enforce the law. The law also mandates access to public buildings and ensures that laws are adhered to. No legislation covers private businesses or other facilities. For more information, see: https://dre.pt/web/en/home/-/contents/123169278/cl/normal Types of Employment Contracts Under Portuguese labour law, indefinite employment is the general rule as far as hiring is concerned. Fixed and non-fixed-term employment contracts are exceptions to this rule (even if this type of contract is widely used in Portugal). Fixed employment contracts are generally admitted in order to satisfy temporary working needs, such as the replacement of other employees or exceptional workforce demands, or to undertake employment policies (such as the hiring of long-term unemployed or first-time jobseekers) and the launch of new companies or undertakings. Fixed-term contracts may only be renewed three times, and the total duration may not exceed two years (24 months). In general, an employment contract expires for the following reasons: • It reaches its end date (for instance, fixed or non-fixed term contracts); • Due to absolute and definitive supervening facts preventing a worker from doing his or her job or the employer from receiving this; • When a worker retires, due to age or disability. Dismissal of the employee without just cause or for political, religious or ideological reasons is forbidden. A fixed-term employment contract expires at the end of the stipulated term, or the end of its renewal, provided that the employer or the employee notifies the other party in writing of its desire to terminate either 15 or 8 days before the deadline expires, respectively. In the event of the expiration of a fixedterm contract due to a declaration by the employer, the employee is entitled to compensation. In addition to other procedures provided for by law, an employment contract may terminate due to: • Expiration; • Revocation; • Dismissal for cause attributable to the employee; • Collective dismissal; • Dismissal due to elimination of the job; • Dismissal for inability to adapt; • Unilateral termination of the contract by the employee without just cause; • Unilateral termination of the contract by the employee with just cause.
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