Remote work in Portugal: what the 2026 reform changes

The Trabalho XXI labour reform wanted to change the rules on remote work, to adapt the law to the hybrid model, that is, the mix of days at home and days in the office. But the bill was rejected by the Assembly of the Republic on 19 June 2026, in the first general vote. Nothing came into force: the current law applies.

This guide shows, point by point, what the law says today and what the reform wanted to change. Each change is tagged [Bill] and fell with the rejection: none of them is in force.

First, what remote work is in the law

Art. 165 defines remote work as working for your company, in a place of your choice, with a computer and internet. It can be full (always outside the office) or partial.

Since Law 83/2021, there is a set of fixed rights: a written agreement is mandatory (Art. 166), the company pays for equipment and expenses (Art. 168), equal rights with people in the office (Art. 169) and the right to disconnect (Art. 199-A).

If you want to understand who can ask for remote work today and how the agreement works, read the base guide first:

See Do I have the right to remote work in Portugal in 2026?

This guide is about the next part: what the reform wanted to change in those rules before it was rejected.

The hybrid model: the reform's main banner

The Government presented the remote work reform as an adaptation to the hybrid model. The official argument was that the current law was designed for permanent remote work and does not respond well to the mix of days at home and in the office.

There is an important detail here. Art. 166 no. 3 already allows agreeing a regime of "permanence or alternation" between remote and in-person work. In other words, hybrid is already legal and is already the most used setup in Portugal. The reform said it wanted to fine-tune the rules around this model, not invent it.

[Common interpretation:] in practice, the hybrid change opens the door to the other changes below (disconnect, refusal and expenses), which are the ones that most affect your rights.

Right to disconnect: the exception that changes the game

Today (Art. 199-A): the employer has a duty to refrain from contacting the worker during the rest period, except in force majeure. Anyone treated worse for using the right to rest is protected against discrimination (Art. 25). A breach is a serious administrative offence.

[Bill] the reform kept the right to disconnect, but added an exception: contacts made outside hours with express notice that you are not required to reply would no longer be prohibited. With the rejection, this exception does not exist: the Art. 199-A ban applies in full.

[Common interpretation:] even as a proposal, the risk was the pressure of seeing the message anyway and feeling you have to open it. That debate ended with the rejection on 19 June 2026. Today, an out-of-hours message still breaks the employer's duty under Art. 199-A.

Company refusal: easier to say no

Today (Art. 166): the law separates two cases.

• If it is the company proposing remote work, you can refuse with no justification, and the refusal cannot lead to dismissal or a sanction (no. 6).
• If you are the one proposing it and your role is compatible with remote work, the company can only refuse in writing and with the reason for the refusal (no. 7).

That no. 7 is your protection: it forces the company to explain why.

[Bill] the reform wanted to remove that duty to justify in writing, making it easier for the company to refuse a remote work request. With the rejection, the duty stays. The reinforced right of parents and carers also stays (Art. 166-A), and follows its own, stronger rules.

Expenses: who pays for internet and electricity

Today (Art. 168): the company is responsible for the equipment and fully compensates the proven additional expenses you have from working at home. This includes the rise in energy, the internet and equipment maintenance (no. 2). That compensation is a cost for the company and does not count as your income for tax (no. 5).

[Bill] the reform wanted to open this matter to negotiation. The way to compensate expenses would become something that could be set in a collective agreement or in the remote work agreement signed between you and the company. With the rejection, the current rule stays: the company fully compensates the proven additional expenses (Art. 168 no. 2).

[Common interpretation:] the point to watch is whether the agreed amount really covers what you spend. Always put the expenses in writing in the agreement, with a concrete number.

What stays exactly the same

• The current law stays in force. With the rejection on 19 June 2026, there is no reform to publish: Arts. 165 to 171 and 199-A apply as they are.
• The written agreement stays mandatory (Art. 166 no. 2). With no document, there is no valid remote work.
• The reinforced right of parents and carers (Art. 166-A) stays.
• Equal treatment (Art. 169) stays: same salary, same career progression, same benefits as people in the office.

What you should do now

• Do not change anything based on news. The bill fell: your current rights apply in full.
• Check your remote work agreement. See if it has set days, expenses with a concrete amount and contact rules.
• Keep proof of out-of-hours contacts. If the company insists on contacting you during rest, record it (Art. 199-A).
• Follow your collective agreement. If a future reform moves forward, a lot of remote work could start being decided there.

If the company breaks the right to disconnect or other rules, you can file a complaint in the guide on how to file an ACT complaint.

To see the whole reform package and what happened in the vote, see the guide on the 2026 labour reform and dismissal.

This guide is for information purposes and does not replace individual legal advice.