Last updated 2025-08-22
Quick overview
Portugal introduced Law 60/2018 to tackle gender-based pay discrimination. Since 2019, all public and private companies with more than 50 employees must comply with reporting rules. Employers must adopt transparent pay policies, submit detailed data, and—when required—implement evaluation plans to close unjustified gender pay gaps. Sanctions for non-compliance can be significant, including fines and restrictions on public tenders.
Reporting requirements
Which companies must report?
All public and private employers with 50 or more employees.
What information needs to be reported?
Employers submit employee-level pay data to the Ministry of Labor, Solidarity, and Social Security. The Ministry then publishes:
General gender pay gap data
Sector-specific pay gap data
Company-level figures broken down by profession and qualifications
Comparisons of women and men performing equal or equivalent work
Employers must also maintain a transparent pay policy based on objective, non-discriminatory criteria such as seniority, skills, and job responsibilities.
If discrepancies are found, the Ministry can require an evaluation plan. Companies have 120 days to prepare and submit this plan, which must either justify pay differences or outline corrective measures to eliminate them within one year.
When and where to send the data?
Pay data is submitted annually as part of the Single Report (Relatório Único). Evaluation plans, when required, are submitted to the Authority for Work Conditions (ACT).
Who can see the results?
The Ministry of Labor publishes gender pay gap information by sector and at company level on its website. Employee representatives must also be informed of annual pay data.
Equal pay laws
All employees are legally entitled to equal pay for equal work or work of equal value. The law defines “work of equal value” by considering qualifications, responsibilities, experience, and workplace conditions.
Employers are obligated to establish transparent remuneration policies that apply equally to men and women.
Employee rights
Employees and their unions can request the Commission for Equality in Labor and Employment (CITE) to investigate suspected pay discrimination. If CITE identifies discrimination, employers must correct unjustified pay gaps within 180 days.
Employees also have the right to access company-level pay gap data through published government reports.
Risks of non-compliance
Sanctions include:
Fines up to EUR 61,200 for violations of equal pay provisions
Fines up to EUR 9,690 for failing to submit or implement evaluation plans
Risk of exclusion from public tenders
Presumption of discrimination if unjustified pay differences remain uncorrected
What will change by 2026
New EU-wide rules
The EU Pay Transparency Directive requires all Member States, including Portugal, to adopt new rules by June 7, 2026. These include:
Pay transparency for job applicants (salaries must be disclosed in job postings or before interviews)
Employee rights to access pay criteria, pay levels, and progression rules
Obligations for employers to share pay gap data directly with employees and their representatives
Joint pay assessments for companies where pay gaps exceed 5% and cannot be objectively justified
How Portugal is likely to apply them
Portugal already has advanced reporting requirements compared to many EU peers. However, several new obligations will require adjustment:
Extending transparency obligations to job applicants
Granting stronger information rights for current employees
Ensuring that job ads and employment contracts comply with the new EU transparency standards
Employers should expect expanded disclosure duties and a closer link between recruitment transparency and pay reporting.
FAQ
Do small companies need to report?
No, only companies with 50 or more employees are covered.
What happens if we miss the reporting deadline?
The Ministry can issue penalties, and you may be required to submit corrective evaluation plans.
Is pay data made public?
Yes, the government publishes gender pay gap information by sector and company.
Can employees request individual pay comparisons?
Not directly, but employees and unions can trigger an investigation by CITE.
Helpful resources
Ministry of Labor, Solidarity, and Social Security – Official publications on pay gaps
Commission for Equality in Labor and Employment (CITE) – Guidelines on equal pay
EU Commission – Pay Transparency Directive overview
