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Norkent

Last updated: 09/08/2026

Norkent for Portugal

The Código do Trabalho prohibits remote surveillance to control performance. The GDPR limits the use of biometrics.

ISOPT
CurrencyEuro (EUR)
LanguagePortuguese
Weekly hours40 h (max. 48 h average with overtime)
Overtime150-175 h/year depending on size
VacationMinimum 22 working days per year

Working hours and overtime

Maximum weekly hours: 40 weekly hours, with a maximum of 48 hours on average over a reference period (usually 4 months), under arts. 203 to 205 of the Código do Trabalho.
Maximum daily hours: 8 ordinary daily hours, with a maximum of 4 overtime hours per day (arts. 211 and 228 of the Código do Trabalho).
Limit (overtime): 150 hours per year for companies with fewer than 10 workers, or 175 hours for companies with 10 or more workers; it may be extended by a collective regulation instrument (art. 228 Código do Trabalho).
Overtime premium / compensation: 50% surcharge on the ordinary hourly wage for the first overtime hour and 75% for the following ones (unless otherwise agreed by a collective regulation instrument) (art. 227 Código do Trabalho).

Breaks and leave

Weekly rest: Minimum 1 rest day per 7-day work period, preferably Sunday (art. 233 of the Código do Trabalho).
Rest between shifts: Minimum 11 consecutive rest hours between the end of one workday and the start of the next (art. 215 Código do Trabalho).
Vacation: Minimum 22 working days of vacation per calendar year, unless a more favorable agreement exists (art. 238 Código do Trabalho).
Maternity: Initial parental leave of 120 to 180 days (with the possibility of shared use between mother and father), paid by Social Security, under arts. 40 et seq. of the Código do Trabalho.
Paternity: Father's parental leave within the initial parental leave regime, mandatory for 20 days after birth (with 5 optional additional days). It is paid by Social Security.

Personal data protection

Data protection law: Regulation (EU) 2016/679 (GDPR) and Law No. 58/2019 (GDPR implementation in Portugal).
Competent authority: National Data Protection Commission (CNPD).
Geolocation: Limited to legitimate and proportionate purposes; the Código do Trabalho expressly prohibits the use of technological surveillance means to assess worker performance (art. 20).
Biometric data: Admissible under art. 28(6) of Law No. 58/2019, but require a reinforced legal basis, a DPIA and a guaranteed non-biometric alternative for the worker.
Workplace monitoring: Limited by art. 20 of the Código do Trabalho (prohibition of monitoring performance) and by the GDPR principles of necessity and proportionality.

Digital attendance systems

Digital recording allowed: Yes. Art. 202 of the Código do Trabalho admits manual or electronic recording; it does not impose specific technology.
QR recording: Yes, allowed.
Mobile device recording: Yes, allowed.
Manual recording: Yes, allowed.

Status of Norkent in Portugal

Allowed with conditions
Norkent complies with art. 202 of the Código do Trabalho (reliable and accessible record), by not using performance surveillance or biometrics. Before its implementation, a company should consider: 1. Reliable and accessible record: keep an individual and up-to-date record, immediately accessible to the ACT. 2. 5-year retention: keep records for at least 5 years (art. 202 of the Código do Trabalho). 3. Information to the worker: inform workers about the processing of their data (art. 17 of the Código do Trabalho and the GDPR). 4. Geolocation: do not use it to assess performance (prohibited by art. 20); limit it to legitimate purposes. 5. Data processing agreement: formalize a data-processing agreement with Norkent under the GDPR. 6. Transport/drivers sector: not applicable to the sector regulated by Portaria No. 7/2022, which requires specific sector approval.