Portugal: Training and development

Original authors: David Carvalho Martins, António Monteiro Fernandes, Nuno Abranches Pinto and Filipa Lopes Galvâo, Littler | Portugal

Updating authors: Tiago Sequeira Mousinho, Rui Rego Soares and Gabriela Plácido, Littler | Portugal  

See the legal services provided by the author of International > Portugal, including any discounts/offers for subscribers

Summary

• The Labour Code establishes a fundamental principle that employers must promote employees' professional qualifications and development. (See General)
• Each employee is entitled to a minimum of 40 hours of continuous vocational training per year, applicable to at least 10% of the company's employees. (See 40-hour annual training requirements)
• Employers are not subject to paying a direct levy to the state and they are not required to spend a specific percentage of payroll on training but there is a vocational funding system. (See Training costs and repayment)

• Apprenticeships are a form of initial vocational training, primarily aimed at young people entering the labour market without prior qualifications (See Apprenticeships) 
• Professional internships are defined as practical training within a work environment, intended to enhance and refine the intern's skills. (See Internships)
• In addition to apprenticeships and internships, there are various other types of training-related contracts or arrangements. These are often aimed at helping individuals integrate into the labour market or provide practical experience for students. (See Other training-related contracts)