Portugal Leave Policy – 2026 - Vandey Global Services

Portugal – Leave Policy (2026)

1. Purpose and Introduction

This policy outlines the various leave entitlements available to employees under Portugal’s
labor laws and ensures compliance with statutory requirements. It aims to promote work-life
balance, protect employee rights, and maintain operational continuity.

All employees are expected to apply for leave in advance, obtain proper approval, and adhere
to company procedures. Unauthorized absences may lead to Loss of Pay (LOP) or disciplinary
action as per Portuguese law.

2. Leave Application Process

How to Apply: Employees must apply for all leave through the designated HR tool and obtain prior approval from their Reporting Manager.
Advance Notice: Planned leaves (annual, marriage, etc.) should be requested at least two weeks in advance. Emergency leave must be informed as soon as possible.
Unauthorized Absence: Failure to apply or inform the Reporting Manager will result in the leave being treated as unauthorized.
Loss of Pay (LOP): Salary deduction for each day of unauthorized absence. Such days will not count toward service tenure, benefits, or leave accrual.

3. Disciplinary Action for Unjustified Absence (Just Cause Dismissal)

Under Portuguese labor law, prolonged or repeated unauthorized absence is considered a
serious disciplinary offence and may justify dismissal on just cause grounds.

Grounds for Termination:

Five (5) consecutive unjustified absences, or
Ten (10) interrupted unjustified absences within a calendar year

Employer Procedure for Disciplinary Dismissal:

Written notification describing the misconduct and intention to dismiss
Employee defense period of 5 working days (or 10 business days if a union is involved)
Employer decision within 30 days after receiving or waiting for the employee’s response
Formal communication of dismissal to the employee
No notice period or severance pay applies in case of dismissal for just cause

Consequences for the Employee:

Termination of employment without severance pay
Loss of pay for all unjustified absence days
Possible ineligibility for unemployment benefits
Right to legally contest the dismissal through court proceedings

4. Leave Entitlements Summary

Type of Leave	Duration	Paid / Unpaid	Eligibility / Notes
Annual Leave	22 working days per year (20 in first year)	Paid	Available after 6 months of service
Public Holidays	14 days	Paid	As per Portuguese national calendar
Sick Leave	Up to 1,095 days	Paid by Social Security	Medical certificate (CIT) required; mandatory from first day
Maternity Leave	120–150 days	100% Paid	Up to 40 days before childbirth (optional)
Paternity Leave	35 days (28 mandatory + 7 optional)	100% Paid	First 7 immediately after birth; remaining during maternity period
Parental Leave	120 or 150 days / up to 3 years	Paid / Unpaid	Can be shared between parents or availed by a single parent
Bereavement Leave	2 to 20 days	Paid	Based on degree of kinship
Marriage Leave	15 consecutive days	Paid	Must be taken before marriage
Care Leave	30 days (child) / 15 days (elderly)	Paid	Payment made through Social Security

5. Public Holidays – Portugal (2026)

Date	Day	Holiday
1 January	Thursday	New Year’s Day
17 February	Tuesday	Carnival
3 April	Friday	Good Friday
5 April	Sunday	Easter Sunday
25 April	Saturday	Freedom Day
1 May	Friday	International Workers’ Day
10 June	Wednesday	Portugal Day
15 August	Saturday	Assumption of Mary
5 October	Monday	Republic Day
1 November	Sunday	All Saints’ Day
1 December	Tuesday	Restoration of Independence
8 December	Tuesday	Immaculate Conception
25 December	Friday	Christmas Day

6. Reference

For reference purposes, the Portuguese version of this policy is available at:

Política de Licenças de Portugal – 2026 (Versão Portuguesa)