Portugal Among EU Countries with the Most People Working Close to 50 Hours a Week

Why It Matters

Portugal’s entrenched long‑hour culture strains productivity and work‑life balance, while a sizable low‑skill segment hampers economic competitiveness. Growing reliance on foreign talent signals a shift toward addressing labour shortages and upskilling needs.

Key Takeaways

• Portugal ranks fourth EU for 49+ hour workweeks.
• 9.1% of Portuguese employees exceed 49 hours weekly.
• Low-skilled workers constitute 29.1% of Portuguese labor force.
• Higher‑education attainment reaches 36.2%, below EU average.
• Foreign‑born workers grew to 7.9% of labor force.

Pulse Analysis

Portugal’s persistent long‑hour work culture raises questions about productivity and employee well‑being. Although the nation has trimmed excessive hours since 2000, 9.1% of workers still exceed the 49‑hour threshold, outpacing most of the EU. Such schedules can erode morale, increase burnout risk, and limit the capacity for strategic innovation—factors that investors and policymakers watch closely when assessing labour efficiency and competitive positioning.

The country’s education gains mask a deeper structural challenge: a disproportionate share of low‑skilled workers. While higher‑education participation climbed to 36.2% by 2025, it lags behind the EU average of 39.2%, and 29.1% of Portuguese professionals remain low‑skilled, double the European norm. This skills gap constrains productivity growth, hampers adoption of advanced technologies, and narrows the talent pool for high‑value sectors, prompting firms to reconsider training investments and automation strategies.

Immigration offers a partial remedy. Foreign‑born employees now account for 7.9% of the labour force, a notable rise from 1.4% in 2000, reflecting Portugal’s recent talent‑attraction initiatives. Though still below the EU mean of 10.5%, this influx can help alleviate skill shortages and diversify the workforce. Continued policy focus on streamlined visas, integration programs, and upskilling pathways will be crucial for turning demographic pressure into a sustainable competitive advantage.