Should my company have a contingency plan? What measures should the plan include? Can I/should I isolate my employees, conduct health checks or questionnaires on their private life?

Given the current situation, companies must set up a contingency plan appropriate to the workplace and according to the guidelines set up by the Health (“DGS”) and Employment (“ACT”) Authorities, among which we highlight:

(i) Any employee with symptoms associated with COVID-19 should not return to his/her workplace without first confirming that there is no risk for him/her and others, and should contact the Public Health Service (“SNS”);

(ii) The return of employees should be phased, assessing whether it is possible to work from home in cases where the employees’ presence at the premises is not required;

(iii) In activities or situations in which it is necessary to work in person, either full time or part time, companies must introduce technical and organizational measures to ensure physical distance of at least 1 meter or 2 meters in closed spaces or with the placement of partitions, as well as ensure the protection of employees, through masks and visors;

(iv) Liquid soap and paper dispensers for cleaning hands and alcoholic solutions must be provided, as well as adequate products for cleaning and disinfecting the workplace;

(v) Indoor workplaces must be ventilated, preferably by increasing natural ventilation, at least twice a day;

(vi) Workplaces should be cleaned frequently, especially work tables, handles and other surfaces on which people frequently touch;

(vii) Meetings by telephone or videoconference are recommended;

(viii) The use of common means of access (such as staircases, doors and lifts, as well as changing rooms and sanitary facilities) and common areas (e.g. eating areas) should be adapted to ensure safe distance, for example by marking the floor with visible information;

(ix) Companies shall ensure that the conditions to work from home (computer, software, communication platforms) are met.


Should I take special care with pregnant employees, employees with reduced working capacity, breathing difficulties or minors?

To the extent that there are employees more prone to contagion, specific measures should be considered to ensure an increased level of protection in specific cases. If feasible, such measures should be reviewed together with the workplace health and safety services and be aligned with the health authorities’ recommendations.


Can I order employees to telework or do I need their consent?

As of January 15 2021, the telework regime must be adopted whenever the functions allow it and the employee has the conditions to perform them, regardless of the employment relationship and without the need for a written agreement.

This obligation also applies to companies that use or benefit from the services in relation to temporary employees and service providers who are providing activities for these entities.

When the employer considers that the necessary conditions for telework are not met, the employer must communicate this decision to the employee, in writing and with justification.

 In these cases, the employee may, within the 3 working days after the employer's communication, request the Authority for Working Conditions (ACT) to verify whether the necessary conditions for telework are met and the merits of the reasons invoked by the employer. The ACT has 5 working days to decide.


Do I have to communicate to ACT which employees cannot perform their jobs in telework?

Yes, companies in the service sector which have more than 250 employees, regardless of the employment relationship, the modality or the nature of the legal relationship, have to send ACT, until the 22nd of January 2021, the list of employees who cannot perform their jobs in telework.


Do I need to provide a declaration to all employees who are not in telework?

Yes, all employees who have to commute to work need a credential issued by their employer.


Can the employee refuse?

Yes, the employee who is not able to perform his/her job under telework (e.g. adequate technical or housing conditions) must inform the employer in writing of the reasons for his impediment.


What if my Company does not implement telework?

The violation of the obligation to implement telework constitutes a very serious offence. The fine varies between EUR 2,040.00 and EUR 61,200.00, depending on whether it is committed with intent or negligence and depending on the Company's turnover.

ACT is responsible for supervising the compliance with this obligation.


Do employees in telework have the same rights?

Employees teleworking have the same rights and duties as other employees, in particular regarding the limits of the normal working time and other working conditions, occupational safety and health and workmen’s compensation or occupational diseases.

The coverage of an accident at work will depend on whether the applicable conditions are met. To this end, the employer must document teleworking, including (i) keeping an internal record of employees' names, (ii) dates and (iii) authorized hours, (iv) addresses where telework will be provided and (v) prior authorization from the employer.


Do I have to pay meal allowance to employees in telework?

Yes, employees teleworking receive the same salary and have the right to receive the meal allowance that was already owed to them.


Do I have to provide the necessary working tools for telework?

Yes, the employer must provide the work and communication equipment necessary for telework.

When this is not possible and the employee gives his/her consent, telework can be carried out through the means at the employee's disposal, being the employer responsible for programming and adapting it to the needs inherent to telework.


In what other situations can telework be mandatory?

Telework remains compulsory, when requested by the employee, regardless of the employment relationship and whenever the functions allow it, in the following situations:

(i) Employees with children up to the age of 3;

(ii) the employee, with medical certification, covered by the exceptional protection scheme for immunosuppressed and chronically ill people;

(iii) the disabled employee, with a degree of disability of 60 % or more;

(iv) Telework is also mandatory, regardless of the employment relationship and whenever the functions in question allow it, when the physical spaces and the organization of work do not allow for the guidelines of the Directorate General of Health (DGS) and the Authority for Working Conditions (ACT) for the prevention of the risk of contamination in the workplace, to be complied with.

Apart from these situations, Companies may keep their employees in telework, under the terms of the Labour Code, by entering into an agreement with the employee.


