On 3 June 2026, Portugal came to a standstill. The general strike called by the CGTP-IN, against the labour law changes proposed by the Government, affected health, education, public transport, aviation and retail. On days like these, many employers and employees ask: what does the law actually say?

What is at stake in this strike

The stoppage arose after negotiations between the Government and trade unions on the revision of labour legislation ended without agreement. Regardless of each person's position, the right to strike is a constitutional right in Portugal.

What happens to the employee who joins the strike

• The day is not paid. During the strike, the employment contract is suspended. The employee does not receive pay for that period, including the meal allowance.
• It does not count as an unjustified absence. Joining the strike cannot be recorded as an unjustified absence or used against the employee.
• It does not affect annual leave or seniority. The strike period has no impact on the employee's leave entitlement or seniority.

What companies can do

• May deduct pay for the strike period. It is legitimate not to pay the hours not worked.
• Cannot replace striking employees. The company cannot hire new workers or use external companies to fill striking employees' posts.
• Cannot pressure or retaliate. Any attempt to coerce or harm the employee is illegal.

Why accurate record-keeping matters

On strike days, knowing exactly who worked, who joined and for how long becomes essential. It is on that record that pay is correctly calculated and the fair deduction applied. A reliable attendance system gives the company the clarity to act within the law.

This article is for informational purposes only and does not constitute legal advice.