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Employees in Portugal must complete a probation period when they commence employment. During this time, they are not entitled to the same rights and benefits that a long-term employee would be.
Maximum probation period limits vary depending on the type of work.
For high-complexity jobs, the maximum probation period is 6 months.
For senior or management-level jobs, the maximum probation period is 8 months.
In practice, the standard is around 90 days. We recommend following this standard with all of your employees.
An employer can extend the probationary period in some cases. If you think you might want to extend the probationary period for your employee, be sure to include a clause in the employment contract giving you this right. Note the maximum probation period timelines above.
Yes, you can dismiss an employee without reason or compensation during their probation period. For employees who have worked less than 60 days, there is no notice requirement. However, after 60-120 days, you must provide at least seven days of notice, and after 120 days you must provide at least 14 days of notice.
Employees in Portugal may be required to give notice of resignation during their probation period, depending on their length of service. For 0-60 days, there is no requirement. After 60-120 days, they must provide at least seven days of notice. After 120 or more days, they must provide at least 14 days of notice.
Your business can easily hire employees in Portugal without opening a local entity. We handle local employment law, complex tax regulations, and international payroll in 180+ countries worldwide. All you need to do is focus on your business.
While your employee is on their probation period, you must give the following notice according to the amount of time served:
Employees must give the same notice required by employers to terminate employees: