Everhour tracks task and project hours while Portuguese working-time records require precise daily start, end, and break data.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
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One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
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Time tracking in Portugal starts with a practical record: who worked, when the workday started, when it ended, and which interruptions or intervals were excluded from working time. Portugal's Labour Code requires employers to keep working-time records in an accessible place that allows immediate consultation, including for workers exempt from a fixed work schedule.
A usable system should produce daily and weekly totals for each worker without forcing payroll or HR to reconstruct the week from calendar notes, chat messages, or project updates. The record also needs staying power. Portuguese employers must keep working-time records for five years, and violations of the record rule count as a serious administrative offence under the Labour Code.
The core record needs worker name, date, start time, end time, excluded interruptions or intervals, project or cost center when relevant, and approval status. A project note such as "client onboarding" can help billing, but it does not replace start and end times. The legal record must support calculation of daily and weekly working time.
Outside work needs special handling. When work is performed away from 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 and field teams need a clear submission routine, especially when records feed payroll, client billing, or overtime review.
Portugal's normal working period may not exceed eight hours per day and forty hours per week, subject to specific Labour Code exceptions and collective-agreement arrangements. 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.
Overtime tracking needs annual context, not only daily totals. Ordinary temporary workload overtime is capped at 175 hours per year in micro and small companies, 150 hours per year in medium and large companies, and can rise to 200 hours by collective labour regulation. Employee time data also sits under the GDPR and Portugal's Law 58/2019, with CNPD supervising data protection and stricter limits for biometric attendance or access-control systems.
A simple weekly time total is enough for a one-off internal check, a small client estimate, or a quick review of hours before payroll closes. It stops being enough when several people work across projects, overtime premiums depend on annual volume, managers need approvals, or records need a clean handoff to billing, payroll, and finance.
Everhour Time Tracking turns daily entries into an ongoing workflow. Teams can use timers or manual entries against tasks and projects, then route hours into timesheets, reports, budgets, invoices, and payroll review. Admins can add approval steps, lock completed periods, send reminders, and control timer behavior so the record is easier to manage after the work is done.
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. Records must be accessible for immediate consultation and must show enough detail to calculate each worker's daily and weekly working time.
A Portuguese working-time record should show the start and end of working time, plus interruptions or intervals excluded from working time. Teams often add project, client, task, approval status, and comments for management use, but those extra fields cannot replace the required time boundaries.
Portuguese employers must keep working-time records for five years. The retention period matters because payroll checks, labor inspections, overtime disputes, and internal audits often happen long after the week closes.
The employer must ensure that outside-company work is validated immediately when the worker returns or sent validated so the company has it within 15 days of the work being performed. A clear mobile or web submission process prevents late records from breaking that deadline.
Portugal applies the GDPR through Law 58/2019, and CNPD is the national supervisory authority. Basic time entry is different from monitoring. Biometric worker data is legitimate only for attendance control and access control, using non-reversible representations.
Everhour Time Tracking captures task and project hours through timers or manual entries, then feeds timesheets, reporting, budgeting, invoicing, and payroll review. Admin controls cover approvals, locked periods, reminders, and timer rules, giving managers a cleaner record before hours move downstream.
Track approved hours before they become payroll, billing, or compliance problems. Everhour connects timers, manual entries, approvals, and locked periods into one time tracking workflow.
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