Common sense of work contract after immigrating to Portugal for employment

There are three types of work contracts in Portugal: long-term, fixed-term and labor contracts. (1) Long-term contract. It means that both parties do not limit the execution period of the contract, and only when they meet the dismissal conditions stipulated in the labor law can the contract be terminated.

(2) Fixed-term contracts. Usually refers to the replacement of employees on sick leave or maternity leave in order to complete a temporary job. Both parties sign a labor contract with a specified period, usually 6 months, and the contract is terminated after the work task is completed. According to the principle of voluntariness, both parties to the contract can renew it for up to 3 years, and if it exceeds 3 years, it will be regarded as an indefinite contract.

(3) labor service contract. A work agreement reached for providing mental or physical services, such as completing a design, providing technical services, and decorating houses. The relationship between the two parties is not an employment relationship, but a contractual relationship.

The probation period in Portugal is generally 60 days, the longest probation period for ordinary workers can be extended to 180 days, and the most important positions such as middle and senior management or professional and technical personnel can reach 240 days.

In the case of dissolving a fixed-term contract, the employer shall notify the employee in writing of the termination date of the labor contract 15 days in advance.

Under the condition of non-fixed-term contract, the employer has the right to terminate the labor contract under any of the following circumstances: dismissal with sufficient reasons or evidence, employee retirement, illness, death, enterprise closure or debt repayment, etc.

Employers can implement collective layoffs under the following circumstances: bankruptcy, financial crisis, business or product transformation, production process change, large-scale automation, computer application, technological update, sharp decline in market demand or upgrading of market access conditions.

Employees have the right to resign, and usually should submit their resignation request to the employer 30 days in advance. Under the following circumstances, the employee has the right to demand the termination of the labor contract: the employer fails to pay the wages on time, which infringes upon the legitimate rights and interests of the employee, the working environment has potential safety hazards, the sanitary conditions are poor, the health is threatened, the employee's personal property is encroached upon, resulting in personal or psychological injury, personal freedom is restricted, and personal honor and dignity are denigrated.

Labor remuneration Portugal stipulates that the minimum monthly wage of 20 10 is 475 euros, and 20 1 1 year will be raised to 485 euros. On the basis of paying 12 months' salary, the employer must pay an additional 2 months' salary as annual leave and Christmas holiday subsidy, and the annual salary of employees is calculated as 14 months. Employees should enjoy 22-25 working days paid vacation every year.

Working hours Portuguese labor law stipulates that employees should not work more than 8 hours a day, 40 hours a week and 2 hours overtime every day, and the longest working time in a month should not exceed 50 hours. Overtime pay is 150% of the usual salary for the first hour, 175% for the second hour and later, and 200% for holidays. The night shift salary is between 22: 00 at night and 07: 00 the next morning, which is 25% higher than the ordinary salary. When you work for a week, you should have at least one day off. Work continuously for 48 hours, and rest at least 1 1 hour. Maternity leave is 120 days, including 90 days of continuous rest after delivery, plus 30 days of maternity leave in the case of multiple births, and 5 days of maternity leave for the father of the baby.

Social insurance for employees Portuguese social insurance is paid by both employers and employees, and the proportion paid by employees is 1 1% of the total wages, which is deducted by employers when paying wages; The proportion of social insurance paid by employers for employees is 23.75% of the total wages of employees. Since 2009, the Labor Law has added a content that allows young people under the age of 30 to work for three years without paying social insurance.

Foreign employees who have worked in Portugal for less than two years and have been included in the original social security system may be exempted from paying social insurance to Portugal. Foreign companies hire Portuguese local employees who meet the following conditions, and employers can be exempted from paying social insurance for the first three years: long-term unemployment; Employees aged 16-30.