Planning the expansion of your remote team into Portugal can be daunting, but with the right approach, it can be a smooth and rewarding process. At Teamed, we make global employment a breeze.
Jump to Insights
24/5 (Human) support - ready to onboard your new hires within 24 hours.
We manage your international payroll & local contracts - 100% compliant & hassle free.
You've found the talent and are ready to hire them as a Spanish employee or a contractor. This is where Teamed as your Employer of Record (EOR) can hire and pay the talent for you.
After meeting with our hiring experts, you'll have a simulation with the specific employment costs calculated and a Master Service Agreement (MSA) to sign.
Time for your onboarding call with your own customer success manager. During this stage you'll get access to the Teamed platform and you will have an opportunity to ask any questions.
We onboard your employee and take them through the contract. We facilitate and concerns or questions.
Your employee is now ready to start working in their new role in your business.
Please read through our frequently asked questions regarding hiring in Portugal. We've listed the most common questions and answers below.
Employees are entitled to paid sick leave for up to 1095 days, provided they've contributed to the Portuguese Social Security for the previous six months. The first 3 days are unpaid, after this Social Security covers the sick leave at varying rates, starting from 55% of the base salary gradually increasing to 75%.
Employees are entitled to 120 working days of parental leave. Both parents can decide how to distribute the time off. Social Security will pay 80-100% of the salary during this period.
Employees are entitled to 22 working days of annual leave plus 13 public holidays. It is mandatory to carry over any unused leave, this carried over holidays expires on the 30th of April.
Teamed offer the option of a health care plan in Portugal. The premiums are not taxed so their is no deduction for tax purposes.
Given the tax implications and restricted access to funds before retirement, private pensions are not widely regarded as appealing benefits in Portugal.
We can offer meal cards, which come with tax benefits for the first €9.60 per working day used through the card. This benefit offers a tangible daily value to employees.
Our team can build custom benefits packages based on the specific needs of our customers whilst ensuring that the benefits will stay 100% compliant.
During probation, which is a maximum of 6 months, with 3 months being the most common duration, notice periods are determined by the probation period:
0-60 days: No notice requirement.
60-120 days: A minimum of 7 days' notice.
120 days or more: A minimum of 15 days' notice.
After probation:
Employees provide 30- or 60-days' notice, depending on their contract duration (less than 2 years or 2 years or more, respectively).
Employers offer:
15 days' notice for employees with less than 1 year of service.
30 days' notice for those with 1 to 5 years of service.
60 days' notice for employees with 5 to 10 years of service.
75 days' notice for those with more than 10 years of service.
If there is a student contract, there's an opportunity to seek a reduction in Social Security contributions when hiring individuals under 30 years old who are seeking their first job. This reduction applies for a duration of 3 years.
Employers who opt for open-ended employment contracts with young individuals seeking their initial job experience can apply for a 50 percent reduction in the Social Security contribution rate.
It's important to note that this reduction is exclusively applicable to individuals seeking their first job, specifically those who, at the time of signing the employment contract, are aged 30 or under and have never previously worked under an open-ended employment contract.
At Teamed, we streamline the termination process in Portugal, ensuring compliance with country laws and applicable agreements. Our tailored support includes:
Efficient Communication: Leading termination discussions and facilitating agreements with professionalism and empathy.
Navigating Complex Laws: Expert handling of individual dismissals and company-wide redundancies, with special attention to local requirements.
Managing Dismissals: Guidance on different types of dismissals, including severance calculations and formal procedures.
Financial and Legal Precision: Accurate final settlements and seamless handling of statutory requirements, ensuring a dignified exit process.
"During a tough time, Teamed was our anchor. They guided us through the complexities of downsizing with empathy and expertise." Shivani, from Pixelynx
We're sorry that we can't sponsor visas in Portugal right now, but don't worry!
When you join us for a demo, our warm and knowledgeable global employment experts will be thrilled to point you in the right direction and help you find the support and resources you need.
At Teamed, transparency is paramount. We pride ourselves on never imposing additional fees. That means no extra FX fees, no additional onboarding fees—just clear, upfront pricing. What we agree upon is precisely what you'll pay.
Your first invoice will be issued during the month your first employee/contractors has been onboarded. This means that if an employee starts on the 12th of February, the first invoice will be issued by the end of February.
Our standard procedure involves requesting a deposit from our customers, typically equivalent to the employee's first month's salary, as a precautionary measure. This practice ensures our ability to consistently fulfil our legal obligation to pay employees promptly.
With Teamed, you'll get one invoice in one currency with itemised list by employees. Your employees and contractors get paid in their local currencies.
Julia Mardell
Operations Director, Classic Folios
© Copyright Teamed Ltd 2024 • All rights reserved
