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Work Authorization and Legal Residence Overview
Non-EU/EEA/Swiss nationals must obtain both a residence permit and work authorization to live and work legally in Portugal. The two primary visa routes for employment are the D1 Visa (subordinate work) and the D3 Visa (highly qualified work). Both permit long-term residence and family reunification.
Applications are typically submitted at a Portuguese consulate abroad, followed by residence permit issuance from the Agency for Integration, Migration and Asylum (AIMA), which replaced the former Serviço de Estrangeiros e Fronteiras (SEF) as of October 29, 2023.
Initial permits are valid for up to 2 years, renewable, and may lead to long-term residence or citizenship after 5 years.
In summary: A residence visa and permit issued in connection with a valid employment contract are required to legally work in Portugal.
Types of Work Visas and Permits Available
D1 Visa – Subordinate Work
- For non-EU nationals with either a fixed-term employment contract of at least 12 months or an open-ended (indefinite) contract.
- Validity: Up to 2 years, renewable.
- Sponsorship: Required.
- Transferable: No (new contract required).
- Leads to long-term residence.
- Family reunification available.
D3 Visa – Highly Qualified Work / EU Blue Card
- For non-EU nationals in specialized, technical, or academic roles.
- Requires job offer with salary ≥1.5× national average or 3× IAS.
- Validity: Up to 2 years, renewable.
- Transferable: Yes (if new job meets criteria).
- Pathway to EU Blue Card and permanent residence.
- Family reunification available.
EU Blue Card
- A subtype of the D3 for highly qualified workers with salary and education thresholds.
- Offers mobility rights within the EU and fast-track residency.
Tech Visa (Startup Portugal)
- For tech companies certified to hire highly skilled workers.
- A streamlined process for qualified companies.
Self-Employment / Entrepreneur Visa (D2)
- For freelancers and business owners.
- Requires business plan and proof of viability.
Exemptions from Work Permit Requirements
By law, only Portuguese citizens, permanent residents, EEA nationals have unrestricted right to work in the country. If your candidate is not any of the above, then they need a valid work permit.
Most Common Route for Foreign Employees
Most Common Route for Foreign Employees
The most common path for international workers in Portugal is:
- Employee signs a compliant employment contract with a Portuguese company or Employer of Record (like RemoFirst).
- The employer registers the job with social security and labor authorities.
- The employee applies for a D1 or D3 Visa at the nearest Portuguese consulate.
- Once approved, they enter Portugal and schedule an appointment with AIMA.
- At the AIMA appointment, they submit biometrics and receive their residence card.
- Registration with local authorities, health insurance setup, and tax ID follows.
Is Employer Sponsorship Required?
Yes, a Portuguese employer or EOR must sponsor the employee for both D1 and D3 visas and provide:
- A signed employment contract valid for at least 12 months
- Job registration with social security
- Proof that the role complies with labor and salary requirements
Exemptions or special cases:
- D2 Visa for self-employed/founders (no sponsor required)
- EU Blue Card pathway under the D3 Visa
- Family reunification cases where the main applicant holds legal status
Labor-market testing is not required in most cases but employment must align with Portuguese labor law.
Eligibility and Employer Requirements
Who Qualifies (Employee Side):
- Must be a non-EU/EEA/Swiss national
- Hold a signed contract for at least 12 months (D1) or highly skilled role (D3)
- Meet salary thresholds:
- D3 Visa: ≥1.5× national average OR ≥3× IAS index
- Higher education degree or proof of professional experience
- Clean criminal record
- Proof of accommodation in Portugal
- Health insurance (public or private)
What the Employer Must Provide:
- Signed employment contract
- Job offer with role description and justification
- Social security registration for the role
- Compliance with labor, tax, and immigration regulations
Other Important Considerations
Exemptions and Alternative Pathways:
- Digital Nomad/D8 Visa: For remote workers and entrepreneurs
- Freelancer (D2) Visa: For self-employed professionals with clients or projects
- EU Blue Card: Transition possible from D3 if salary and education meet EU thresholds
Tax and Compliance Considerations:
- Employment may only begin after the worker holds a valid work visa and has entered Portugal in compliance with immigration rules.
- All residents must register for public health insurance (SNS) or show proof of private coverage
- Employees must register with social security and receive a Portuguese NIF (tax ID)
- Non-compliance may result in penalties or revocation of permits
Long-term Residence and Permanent Residency:
- Available after 5 years of continuous legal residence
- Must demonstrate stable income, clean record, and integration
- Citizenship possible after 5–6 years depending on language level and background
Typical Processing Times and Common Delays
- Visa preparation/document collection: 1–3 months
- Visa application at consulate: 2–4 weeks for D1/D3 Visa
- Entry to Portugal & SEF appointment: 2–8 weeks delay depending on city
- Residence card issuance: Within 90 days after AIMA appointment
Common Delays Include:
- Delayed consular appointments
- Missing or untranslated documents
- High demand at AIMA locations
- Health insurance or accommodation not finalized
How RemoFirst (RemoVisa) can Help
Navigating Portugal’s work permit and residence environment can be complex. That’s why many employers turn to RemoVisa for assistance.
- Managing employer-sponsored visa applications: We guide your Portuguese legal entity registration (if needed), draft compliant job documentation and vacancy justification, and submit work permit requests through the official portal.
- Ensuring compliant work permit + residence permit processing: We coordinate all required documents (passport, translations, contracts, proof of housing, legal attestations) and monitor approvals.
- Leveraging global coverage (110+ countries): Thanks to our broad global EOR network, Portugal is just one option among many, providing the ability to scale by hiring across multiple regions.
- Providing managed support from immigration experts: Our team knows the nuances, common pitfalls, and how to anticipate delays or required follow-ups.
- Bundling visa support with payroll, benefits, onboarding: Foreign hires become fully integrated employees without burdening your internal HR — from employment contract to residency compliance to payroll and benefits delivery.
Plus: If your new hire has dependents (spouse or minor children), we can help with dependent permits, housing support, and compliance with resident-application requirements.
Find out what specific permits or visas in Portugal we support under our Employer of Record and RemoVisa service.
More Related Resources
This guide is provided for informational purposes only and does not constitute legal advice. Immigration laws and work permit requirements in Portugal may change, and the final decisions are made by local authorities. Always consult with immigration professionals — like through our RemoVisa service — for the most up-to-date and personalized guidance.