Do I have any special information duty towards my employees?

The Contingency Plan must be known to all employees, and its publication must ensure that that is the case. Additionally, mechanisms must be introduced that streamline the contact between the company and the employees, respecting their privacy whilst ensuring that issues are addressed centrally.


If the prophylactic isolation of employees is necessary or recommended, should I wait for a decision from the health authority or can I do it on a preventive basis? Can and/or should isolated employees continue to work from home?

A temporary declaration of prophylactic isolation will be issued whenever, after contact with the SNS24, there is a risk situation that may trigger the process of assessment and declaration of prophylactic isolation.

This declaration is valid for a maximum of 14 days or until contact by the health authority.

If the employee is not prevented from working and his or her functions are compatible, telework must be adopted.

If the employee's functions cannot be performed in telework, the prophylactic isolation regime is applied, and the employee is granted a subsidy of 100 % of the reference remuneration. This impossibility to carry out teleworking must be confirmed by a declaration of the employer.

If there is well-founded suspicion of contagion by COVID-19, the employee’s isolation must, to the extent possible, result from a decision from the health authority. If such decision is not issued in a timely manner, isolating the employee – and having them leave the company's facilities, if applicable – will be decided by the employer, in coordination with the workplace health services, and the employee must obey said order.

If the contagion symptoms do not prevent the performance of the employee’s duties, telework mechanisms may be implemented, in which case the company must create the necessary conditions.


What is the impact of the isolation on the employment contract? Are employees still entitled to their regular remuneration and meal allowance? Are attendance-based payments affected?

The prophylactic isolation of up to 14 days, consecutive or interpolated, of employees and self-employed workers of the general social security system, motivated by situations of serious risk to public health decreed by the entities that exercise the power of health authority, is considered equivalent to the situation of illness.

The amount of the allowance granted corresponds to 100 % of the reference remuneration.

If the employee is in telework, he/she has the right to meal allowance.

As for other components, namely those linked to regular travel to/from the company’s facilities, such as travel allowance, a case-by-case assessment must be made to confirm that their requirements are still met in an situation of isolation.


Is the use of a mask mandatory? And visors?

The use of masks or visors is mandatory to access or stay in commercial and service spaces and establishments, in services and buildings serving the public and in educational establishments and day care centers for teaching and non-teaching staff and students over ten years.

The use of masks or visors is mandatory for access or stay in workplaces whenever the social distance recommended by health authorities is not possible.

The obligation is only waived when employees are performing their work in an office, room or equivalent that has no other occupants or when impermeable physical barriers are used to separate and protect employees or when, due to the nature of the activities, its use is not practical.


Can the Company control employees’ body temperature?

In the current context of COVID-19, and exclusively for reasons of protection of one's own health and of others, employee’s body temperature can be measured to access and stay at the workplace.

This control is without prejudice of the right to individual data protection. The recording of body temperature associated with the identity of the person is expressly prohibited, unless expressly authorized.

Measurements may be carried out by an employee at the service of the entity responsible for the site or establishment, no physical contact with the person concerned being admissible, always by means of equipment suitable for this purpose, which may not contain any memory or make records of the measurements made, and the employee in charge of the measurements shall be subject to professional secrecy.

If the temperatures are equal or higher than 38ºdegrees the employer may deny access to its premises.  

The employee who refuses to measure its body temperature may be prevented from accessing the workplace.


To what social security contributions are employees entitled?

Exceptional measures have recently been approved to safeguard the social protection of employees who are temporarily prevented from performing their professional activity by order of the health authority, due to the risk of contagion by COVID-19, deeming them equal to situations of greater social protection in case of illness.

From this set of measures, we highlight the one that equates to a situation of disease the situation of prophylactic isolation of up to 14 days, followed or interpolated, motivated by situations of serious risk to public health decreed by the competent entities. For this purpose, the public health authority declares the start and end date of the prophylactic isolation situation.

The sickness allowance is not subject to a waiting period and amounts to 100 % of reference pay.

In case of sickness caused by COVID-19 the entitlement of sickness allowance is not subject to a waiting period and corresponds to 100 % of net salary, paid up to a maximum limit of 28 days, from which the prophylactic isolation period is deducted, if applicable.


If any employees have booked holidays, what can I do? Can I alter the holiday schedule? Can I close the company so that employees take their holidays?

The scheduling and change of previously booked holidays should ideally be agreed with the employees. Absent such agreement, the possibility of a company scheduling holidays is heavily restricted, both as regards the holiday period and the continued or interpolated enjoyment of the holidays.


Can an isolated employee continue to work remotely? If so, what must I ensure?

Assuming that the isolation does not result from inability to work, the employee may continue to work remotely and the company must ensure that the necessary requirements are met in the specific case. Ideally, the employee should agree to work remotely and any refusals to work remotely should be managed by the company on a case-by-case basis in order to ensure the continuity of the production process and the legal guarantees of the employee.


And in the event that the employee needs to provide assistance to other relatives?

It is considered as a justified absence, the situation arising from the monitoring of prophylactic isolation motivated by situations of serious risk to public health, or disease caused by COVID-19, up to a limit of 14 days, in each of the situations, of children or other dependents at the employee's care.

