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:
Requirements:
- Update HiBob: Personal profile - “Fiscal Information - Family Fiscal Situation”
- Send an email to the Accounting Team and add the file on HiBob with the statement of changes (Article 99º IRS).
PT - Parental Leave
In Portugal, after the birth or adoption of a child, both the mother and father are entitled to parental leave. The parental leave is paid by Social Security and compensates for the salary not received during the period when the parents are not working.
Where to allocate:
Requirements:
- Attach the Social Security statement with the dates;
- Send an email to the Accounting Team and add the file on HiBob with the statement of changes (Article 99º IRS).
PT - Family Support
Where to allocate:
Requirements:
- Attach a document issued by the doctor - “leave for family assistance.”
Ex: My child was sick for 2 days and i need to stay at home to take care of her/him
Due to Children’s Sickness
- The employee can be absent from work to provide urgent and essential assistance, in case of illness or accident, to a child under 12 years old or, regardless of age, to a child with a disability or chronic illness for up to 30 days per year or during the entire period of any hospitalisation.
- The employee can also be absent for up to 15 days per year to provide urgent and essential assistance in case of illness or accident to a child aged 12 or older who, if older, is part of their household.
- These absences are justified and compensated by Social Security through the childcare allowance.
Due to Other Family Members - Article 252º from the Labor Code
- The employee can be absent from work to provide urgent and essential assistance in case of illness or accident to their spouse, partner, or person living in a common-law union with the worker, as well as to relatives or relatives by affinity up to the second degree in the direct ascending line or the collateral line.
- An extra 15 days per year are granted on top of the previous absence period if urgent and indispensable assistance is provided to a spouse or partner living in a common-law union with the employee, who has a disability or chronic illness.
- In the case of assistance to a relative or relative by affinity in the direct ascending line, belonging to the same household is not required.
- This absence is justified, but it implies loss of remuneration - article 255º from the Labor Code.
PT - Family Support Due to Grief and Loss
Where to allocate:
Requirements:
In case of the death of a close family member, employees are entitled to bereavement leave, allowing them to be absent from work in a justified manner without loss of remuneration.
The number of sequential justified days of absence varies according to the degree of relationship. - article 251º of the Labor Code. The days’ count includes the date of death.
- Up to 20 calendar days: Death of a descendant or relative in the 1st degree in the direct line, namely, children (biological or adopted), stepchildren, and also in cases of the death of a spouse or person living in a common-law marriage;
- Up to 5 calendar days - Death of a relative in the 1st degree in the direct line, including daughters-in-law or sons-in-law.
- Up to 2 calendar days - Death of siblings and brothers-in-law, as well as grandparents, great-grandparents, grandchildren, and great-grandchildren, considering those of the worker, as well as the spouse or person living in a common-law marriage;
- Up to 3 calendar days - In the case of the death of a fetus. In the case of the mother, it applies in cases where she is not already covered by the abortion leave (between 14 to 30 days).
Where to allocate:
Requirements:
Attach the worker-student certificate
Workers-students are allowed to be absent from work on the day of a school exam and also on the immediately preceding day.
In the case of exams on consecutive days or multiple exams on the same day, the worker-student can be absent for as many days as there are exams to be taken. However, the total number of justified absences cannot exceed 4 days per subject in each academic year.
To have access to this status the employee needs to give the company a work-student declaration.
Where to allocate:
Requirements:
To fulfill legal obligations, when official entities notify the employee in situations requiring their presence, such as notifications from tax authorities, courts, or social security, these absences are considered justified and compensated by 25Friday.
Medical Appointment
Where to allocate:
Requirements:
- Insert the hours directly in Timeloom and the justification:
Ex: João needs to go to a medical appointment, so he has two options:
- João compensates for this time at the end of the day/week, always in alignment with the partner, and it will be paid in full.
- João registers his absence on Timeloom. The absence will be justified but not paid.
Breastfeeding
Where to allocate:
Requirements:
- For fathers, provide evidence that the mother is not breastfeeding. This leave is permissible until the child reaches one year of age.
- For mothers, if breastfeeding continues beyond 12 months, a medical explanation is required.
Other Absences
- Register them directly on Timeloom.