Portuguese law requires fixed-term contracts of employment, contracts of unspecified duration, intermittent, telework and part-time contracts (fixed or indefinite) to be set down in writing. This requirement does not
apply to indefinite or contracts of employment or contracts of very short duration.
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.
There is a duty of information 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 (fixed or indefinite); duration of annual leave; notice periods for terminating the contract; amount and frequency of remuneration; normal daily and weekly working hours; identification of 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.
Should any of the above information change, 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.
Text last edited on: 08/2009
Source: European Union © European Communities, 1995-2009 Reproduction is authorised.