In the event of prophylactic isolation of a child under 12 years of age or, regardless of age, with a disability or chronic illness, the entitlement to child care allowance and grandchild care allowance does not depend on the guarantee period.

Absences to care for spouse, unmarried partner, relative or related in ascending direct line, dependent on the employee and attendant of social amenities suspended by determination of the health authority, within the scope of its powers, or by the Government, provided there is no possibility to ensure support by any alternative social response mechanisms, are also deemed justified.

Such absences will entail loss of remuneration, being the employee entitled to choose to take holidays, in the terms set forth for the care for children.

Furthermore, absences motivated by the assistance of a child or other dependent under the age of 12 or, regardless of age, with disability or chronic illness, as well as a grandchild living with the employee who is the child of a teenager under the age of 16, resulting from the suspension of school activities and extracurricular activities are also considered justified. These absences determine the loss of retribution, being the employee entitled to choose to take holidays, through written communication, without the need of the employer’s agreement.


During the period of suspension of teaching and non-teaching and educational activities, employees who miss work to care for their children are entitled to any benefits?

Yes, they are entitled to a benefit equivalent to 2/3 of their basic salary, with a minimum limit of EUR 665 and a maximum limit of EUR 1.995.

This benefit is provided in cases of care for children or other dependents younger than 12 years of age, or, in the case of care for children or dependents with disability/chronic illness, without age limit. Both parents cannot receive this benefit at the same time and only one payment is made, regardless of the number of children or dependents.

If one parent is teleworking, the other cannot receive this benefit.

The benefit is provided in equal parts by the Social Security and the employer, who is responsible for paying the entire amount.

The absence must be reported to the employer at least 5 working days in advance by the employee. Absences are ,justified but are not paid.

The contribution of the employee and 50% of the employer's social contribution is levied on this benefit.


What if the employee is in telework?

An employee who is teleworking may choose to take leave of absence to take care of his/her children, provided he/she is in one of the following situations:

  • His/her household is a single parent, during the period of custody of the child or other dependent
  • His/her household includes, at least, one child or other dependent, who attends social equipment for early childhood support, pre-school or elementary school
  • His/her household includes at least one disabled dependent, with a proven disability of 60% or more, regardless of age

The employee must inform the employer of the decision to take leave of absence in writing, 3 days in advance.

These absences are justified but are not paid.

The amount of the benefit is the equivalent to 2/3 of basic pay, paid in equal parts by the employer and social security, with a minimum of €665 and a maximum of €1,995.

The employee's contribution and 50% of the employer's social contribution are levied on this support.


Can this benefit be increased up to 100% of the basic salary?

Yes, the amount of the parcel paid by social security is increased to 100% of the basic salary, up to a maximum of €1,995, when the employee is in one of the following situations:

  • His/her household is single-parent and the child, or other dependent, is a beneficiary of the single-parent family allowance increase
  • Both parents benefit from the support, alternatively, on a weekly basis.

The employee's contribution is levied on this additional support, while the employer's social contribution is exempted. 


Can the Authority for Work Conditions (Autoridade para as Condições do Trabalho) suspend dismissals?

When the authority’s inspector concludes on the existence of an illegal dismissal, a report shall be drawn up and the employer notified to settle the situation. Upon such notification, the labour contract shall remain in force, including the employee’s rights and obligations before social security, until the employee’s situation is settled or up to the final court decision. 

In the current context, ACT has increased its human resources to ensure its responsiveness.

I am a shareholder and a director. Can I access any support measure?

The extraordinary support measure for the reduction of the economic activity of self-employed workers also covers directors of micro and small enterprises, whether or not they have equity interest in the company, individual entrepreneurs, as well as members of statutory bodies of foundations, associations or cooperatives with functions equivalent to those, who are exclusively covered by the general social security scheme in that capacity.

This support shall be granted on the following situations:

  • Complete shutdown of its activity or activity of the respective sector, as a result from the pandemic of COVID-19 disease, provided it is documented; or
  • Through a statement of the shareholding director, along with a certificate issued by a certified accountant, confirming the abrupt and sharp drop of at least 40% in invoicing in the 30 days preceding the request to the social security with reference to monthly average of the two months preceding such period, or to the same period of the preceding year, or for those who started the activity less than 12 months ago, to the average of this period.

The financial support shall correspond to:

  • The value of the remuneration recorded as social security contribution basis, when the value of such remuneration is lower than 1.5 IAS (EUR 658.21).
  • 2/3 of the remuneration recorded as a social security contribution basis, when the value of such remuneration equals or is higher than 1.5 IAS (EUR 658.21).
  • The minimum limit of this support corresponds to 50 % of the IAS value (EUR 219.41) and its maximum limit corresponds to three times the value of the National Minimum Wage (EUR 1995.00).

This financial support lasts for one month, extendable up to a maximum of six months.



This information is being updated on a regular basis.

All information contained herein and all opinions expressed are of a general nature and are not intended to substitute recourse to expert legal advice for the resolution of real cases.