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Portuguese law requires fixed-term contracts of employment, contracts of
unspecified duration, part-time and telework contracts to be set down in
writing. This requirement does not apply to indefinite contracts of employment.
When set down in writing the contract must include the following information:
- Identification of the employer;
- Identification of the employee;
- Object of the contract, including occupation/tasks to be carried out;
- Duration of the contract, including the probation period;
- Location of the job;
- Remuneration and other benefits.
A duty of information exists between the parties to the contract in relation
to important aspects: the contract of employment on the part of the employer,
the provision of labour on the part of the employee.
The employer must provide the employee with at least the following
information in writing: identification of the enterprise; place of work;
professional category and its content; date of entering into the contract;
duration of the contract if subject to a time limit for termination; duration of
annual leave; notice periods for terminating the contract; amount and frequency
of remuneration; normal daily and weekly working hours; the instrument of
collective labour regulation, where applicable.
This document must be given to the employee within 60 days of his beginning to
perform the contract.
If any of the above information is altered, the employer must inform the
employee accordingly, in writing, within 30 days of the date the alteration
comes into effect. This obligation does not apply when the alteration arises out
of the law, the applicable instrument of collective labour regulation or the
enterprise’s internal regulations.
Useful information:
Text last edited March 2008
Source: European Union
© European Communities, 1995-2009
Reproduction is authorised.
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