Leave policy in Portugal

Employee leave laws in Portugal follow a structured framework set by the national labor code. These regulations define the minimum leave entitlements that employers must provide to employees, including annual leave, sick leave, and parental leave.

In addition to statutory requirements, collective agreements and internal company policies may also influence how leave benefits are applied in practice.

For businesses hiring in Portugal, understanding these statutory leave entitlements is an important part of maintaining compliance with local labor regulations.

In this guide, we will explore leave entitlement in Portugal for employees in detail.

We will talk about how Payoneer Workforce Management can help businesses manage leave obligations while staying compliant with local employment laws.

Vacation/annual leave in Portugal

Employees are entitled to 22 days of paid annual leave in Portugal. 

During the first year of employment, holiday leave is calculated based on the number of months worked, up to a maximum of 20 days.

• When an employee’s rest days coincide with working days, holiday days are calculated using Saturdays and Sundays, excluding public holidays.
• Employees may waive any leave beyond 20 working days (or the proportional amount in the first year) without a reduction in their holiday pay or allowance.

Public holidays in Portugal

You have to provide 13 public holidays in Portugal to your employees in addition to other leaves. These include: 

Sick leave policy in Portugal

In Portugal, employees are entitled to paid sick leave. The salary is paid as follows:

Maternity leave in Portugal

In Portugal, mothers are entitled to specific parental leave protections around childbirth. 

The maternity leave in Portugal usually ranges between 120 and 150 days, which can be shared between both parents after the birth. 

In cases of multiple births, the parental leave period increases by 30 additional days for each child after the first.

If the mother intends to take leave before childbirth, she must inform the employer in advance and provide a medical certificate indicating the expected delivery date.

Paternity leave in Portugal

Employees are entitled to at least 28 days of paid paternity leave in Portugal. However, the number of days can be increased. 

Other types of leaves in Portugal

Here are some other types of leaves entitled to employees in  Portugal.

Adoption leave

• Adoption leave is similar to maternity leave provisions of 120-150 days of continuous paid leave. 

Breastfeeding leave 

• The daily breastfeeding leave must be taken in two separate periods, each lasting up to one hour, unless otherwise agreed with the employer.
• In the case of multiple births, the daily leave increases by 30 minutes for each additional child.

Family leave

• Family leave allows employees to receive 15 days of paid time off for family-related issues. 
• It includes taking care of sick family members, handling family issues, or dealing with emergency family issues with the necessary documentation.

Study leave

• Study leave provides 1 day of paid leave for employees pursuing education or professional development courses with employer approval.

Assistance to the family members

Children (illness or accident):

• 30 days per year (or during hospitalization) for children under 12, or for children with a disability or chronic illness.
• 15 days per year (or during hospitalization) for children aged 12 or older or adult dependents (18+) living in the same household.
• Parents may take one additional day of leave for each extra child.

Grandchildren:

• Grandparents may take leave to care for a minor grandchild, or a grandchild with a disability or chronic illness, if they need to assist in place of the parents.

Bereavement leave in Portugal

• Employees in Portugal are entitled to paid bereavement leave of 20 days for the death of a spouse, partner, or child, and 5 days for a parent or parent-in-law. 
• Leave of 2–3 days may be granted for the loss of other relatives, subject to employer notification.

Wedding leave in Portugal

• Wedding leave in Portugal provides 15 consecutive days of paid leave for employees getting married. 
• This is a statutory entitlement regulated under the Portuguese Labour Code and applies uniformly across all sectors.

Explore Payoneer Workforce Management in Portugal

Hiring employees abroad can be a complicated affair, especially if you are not familiar with the local employee benefits policies. However, do not let this stop you from engaging global talent.

Payoneer Workforce Management can assist in streamlining all activities, including onboarding, payroll, benefits, time-off management, and more, without the need to set up a local entity. 

Book a demo now!

FAQs

1. How many vacation days do you get in Portugal?

Employees in Portugal are generally entitled to a minimum of 22 working days of paid annual leave per year after completing one full year of service. Leave accrues proportionally during the first year of employment.

2. Are public holidays included in annual leave in Portugal?

No, public holidays are separate from annual leave. Portugal observes 13 public holidays each year, and employees are typically entitled to paid time off on these days in addition to their statutory annual leave.

3. Who covers the sick days’ pay in Portugal?

Employees in Portugal are entitled to sick leave when medically certified. Sick pay is usually covered by the social security system after an initial waiting period, with the benefit amount depending on the length of the illness

4. What is the overtime rate in Portugal?

Overtime pay is paid at a higher rate. The first hour of overtime in a day is paid at 125% of the regular wage, while the second hour on the same day is paid at 137.5% of the regular wage.

5. What is the leave policy in Portugal?

Employees in Portugal receive at least 22 days of paid annual leave per year. They also get other leaves, including sick leave, parental leave, and public holidays. Some other leave types, such as bereavement or family care leave, may be available as provided under Portuguese labor law.