在 葡萄牙 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Lisbon UTC+0 to UTC+1
Lisbon, Porto, Braga
Euro (EUR)
Portuguese, English
monthly
23.75%
葡萄牙人才格局
Portugal has an estimated labor force of about 5.42 million (2025), with talent demand concentrated in technology, shared services, tourism, renewable energy and manufacturing. International employers are most likely to find relevant candidate pools for Software Development, BPO & Customer Success, and Renewable Energy. The market can support focused regional or functional teams, with specialist depth concentrated in the main business centers.
主要经济中心
Lisbon, Porto, Braga
热门技能
Software Development
职场文化
Relationship Warmth and Courteous Communication
Portuguese workplaces often value personal rapport, politeness and time spent understanding counterparts. An overly blunt style can feel unnecessarily confrontational.
Hierarchy with Consultative Discussion
Senior leaders often retain final authority, although teams may discuss options at length. Confirm who can approve the decision.
Flexible Pace and Strong Personal Boundaries
Meetings may be less rigid than in northern Europe, while family and annual leave remain important. Clear follow up helps balance flexibility with delivery.
平均薪资
| 职位名称 | 平均月薪（EUR） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 1,350 EUR | S$1,836 |
| Administrative Executive, Mid (3-5 years) | 1,750 EUR | S$2,380 |
| Book Keeper, Junior (1-3 years) | 1,200 EUR | S$1,632 |
| Book Keeper, Mid (3-5 years) | 1,600 EUR | S$2,176 |
| Finance Executive, Junior (1-3 years) | 1,550 EUR | S$2,108 |
| Finance Executive, Mid (3-5 years) | 2,000 EUR | S$2,720 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 1,550 EUR | S$2,108 |
| Graphic Designer, Mid (3-5 years) | 2,200 EUR | S$2,992 |
| UI/UX Designer, Junior (1-3 years) | 1,600 EUR | S$2,176 |
| UI/UX Designer, Mid (3-5 years) | 2,800 EUR | S$3,808 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 2,200 EUR | S$2,992 |
| Data Analyst, Mid (3-5 years) | 2,900 EUR | S$3,944 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 2,200 EUR | S$2,992 |
| Data Engineer, Mid (3-5 years) | 3,600 EUR | S$4,896 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 2,200 EUR | S$2,992 |
| Data Scientist, Mid (3-5 years) | 3,000 EUR | S$4,080 |
| Machine Learning Engineer, Junior (1-3 years) | 1,900 EUR | S$2,584 |
| Machine Learning Engineer, Mid (3-5 years) | 2,800 EUR | S$3,808 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 1,800 EUR | S$2,448 |
| Content Marketing, Mid (3-5 years) | 2,650 EUR | S$3,604 |
| Digital Marketing, Junior (1-3 years) | 1,800 EUR | S$2,448 |
| Digital Marketing, Mid (3-5 years) | 2,650 EUR | S$3,604 |
| Growth Marketing, Junior (1-3 years) | 1,900 EUR | S$2,584 |
| Growth Marketing, Mid (3-5 years) | 2,800 EUR | S$3,808 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 2,300 EUR | S$3,128 |
| Backend Developer, Mid (3-5 years) | 3,400 EUR | S$4,624 |
| 职位名称 | 平均月薪（EUR） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 2,200 EUR | S$2,992 |
| DevOps Engineer, Mid (3-5 years) | 3,000 EUR | S$4,080 |
| Site Reliability Engineer, Junior (1-3 years) | 2,200 EUR | S$2,992 |
| Site Reliability Engineer, Mid (3-5 years) | 3,150 EUR | S$4,284 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 1,100 EUR | S$1,496 |
| Customer Service Officer, Mid (3-5 years) | 1,450 EUR | S$1,972 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 1,600 EUR | S$2,176 |
| Customer Success Manager, Mid (3-5 years) | 2,300 EUR | S$3,128 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 1,450 EUR | S$1,972 |
| HR Executive, Mid (3-5 years) | 1,950 EUR | S$2,652 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 1,800 EUR | S$2,448 |
| Blockchain Developer, Mid (3-5 years) | 2,650 EUR | S$3,604 |
| Payments Engineer, Junior (1-3 years) | 1,800 EUR | S$2,448 |
| Payments Engineer, Mid (3-5 years) | 2,400 EUR | S$3,264 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 2,050 EUR | S$2,788 |
| Cloud Engineer, Mid (3-5 years) | 3,000 EUR | S$4,080 |
葡萄牙招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
葡萄牙的薪酬发放
发薪周期
Salary is commonly paid at the end of the month.
