PEO FÜR PORTUGAL

Working with a trustworthy PEO in Portugal to handle all significant HR duties, such as payroll, contract administration, and ensuring tax compliance, comes at a minimal fee that is determined as a monthly charge based on the wages of the co-employed employees. 

You may recruit or move individuals to Portugal safely, practically, and legally by working with an EOR. You can employ this outsourcing option on a short- or long-term basis. 

An employee who is handled by a PEO has access to a wide range of advantages, including complete legal protection, local knowledge of all employer obligations, prompt and correct payment, enhanced employee perks, and more. 

Contractors that connect with customers through a PEO have access to all the same benefits and protections as normal employees while still having total control over their work process. 

Yes, a PEO considers any variations in local or regional employment laws when providing you with protection wherever you are. 

Indirect costs like social insurance contributions, bonuses, or incentives must be included in payroll expenses in addition to salaries and any payments made to recruiting agencies or specialists. 

Also, even though signing bonuses are optional if selected, they should be taken into account when calculating recruitment expenses because they may help you stand out to possible new employees. 

There can be a minimum or maximum number of employees you can recruit with some PEO companies. With INS Global, however, you are free to co-employ as many or as few workers as your development plan dictates. 

Since the COVID-19 outbreak, Portugal, like many other nations, has successfully adapted to employee remote work possibilities. For fair employment practices and as a competitive incentive, employees of a company with its headquarters in Portugal should still provide the choice between a physical workspace and a home office. 

Members of our recruiting team have access to professional networks, are knowledgeable about offline and online business resources, are familiar with regional best practices, and more, to help you find the perfect new member of the team in Portugal. 

Indeed, INS Global can help you find the best in both Portuguese nationals and international residents via our recruiting services. 

A PEO is perfect for companies of all sizes, from SMEs to global corporations, who are looking for a fast, simple, and secure way to enter the Portuguese market.  

INS Global provides high-quality PEO services to companies in a vast of industries, with our legal expertise being perfectly applicable to anyone who either lacks their own internal structures or wants to cut down on company bloat during the expansion process.  

Portuguese Independent contractors may be recruited directly or through a middleman, such as a staffing firm or umbrella business. Independent contractors might be located through networking, job boards, social media, trade associations, or other channels. 

In most cases, an independent contractor can be engaged as a self-employed freelancer or they may have their own sole proprietorship or limited firm via which they can send clients invoices. 

An independent contractor can be required to provide a CV, portfolio, and references, as well as perhaps sign an NDA, however, recruiting procedures may differ according to your needs. 

Employees in Portugal are paid on a monthly cycle, with 13th– and 14th-month payments in the summer and winter.  

Currently, the Portuguese national minimum wage is €760.00 per month. 

As a member of the EU, non-EU citizens seeking to live and work in Portugal for longer than 90 days are subject to largely the same types of visa as are available in other EU countries. EU citizens do not need additional documents.  

Currently, applicants can choose between a Temporary Stay Visa (for up to 1 year), a Residency Visa (for 1-2 years), or an EU Blue Card.  

Social security and unemployment insurance contributions are required of all employee salaries based on a portion of the employee’s gross pay. Both the employer and the employee pay a part of these contributions. 

In Portugal, employers pay an equivalent of 23.75% of an employee’s wage to social security, and 1% to unemployment insurance.  

Additionally, employers with a large number of workers on fixed contracts must pay an additional payroll tax of 2%.   

Along with mandatory 13th– and 14th-month payments, employees in Portugal have access to a number of benefits including healthcare, unemployment, a pension, and various types of paid leave as paid for through social security contributions.  

They are also guaranteed wage relief if their employer defaults on payments thanks to the 1% wage fund contribution.  

As contracts in Portugal may be made verbally, and are not legally required to be made in Portuguese, it might seem like contracts can be changed easily. However, employers in Portugal must have employee consent before changing the details of an employment contract, unless the employee signs a stipulation saying that employers can unilaterally change the contract. In this case, changes must still adhere to legal minimal obligations. 

Portuguese national healthcare covers many costs thanks to social security contributions, with some other services such as calling an ambulance or visiting a family doctor being subject to minimal fees. Additionally, employees can choose to take private health insurance or seek private healthcare.  

Severance pay in Portugal is 12 days‚ salary (plus additional seniority bonuses) per year of employment up to a maximum of 12 or 240 times the standard monthly salary. 

Accordion ContThe Authority for Working Conditions (ACT) regulates employment law compliance in Portugal.  ent

There are 13 national public holidays in Portugal that are designated as paid bank holidays. In addition, there may be regional holidays that the employer may not be obliged to pay for.