Hiring Domestic Workers in Portugal? Everything You Need to Know

Domestic work keeps households running, loved ones cared for and living spaces safe. Yet because it happens behind private doors, this sector is also where labour rights are most often overlooked. The guide below—about 2 000 words—walks you step-by-step through planning, recruiting and employing a domestic worker in Portugal in 2025. It weaves legal rules with inclusive, people-centred practice so you can be both compliant and fair.

What Counts as “Domestic Work”?

Under Portuguese law, a trabalhador do serviço doméstico is anyone hired by a private household to perform services such as cleaning, cooking, laundry, child- or elder-care, gardening, pet-sitting or driving, whether they live in or out and whether they work full- or part-time. Tasks may be regular (daily housekeeping), occasional (spring-cleaning) or specialised (feeding tubes, night nursing). Because domestic workers are employees—not “helpers” or “friends”—they are covered by the Labour Code, the Social Security system and the Occupational Safety Act. A written contract is mandatory whenever the worker is a foreign national or the arrangement is fixed-term; otherwise a verbal agreement is allowed but discouraged because it is hard to prove terms later.

Plan the Role Inclusively Before You Advertise

Write a realistic daily or weekly timetable listing tasks and required skills—over-packing the schedule often leads to unpaid overtime. Set non-negotiables, such as handling heavy lifting, driving or language requirements, but consider whether each requirement is essential, since removing unnecessary barriers widens candidate diversity. Think about accessibility: could a worker with limited mobility do the job with small adaptations, such as a lighter vacuum or voice-activated devices? Research market rates in your area to pay equitably. In 2025 the national minimum wage is €870 gross per month for full-time work (14 payments a year). If you provide food and lodging, their monetary value counts toward pay but may not exceed half of total wages.

Recruiting and Selecting Candidates

Advertise where ideal candidates look—community centres, online platforms, NGOs that support migrants, social media or word-of-mouth. Use gender-neutral language in application forms and interviews, focus on skills and offer reasonable interview times. Avoid questions about pregnancy, family planning, HIV status or union membership, as these are prohibited. When checking references, ask previous employers for feedback and, where relevant, request a criminal-record certificate—but obtain the worker’s written consent before collecting any personal data in compliance with GDPR. If you include a paid trial day, cap it to a few hours; unpaid “try-outs” violate minimum-wage rules. When hiring a third-country national, verify their residence permit allows employment before signing any agreement.

Drawing Up the Contract

Ensure the contract includes identification of both parties, the address where work is performed and the start date. If temporary, specify an end date—fixed-term contracts may not exceed one year including renewals. Detail working hours, rest breaks, tasks and level of autonomy. Describe remuneration—base salary, in-kind items (meals or lodging), payment frequency and overtime rates. Outline food and lodging conditions, include the worker’s Social Security number with a declaration that you will register them, and list paid leave entitlements, notice periods and severance terms. Add occupational safety measures and a conflict-resolution clause, such as mediation before litigation. Sign two copies—one for you and one for the worker—and keep records for five years.

Registering with Social Security

Register the worker before their first day via form RV 1006-DGSS online or at a Social Security office. Provide the worker’s tax number (NIF) and bank details (IBAN). Household employers contribute 18.9 percent of declared wage; workers pay 11 percent. Rates vary for part-time arrangements; the Social Security portal publishes updated tables annually. Late registration incurs fines and interest.

Working Time, Rest and Overtime

Portuguese law guarantees at least 11 consecutive hours of daily rest within any 24-hour period, even for live-ins—exceptions apply only in emergencies or when caring for sick or very young children. Weekly rest comprises one full day (normally Sunday); a second weekday is allowed only for serious, exceptional family reasons. Work on public holidays grants a paid compensatory day off in the same or following week. Overtime must be paid at a premium—extra 25 percent for the first hour and 37.5 percent thereafter. Live-in workers are not on call 24/7 by default; on-call arrangements require an availability allowance.

