Everhour supports structured timesheets, while Portugal's Labour Code requires precise working-time records.
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You need a record that shows more than a daily total. Portugal's Labour Code requires employers to keep working-time records in an accessible place for immediate consultation, including workers exempt from a fixed work schedule. The record must let the employer calculate daily and weekly hours for each worker without reconstructing the day from messages, calendars, or estimates.
A practical weekly record should capture the worker, date, project or work location, start time, end time, excluded interruptions, and approval status. Use euros for pay and billing records, and keep Portuguese localization in mind for worker-facing labels. Portugal's normal working period may not exceed eight hours per day and forty hours per week, subject to Labour Code exceptions and collective-agreement arrangements.
The working-time record must show the start and end of working time and any interruptions or intervals excluded from working time. A lunch break, private appointment, or unpaid interruption should be separated from working time so the final total reflects hours actually worked. A single line such as "Monday, 8 hours" leaves too much missing context for review.
Outside-company work needs extra attention. When work is 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. Remote visits, client-site work, and field assignments need a clear validation step, not a loose end-of-month recap.
Portuguese time records should support overtime review without turning every extra minute into an automatic payroll conclusion. Average weekly working time, including overtime, may not exceed 48 hours over the applicable reference period, normally four months unless a collective agreement or listed exception provides otherwise. Annual overtime limits also vary by company size, with 175 hours in micro and small companies and 150 hours in medium and large companies for ordinary temporary workload increases.
Employee time data falls under the GDPR and Portugal's Law 58/2019, with CNPD as the national supervisory authority. Basic time entry supports attendance and payroll administration, but monitoring choices still need restraint. Worker biometric data is legitimate only for attendance control and access control, using non-reversible representations. A timesheet should document working time, not create excessive surveillance.
A free weekly sheet is enough for a small one-off check, a freelancer summary, or a short client invoice backup. It works when one person enters the time, reviews the totals, and archives the result. Portugal's five-year retention rule makes even simple records worth naming clearly, exporting consistently, and storing where the right person can find them later.
A managed workflow fits teams that need submitted time, manager review, payroll handoff, and billing support. Everhour Timesheets collect weekly project hours and working hours by person, let users submit time for approval, and let admins approve, reject, partially approve, or lock entries before records feed payroll or invoicing. That approval trail matters when corrections, late entries, and client questions appear after the week closes.
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A Portuguese working-time record must show the start and end of working time plus interruptions or intervals excluded from working time. The record must allow daily and weekly hours to be calculated for each worker. The Labour Code also requires employers to keep the record accessible for immediate consultation.
Employers in Portugal must keep working-time records for five years. A violation of the working-time record rule is a serious administrative offence under the Labour Code. Keep exports, approvals, and corrections organized by worker and period so a later review does not rely on memory or scattered files.
A useful Portuguese timesheet should show daily hours, weekly totals, overtime hours, and the period used for average weekly working time. Portugal caps average weekly working time, including overtime, at 48 hours over the applicable reference period, normally four months unless a collective agreement or listed exception changes that period.
Remote or client-site work should still be validated quickly. 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. Delayed monthly reconstruction creates weak records.
Portugal applies the GDPR through Law 58/2019. Worker biometric data is legitimate only for attendance control and access control, using non-reversible representations. Employers should separate basic working-time records from intrusive monitoring and keep CNPD data-protection expectations in view when choosing attendance systems.
Everhour Timesheets collect weekly project hours and working hours by person, then let employees submit time for manager review. Admins can approve, reject, partially approve, and lock entries, which gives payroll and billing teams a clearer approval trail before using the hours.
Everhour Reporting turns logged time, budgets, costs, and project data into configurable reports. Teams can group time by project, client, member, and billable status, then download reports in CSV, Excel/XLSX, or PDF for client billing review or internal archive needs.
Use structured weekly submissions, approval status, and locked records before payroll or billing. Everhour Timesheets give teams a repeatable review workflow that supports cleaner handoffs and fewer time-entry disputes.
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