1. Purpose

The purpose of this policy is to define the framework for employees performing work remotely (teleworking or work-from-home) in accordance with the Portuguese Labour Code.

• Promote flexibility and work-life balance for employees
• Maintain productivity and accountability while ensuring legal compliance
• Clarify roles, responsibilities, and entitlements for remote employees
• Ensure remote work arrangements are mutually agreed and documented

2. Introduction

Remote work (known as Teletrabalho in Portugal) refers to a working arrangement where the employee performs professional duties outside the employer’s premises, typically from home, using information and communication technologies.

Under Portuguese law, remote work must be formally agreed in writing between the employee and employer, either as part of the employment contract or through a separate written agreement specifying duration, equipment, costs, and supervision terms.

This policy applies to all full-time, part-time, contract, and remote employees approved by their Reporting Manager and HR.

3. Eligibility and Approval Process

• Remote work may be offered to employees whose roles can be effectively performed outside the office
• Prior written approval from the Reporting Manager and HR is mandatory
• A formal Remote Work Agreement must define:
  • Approved work location
  • Expected working hours
  • Data protection and confidentiality terms
  • Equipment provided by the company
  • Duration of the arrangement

4. Working Hours and Availability

• Remote employees are subject to standard working hours: 8 hours per day or 40 hours per week
• Employees must remain available during agreed working hours for meetings and communications
• The employer respects the employee’s Right to Disconnect and will not contact employees outside normal working hours

5. Equipment, Tools, and Expenses

The employer is required to provide or reimburse employees for necessary remote working equipment and associated costs, as outlined below:

• If all equipment is provided by the company, teleworking expenses cannot be exempted
• For mixed regimes, the exempt amount (€1.00/day) applies only to teleworking days
• Any excess reimbursement is subject to taxation
• Employees are responsible for safeguarding company-owned equipment

6. Data Protection and Confidentiality

• All company data must be handled securely and in compliance with GDPR
• Sensitive data must not be stored on personal devices or shared with third parties
• Secure passwords and protected networks are mandatory

7. Health, Safety, and Ergonomics

• The employer must ensure minimum health and safety standards for remote work
• Insurance coverage is mandatory regardless of work mode
• Employees must maintain an ergonomic workspace
• Work-related accidents at home during working hours are covered under Work Accident Insurance

8. Monitoring and Performance

• Performance is evaluated based on deliverables and productivity, not physical presence
• Monitoring tools must comply with privacy and labor laws
• Managers must ensure equal professional opportunities for remote employees

9. Termination or Change of Remote Work Arrangement

• Either party may request termination or modification with reasonable notice (generally 30 days)
• Remote work may be revoked if it negatively affects performance, teamwork, or compliance

10. Non-Compliance

Failure to comply with this policy or misuse of company resources may result in disciplinary action, including termination of the remote work arrangement or employment.

11. Review and Updates

This policy will be reviewed periodically to ensure compliance with Portuguese Labour Code updates, GDPR regulations, and evolving work practices. Any updates will be communicated in writing.

12. Reference

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