On 25 November, a new law on remote work was enacted by the President, after being approved by the Portuguese Parliament. It includes significant changes in the remote work regime and a new rule on contact outside of working hours. The law is not yet in force but we expect it will be published during December and enter into force on 1 January.

Below we have laid out the most important regulations the law establishes:

• Employers must have a written agreement in place if they want to enact remote work. The written agreement must include, remuneration (which includes supplementary and accessory payments), the place where the remote working will be normally carried out, and the frequency and method for face-to-face contacts, among other conditions.
• Employers must refrain from contacting employees during their rest period, except in case of force majeure. At the moment there is very little detail around this and it is unclear how this will be interpreted.
• If an employee suggests remote work, and the activities their job requires is suited to remote working, the employer may only refuse in writing, stating the grounds for the refusal.
• If there are 10 or more employees, employees with children up to 8 years old are entitled to work under a remote work regime, when it is compatible with their job and the employer has the means to do so:
  • (i) in cases where both parents meet the conditions for remote work, provided that the right is exercised by both parents in successive periods...

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