Since last year, the Labor Law has been discussed to bring news and improvements to citizens' lives. However, this legislation is still under discussion and implementation will be carried out in the first quarter of 2023.

So, let's get to know the main changes that have already been approved in political discussions and will probably come into force!

First, let's go back a little to what has already happened. In 2022, the Portuguese Government sent a Law Proposal to parliament, number 15/XV.

Thus, during the year, this proposal underwent several changes and included suggestions and proposals from other parties. The Labor, Social Security and Inclusion Committee has already held all the necessary discussions!

Therefore, the changes foreseen in the labor law are related to the Decent Work Agenda. In other words, the changes are related to issues of temporary work, digital platforms, teleworking and collective bargaining.

Therefore, the estimated prediction is that from March onwards all the changes made will begin to take effect for workers.

Furthermore, it is worth highlighting that some of the proposals were criticized by society. However, here we will just point out some of these new developments in labor law without getting into the discussion!

Furthermore, the bill is still under discussion and is expected to end in January. However, some have already been approved during parliamentary discussions. So, let's check out these approved changes?

Here we list some of the changes and news in labor law that are most likely to impact your life! Therefore, without further delay, let's take a look at some of the points that were the targets of labor changes.

The first of the new developments in labor law that we will mention is the teleworking legislation. Therefore, following the application of the law, anyone who teleworks will have the right to receive a fixed amount from the employer.

In other words, this value relates to additional expenses that are currently the worker's cost.

For example, the intention is for the employer to cover electricity, internet, possible equipment, among other possible expenses.

Contracts of this type must not exceed a total of four years.

Thus, another new feature in labor law is that, if overtime work exceeds 100 hours per year, it must follow the appropriate increments.

In the case of working days: 50% for the first hour or fraction and 75% for the next hour or fraction. On the other hand, in the case of a holiday or rest day: 100% per hour or fraction!

If you plan to become a father soon, know that you could enjoy a change. Therefore, paternal parental leave undergoes a small modification. Therefore, currently, the father has the right to take 20 working days of leave.

So, as a result of the new labor law, this period is extended. Thus, it becomes a total of 28 consecutive or interpolated days.

Thus, in the case of young people who are looking for their first job, or in the case of long-term unemployed people, the trial period will change in duration.

This way, this time will be reduced or even eliminated depending on the circumstance!

This is one of the new features in labor law that is causing the most controversy. Well, this new law impacts some platforms like Uber and Glovo. Thus, from this legislation, there is a presumption of an employment contract.

In other words, even if there is no employment contract in the cases of these apps, from now on, this element will automatically be presumptive.

Normally, when a contract ends, there is a proposal from the employer that the worker give up their salary credits, such as vacation and Christmas.

However, with the new legislation this becomes unfeasible. Companies cannot offer the possibility of abdication.

In addition to what was discussed in the previous topic, there will now be an increase in compensation. Previously, this amount was 18 days for each year worked. Now, this value becomes 24 days for each year of work.

Another new development in labor law that is generating controversy. Companies will be prohibited from seeking outsourcing in cases of collective dismissal or dismissal due to the termination of a position in the last 12 months.

Furthermore, companies with collective contracts will be able to access some European funds with advantages.

Furthermore, companies must justify firing or hiring decisions based on results offered by algorithms.

Therefore, this should be done for works councils so that the reasons and functionality of the algorithm are understandable.

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