REGISTER AS A FOREIGN EMPLOYER IN PORTUGAL
What is a Foreign Employer in Portugal?
A Foreign Employer (FE) is a company that does not maintain a permanent establishment in the country, but still registers as a non-resident entity to legally employ one or more individuals in the local market.
In this model, the employment contract is signed directly between the foreign company and the local employee, meaning the non-resident employer assumes all legal responsibilities for the employment relationship — without the need to set up a subsidiary.
This approach offers a streamlined alternative to setting up a local entity.
It allows you to hire top local talent, maintain flexibility, and reduce overhead. By partnering with BRIDGE IN, you ensure full compliance with Portuguese tax and labor regulations — without the burden of navigating them alone.
Avoid setting up a full subsidiary or legal entity
Gain access to local talent and operate legally
Stay compliant with Portuguese tax and labor regulations
Keep operational flexibility and reduce overhead
Benefits of Registering as a Foreign Employer in Portugal
Non for profits that need a direct employment contract
Who Should Use This Service?
Remote-first companies hiring employees in Portugal
Global tech businesses or scaleups expanding gradually
Startups or SMEs testing the Portuguese market
F.A.Q. about Foreign Employer Registration in Portugal
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Yes, as Foreign Employer in Portugal you can hire full-time, part-time, or fixed-term employees as long as you comply with Portuguese labor laws and register accordingly.
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No. Foreign employer registration allows you to operate without setting up subsidiary.
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The registration process normally takes between 2 and 4 weeks, depending the responsiveness of local authorities and documentation readiness. Urgency registration can be solicited at an additional cost.
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A foreign employer hires workers in Portugal directly, which means the company itself is the legal employer. This involves taking full responsibility for employment contracts, payroll, taxes, social security contributions, and compliance with local labor laws, even if all these tasks are outsourced to a local provider.
An Employer of Record (EOR), on the other hand, acts as the legal employer on behalf of a foreign company. The EOR handles all local employment obligations, while the foreign company retains control over the employee’s day-to-day work. This arrangement offers a lower-risk way to engage talent without the need to establish a local entity.