Skip to content 
Portugal has introduced a more structured route for companies looking to recruit workers from outside the European Union.
Known as the Protocolo de Cooperação para a Migração Laboral Regulada (PCMLR) — the Cooperation Protocol for Regulated Labour Migration — the mechanism is often described as a “fast-track” or Via Verde for labour migration.
However, there is an important distinction: the PCMLR is not a new visa and does not create a new residence permit.
Instead, it establishes a coordinated procedure intended to make Portugal foreign worker hiring faster and more predictable for participating employers, while maintaining the existing legal requirements for obtaining a Portuguese work visa.
The protocol was introduced in April 2025 under Portugal’s Migration Action Plan and involves AIMA, the Portuguese consular authorities, employment authorities and participating business organisations.
What is Portugal's Regulated Labour Migration Protocol?
The PCMLR was established to enable regulated recruitment of foreign nationals who have employment contracts in Portugal.
Its aim is to forge a more organized link between Portuguese employers, AIMA and the consular authorities in charge of the processing of visa applications.
In practical terms, the protocol aims to address one of the difficulties companies have traditionally encountered when recruiting internationally: coordinating the employer’s recruitment process with the employee’s immigration procedure.
The PCMLR does this without changing the underlying immigration rules.
A foreign worker must still qualify for the appropriate Portuguese visa. This will be the standard Portugal Work Visa for many workers who are hired by companies in Portugal, although highly qualified professionals may potentially qualify for the Portugal D3 Visa.
The correct immigration path depends on the worker’s role, qualifications, employment conditions and personal circumstances.
Is the PCMLR a New Portuguese Work Visa?
No. This is probably the most important point for both employers and foreign workers to understand
The PCMLR:
- does not create a new visa category;
- does not create a new type of residence permit;
- does not remove existing immigration requirements;
- does not guarantee approval of a visa application.
Instead, it establishes a structured recruitment and processing framework within Portugal’s existing immigration system.
A worker recruited through the protocol must therefore still meet the legal requirements applicable to the relevant visa.
Which Companies Can Join the PCMLR Directly?
Not every Portuguese company can become a direct participant.
For an individual company to adhere directly to the protocol, it must cumulatively meet several requirements.
These include:
- directly employing 150 or more workers;
- having annual turnover of at least €20 million;
- having its tax obligations in good standing;
- having its Social Security obligations in good standing; and
- holding a valid permanent commercial certificate (certidão permanente).
Business associations may also participate. An eligible business association must have at least 30 members whose combined turnover is €200 million or more.
Employer confederations and business confederations may also adhere to the protocol.
Before an organisation is accepted, AIMA assesses its suitability and capacity to comply with the PCMLR requirements.
Can Smaller Portuguese Companies Use the Protocol?
Potentially, yes — and this is one of the most important aspects of the system.
A company that does not satisfy the requirements for direct participation may still be able to recruit foreign workers through one of the participating confederations.
The original participating organisations include:
CIP — Confederação Empresarial de Portugal;
CCP — Confederação do Comércio e Serviços de Portugal;
CAP — Confederação dos Agricultores de Portugal;
CTP — Confederação do Turismo de Portugal; and
CPCI — Confederação Portuguesa da Construção e do Imobiliário.
This means the protocol is not necessarily restricted in practice to Portuguese companies employing more than 150 people.
For example, a smaller hospitality business that cannot join the PCMLR directly may explore whether recruitment can be conducted through the relevant participating confederation.
In this situation, the confederation assumes responsibility for assessing the company’s suitability and accompanying the process.
How Does Portugal's Foreign Worker Hiring Process Work Under the PCMLR?
The exact procedure depends partly on whether the employer participates directly or recruits through a confederation.
At a high level, the process works as follows.
1. Employer or organisation joins the protocol
An eligible company, association or confederation applies to participate and commits to complying with the protocol.
AIMA then evaluates the organisation’s suitability.
2. AIMA assesses the employer
The assessment is more substantial than simply confirming the size of the business.
AIMA may consider the company’s economic and financial position, compliance with tax, employment, Social Security and other legal obligations, as well as its capacity to recruit workers responsibly.
Documentation may include the company’s Simplified Business Information (IES), permanent commercial certificate, proof of tax and social security compliance, and criminal records for the company and its managers.
3. Foreign workers are recruited
Once the relevant framework is in place, the employer identifies foreign workers and enters into valid Portuguese employment contracts.
The PCMLR is therefore fundamentally an employment-based migration mechanism. It is not intended for someone who simply wishes to move to Portugal without having the required employment relationship.
4. A model visa application is checked
One particularly useful feature of the system is the processo-tipo, or model application.
The DGACCP can check the documentation relating to one worker before the remaining visa applications proceed.
The objective is to identify formal or documentary problems early and allow the compliant documentation structure to be replicated for other workers being recruited.
This can be particularly relevant when a Portuguese company is recruiting a group of employees from abroad rather than a single individual.
5. Workers apply through the Portuguese consular system
The actual visa application still takes place through the competent Portuguese consular authorities.
The PCMLR therefore coordinates and facilitates the process; it does not replace consular visa processing.
What Responsibilities Does the Portuguese Employer Have?
The faster and more structured procedure comes with additional responsibilities.
Participating employers and organisations commit to a model of ethical recruitment.
Among other obligations, employers must ensure:
A valid employment contract
Workers recruited under the protocol must have a valid employment contract compliant with Portuguese employment law.
Professional training
Employers must provide opportunities for appropriate professional training.
Portuguese language learning
The employer must also facilitate Portuguese language learning.
For visa purposes, the employer is expected to provide a declaration confirming that professional training and Portuguese language learning will be offered. Following the worker’s arrival, the employer must contact the IEFP to establish an appropriate training plan.
