Portugal has become one of Europe’s most attractive destinations for international talent, and demand for skilled workers from outside the EU continues to grow. If you’re hiring in Portugal, the rules you follow depend on where your candidate is from, and getting the process right protects your business from serious legal and financial exposure. This guide walks through what employers need to know.
EU/eea and swiss nationals
Hiring EU, EEA, or Swiss nationals into a Portuguese role is straightforward. These workers have free movement rights under EU law and don’t need a work permit to take up employment in Portugal.
If the employee plans to stay longer than three months, they’ll need to register with their local council (Câmara Municipal) and obtain an EU citizen residence certificate. This is the employee’s responsibility to arrange, but it’s worth flagging it during onboarding so they don’t miss the deadline.
As an employer, you still need to register with Segurança Social (Portugal’s social security authority) and the AT (tax authority) before the hire starts, and register the employee with Segurança Social within 24 hours of the employment start date, or before it if possible.
Non-EU/eea nationals: the general process
Hiring from outside the EU involves several more steps, and the process typically takes several months to complete. AIMA (Agência para a Integração, Migrações e Asilo) is the agency responsible for work authorisation in Portugal, having replaced the former SEF.
Here’s how the standard process works.
Step 1: labour market test
Before submitting a work permit application, most employers are required to register the vacancy with IEFP (Instituto do Emprego e Formação Profissional). This is a labour market test: the employer demonstrates that no suitable EU or Portuguese candidate is available for the role.
The labour market test can be waived for highly skilled positions or roles on the shortage occupations list, which saves time. If your hire falls into one of these categories, confirm this with AIMA or a local immigration lawyer before starting.
Step 2: work permit application to aima
Once the labour market test is complete (or waived), you submit the work permit application to AIMA. The application package includes a signed employment contract or promise of contract, a declaration of intent to hire, and your company documents.
Step 3: visa application at the consulate
After AIMA approves the work permit, the employee applies for a work visa at the Portuguese consulate in their home country. The consulate reviews the AIMA approval alongside the visa application.
Step 4: residence authorisation on arrival
Once the employee arrives in Portugal, they apply for a residence authorisation (autorização de residência) at AIMA. Biometrics are collected at this stage, and processing typically takes three to six months from that point. The employee can usually begin work before the residence authorisation is issued, provided the visa is valid.
Residence authorisation must be renewed before it expires. The employee needs to request renewal at least 30 days before the expiry date.
Visa types for non-EU workers
Portugal offers several visa routes depending on the employee’s role and your company’s situation. Understanding which route applies saves time and avoids rejections.
Standard work visa (artigo 88)
The standard employed worker visa, formally known as residência para trabalho subordinado, covers most hires under a Portuguese employment contract. It’s renewable annually. This is the default route when no specialised visa category applies.
D3 visa for highly qualified roles
The D3 visa is designed for specialists, IT professionals, senior managers, and academics. It requires a minimum salary of roughly 1.5 times the average Portuguese salary and offers faster processing through the UGE (Unidade de Grandes Empresas), AIMA’s dedicated unit for larger employers. If you’re hiring for senior or technical positions, the D3 is usually the better option.
Tech visa
Portugal’s Tech Visa is available to employees of companies that hold official certification as technology businesses. The process is streamlined compared to the standard route. If your company operates in tech and doesn’t yet hold certification, it’s worth investigating whether you qualify.
Digital nomad visa (d8)
The D8 visa is for remote workers employed by non-Portuguese companies. It requires a minimum monthly income of approximately €3,680 (four times Portugal’s minimum wage as of 2026). This visa isn’t employer-sponsored, so it’s relevant context for employers whose remote hires choose to relocate to Portugal independently, but it isn’t a route you’d initiate as the sponsoring employer.
Intra-company transfer (ict)
If you’re moving an existing employee from another location to a Portuguese branch or subsidiary, the ICT route is the right one. It covers managers, specialists, and trainees. The employee needs to have worked for the company for a qualifying period before the transfer, and the Portuguese entity must be a genuine branch or subsidiary rather than a new standalone hire.
Employer obligations
Beyond the visa process itself, Portuguese law places specific ongoing obligations on employers hiring non-EU workers.
You must register as an employer with both Segurança Social and the AT before any hire, regardless of nationality. For non-EU workers specifically, you must notify AIMA of the hire. The employment contract must comply with Portugal’s Labour Code, which governs minimum wages, working hours, leave entitlements, and termination procedures.
When a non-EU employee’s contract ends, you’re required to notify AIMA immediately. Don’t wait until the next administrative deadline.
Penalties for employing someone without valid work authorisation are significant: fines of up to €10,000 per worker, potential restrictions on business activity, and in serious cases, criminal charges for facilitating illegal employment. These risks apply to the employer, not just the worker.
Using an EOR to hire in portugal
If you don’t have a registered legal entity in Portugal, you can’t directly employ workers there. An Employer of Record (EOR) lets you hire in Portugal without setting up a local entity: the EOR becomes the legal employer, handles payroll, manages compliance with Portuguese labour law, and takes on the administrative burden of work permit sponsorship.
Understanding what an EOR is and how it works is useful context before deciding whether to set up a local entity or use a third-party employer. For companies hiring one or two people in Portugal, the EOR route is often faster and lower-risk than establishing a subsidiary. When you’re evaluating providers, comparing EOR services across cost, coverage, and compliance track record is a worthwhile step.
FAQ
Do EU nationals need a work permit to work in Portugal?
No. EU, EEA, and Swiss nationals have free movement rights and can work in Portugal without a work permit. If they plan to stay more than three months, they need to register with the local Câmara Municipal and obtain a residence certificate, but this isn’t a work permit requirement.
How long does the work permit process take for non-EU workers?
Timelines vary by route and individual case. After AIMA issues the work permit approval and the employee obtains their visa, the residence authorisation takes a further three to six months to process once biometrics are submitted in Portugal. Planning for a total timeline of six months or more from the start of the process is sensible.
Can an employer hire a non-EU national in Portugal without a local entity?
Yes, through an Employer of Record. An EOR acts as the legal employer in Portugal, which means you don’t need a registered Portuguese entity to hire there. The EOR handles employment contracts, payroll, social contributions, and compliance with local labour law on your behalf.
What happens if you employ someone without valid work authorisation?
Employers face fines of up to €10,000 per worker, possible restrictions on business activity, and potential criminal liability for facilitating illegal employment. The obligation to verify a worker’s right to work before their start date sits with the employer.
