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Temporary Work

Temporary work provided in Portuguese territory is duly regulated in the Labor Code approved by Law 7/2009 of February 12th.

The provision of temporary work in the territory of the different countries of the European Union is also usually regulated in the respective Labor Code of these countries.

In the national and European context, temporary work is based on a tripartite or triangular relationship between the worker, the temporary work company and the borrowing company where the worker will actually work carrying out a temporary mission.

In this way, the temporary worker has a dual relationship, either with the temporary employment company (ETT), which is the employer for all due legal purposes, or with the company where he actually provides work, that is, the company using the temporary work (EUTT).

The temporary employment company hires, pays and exercises disciplinary power over the worker, under a temporary employment contract signed between them.

During the term of the temporary employment contract, the worker is placed at the service of another company, which is legally called the borrowing company, and it is under the authority and direction of this company that the worker will carry out his work.

The company using temporary work is the User Client, that is, it is the company that gives and receives the work, relating to a worker who does not legally belong to it, but whose work is provided by it, whether on the respective premises or others legally defined, and exercises the power of direction over him, giving orders, guidance and instructions on how to carry out the work.

The company using temporary work has the power to define the mode, place, duration of work, evaluation of the worker, and the responsibility for ensuring safety, hygiene and health at work. In this way, temporary work is undoubtedly a management tool that allows companies to respond quickly to temporary labor needs, such as exceptional increases in activity, replacement of workers, execution of occasional tasks, intermittent needs for employees, seasonal activities or carrying out projects with a limited time frame. It enables greater flexibility in the management of the company’s human and financial resources. Allocation of administrative processes abroad allowing the release of the company’s internal resources.