaculate Conception)

25 December (Christmas Day)

Besides the statutory public holidays, Carnival Tuesday (a movable holiday in February/March) and the local municipal holiday may be observed as public holidays, by means of a collective bargaining agreement or employment contract.

Absences and special leave

Absences from work owing to illness are deemed to be justified absences, incurring loss of pay, provided that the employee is covered by a social security scheme providing sickness protection. Other absences from work considered justified include those resulting from the following: accidents, marriage, death of a family member, or travel to an educational institution as the person responsible for the education of a minor.

When a child is born, the mother and the father are entitled to initial parental leave of 120 or 150 consecutive days, which may be increased by 30 days. This entitlement may be used exclusively by one parent or may be shared between them in two periods of 15 consecutive days, after the initial period of mandatory leave. The mother must take at least 6 weeks’ leave after the child is born, and may also take 30 days of initial parental leave before the birth.

A total duration of 28 days of initial parental leave exclusively for the father is given, which can be taken consecutively or spread out. Seven of these days must be taken immediately after the birth of the child and another 7 days must be taken within 42 days after the birth (the remaining days are optional).

In cases of multiple births (twins), this leave is increased by 2 working days for each child (in addition to the first).

When opting to take initial parental leave, the parents may, after taking 120 consecutive days, combine the remaining days of leave with part-time work. The daily periods of leave will be counted as half-days and added together to determine the maximum length of leave.

In the event of the adoption of a child under 15 years of age, the adoptive parent is entitled to adoption leave equivalent to initial parental leave, of 120 days, with effect from the judicial or administrative guardianship of the child.

In caring for a biological or adopted child up to 6 years of age, the father and mother are entitled to supplementary parental leave, which may be of different kinds: parental leave extended by 3 months; part-time work for 12 months in mid-term; extended interspersed periods of parental leave and part-time work totalling 3 months; and interpolated absences from work, provided that they are provided for in a collective bargaining agreement. After these rights have expired, the father or mother is entitled to special leave for the care of a child, whether biological or adopted, taken consecutively or intermittently, up to a maximum of 2 years.

Employees are entitled to leave to care for members of the family unit in the event of sickness or accident as follows: up to 30 days a year for a child under 12 years of age or for a child or another member of the family unit with a disability or chronic illness; up to 15 days a year for children over the age of 12, a spouse or other member of the family unit, including the father, mother, sister or brother of the employee.

Employees pursuing any level of academic education may be classed as a student-employee, which allows them to ask for their working hours to be adjusted around these activities or to be released from work for up to 6 hours a week to attend classes without losing any of their rights. Their absence from work on days when they sit the associated examinations will also be justified.

Links:

Contracts of employment may come to an end owing to expiry (i.e. at the end of the contractual term and in the circumstances provided for by law), when instigated by the employer or the employee, or by mutual agreement between the parties. When a contract of employment ends, the employer must provide the employee with a certificate of employment indicating the dates of commencement and termination and the post(s) occupied, and other documents for official purposes, particularly for Social Security.

Termination on the employee’s initiative: Employees may terminate their contract with due cause on the grounds of: the employer’s deliberate failure to pay the employee for the work performed; inadequate health and safety conditions in the workplace; serious damage to the employee’s property; or attacks upon the employee’s physical or moral integrity, freedom, honour or dignity.

Employees may give notice of termination of the contract, regardless of the existence of due cause, by means of written communication to the employer with at least 30 or 60 days’ notice, according to whether the employee has worked at the company for less or more than 2 years. For fixed-term contracts, 30 or 15 days’ notice of termination must be given, depending on whether the duration of the contract is more or less than 6 months. There are also other notice periods, based on the type of employment contract involved.

Termination on the employer’s initiative:

• dismissal with due cause as a result of misconduct on the part of the employee, in accordance with the situations described by labour law;
• collective dismissal: termination of employment that is simultaneous or successive over a period of 3 months affecting a number of employees (at least two to five employees, depending to the size of the company) for objective reasons, including the closure of one or more sections of the company or a reduction in staff for economic, structural or technological reasons;
• dismissal due to redundancy, for financial reasons, either owing to the state of the market or for structural or technological reasons relating to the company, when collective dismissal does not apply (this may apply to a single post and to one employee);
• dismissal due to failure to adapt, where the employee is found to be incapable of adapting to the job and, because of the way in which the employee works, they have in practice made it impossible to maintain the working relationship.

The employee may, through an injunction, request the preventive suspension of the termination within 5 working days of receiving the notice of termination.

Links:

In Portugal, the principle of trade union freedom is paramount: workers may set up or disband trade union associations, and may join or leave any trade union.

Trade union associations are entitled to: conclude collective labour agreements; provide services of an economic and social nature to their members; take part in drafting labour legislation; initiate and intervene in legal cases and administrative procedures to defend their members’ interests; or take part in corporate restructuring processes (especially concerning training activities, or when working conditions are changed).

Trade union activities within an company are performed by workplace union representatives, trade union committees and/or inter-union committees.

Workplace union representatives are elected by direct secret ballot and are entitled to a number of hours off per month to engage in trade union activity.

In Portugal, the level of trade union membership depends on the profession and/or sector of activity and is not very high as a general rule. Most employers do not take into account whether or not someone is a member of a trade union, particularly in recruitment matters.

Links:

Collective labour disputes, particularly those arising out of the signature or amendment of a collective agreement, may be resolved by conciliation or mediation with the help and support of the services of the ministry responsible for labour relations.

The right to strike is recognised by the Portuguese Constitution. The decision to strike is made by trade union associations or by a company’s works council. A strike must be publicised, with notice of strike being sent to the employer and to the ministry responsible for labour relations at least 5 days in advance. Should the strike take place in a company or establishment intended to meet essential social needs, notice must be issued at least 10 days in advance and a minimum service must be ensured.

Employers cannot take on new workers and/or arrange contracts with companies specifically to replace striking workers or to carry out tasks performed by the striking workers.

The law forbids any coercion, prejudice or discrimination against workers on the grounds of whether or not they join a strike. Workers who are on strike lose their entitlement to remuneration.

Links:

The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.