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In Torres Novas, hiring and firing are governed by Portuguese labour law, with the Labour Code as the central framework. Local practice aligns with national rules enforced across Santarém district and by local courts and tribunals. Employers and employees must follow formal procedures, provide clear justifications for dismissal, and observe notice periods and severance requirements.
The main topics include employment contracts, grounds for termination, notice periods, severance pay, and non-discrimination protections. For residents of Torres Novas, understanding these rules helps manage employee relations and reduces the risk of disputes. Always verify the current rules in the Diário da República for the latest text of the Labour Code.
Código do Trabalho - The central statute governing hiring, dismissal, contracts, suspensions, and related employer-employee relationships in Portugal. It sets out valid grounds for termination, notice requirements, severance principles, and procedures to contest dismissals. All employers in Torres Novas must comply with this Code and its amendments.
Regime de Despedimento por Justa Causa - This regime covers dismissals based on justified reasons tied to employee conduct or performance. Employers must document the facts, provide opportunities to respond, and follow formal notification processes to avoid invalid dismissals.
Regime de Despedimento Coletivo - Applies when a company intends to dismiss multiple employees due to economic, technological, or structural reasons. It requires specific procedural steps, consultation with workers' representatives where applicable, and adherence to timelines defined in the Labour Code.
Teletrabalho e Regimes de Trabalho Remoto - Telework provisions regulate when employees work remotely and how contracts, equipment, data security, and supervision are handled. Recent updates have clarified employer responsibilities and employee rights in Torres Novas and across Portugal.
Recent amendments in Portugal focus on telework and procedural clarity for dismissals; consult the Diário da República for the exact texts and dates. See official sources for the latest updates.
For authoritative texts, consult official sources such as the Diário da República and the Government portals:
Diário da República - official legislation publication
Portal do Governo - Government information on employment and labour matters
Autoridade para as Condições do Trabalho (ACT) - enforcement and guidance on labour conditions
In Portugal, dismissal requires a valid legal reason and formal written communication. The employer must follow pre-dismissal procedures and provide a justification that can be reviewed by a court or labour tribunal in Torres Novas.
Notice periods depend on the contract type and tenure. An employee should receive written notice, and the period is calculated to reflect length of service and the applicable regime in the Labour Code. A lawyer can confirm the precise term for a given case.
While not always mandatory, having a lawyer improves chances of a fair outcome. A lawyer can assess grounds, ensure procedural compliance, negotiate severance, and represent you in court or negotiations.
Just cause includes serious misconduct or significant performance failure documented with evidence. The employer must show the factual basis and provide the employee an opportunity to respond before a decision is made.
Severance depends on contract type and tenure, among other factors. A lawyer can calculate the correct amount and negotiate on your behalf if the employer shortfalls.
Yes. Dissatisfied employees may appeal to the labour court or tribunal. A lawyer can help prepare the case, collect evidence, and represent the employee's rights.
Timeline varies by case complexity and court schedules. Procedures may extend over several months to over a year, depending on evidence, parties, and local caseloads.
Termination for cause is due to employee misconduct or performance issues. Redundancy results from business needs, such as restructuring or economic challenges, affecting multiple workers.
Begin with a formal decision, notify workers and representatives, and follow statutory steps for collective dismissal. A lawyer helps ensure compliance and reduces risk of invalidation.
Dismissals must be communicated in writing, with clear reasons and details. The timing must respect legal notice periods and any applicable collective bargaining agreements.
Complaints can be filed with the local labour court or tribunal in the Santarém district. A lawyer can guide you on the correct process and deadlines.
Fixed-term contracts must comply with duration and renewal rules, and termination at the end of the term may not require a separate justification. A lawyer can verify contract terms and ensure proper handling of end-of-term dismissals.
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Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
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