Pay and Benefits Beyond the Monthly Wage

Domestic workers receive a Christmas subsidy equal to one month’s pay (due by mid‑December) and a holiday subsidy of one month’s pay (paid before leave). Meal allowances may be agreed in cash or vouchers. Overtime supplements apply as above. The cash-equivalent value of meals or lodging must not exceed half of total pay. Prefer bank transfers for an auditable trail; if cash is used, have the worker sign each payslip.

Annual Leave and Other Absences

In the year of hire, workers earn two business days of holiday per month worked (max 20 days). After the first year, annual leave is 22 business days. There are 13 obligatory public holidays and two optional ones (Carnival Tuesday and the local municipal festival, if contractually provided). Domestic workers have the same parental‑leave rights as other employees—risk-pregnancy leave, paid parental leave of up to 150 days and five days of paternity leave. Justified absences (illness, bereavement) may be paid or unpaid depending on reason and duration; unjustified absences can trigger disciplinary action.

Health & Safety in the Home

Even domestic spaces harbor hazards—hot oil, slippery floors, pets, heavy lifting. Employers must provide appropriate personal protective equipment (gloves, masks) and train workers on safe usage. Store hazardous chemicals securely and label them clearly. Adapt tasks to reduce manual loads where feasible and schedule breaks for repetitive work. Annual occupational-health checks are recommended. Work‑injury insurance is mandatory—it covers medical costs and wage replacement for accidents and occupational illness.

Inclusivity, Dignity and Privacy

Domestic work happens in intimate settings and often involves vulnerable care recipients. Respect boundaries: provide private living quarters for live-ins, allow personal phone use outside work, and seek consent before photographing workers. Discuss dietary restrictions, prayer times or attire with sensitivity. Maintain zero tolerance for harassment and share clear reporting channels. Signpost any household CCTV; never install cameras in private areas. Store identity documents securely and involve workers in scheduling and decisions.

Termination and End-of-Service

Notice periods depend on service length: seven days (up to 2 years), 30 days (2–5 years) and 60 days (5+ years). Notice may be replaced by pay in lieu. Unfair dismissal without valid reason or due process leads to reinstatement or compensation (15–45 days’ pay per year of service). Resignation with just cause (unpaid wages, harassment) still entitles seniority premiums. Fixed‑term contracts ending after one year require severance pay. Provide a written termination letter, pay outstanding salaries, unused holidays and prorated subsidies, and issue a declaration for unemployment benefits.

Resolution of Disputes

Most conflicts stem from miscommunication—start with open dialogue, ideally with a neutral witness. Mediation services (parish peace courts or NGOs) offer low-cost solutions. If these fail, the worker can file a confidential complaint with the Labour Authority (ACT), and inspectors may visit the home. Significant claims or severe violations can proceed to court, though this involves higher costs and longer timelines.

Check-List Before the First Day

Draft and sign the contract in two copies. Register the worker with Social Security and obtain proof. Purchase work‑injury insurance and keep the policy on file. Prepare a safe workspace with PPE, labelled chemicals and a first‑aid kit. Set up payroll calendars for wages, subsidies and contributions. Create an orientation pack—house rules, emergency numbers, Wi‑Fi access. Agree on a trial‑period feedback date to review progress.

Continuous Improvement

Invest in training—first aid, child development, culinary courses—which may be tax-deductible. Conduct annual performance reviews with fair raises tied to inflation and contributions. Transition to digital payslips via secure email. Cultivate an inclusive household culture—celebrate International Domestic Workers’ Day and seek worker input on eco-friendly practices. Support campaigns to ratify and implement ILO Convention 189 in Portugal and encourage local formalisation of all domestic staff.

Conclusion

Hiring a domestic worker frees you to focus on work, family and personal goals, but it also brings legal and ethical responsibilities. By planning thoughtfully, paying a living wage, respecting rest and privacy, following regulatory steps and fostering a respectful partnership, you create a safer, fairer home. Compliance sets the baseline; genuine collaboration elevates the employment relationship to one of mutual trust, dignity and shared success.

Prepared July 6, 2025, with legal references current to Decreto‑Lei 112/2024 (RMMG 2025) and ACT guidance. For personalised advice, consult a labour lawyer or authorised accountant.