Summer in the Azores employs thousands of seasonal workers — hotels, catering, car hire, tourist activities. Many contracts last only the high season. That does not mean no rights: Portuguese law also protects those who work "just three months".
Fixed-term vs. other arrangements
A fixed-term contract sets start and end dates — common in tourism. It must be in writing and respect legal limits on duration and renewal. Working informally without a proper contract deprives you of essential protection and makes the employment link hard to prove.
Read the contract before signing: role, hours, place, pay, meal allowance and reason for the fixed term.
Hours, rest and overtime
Peak tourism brings overtime and irregular shifts. The law sets limits on working time, weekly rest and supplement pay. Unpaid hours or informal "time banks" are common — keep records of shifts (messages, timesheets).
Holidays and allowances
Even on short contracts, you may be entitled to holiday pay (often with salary or at termination) and Christmas allowance, pro rata to time worked. Check your payslip.
End-of-season dismissal
Ending the contract on the agreed date is not in itself unlawful dismissal — provided the contractual form is valid. Problems arise when:
- The contract effectively renews every year without formalisation;
- The employer ends early without good cause;
- There is discrimination or failure to pay due compensation.
If dismissed before the end date or not paid final amounts, employment proceedings may be available.
Seasonal workplace accidents
An injury at a hotel or restaurant during summer is a work accident like any other — with rights to assistance and compensation through the employer's insurer.
How we can help
The Luís Resendes law firm advises workers and businesses on employment law: seasonal contract review, unpaid wages, dismissal and workplace accidents. If you work or hire for the tourist season, contact us before signing or terminating.
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