Leave

  • Annual Holidays

    • 25Friday is required by law to have an annual leave schedule that must be completed every year until April 30th the latest, therefore, we require everyone to submit and get approval for their vacation periods before April so that we have enough time to make any necessary corrections.

    • It is important that employees take regular breaks from their duties through annual leave.
    • The holiday leave year operates from 1 January to 31 December.
    • Employees are expected to take their annual leave entitlement within the leave year period.
    • It’s expected that all employees submit their holidays for the year on HiBob as we are required by law to have the “holidays plan” before April 15th.
    • If you have leave days that carried over from a previous year, you are required by law to making use of them before April 30th.
    • More than 2 weeks must be approved by the Partner and 25Friday.

    As a general rule, 25Friday will not limit your choice of when to take your available leave days, however we require everyone to coordinate within their respective teams to ensure that:

  • Floating Holidays

    • This policy is meant to provide flexibility to 25Friday employees with regards to their local municipal holiday and to portuguese holidays that might occur while on a trip to the client.

    Municipal Holidays

    Even though every 25Friday coworker is geographically assigned to a specific office (e.g. Aveiro or Porto) the actual geographical distribution of coworkers varies greatly and there’s often a mismatch between the offices’ municipal holidays and the municipal holiday of the employees’ area of residence. This mismatch leads to employees having to take a municipal holiday on days that sometimes are not ideal, either for the teams or themselves. This policy provides flexibility regarding municipal holidays by allowing employees to pick one day of the year to enjoy their municipal holiday, with the following constraints:

  • Other

    • PT - Wedding Leave

    The employee has the right to take 15 consecutive days of leave, starting on the wedding day.

    To do so, they must comply with the following formalities:

    • Notify the company with a minimum of 5 days’ notice about the intended start date of the wedding leave.
    • It is advisable, however, to inform the company and partner as soon as possible as a courtesy. This not only helps in organising work but also prevents some colleagues from being overwhelmed by the absence.
    • The employer compensates for the absences taken around the time of the wedding. However, the employee forfeits the right to other elements of remuneration (e.g., meal allowance, transportation, etc.).
    • According to Article 249º of the Labor Code, absences taken around the time of the wedding, for a consecutive period of 15 days, are justified and, therefore, do not affect any rights of the employee.

    Where to allocate:

  • Sick Leave

    • Your well-being is important to us, and we understand that sometimes you may need to take sick leave. To ensure a smooth process, we have the following policy in place:

    • Requires a medical certificate or self-declaration of illness.
    • Meal allowance is deducted during the sick leave period.
    • The absence is considered justified.
    • Please inform your team as soon as possible to avoid any confusion or disruption to your work;
    • It is paid by 25Friday for up to 6 working days (3+3) per year.
      • For up to 6 days per year, we will still pay you as if it were a working day if the absence is not recurring, chronic, or unjustified. However, we will not provide any meal or transport subsidies during this time. If you need more than 6 days per year, you will need to rely on Social Security and the normal sick leave process will apply (i.e., these days will be unpaid).
    • Record your sick leave hours directly in Hibob - PT - Leave - Sick.
    • Hibob will directly sync with Timeloom.

    Where to allocate: