At a time when the vast majority of Portuguese professionals go on vacation, many doubts arise when scheduling this period, such as how many days they are entitled to, whether it is possible to waive them for remuneration, among other things. .
For this reason, the portal job alertleaves some rules and rights that everyone must take into account when booking and enjoying the holidays:
1. Holidays to which you are entitled
“Employees are entitled to 22 working days of vacation, which must be taken during the week, from Monday to Friday, with the exception of public holidays”, specifies in a press release.
However, he adds, “those 22 business days may vary. In the year of admission into the company, professionals are entitled to two working days for each month of the contract, which can be up to 20 days”.
“In this sense, the professional can take this vacation after six full months of work, and if the calendar year ends before this deadline, the vacation can be taken until June 30 of the following year”, adds -he.
The portal also specifies that “if the duration of the contract is less than six months, the holidays can be taken immediately before its termination, subject to an agreement between the professional and the employer”.
2. Exchange of vacation for remuneration
“Holiday entitlement is non-negotiable and cannot be replaced by other forms of compensation. However, the professional can choose to have only the 20 days of work required by law, and in this case, the work carried out on the days that would correspond to rest will be paid double, ”he underlines.
According to the platform, “in addition, the exercise of another professional function is not allowed during the vacation period, unless the employer is authorized to do so or if it is an activity already carried out simultaneously to the position occupied”.
3. Interruption of the vacation period
The Job Alert also specifies that “the professional may have to interrupt his vacation in exceptional situations at the request of the organization, but only in the event of an emergency concerning the operation of the company. In this case, it is possible for the employer to modify the vacation days already scheduled by his team”.
“For this, the company must present a justification, as well as compensate the worker for the losses suffered, such as travel or accommodation already booked, provided that they are duly proven,” he adds.
4. Impact of sick leave on vacation entitlement
“If the professional falls ill during the vacation period, he may be suspended, provided that the employer is informed and that the professional has proof of the situation of illness, by a work stoppage or a medical certificate. .
When the professional is dismissed, he can continue the vacation, if he still has days to enjoy it, ”he says.
However, he adds, “unused days can also be used at another time, subject to agreement between the parties. If this is not possible, it will be up to the employer to schedule these days”.
5. Accumulation of rest days
“Although the holidays must be used in the calendar year to which they correspond, it is possible to accumulate days from one year to the next. However, these must be enjoyed by April 30 of that year, on a date approved by the company,” he says.
Nevertheless, according to the portal, “there is only one situation where the approval of the company is not necessary – if the professional wishes to spend a holiday with a family member residing abroad, thus being able to accumulate days from the previous year and benefit without the need for an agreement. Even in this case, the norm of the deadline remains”.