Hire, manage and part ways the Portuguese way.

No. Employment can only end through the situations defined by law: mutual agreement, expiry of a fixed term, dismissal with just cause, redundancy procedures or resignation. Each has its own formal requirements, and a dismissal done without them can be declared void, with reinstatement and back pay.

On top of gross salary, budget the holiday and Christmas allowances (the 13th and 14th payments), employer social security contributions of over a fifth of salary, mandatory work accident insurance and, where applicable, meal allowance. We model the full cost before you make an offer.

It depends on the role and contract type: the general rule for permanent contracts is 90 days, extending to 180 days for positions of technical complexity or responsibility and up to 240 days for senior management. Fixed‑term contracts have shorter limits. The period must be correctly framed in the contract to be enforceable.

Yes, provided they hold or obtain a residence permit allowing work. We run the work visa and the employment contract as a single coordinated process with our Immigration team, so the start date doesn't slip.

Generally yes: employees habitually working from Portugal are protected by Portuguese employment law regardless of where the employer is based, and local social security and telework rules come into play. We help foreign companies structure this correctly, including employer‑of‑record alternatives.

Statutory compensation is calculated by law based on salary and length of service, and differs by termination type. In negotiated exits, the legal figure is the floor of the conversation, not the ceiling. We calculate the exact exposure before any decision is made.