Leave Policy in Portugal

Shraddha Saxena
Efficiently handle Portugal's leave policies and holidays with Gloroots, managing annual leave, monitoring holiday requests, and organizing employee leave types

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Table of Content

Portugal, celebrated for its rich history and stunning landscapes, prioritizes employee well-being through its detailed leave policies. Understanding these policies is crucial for both employers and employees. This guide explores Portugal's leave regulations to ensure efficient management and a harmonious work environment. Employers looking to hire employees from Portugal or through an Employer of Record (EOR) in Portugal must be well-versed in these regulations to maintain compliance and effective workforce management.

Annual Leave (Vacation)

Employees in Portugal are guaranteed a minimum of 22 working days of annual paid leave after completing one year of service. In the initial year of employment, employees receive 20 days of leave, accumulating at a rate of two days per month.

Unused leave can be carried over to the following year but must be utilized by April 30th. However, within the same calendar year, employees cannot take more than 30 days of holiday.

Public Holidays

  • January 1, 2024: New Year’s Day
  • March 29, 2024: Good Friday
  • March 31, 2024: Easter Sunday
  • April 25, 2024: Liberation Day
  • May 1, 2024: Labour Day
  • May 30, 2024: Corpus Christi
  • June 10, 2024: National Day
  • August 15, 2024: Assumption Day
  • October 5, 2024: Republic Day
  • November 1, 2024: All Saints’ Day
  • December 1, 2024: Independence Restoration Day
  • December 8, 2024: Immaculate Conception
  • December 25, 2024: Christmas Day

Sick Days

  • The first three days of illness are unpaid. Employees can declare their sickness to their employer through a self-declaration.
  • From the fourth day onwards, sick leave is covered by the Social Security Institute.
  • The daily benefit for sick leave is calculated based on a percentage of the employee’s reference remuneration.
  • The percentage varies depending on the duration and nature of the illness, ranging from 55% to 75%.
  • The duration of the benefit is determined by the length of the illness and is subject to maximum periods.
  • Employed workers, seafarers, and coastguards can receive benefits for up to 1,095 days, while the self-employed and scientific research grant holders are eligible for up to 365 days.
  • To qualify for sick leave benefits from the fourth day, employees must have completed at least six consecutive or non-consecutive calendar months of service.
  • Employees need to provide a Certificate of Temporary Incapacity for Work (CIT) issued by a doctor or can self-declare incapacity through a digital service provided by the National or Regional Health Service.

Maternity Leave

  • Pregnant employees in Portugal receive full salary, paid directly by Social Security for 120 days.
  • To qualify, individuals must have worked for at least 80 days in the preceding 12 months.
  • Parental leave in Portugal is available for childbirth, sharable between both parents.
  • Total parental leave can span 180 days, paid at 83.00% of regular salary.
  • Mothers can take 30 days of leave before delivery and a minimum of six weeks after birth.
  • For instance, if both parents choose parental leave, they can collectively take up to 180 days off, receiving a portion of their regular salary.

Paternity Leave

  • Paternity leave in Portugal extends up to 28 working days for fathers.
  • A minimum of 5 consecutive days must be taken within the first 42 days following childbirth.
  • Fathers can choose to take the leave as a continuous period or split it into separate days.
  • An additional 7 days of leave can be availed after the initial 28 days, which may overlap with the mother's maternity leave.
  • Social Security provides full compensation, covering 100% of the employee's average salary from the preceding six months, exempt from Social Security and tax contributions.

Parental Leave

  • Following the mandatory six-week maternity leave in Portugal and 28-day paternity leave, the couple can mutually decide who utilizes the next 78 or 108 days.
  • Opting for a total of 150 days entitles them to 80% pay, while selecting 120 days guarantees full compensation.
  • This extended leave period allows flexibility for both parents to be actively involved in childcare.
  • The decision on the duration of the shared leave influences the level of financial compensation received.
  • Couples have the autonomy to tailor their parental leave arrangements based on their individual circumstances and preferences.

Marriage Leave

Employees in Portugal receive a continuous 15-day paid leave upon getting married.

Bereavement Leave

Employees in Portugal can take up to five consecutive days of paid leave following a family bereavement.

Urgent and Essential Care leave 

Employees in Portugal are also granted 30 days of paid leave annually to attend to urgent and essential needs of family members under 12 years old, and 15 days for those older.

Hassle-Free Leave Policy Management in Portugal  with Gloroots

At Gloroots, we understand the challenges of managing leave policies, especially when expanding your business globally. Our platform ensures compliance with Portugal's labor laws, maintains accurate leave records, handles leave requests smoothly and generates comprehensive reports. Partnering with Gloroots allows you to concentrate on growing your business while we take care of the complexities of managing employee leave. Reach out to us to learn how Gloroots can simplify your HR operations and enhance efficiency in Portugal.

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