Leave Policies in Portugal

Mandatory Leave Policies in Portugal

The annual leave entitlement in Portugal is 22 working days for a full-time worker. These days are exclusive of public holidays, which are observed separately.

Public Holidays in Portugal

Employees in Portugal are entitled to 13 public holidays per year. Portugal has the following national holidays in 2025:

Types of Leave in Portugal

Sick Leave

In Portugal, the first three days of sickness are unpaid. After that, if the illness lasts:

• Up to 30 days: 55% of the salary is paid.
• Between 31 and 90 days: 60% of the salary is paid.
• Between 91 and 365 days: 70% of the salary is paid.
• More than 365 days: 75% of the salary is paid.

To qualify for these payments, the employee needs a doctor's certification and at least six months of employment. The first three days are self-declared to the employer, and from the fourth day onwards, Social Security covers the payments.

Paid Time Off

Employees in Portugal are entitled to a minimum of 22 paid vacation days per year. During their first year at the company, employees receive two days of leave for each month worked. However, this accrual is capped at 20 days within the initial year, and it begins after completing six months of service. Any unused vacation days can be carried over to the following calendar year and must be used by April 30th.

Maternity Leave

Expectant mothers in Portugal who meet eligibility criteria are entitled to 100% of their regular salary, covered by Social Security, for a period of 120 days. To be eligible, an employee must have been employed for a minimum of 80 days within the preceding 12 months before the expected due date. Included in the above, the mother is granted a maximum of 30 voluntary days prior to the birth and 42 days compulsory leave after the birth.

Paternity Leave

Fathers are entitled a paternity leave lasting 28 days within the 42 days following the birth of their child. Seven of these days must be taken consecutively immediately after the birth. After completing the initial leave, fathers are still entitled to an additional seven days of leave. These seven days can be taken concurrently with the mother's initial parental leave.

Parental Leave

In Portugal, after the initial six weeks of maternity leave and 28 days of paternity leave, the couple can decide how to use the next 78 or 108 days. If they take a total of 150 days, they receive 80.00% of their usual pay, and for 120 days, they get 100% of their regular salary.

Marriage Leave

In the case of an employee getting married, they are entitled to 15 consecutive days of paid leave.

Care Leave

Employees have the right to 30 days of paid leave per year for providing urgent and essential care for a family member under the age of 12. They are also entitled to 15 days of paid leave for providing care to an older family member.

Family Bereavement Leave

Employees are entitled to 20 days' bereavement leave in the case of the death of a spouse, and 5 days' bereavement leave in the case of the death of a parent.

Special Leave Types

Employees can take unpaid leave for education, personal matters, or civic duties, subject to employer approval.

Best Practices for Implementing Leave Policies in Portugal

 
• Clear Communication: Ensure all employees understand their leave entitlements.
 
• Consistent Policy Application: Apply leave policies fairly to all employees.
 
• Accurate Record-Keeping: Maintain detailed leave records.
 
• Flexibility and Support: Provide flexible leave options where possible.

Providing Leave Benefits in Portugal With an EOR

A competitive compensation package is critical to attract and retain the best talent, but every country different regulations, customs and expectations. That’s the advantage of using a trusted Employer of Record like Playroll to manage benefits for your global team. They can:

• ‍Handle the benefits admin: Playroll ensures compliant contracts with built-in statutory checks. Add region-specific premium benefits, while we handle administration and employee claims. Manage leave, expenses, and more – all in one easy dashboard.
• ‍Run global payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• ‍Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.