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Monthly, daily and hourly wages are the most common systems of payment. Commission is often paid for sales work. In addition to monthly wages there is also a luncheon allowance, and travel allowances may also be payable. In the private sector these allowances are included in multi-employer agreements. Overtime and work on rest days may be compensated by statutory increases in pay for the work carried out.
Remuneration must be paid at regular intervals which may be weekly, fortnightly or monthly (the latter being the most common). It may be paid on the basis of other periods of time, however, if specifically agreed. Payment must be made on working days during working time or immediately it has concluded. When pay is variable and the time used as the basis for its calculation exceeds 15 days, the employee may demand to be paid at fortnightly intervals.
Christmas bonus
Employees are entitled to a Christmas bonus of a value equal to one month's pay, and which must be paid by 15 December each year.
Holiday pay
This corresponds to the pay the employee would receive if they were actually working. In addition to this, employees are also entitled to a holiday bonus, the amount of which includes the basic pay and other payments classed as pay that represent consideration for the specific means of carrying out the work. The holiday bonus must be paid before the holiday period begins.
National minimum wage
All employees are guaranteed a monthly minimum wage the value of which is fixed annually by special legislation
(equal to €365.60 in 2004).
Useful information:
- IDICT – Instituto do Desenvolvimento e Inspecção das Condições de Trabalho [Institute for the Development and Inspection of Working Conditions]
Praça de Alvalade, 1 - 1749-073 Lisbon
Tel: 217 924
500
Fax: 217 924 597
Text last edited on: 12/200
Source: European Union
© European Communities, 1995-2007
Reproduction is authorised.
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