Notice period in Portugal (2026)

Last reviewed: 7 November 2026

In short: An employee resigns with 30 or 60 days' notice depending on service. In a collective dismissal the employer's notice runs from 15 to 75 days by service, and compensation is 14 days' pay per year. Probation is 90, 180 or 240 days.

RuleWhat applies
Notice from the employeeNotice periodAn employee on a permanent contract may resign without cause with written notice of at least 30 days (up to 2 years of service) or 60 days (more than 2 years of service). A collective agreement or contract may extend this to up to 6 months for managers and posts of responsibility. [1]
Notice from the employerNotice periodFor a collective dismissal or the elimination of a post, the employer must give written notice of at least 15 days to an employee with under 1 year of service. Ordinary disciplinary dismissal has no such notice period in the articles read. [2]
Longer notice for long serviceNotice periodIn a collective dismissal or post elimination, the minimum notice rises with service: 15 days (under 1 year), 30 days (1 to under 5 years), 60 days (5 to under 10 years) and 75 days (10 years or more). [2]
Probation periodNotice periodIn a permanent contract the probation period is 90 days for most workers, 180 days for technically complex or high-responsibility posts, trusted posts, first-job seekers and the long-term unemployed, and 240 days for directors and senior staff. [3]
Severance payNotice periodIn a collective dismissal the employee receives 14 days of base pay and seniority supplements per full year of service. The monthly pay counted is capped at 20 times the minimum wage, and the total at 12 months' pay. [4]

Notes

  • This is the notice for collective dismissal and for elimination of a post. Disciplinary dismissal is a separate procedure.
  • The 14-day figure is the compensation for collective dismissal. Other dismissal types are covered by separate articles not read here.

Sources

  1. Procuradoria-Geral Distrital de Lisboa (consolidated text of Lei n.º 7/2009): Lei n.º 7/2009, de 12 de Fevereiro - Código do Trabalho (versão actualizada), art. 400.º (consulted 7 November 2026) · all sources
  2. Procuradoria-Geral Distrital de Lisboa (consolidated text of Lei n.º 7/2009): Lei n.º 7/2009 - Código do Trabalho (versão actualizada), art. 363.º (consulted 7 November 2026) · all sources
  3. Procuradoria-Geral Distrital de Lisboa (consolidated text of Lei n.º 7/2009): Lei n.º 7/2009 - Código do Trabalho (versão actualizada), art. 112.º (consulted 7 November 2026) · all sources
  4. Procuradoria-Geral Distrital de Lisboa (consolidated text of Lei n.º 7/2009): Lei n.º 7/2009 - Código do Trabalho (versão actualizada), art. 366.º (consulted 7 November 2026) · all sources

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General information, not legal advice. Rules change: check the official source before you fly or ride.