Registration procedures and residence permits
Kinds of employment
- Residence of EU/EEA/Swiss nationals and members of their families: For a period of residence of up to three months there are no conditions and formalities other than the need to hold a valid identity card/citizen’s card or passport. Direct family members of an EU/EEA/Swiss national who hold one of these documents enjoy the same rights.
- EU/EEA/Swiss nationals who intend to live in Portugal for over three months must register within 30 days of the end of their first three months in the country at the Town Council (Municipality) in which they live. When they register they are issued with a registration certificate which is valid for five years or for the period of residence, if less than five years.
- The issuing of a certificate of registration requires a valid identity card/citizen’s card or passport and a sworn declaration that the applicant: is working under a contract of employment or is self-employed in Portugal, or has sufficient resources for himself and for his family, or is registered in a public or private education establishment and has sufficient resources to maintain himself/herself and his/her family.
- EU/EEA/Swiss nationals who live in Portugal as family members must ask the Town Council (Municipality) where they live for a registration certificate. Before these can be issued, a valid identity card/citizen’s card or passport, a document proving the family relationship and the registration certificate of the national of the EEA Member State they are accompanying or going to join must be presented.
- Family members of an EU/EEA/Swiss national who are nationals of a third country and whose stay in Portugal extends beyond three months must apply for a residence card from the SEF (Serviço de Estrangeiros e Fronteiras [Foreign Nationals and Borders Service]). Before the residence card can be issued, a valid passport, a document confirming the family relationship and the registration certificate of the EU/EEA/Swiss national who they are accompanying or going to join must be presented.
The minimum working age is 16 if the person has completed compulsory schooling (secondary education), provided that they are physically and mentally able to perform the job. Young people who have not completed compulsory schooling may work only if they attend secondary education or vocational training at the same time. As a result, most young people do not enter the job market until they are 18.
Employment contract is a contract through which an individual undertakes to provide work to one or more persons in return for pay, as part of an organisation and under the authority and direction of the employer.
Types of employment contract
- Contract of employment of indefinite duration (permanent contract): This does not require any special formality and may be oral or written. The employer must provide the worker with written information on the basic details of the respective contract or working relationship. A trial period may be defined, during which either party may terminate the contract without notice and without any compensation being payable.
- Fixed-term contract of employment: This is a written contract, and may only be signed to meet a temporary need within the company for the period of time strictly necessary to meet that need. It may only be signed for a period of six months or less, in those situations provided for by law, up to a maximum of three years, including renewals.
- Contract of employment for an unspecified duration: This lasts as long as necessary to replace an absent employee or to complete an activity, project, work or task to which the contract relates. This contract cannot last for more than six years with renewals.
- Very short duration contract of employment: This contract is applicable to seasonal agricultural work or tourist events lasting no more than 15 days and does not have to be in written form. The total duration of contracts with the same employer may not exceed 70 days of work during the same calendar year.
- Intermittent contract of employment: This is used by companies performing an activity that is either intermittent or varies in intensity, where the employee’s activity is interrupted by one or more periods of downtime. Such contracts must be in written form and must indicate the annual number of full-time working hours or days. The employee must be employed full-time for at least six months in each calendar year, with four months' consecutive employment. Such contracts may not be fixed-term or for temporary work.
- Part-time contract of employment: This is a written contract corresponding to normal weekly working hours less than those worked on a full-time basis in comparable circumstances. Work may be provided only for a few days per week, per month or per year, with the number of days to be worked established by agreement.
- Teleworking contract: Provision of legally dependent labour, usually not on the employer’s premises, by means of information and communication technologies. This type of contract may not last more than three years. This type of contract may not last more than three years.
- A number of different contracts are commonly used for temporary work: a temporary contract of employment, a fixed-term contract or an indeterminate contract (which cannot last for more than two years) or a contract of unspecified duration for temporary provision of service.