Team arriving at a bright modern reception, one colleague marking their time on a tablet by the door

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Seven questions, under a minute, instant answer. Nothing to install, no email required, nothing leaves your browser.

Keeping working time records is an employer obligation in Portugal, not an optional good practice. This tool walks through what the law requires and shows, point by point, where you are covered and where you are not.

Answers are processed in your browser and are never sent or stored. We never ask for employee names or health data.

Seven questions

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Who is covered

Records must cover every worker, including those exempt from fixed working hours.

Do you keep working time records for every worker?

Including fixed-term contracts, part-time staff and people on probation.

Article 202(1), Portuguese Labour Code

Are workers exempt from fixed working hours also recorded?

Directors, partners on employment contracts and coordinators are often missed.

Articles 202(1) and 231(5), Portuguese Labour Code

What gets recorded

Start and end times, breaks, and totals per day and per week.

Do records include start time, end time and breaks?

Breaks and interruptions not counted as working time — the lunch break, for example.

Article 202(2), Portuguese Labour Code

Can you determine hours worked per day and per week for each person?

Without side spreadsheets or manual maths at month end.

Article 202(2), Portuguese Labour Code

Access and retention

Immediate consultation at the workplace and five-year retention.

Is the record available for immediate consultation at the workplace?

If an inspection happened today, could you show the record on the spot?

Article 202(3), Portuguese Labour Code

Have records been kept for five years?

Including records for people who have already left the business.

Article 202(4), Portuguese Labour Code

Corrections and audit trail

Changes identified: who changed what, when, and the previous value.

Do corrections leave a trail of who changed what and what it was before?

Someone forgot to clock in and the time was fixed by hand — is that recorded?

Article 202, Portuguese Labour Code

Your result

Answer all seven questions to see the full result by area.

⚖️ General information based on the Portuguese Labour Code (Law 7/2009, as amended). It is not legal advice and does not address your specific situation. Always confirm with a lawyer or with the Portuguese labour authority (ACT).

How Farol covers these points

Farol's clock-in was built for appointment-based teams: it covers the whole team, totals hours per day and per week, and keeps a trail of every correction.

See the team management module →

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Questions

Are paper records valid?

The law does not require an electronic format. It requires records that allow hours per day and per week to be determined, are available for immediate consultation and are kept for five years. Paper can do that, but in practice it is where it fails most often.

Do workers exempt from fixed hours need time records?

Yes. The exemption removes the working-hours limits, not the obligation to record working time.

How long must records be kept?

Five years, under Article 202(4) of the Portuguese Labour Code.

Does this tool store my answers?

No. The calculation runs in your browser and nothing reaches our servers. If you ask for the result by email, only the name and email you type are sent.

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