最低工资
A statutory national minimum wage applies. Separate rates may apply in the autonomous regions.
加班费
- Generally 8 hours per day and 40 hours per week. - Annual overtime limits vary by company size and agreement.
- First overtime hour on a normal workday: Hourly Rate × 1.25. - Each later overtime hour: Hourly Rate × 1.375. - Weekly rest day or public holiday: Hourly Rate × 1.50.
奖金
第 13 个月薪资
Portugal requires a Christmas allowance and a holiday allowance, each normally equal to 1 month of base salary, resulting in 14 salary payments for a full year.
Christmas allowance = 1 month of salary, proportional in the year of hire, termination, or qualifying suspension. Holiday allowance = remuneration corresponding to the holiday period, commonly 1 month for a full year. The parties may agree to pay allowances in instalments where legally permitted.
Employees are eligible under the Labour Code. The Christmas allowance must generally be paid by 15 December. The holiday allowance is normally paid before the holiday period, with a proportion paid before the longest period of leave. Employees with partial year service receive proportional amounts.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Statutory termination or end of service entitlement in Portugal | Statutory termination compensation depends on contract type and dismissal ground. For many open ended contracts, compensation is linked to a number of days of base salary and seniority payments per completed year, with different rules for service accrued in different periods. |
| Social Security contributions and work accident insurance | Employers in Portugal must apply the contribution and registration rules for Social Security contributions and work accident insurance. Payroll should separately identify the employer funded amount and any employee deduction, use the statutory contribution wage or ceiling, and retain evidence of enrolment. The exact branches covered are those listed in the scheme, which can include retirement, health, unemployment or employment injury protection. |
| Public healthcare or mandatory medical coverage in Portugal | Health protection in Portugal is delivered through the medical or sickness branch of Social Security contributions and work accident insurance. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules. |
| Work injury protection under Social Security contributions and work accident insurance | Portugal requires employers to protect employees against accidents and occupational disease through the work injury component of Social Security contributions and work accident insurance or a legally approved policy. The obligation includes premium or levy payment, accident reporting and cooperation with medical or disability assessments. Coverage is not replaced by a private medical plan. |
| 可选 | |
| Supplementary private medical insurance in Portugal | Private medical insurance in Portugal should be designed around the gaps left by Social Security contributions and work accident insurance. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Performance or profit sharing bonus in Portugal | A performance or profit sharing bonus in Portugal is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
| Meal, commuting and business travel support in Portugal | Meal, commuting and business travel support in Portugal should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Housing, relocation and remote work support in Portugal | Housing, relocation and remote work support in Portugal is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
税务
国家税收
葡萄牙的国家税收名为 Value-Added Tax (VAT) 23%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Taxable Income Adjustments | ||
| Employment Income Deduction | EUR 4,462.15 for 2025 | Employees may deduct EUR 4,462.15 for 2025. Compulsory social security contributions exceeding that amount are generally deductible without limitation. |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Portugal, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Income Tax Structure | ||
| Non-Resident Employment Income | Generally 25% | Nonresident Portugal sourced employment and self employment income is generally taxed at 25%, subject to treaty relief and special regimes. |
| Resident Tax Rates | Up to 48% plus solidarity surtax | Portugal applies Up to 48% plus solidarity surtax to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Taxable & Exempt Components | ||
| Benefits in Kind | Taxable value at marginal rate where applicable | In Portugal, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
了解在其他国家和地区招聘
了解 葡萄牙 的雇佣要点
Glints 深耕东南亚，是您拓展业务的理想伙伴。让我们携手简化招聘流程，确保在葡萄牙的用工合规。
