Hire employees in Portugal. No entity needed.
Usually, to hire in Portugal, your business needs an entity. That means a local office, an address registered as a subsidiary, and an account with a local bank. All of this, plus navigating regional benefits, payroll, tax, and HR laws, can take months.
Portugal also treats contractors differently than full-time employees, so misclassifying a contractor could lead to fines. Deel lets you hire employees in Portugal quickly, easily, and compliantly. We even automate tax document collection, payroll, benefits, and more.
All the necessary benefits for Portugal
built right in
Deel allows you to provide localized benefits for employees in Portugal within minutes. All in one manageable online dashboard.
- Employee Training
- Private Healthcare - Unisure (optional)
- Private healthcare - AdvanceCare & Generali
- Compensation Fund
- Labor Accident Insurance
- Private Healthcare - Allianz (optional)
Our quickstart guide to hiring in Portugal
Navigate the tabs below to learn everything you need to know about hiring an employee in Portugal
Minimum Wage Requirements
The minimum yearly salary for Deel employees in Portugal is €12.768,00.
Individual Income Tax
The individual income tax ranges from 14.5% to 48%. Income tax is calculated according to progressive rates. Multiple additional factors may impact overall rates.
|Income per year in EUR||Tax Rate (%)|
|0 to 7,112||14.5%|
|Up to 10,732||25%|
|Up to 20,322||28.5%|
|Up to 25,075||35%|
|Up to 36,967||37%|
|Up to 80,882||45%|
The employer cost is generally estimated at 26.9% of the employee salary:
- Social Security* - 23.75%
- Work Insurance Policy* - 1.4%
- Labor Accident Insurance* - 1.75%
- Telework Allowance - €50
- 13th month salary - 1/12 of 1 month basic salary
- 14th month salary - 1/12 of 1 month basic salary
- Safety at work - EUR 30
- Health at work - EUR 120
*Social Security, Work Insurance Policy, and Labor Accident Insurance are calculated on the employee's salary + telework allowance.
Please note that 13th and 14th month salaries are paid to the employee in monthly instalments and are included in the total annual salary. Standard social security contributions apply.
Overtime Pay & Maximum Hours
Standard working hours are 8 hours per day and 40 hours per week. The standard work week is from Monday to Friday.
Overtime pay is mandatory and is not included in the salary. Worked hours outside of standard work hours are considered overtime. Employees can work a maximum of 2 hours of overtime per day. For overtime hours, employees are paid:
- 125% of the hourly rate for the first hour.
- 137.5% of the hourly rate for the following hours.
- 150% of the hourly rate for weekends and bank holidays.
Pregnant employees who have contributed to Social Security for the past six months are entitled to 120 or 150 days of paid leave. 30 days are usually taken before the child's birth. The remaining days can be divided into two periods of time. The employee will receive 80 - 100% of the salary during this period depending upon the length of leave. Social Security will be responsible for this pay.
The employee can extend leave additional 90 days at 25% pay.
Employees who have contributed to Social Security for the past 6 months are entitled to 20 days of paid paternity leave and 5 additional days of optional leave - as long as they are taken at the same time as the mother's initial parental leave. The first 5 days must be taken after the child's birth and the remaining 15 days, consecutive or not, must be taken within the following 6 weeks. The employee will receive 100% of their regular salary during this period. Paternity Leave is funded by Social Security.
Employees are entitled to 120 working days of parental leave. Both parents can decide how to distribute the time off, which should be taken 30 days after maternity leave. Either parent can take parental leave. Social Security will pay 80-100% of the salary during this period, depending on how the leave was distributed between the partners.
Employees are entitled to paid sick leave for up to 1095 days if they have contributed for the past 6 months to Portuguese Social Security. The first 3 days are unpaid and considered as a qualifying period. This leave is paid at different rates and by different payers depending upon the length:
|0 - 3 days||0%||N/A|
|3 - 30 days||55% of base salary||Social Security|
|31 - 90 days||60% of base salary||Social Security|
|91 - 365 days||70% of base salary||Social Security|
|+365 days||75% of base salary||Social Security|
Terminations must respect complex rules and the rules of an employee’s employment country. The off-boarding is always handled by the Employer with the primary stakeholders. It may include ad-hoc fees as well as required or recommended steps on specific termination cases.
Termination in Portugal can be complex and must be based on performance or redundancy reasons (e.g. serious cause, unfit for the role, extinction of the role).
Compliant terminations include:
- Voluntarily by the employee
- By mutual agreement
- Unilaterally by the employer based on:
- Objective grounds.
- Disciplinary dismissal
- Unsuitability for the job position.
- By the expiration of the contract
It is not possible to terminate a contract when the employee takes parental leave, is pregnant, or breastfeeding.
Notice will depend on the nature of termination, length of employment, and the contract term.
During the probation period
- None, if the probation period is < 60 days
- 7 days, if the probation period has lasted more than 60 days and less than 120 days
- 15 days, if the probation period has lasted more than 120 days
- Termination due to redundancy or unsuitability for the job by the employer:15 days if the length of service is less than one years.15 days if the length of service is less than one years.
15 days if the length of service is less than one years.
30 days if the length of service is less than five years.
60 days if the length of service is less than ten years.
75 days if the length of service is ten years or more.
- Voluntary termination by the employee:
- 30 days if the length of service is less than two years.
- 60 days if the length of service is two or more years.
- Termination with cause
- The notice period is not mandatory.
- Non-renewal of a fixed term contract:
- 15 days for the employer.
- 8 days for the employee.
Severance for Employees
In Portugal, employees who are terminated based on redundancy or unsuitability for the job are entitled to severance pay.
- For indefinite-term contracts, severance pay is 14 days of salary per year of service up to 12 months of base pay
- For fixed-term contracts, severance pay is 24 days per year of service
Paid Time Off
Portugal celebrates 14 national holidays and one regional holiday based on the employee's location.
National public holidays include:
- New Year's Day
- Good Friday
- Easter Sunday
- Freedom Day Portugal
- Labour Day
- Corpus Christi
- Portugal Day
- Assumption Day
- Republic Day Portugal
- All Saints day
- Independence Day Portugal
- Immaculate Conception
- Shrove Tuesday
Employment Contract Details
Contracts must be in Portuguese and can be bilingual. They must be in writing and signed by both parties.
The contract must include:
- Start date
- Length of the employment
- Job description
- Trial period conditions
- Termination conditions
- Payment conditions for the holiday and Christmas bonus
- Remote work clause
Probation periods are not mandatory. The maximum probation period is 240 days. The length depends on the type of contract and seniority of the employee:
- 90 days as standard.
- 180 days for job positions with a high level of responsibility.
- 240 days for managerial positions or senior staff.
Hiring in Portugal, hassle-free
With Deel, your business can easily hire employees in Portugal. No more worrying about local laws, complex tax systems, or managing
international payroll. Deel takes care of everything in 150+ countries.
Estimate Employer Cost
*of employee salary