Idade mínima para o emprego
Minimum age for employment is 16 years. A minor under 16 years of age may not be employed to carry out a paid activity delivered with autonomy, except if he/she have completed compulsory education or is enrolled and attending secondary level of education, and it's light work. This light work should consist of simple tasks and is not susceptible to negatively affect physical integrity, safety and health, school attendance, or their physical, moral, psychological, intellectual and cultural wellbeing.
The general principle guiding the work of minors establish that minors must work in conditions that respect their age, development, safety, physical, psychical and moral development, as well as their education and training, with special attention to,protect the minor from any risk related to their own inexperience or the unawareness of actual or potential risks. The employer must pay special attention to any relevant change in the workplace that may affect work equipment, site and location; nature, degree and duration of exposure to chemical, physical and biological agents, choice adaptation and use of equipment; choice, adaptation and utilization of work equipment; adaptation of working organization, processes and conditions; the degree of knowledge and risk awareness of the minor employee. These rules are not changed by a minor’s consent.
Source: §66-83 of Labour Code 2009
Idade mínima para trabalhos perigosos
Although the age of majority in Portugal is 18 years however the minimum age for hazardous has not been clearly specified as 18 years in the Labour Code 2009 and Promotion of Health and Safety at Work Law No. 102/2009.
Young workers may not perform overtime work. If the worker is 16 years old (or older), he can perform overtime work when it is essential to prevent or remedy serious injury to the organization, due to unforeseeable events or exceptional circumstance. Young workers under 16 years are prohibited from working between 20:00 and 07:00 unless it is authorized by collective agreement (but not in the period of 00:00 and 05:00) or it is justified by the performance of a cultural or artistic activity, sports or advertising, provided that there is an equivalent period of compensatory rest on the following days.
Source: §75 & 76 of Labour Code 2009; Source: §68-72 of Law No. 102/2009