Access to suitable accommodation
One of the more significant requirements concerns housing.
The employer must demonstrate access to adequate accommodation through an appropriate plan or declaration. The objective is not simply to recruit workers, but to ensure that international recruitment does not aggravate housing pressure in the area where they will work.
This makes accommodation planning an important part of any large-scale international recruitment strategy in Portugal.
Employment must actually take place in Portugal
Workers recruited through the PCMLR must perform their functions in Portuguese territory.
Protection against exploitation
Employers are also responsible for measures designed to prevent labour exploitation, human trafficking and other practices that could violate workers’ rights.
What Does AIMA Check Before Approving an Employer?
AIMA’s assessment focuses on whether the employer is capable of recruiting foreign workers responsibly and complying with Portuguese law.
This can include examining:
- tax compliance;
- Social Security compliance;
- financial and economic standing;
- employment-law compliance;
- corporate documentation;
- criminal records;
- previous issues involving labour exploitation or human trafficking; and
- other sector-specific considerations.
AIMA may obtain information from other public authorities, including the Portuguese Tax Authority, Social Security and the Authority for Working Conditions (ACT).
A positive assessment should therefore not be viewed simply as an administrative registration. It is an assessment of the employer’s suitability to participate in the regulated migration programme.
Get In Touch With a Portugal Immigration Specialist
Portugal Residency Advisors® has assisted numerous international families in successfully relocating to Portugal and securing residency. Discover how our trusted, all-in-one solution makes your move simple and successful.
Does Using the PCMLR Guarantee a Portuguese Work Visa?
No. Participation in the PCMLR does not mean that a worker’s visa will automatically be approved. Each applicant must still meet the legal requirements of the specific visa they are applying for.
For example, someone recruited for a highly qualified position may need to demonstrate that their employment conditions and professional qualifications meet the applicable requirements. Our guide to the D3 Visa for highly qualified professionals explains this route in more detail.
In practical terms, the PCMLR is designed to facilitate and streamline the process, but visa eligibility continues to be assessed individually according to Portuguese immigration law.
What Does the PCMLR Mean for Portuguese Employers?
For businesses with genuine recruitment needs, the protocol could make international recruitment more predictable.
It might be particularly useful in sectors with continuing labor shortages or companies that recruit a number of employees from abroad.
But employers should look at the whole process before going ahead with overseas recruitment.
It is not simply a question of finding a candidate and issuing an employment contract. Companies may need to coordinate:
- immigration documentation;
- employment contracts;
- consular procedures;
- accommodation;
- professional training;
- Portuguese language training;
worker integration; and - ongoing regulatory compliance.
The benefit of greater procedural speed therefore comes with greater employer responsibility.
What Does the PCMLR Mean for Foreign Workers?
For a foreign national, being recruited by a company operating under the protocol may provide a more structured immigration process.
But workers should be careful not to see the PCMLR as a sure or independent route into Portugal.
The worker still needs a valid job offer and must meet the requirements for the relevant Portuguese visa.
Foreign nationals considering employment in Portugal should therefore understand both sides of the process: the employment relationship with the Portuguese company and their individual immigration eligibility.
Portugal Foreign Worker Hiring: A More Structured System
The Protocolo de Cooperação para a Migração Laboral Regulada represents an important development in Portugal’s approach to international recruitment.
Rather than creating another immigration category, Portugal has attempted to improve the connection between employers, AIMA, consular authorities and business organisations within the existing legal framework.
For qualifying companies — and potentially smaller businesses recruiting through participating confederations — the PCMLR offers a more organised route for bringing foreign workers to Portugal.
But faster processing comes with corresponding responsibilities. Employers must demonstrate their suitability, recruit ethically, provide valid employment conditions and address practical integration issues such as accommodation, training and language learning.
For foreign workers, the fundamental principle remains unchanged: participation in the protocol facilitates the procedure but does not replace the need to qualify for and obtain the appropriate Portuguese work visa.
How We Can Help
Local Expertise
We know Portugal inside out. By focusing exclusively on one country, we provide clear, practical guidance based on deep local knowledge.
Honest Guidance
We recommend what’s truly best for you. Our advice is based on real experience, helping clients save time and money with transparent and fair pricing.
All-in-One Solution
A single point of contact for your entire relocation. From choosing the right visa to finding your new home and settling in Portugal, we support you at every step.
Seamless Process
Technology helps us simplify the process and reduce paperwork for our clients. As customers ourselves, we understand how to deliver a smooth and efficient experience.
Your Questions Answered
Is the PCMLR a new visa for Portugal?
No. The PCMLR is a procedural framework for regulated labour migration, not a new visa or residence permit. Foreign workers must still qualify for the appropriate Portuguese visa.
Can a small company recruit foreign workers through the PCMLR?
Potentially. Companies that do not qualify for direct participation may be able to recruit through one of the participating confederations, subject to the applicable requirements and assessment.
Does a company need 150 employees to use the PCMLR?
A company seeking to adhere directly must employ at least 150 workers and meet the other applicable requirements. Smaller employers may potentially access the framework through a participating confederation.
Is a visa guaranteed if the employer uses the PCMLR?
No. Each visa application remains subject to the applicable Portuguese immigration requirements and individual assessment by the competent authorities.
What must employers provide to workers recruited under the protocol?
Participating employers commit to ethical recruitment, including a valid employment contract, professional training, Portuguese language learning, access to suitable accommodation, employment in Portugal and measures to protect workers against exploitation.
Excellent
4.9 | 54 Reviews
TABLE OF CONTENTS
LOOKING TO INVEST IN PORTUGAL
