Everhour supports daily and weekly time review, while Portugal's capacity base starts with local working-time and leave rules.
Measure billable utilization against total capacity and see exactly how many hours you're leaving on the table each period.
Working hours this period
Industry average for agencies: 75–85%
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
Track your budget through time or costs
Every report you need — configured your way, always up to date.
Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Resource utilization answers one practical question: how much of a Portuguese employee's usable work capacity went to billable work. The standard formula is billable hours divided by available hours, multiplied by 100. For a consulting, agency, engineering, or professional-services team, that percentage shows whether staffing, pricing, and project allocation match the actual time people can sell.
Portugal matters because the denominator is country-specific. Portugal's Labour Code sets the normal working-time ceiling at 8 hours per day and 40 hours per week, before exceptions such as adaptability regimes or collective agreements. A full-time annual base starts at 2,080 hours, then drops as statutory vacation, public holidays, training, sickness, and firm policy reduce available capacity.
A clean Portugal utilization model starts with 40 hours per week × 52 weeks = 2,080 gross annual hours. Employees are entitled to at least 22 working days of paid annual vacation, counted Monday through Friday excluding public holidays. At 8 hours per day, that statutory vacation entitlement reduces the annual denominator by 176 hours, leaving 1,904 hours before holidays and other reductions.
Portugal lists 13 mandatory public holidays, but the denominator should subtract only holidays that fall on the person's scheduled working days. Carnival Tuesday and the local municipal holiday may also apply when collective regulation, contract terms, or another agreed arrangement provides them. Each worker also has a minimum annual entitlement to 40 hours of continuous training, which belongs outside billable delivery capacity when the firm separates statutory training from client work.
Use the formula: billable hours ÷ available hours × 100. For a full-time Portuguese employee, start with 2,080 gross hours. Subtract 176 hours for the 22-day statutory vacation entitlement, 104 hours if all 13 mandatory public holidays land on scheduled 8-hour workdays, and 40 hours for annual training. Available delivery capacity becomes 1,760 hours.
If that employee records 1,320 billable hours, utilization is 1,320 ÷ 1,760 × 100 = 75.00%. At a €70 billable rate, the same utilization base also supports a revenue check: 1,320 billable hours × €70 = €92,400. Keep revenue separate from utilization percentage, because a rate change affects revenue but does not change the utilization result.
Portugal does not set a statutory utilization-rate target. Portuguese labour law supplies working-time, leave, holiday, and training inputs for the capacity denominator, while the billable target stays firm-, role-, or industry-specific. A senior consultant, junior analyst, delivery manager, and internal operations specialist should not share one target unless their billable expectations match.
A common mistake is using 2,080 hours as the final denominator. That treats statutory vacation, observed public holidays, and training time as available billable capacity. The result understates utilization and makes a reasonable workload look weak. Use the gross number for starting capacity, then document each subtraction so managers can compare people and periods on the same basis.
A one-off calculator is enough for a hiring plan, pricing check, annual staffing model, or simple client-capacity estimate. It works when the inputs are stable: billable hours, scheduled working hours, vacation, observed public holidays, training, and any firm-specific non-billable time. Save the assumptions with the result so the percentage can be repeated later.
A managed workflow becomes necessary when utilization affects payroll review, billing, capacity planning, or manager approvals. Everhour timecards show daily, weekly, and monthly work-hour totals, compare project hours with working hours, and support exports before payroll or billing review. Keep the legal capacity logic separate, then use approved time records to feed the calculation consistently.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
High Performer
G2
Summer 2026
Best Ease Of Use
Capterra
Summer 2026
Rated in the top time trackers across G2, Capterra, and TrustRadius — with consistent praise for ease of use, integrations, and support.
Available capacity starts with the scheduled working time a person can actually use for work. For a full-time Portuguese employee, the gross base is 2,080 hours per year from a 40-hour week. Subtract statutory vacation, observed public holidays on scheduled working days, training time if excluded from billable delivery, sickness, and firm-specific time away.
Portugal does not set a statutory billable-hours or professional-services utilization target. The country supplies working-time, vacation, holiday, and training rules that shape the denominator. The target itself comes from the firm's role design, pricing model, service mix, and expected non-billable duties.
The 40-hour annual training entitlement should reduce billable delivery capacity when the firm treats statutory training as non-billable working time. That approach prevents training from lowering a person's performance score. If training is billable under a specific client contract, classify it consistently and document the exception.
A 2,080-hour denominator is the gross full-time annual base, not the final usable capacity number. It ignores at least 22 working days of paid annual vacation, observed mandatory public holidays, and any non-billable training treatment. Using it as final capacity usually makes utilization look lower than it is.
Optional holidays belong in the denominator only when they are actually observed for that worker. Portugal's optional Carnival Tuesday and local municipal holiday may apply through collective regulation, an employment contract, or another agreed day. Subtract them only when they reduce scheduled working time.
Everhour timecards support payroll review with daily, weekly, and monthly work-hour totals. Teams can compare project hours with working hours, review Team Hours, approve weekly timecards, and export PDF, CSV, or XLSX records before payroll or billing uses the data.
Use approved timecards, Team Hours, and exports to keep Portugal utilization calculations tied to actual working time. Everhour gives teams cleaner payroll review and billable-capacity reporting.
14-day free trial · No credit card · Cancel anytime
