Collective Labour Agreement In Portuguese

At present, the Portuguese labour code seeks to strike a balance between workers` rights and the freedom of employers to work, by providing more employer-friendly legislation on the organisation of workers. Work schedules can be managed more flexibly without increasing labour costs. The labour code also provides for flexible rules allowing the employer to unilaterally change the workplace and the employee`s duties. All these amendments were adopted safely from the decent work agenda. The parties to the negotiation in Portugal are legally trade unions and employers, either individually or within employers` organisations. In some companies, company committees are involved in informal discussions – such as the Volkswagen AUTOEUROPA plant – but this was rare. However, the revision of the labour code from 2009 allowed representatives of workers close to the workers – i.e. the works council or the union – to negotiate with employers, where the union agreed. From 2009 to 2012, this was only possible in companies employing at least 500 people; the new threshold is 150. Regardless of the agreement between the employee and the employer, workers are entitled to at least 10 consecutive days of leave. In the past, this enlargement was almost automatic. However, as part of Portugal`s financial rescue agreements, the government first expressed its readiness to set new criteria for the extension of the agreements (in May 2011) and then to use its discretion not to renew the agreements until specific criteria had been established.

For a fixed-term employment contract, the Portuguese labour code requires written information in the contract itself about the duration, the reasons for the conclusion of such a contract and the duration of the term. This chapter provides a brief overview of the most important aspects of Portuguese labour law, namely employment contracts and social security issues. No no. Under the general rule, it is not mandatory to enter into written contracts, although there are exceptions to this rule, such as fixed-term contracts, employment contracts for foreign workers, employment contracts with a large number of employers, or part-time contracts, for example.B. A change allows unions to delegate collective bargaining to small businesses than in the past. Until August 2012, these bodies, which could be enterprise committees or trade union bodies at the enterprise level, had only the opportunity to negotiate in companies employing at least 500 people. This was reduced to 150. With respect to the permanent contract, the worker is required not to terminate his employment contract for up to three years in compensation for the employer`s exceptional expenses during the worker`s training. In the event of an accident at work, the insurance company is responsible for the payment of wages and other compensation for the damage suffered by the worker as a result of the accident. In this regard, the law requires the employer to enter into an insurance contract for work-related injuries, otherwise it is liable for all costs and allowances incurred by the worker.