To work in seasonal employment you must have a valid seasonal work visa or a temporary stay visa for seasonal work.
You must have a promise of contract or a contract for employment.
Where to apply
For a short stay visa for seasonal work purposes (for a period of 90 days or less), the following documentation is required:
The work activity must be registered in the list of work sectors for which seasonal work is available, defined by competent authorities. The current sectors, defined by Order n.º 745/2018 of 17 January, are:
For a temporary stay visa for seasonal work purposes (for a period over 90 days):
The work activity must be registered in the list of work sectors for which seasonal work is available, defined by the Government:
Duration of validity of permits
Your short-stay visa is valid for a period of 90 days or less.
The temporary stay visa has the validity of the work contract and cannot be longer than 9 months in a period of 12 months.
A third-country national that has had a prior admission into national territory for the purpose of seasonal work, at least once in the last five years, having respected the requirements set by law regarding entry and stay in Portugal, will benefit from a simplified procedure for the delivery of a temporary stay visa for seasonal work purposes.
Namely, the referred third-country national is exempt from producing documents referred to in subparagraph c) and e) of paragraph 1 of article 51. A: housing, regulated profession certificate and return ticket. The visa application should be granted priority status for treatment purposes, and the deadline for issuing a decision cannot exceed 15 days.
The holder of a short-stay visa or temporary stay visa for seasonal work is entitled to enter and remain throughout the national territory and to exercise the work activity specified in the respective visa in one or in successive employers.
The holder of a short-stay visa or temporary stay visa for seasonal work is guaranteed equal treatment with national workers under the terms of paragraph 2 of article 83 of Law 23/2007, as well as with regard to labour rights arising from the law or from collective bargaining, including payment of arrears, seasonal employment counselling services and vocational education and training.
Whenever the employer provides accommodation to the seasonal worker, whether for a fee or free of charge, s/he must ensure that s/he complies with the health and safety rules in force, which must be subject of a written contract or clauses of the employment contract, with indication of the accommodation conditions. If the accommodation is provided against payment by the employer, an income proportional to the remuneration and conditions of the accommodation may be required, which cannot be automatically deducted from the remuneration earned by the seasonal worker, nor be higher to 20% of the salary.
No information available
- Immigration and Borders Service (SEF)
- Institute for Employment and Professional Training (IEFP)
- Authority for Labour Conditions (ACT)
- High Commission for Migration (ACM)
- Ministry of Internal Administration (MAI)
- Ministry of Foreign Affairs (MNE)
- Portuguese embassies and consulates abroad
- Ministry of Solidarity, Employment and Social Security (MSESS)
- Ministry of Justice (MJ)
- Ministry of Education and Science (MEC)
- Ministry of Economy (ME)