Everhour supports timecards and payroll review, while Portugal utilization requires capacity inputs based on local working-time rules.
Measure billable utilization against total capacity and see exactly how many hours you're leaving on the table each period.
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A utilization rate tells you what share of available working capacity went to billable delivery. For a Portuguese employee, the starting full-time base is usually 40 hours per week, because 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.
The result matters for staffing, pricing, project margins, and role design. A consultant with 31 billable hours in a 40-hour week has a different capacity story from someone with the same billable total in a 35-hour week after holidays, training, or approved leave reduce availability.
A statutory 40-hour week gives a gross full-time annual capacity of 2,080 hours, calculated as 40 × 52. That figure is only the starting point. Portugal's minimum annual vacation entitlement is 22 working days, which removes 176 hours at an 8-hour day and leaves 1,904 hours before public holidays, optional holidays, training, sickness, or firm policy adjustments.
Portugal lists 13 mandatory public holidays, but the denominator should subtract only holidays observed on a person's scheduled working days. Carnival Tuesday and the local municipal holiday belong in the denominator only when a collective regulation, employment contract, or agreed replacement day makes them observed days. Each worker also has a minimum annual entitlement to 40 hours of continuous training, which firms often track as non-billable working capacity.
The standard formula is billable hours divided by available hours, multiplied by 100. If a Portuguese project specialist records 31 billable hours in a 40-hour working week, utilization is 31 ÷ 40 × 100 = 77.5%. At a €90 standard hourly billing rate, those billable hours carry €2,790 of billable value, while the full weekly capacity carries €3,600 of potential delivery value at that rate.
The formula must use hours from the same period on both sides. Weekly billable hours belong over weekly available hours. Annual billable hours belong over an annual denominator that subtracts Portugal-specific leave, observed public holidays, optional holidays when applicable, training time, and any firm-approved absence categories.
Portugal does not set a statutory billable-hours or professional-services utilization target. Portuguese labor law supplies the working-time, leave, holiday, and training inputs that shape capacity, but each firm sets the actual utilization benchmark by role, margin model, client mix, and expected non-billable work.
A junior delivery role can carry a higher target than a manager who spends time on reviews, sales support, hiring, and training. Treat the percentage as an operating metric, not a legal requirement. The useful decision is whether the denominator reflects Portuguese capacity correctly and whether the target matches the job's real mix of billable and non-billable work.
A one-off utilization calculation is enough for a pricing check, a monthly staffing review, or a quick comparison between two roles. It works when the input hours are already clean and the period has no complicated leave, training, or holiday adjustments.
A managed workflow becomes necessary when teams need approved daily, weekly, and monthly work-hour totals, project-vs-working-hour comparisons, and exports for payroll or archive review. Everhour timecards support that handoff by recording work-hour totals, breaks, approvals, and Team Hours reporting alongside project time.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Utilization rate equals billable hours divided by available hours, multiplied by 100. For Portugal, available hours usually start from a 40-hour week or a 2,080-hour gross full-time year, then subtract statutory vacation, observed public holidays, training time, and firm-specific absences before comparing billable work.
Yes. Portugal's minimum annual vacation entitlement is 22 working days, counted Monday through Friday excluding public holidays. At an 8-hour day, that statutory vacation entitlement reduces a 2,080-hour gross full-time annual denominator by 176 hours, leaving 1,904 hours before holidays, training, sickness, or policy-based adjustments.
Only public holidays that fall on the person's scheduled working days reduce available capacity. Portugal lists 13 mandatory public holidays. Carnival Tuesday and the local municipal holiday should be subtracted only when a collective regulation, employment contract, or agreed replacement day makes them observed days for that worker.
No. Portugal has no statutory utilization-rate target. The law provides working-time, leave, holiday, and training inputs for capacity planning, while billable utilization targets remain firm-specific. A consulting team, design agency, and internal services group can all use different targets for valid business reasons.
Portugal gives each worker a minimum annual entitlement to 40 hours of continuous training. A firm that separates client delivery from internal development should treat that training as non-billable working capacity. The hours still reduce practical availability for billable work when the utilization denominator is built for staffing or revenue planning.
Everhour timecards record daily, weekly, and monthly work-hour totals, including clock-in, clock-out, breaks, approval, and exports. Teams can compare project hours with working hours in Team Hours reporting, then use reviewed totals before payroll checks or utilization reporting.
Use Everhour timecards to move from manual utilization checks to approved work-hour totals, project-vs-working-hour comparisons, Team Hours reporting, and exportable records for payroll review.
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