Can employees work during public holidays in Portugal?

In Portugal, national holidays are typically days of rest for employees, set aside to celebrate cultural, religious, or historical events. However, there are exceptions where employees might be required to work on these days. Here’s what you need to know about working on national holidays in Portugal.


When Can Employees Work on National Holidays?

Employees can work on national holidays, but this is not the standard practice. Working on a holiday usually depends on the needs of the business, the nature of the job, and agreements between the employer and employee. Common scenarios include:

  • Essential Services: Sectors like healthcare, emergency services, hospitality, and public transportation may require employees to work to maintain continuous operations.
  • Shift Work: Industries operating 24/7, such as manufacturing and customer service centers, might need employees to work on holidays.
  • Employer-Employee Agreements: Employees may agree to work on holidays if requested by the employer. This should be voluntary and documented.


Compensation for Working on National Holidays

Portuguese labor laws ensure that employees working on national holidays are fairly compensated:

  • Extra Pay: Employees are entitled to 200% of their regular pay for hours worked on a holiday, effectively doubling their usual hourly rate.
  • Alternative Day Off: Instead of extra pay, an employer and employee may agree to an alternative day off (compensatory rest day) to be taken later.
  • Collective Agreements: Specific industries may have collective agreements with different terms for holiday work, so it's important to check these agreements.


Employee Rights and Employer Responsibilities

  • Voluntary Work: Generally, working on a holiday should be voluntary unless essential services are involved. Employers cannot force employees to work on holidays without proper compensation.
  • Refusal Rights: Employees can refuse to work on holidays if not obligated by their job requirements or contracts.
  • Legal Compliance: Employers must adhere to labor laws regarding holiday pay and rest. Non-compliance can result in legal consequences.

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