Hiring in PtPortugal.






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Once you decide to expand to Portugal, you’ll next need to build a team. You’ll need to navigate the recruitment process with Portugal’s cultural nuances in mind, and then you’ll have to hire them as official members of your team, staying compliant with employment laws every step of the way. Although hiring Portugal employees may sound simple, following the country’s employment compliance laws from the start of the recruiting process to onboarding can become complicated.

G-P offers a better alternative through our Portugal hiring outsourcing services. We’ll employ members of your team on your behalf, helping you work in a few days instead of the months it can take to set up a subsidiary. We’ll then take on all the risk as the Employer of Record, allowing you to focus on your new Portugal business.

Recruiting in Portugal

Utilizing the right recruitment channels can make all the difference as you build your international team. Because personal relationships are valued so highly in Portugal, many companies source talent through networking events and personal recommendations. This method of recruiting can be challenging if your business doesn’t have an established presence in Portugal yet. Your company might benefit from partnering with a global PEO that already has some connections in-country.

Online platforms are also growing in popularity as channels for recruitment in Portugal. Your company might have success reaching out to candidates on social media or posting your open positions on job boards.

Laws Against Discrimination in Portugal

Your company will also need to stay compliant with Portuguese employment law as you recruit new employees for your international team. The law expressly prohibits discrimination based on the following categories:

  • Gender identity
  • Marital status
  • Family situation
  • Age
  • Sex
  • Parentage
  • Sexual orientation
  • Economic situation
  • Origin or social conditions
  • Political or ideological beliefs
  • Genetic heritage
  • Religion
  • Disability
  • Reduced work capacity
  • Affiliation with a trade union

As you can see, you’ll need to tread carefully during conversations with potential hires. Avoid asking questions about any of these protected characteristics. There’s a good chance that some of these topics will come up as you’re getting to know your prospective employees, but make sure you don’t use the information they volunteer as a part of your considerations for the hiring process.

How to Hire Employees in Portugal

To hire employees in Portugal, start by drafting a written employment contract that discusses everything from the employee’s compensation to benefits and termination requirements. Always put any compensation or benefits amounts in euros rather than a foreign currency in both the employment contract and offer letter.

Employees in Portugal are often covered under a collective bargaining agreement (CBA), which can outline different compliance terms. Check your specific industry for any CBAs before drafting an employment contract. Your contract must meet or exceed the expectations in the CBA.

Portugal Employment Laws

Portugal is known for its strong employee protections. For example, the Portuguese Constitution forbids at-will employment and operates under the assumption an employment relationship is long-term. As an employer, you’ll need to understand the regulations in the Labour Code, parenthood protections, work-related accidents and sickness laws, and regulations concerning health and safety at work.

Before you hire Portugal employees, make sure to review the standard workday. Portugal employees usually work eight-hour days for 40 hours a week. Anything beyond that is considered overtime and is subject to Portugal employment compliance laws. Employees typically start at 9 a.m., take a two-hour lunch break at 1 p.m., and finish the work day from 3 to 7 p.m.

Onboarding in Portugal

No standard practice is in place for onboarding employees. Instead, you can tailor the process to your business, industry, or the country you’re expanding to.

Although Portugal’s laws do not mandate an employment contract, drafting one during the hiring and recruiting process is best practice. You can go over this contract with the employee during their first day or week as a reminder of the terms you agreed on. Other onboarding tips include:

  • Drafting an employee code of conduct
  • Putting together any necessary training courses
  • Onboarding multiple employees at the same time for a smoother process
  • Making sure some representatives from the parent company are at the facility when you onboard key employees

Benefits of Hiring Outsourcing in Portugal

Portugal hiring outsourcing takes the guesswork out of how to hire Portugal employees. G-P will help you recruit top talent, employ them through our established subsidiary, and assign them to work for you. As the Employer of Record, we’ll take the risk of compliance off your shoulders and onto ours.

Work With G-P To Expand Globally

When you decide to expand to Portugal, you don’t have to do it alone. Contact G-P to learn more about our services.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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