Portugal
Working conditions of administrative employees not covered by a specific collective bargaining agreement
Impact date: 1 March 2026
An amendment sets minimum employment conditions for certain administrative employees in mainland Portugal who are not covered by a sectoral collective bargaining agreement. The amendment increases the minimum monthly wage rates applicable to the covered occupational categories by 6.2% and raises the minimum meal allowance to €6.15 for each full working day.
Employer implications/action needed Employers within scope should review payroll arrangements to ensure that salaries and meal allowances meet the revised minimum levels from the applicable date. Employers should also confirm whether their workforce is covered by this Executive Order or by a separate collective bargaining agreement, as the Order applies only where no relevant collective agreement already governs the employment relationship
Employer risk Employers covered by the Executive Order must comply with the revised minimum pay and meal allowance requirements. Failure to do so may result in wage underpayment claims and employment law compliance issues.
Proof of life to be completed by pensioners residing abroad
Impact date: 1 May 2026
Executive Order No. 225/2026/1, of 19 May introduces the first amendment to Executive Order No. 274/2025/1, of 31 July, which regulates the proof of life, at national level, to be completed by pensioners receiving disability, old-age and survivor’s pensions under the general social security scheme and residing abroad.
Companies should note in particular the following amendments:
- single means for submission of documentary proof: documentary proof of life must now be submitted exclusively through the reserved area of Segurança Social Direta, with the previous alternatives (email, postal mail or in person) no longer being available
- extension of the transitional regime in 2026: the proof of life provided for in this regulation will also apply to pensioners residing in Canada as from 2026
Employer implications/action needed N/A
Employer risk N/A
Protection of employees from the risks related to exposure to asbestos
Impact date: 1 June 2026
Portugal has implemented Directive (EU) 2023/2668 through Decree-Law No. 109/2026 of 29 May, strengthening the rules designed to protect workers from exposure to asbestos in the workplace. The legislation lowers the maximum permitted occupational exposure level to 0.01 fibers/cm³ and reinforces the principle that asbestos should, wherever reasonably possible, be removed rather than managed in place when there is a risk of worker exposure.
The new rules also extend certain protection, prevention and health surveillance obligations to workers who may be indirectly or passively exposed to asbestos, rather than only those carrying out activities involving direct exposure. In addition, if the legal exposure limit is exceeded, work must be stopped immediately until the cause has been identified, corrective measures have been taken and exposure levels have been re-measured and brought back within the legal limit.
Employer implications/action needed Employers whose activities involve asbestos or asbestos-containing materials should review risk assessments, monitoring procedures and occupational health programmes to ensure compliance with the new exposure limit and enhanced worker protection requirements. Existing health and safety procedures should be updated to reflect the requirement to stop work where exposure limits are exceeded.
Employer risk Failure to comply may constitute a serious or very serious labour offence under Portuguese health and safety legislation, potentially resulting in regulatory sanctions and increased liability for workplace health risks.
Working time for employees engaged in road transport activities
Impact date: 12 July 2026
A new law introduces significant amendments to the legal framework governing road transport employees, namely in the following areas:
- coordination, control and enforcement: the law reinforces the powers of public authorities responsible for supervision and inspection in the road transport sector, clarifies responsibilities for monitoring compliance, expands inspection powers and introduces more robust enforcement mechanisms
- installation and use of tachographs: the law updates the requirements, reflecting developments in digital and smart tachograph technology, and strengthens obligations on employers and drivers regarding the correct use, data recording and retention, and cooperation with inspection authorities.
- organization of working time: the law revises rules governing the organization of working time for road transport employees, including driving time, breaks, daily and weekly rest periods, and record keeping obligations.
Employer implications/action needed Employers in the road transport sector must ensure compliance with the new rules on the installation and use of tachographs, as well as the organization of working time.
Employer risk Failure to comply with these rules may result in the imposition of penalties.
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