Portugal requires employers to keep accessible working-time records, and Everhour supports structured tracking, reporting, and approvals.
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| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
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Use this page to turn daily work into a record you can review for payroll, billing, and legal retention in Portugal. A useful log identifies the worker, date, project or activity, start time, end time, and any interval excluded from working time. That structure gives you a daily total and a weekly total without relying on memory at the end of the month.
Portugal's Labour Code requires employers to keep working-time records, including for workers exempt from a fixed work schedule, in an accessible place for immediate consultation. The record must show start and end of working time plus interruptions or intervals excluded from working time, so each worker's daily and weekly hours can be calculated. Employers must keep those records for 5 years; a violation is a serious administrative offence under the Labour Code.
Start with one record per work block instead of one vague daily note. For each entry, capture the worker, date, start time, stop time, project, task, location if relevant, and any break or interruption excluded from working time. Keep billing amounts, rates, and payroll classifications connected to the record, preferably in euros for Portugal-based pay and client reporting.
Separate working time from excluded intervals and from billable project labels. Payroll review needs hours worked, daily totals, weekly totals, and overtime categories. Client billing needs activity names, billable status, and euro-denominated totals. Team managers need consistent comments, such as task outcomes or approval notes, without personal detail that expands the employee data set beyond the tracking purpose.
Portuguese time tracking sits inside two rule sets. The Labour Code sets the recordkeeping duty and working-time framework, while the GDPR and Portugal's Law 58/2019 govern employee data handling, with CNPD as the national supervisory authority. Basic time entries require purpose, access control, and retention discipline. Attendance or access-control biometrics face stricter limits, since worker biometric data is legitimate only for those controls and must use non-reversible representations.
Reports should flag the normal working period of 8 hours per day and 40 hours per week, subject to Labour Code exceptions and collective-agreement arrangements. They should also show the 48-hour average weekly cap including overtime, normally over 4 months unless a collective agreement or listed exception provides otherwise. Annual overtime for ordinary temporary workload increases is capped at 175 hours/year in micro and small companies and 150 hours/year in medium and large companies, with possible increase to 200 hours by collective labour regulation.
A one-off time tracker is enough for a freelancer reconciling one week, a manager checking a small off-site job, or an owner preparing a single client summary in euros. It should give you dated entries, start and end times, excluded breaks, totals by day and week, and an export you can store with payroll or billing records.
A managed workflow becomes necessary when multiple people track time across clients, projects, approvals, and reporting cycles. Everhour can sit across everyday project work and turn logged entries into customizable reports, grouped by member, client, project, billable status, or other metadata. That creates a repeatable review layer for payroll, utilization, client billing, and Portugal record retention.
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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Yes. Portugal's Labour Code requires employers to maintain working-time records, including for workers exempt from a fixed work schedule, in an accessible place that allows immediate consultation. As an EU member state, Portugal is also covered by the CJEU requirement for an objective, reliable, accessible system that measures each worker's daily working time.
No. A weekly total misses the daily structure that Portuguese records need. The record has to support daily and weekly calculations for each worker, using start and end times plus excluded intervals. Weekly-only totals also make the 48-hour average weekly cap review harder because overtime and long days lose their timing context.
For work performed outside the company, the employer must ensure the worker validates the record immediately on return or sends it validated so the company has it within 15 days of the work being performed. Late validation creates a recordkeeping gap, especially for field work, travel days, and remote client visits.
Portugal applies the GDPR through Law 58/2019, and CNPD supervises employee data protection. Worker biometric data is legitimate only for attendance control and access control, using non-reversible representations. A company should avoid collecting extra personal data when simple start, end, break, and task records satisfy the stated timekeeping purpose.
A useful report separates ordinary hours, overtime up to 100 annual hours, and overtime above 100 annual hours. Portuguese statutory premiums are +25% for the first weekday hour, +37.5% for later weekday hours, and +50% on rest days or holidays up to 100 annual hours. Above 100 annual overtime hours, the premiums rise to +50%, +75%, and +100% respectively.
Everhour Reporting turns logged time into customizable reports with 45+ columns, metadata filters, grouping, and date ranges, so managers can review hours by worker, project, client, billable status, and overtime visibility through Team Hours or custom reports. Reports can be exported in CSV, Excel/XLSX, or PDF for payroll, billing, or retention files.
Everhour Reporting organizes tracked work into customizable reports with columns, filters, grouping, exports, and scheduled email delivery, giving Portugal-based teams a durable review layer for payroll, billing, and record retention.
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