Buying vacation days: government proposal divides companies between flexibility and the risk of inequality

The possibility of workers "buying" additional vacation days is generating debate not only in parliament and as a measure with social impact, influencing the much-discussed work-life balance and mental health, but also in the business world.

For some, this is an essential step to strengthen workers' autonomy and well-being, at a time when increasing attention is being paid to people's working conditions and efforts are being made to attract and retain talent. However, others warn that such a measure could lead to inequality and even contribute to masking structural problems.

In any case, the government's proposal is already having an effect and, if enacted into law, promises to change the relationship between companies and employees — but many organizations are already anticipating these changes.

Are there real advantages to offering employees the option of adding vacation days to those guaranteed by law? Are these benefits limited to individual employees, or can they also have positive effects on the organization's operations and results? And how can we ensure that conditions are balanced for everyone?

SAPO interviewed five organizations — IDEA Spaces, KLx, ManpowerGroup Portugal, Olisipo, and Zühlke — in the areas of coworking and community spaces, technology campuses, talent recruitment and outsourcing, technology consulting, and innovation, to understand how this proposal is being received and what implications it may have for the future of work in Portugal.

"It's not about losing a day's work, but about investing in well-being and productivity." — Íris Matos, IDEA Spaces

For Íris Matos, People and Operations Manager at IDEA Spaces, the proposal comes at an opportune time: "It comes at a time when the debate about productivity, well-being, and mental health occupies a prominent place in corporate decisions." The company already implements several rest and flexibility measures, such as "Zero Friday," which allows two Fridays off per month, and the "Be OK" program, which offers psychological support and awareness-raising activities.

The official argues that the measure must be accompanied by a more robust benefits package: "It is essential that companies adopt concrete and measurable measures that have an impact on people." For IDEA Spaces, the government's proposal is welcome, but not essential: "IDEA will not need a similar model, as we aim to meet the necessary conditions to provide more vacation days to our employees."

"Flexibility at work is increasingly valued. The goal is not to impose extra days, but to give autonomy." — Sara Mendes, KLx

At KLx, this measure is already a reality. Since 2024, employees have been able to purchase extra vacation days through the company's benefits platform. "Work flexibility is a characteristic increasingly valued by employees," says Sara Mendes, Head of People & Talent. The company also offers 120 days of home office per year and flexible schedules.

The biggest challenge, according to Sara, is communication: "We want it to be a functional benefit, not a bureaucratic hassle." Still, she believes the measure can strengthen the relationship between employer and employee, as long as it's adopted responsibly: "We need to further demystify and embrace workplace benefits as a tool."

"This proposal can strengthen loyalty and attract talent." — Rui Teixeira, ManpowerGroup

Rui Teixeira, Managing Director of ManpowerGroup Portugal, sees the proposal as a response to the new demands of the job market. "According to our research, 49% of people experience stress at work every day, and 93% consider flexibility important in their professional lives." The company already offers up to 13 additional days per year, in addition to a hybrid model and physical and mental well-being initiatives.

Despite the enthusiasm, Rui warns of the need for clear regulation: "Defining limits and conditions of applicability will be essential, with negotiations in social consultation being a crucial step." He adds: "We see today that many workers are willing to make this trade-off between salary and vacation days."

"Not everyone has the same financial capacity to 'buy time'." — Paula Peixoto, Olisipo

Olisipo takes a more critical stance. Paula Peixoto, Director of People and Culture, recognizes the potential of the measure but warns of the risk of inequality: "Even if the measure is presented as proportional, the truth is that it primarily benefits those with a higher salary margin." For the company, well-being should be accessible to everyone, regardless of their financial situation.

The official emphasizes that the proposal will only be effective if integrated into a culture of care: "We may be tempted to use this measure as a 'magic solution' to structural problems such as excess workload or lack of support." Olisipo is committed to a policy of close monitoring and active listening, with free psychological support and ongoing training.

"Giving autonomy to manage one's time is a sign of trust and appreciation of individuality." — Ana Correia, Zühlke

At Zühlke, the proposal is welcomed, but the company prefers to offer days off without a pay cut. "We offer benefits such as extra days off, flexible schedules, and the ability to request a sabbatical," explains Ana Correia, Human Resources Manager. The company also offers three additional days off per year, known as "Creative Days."

Ana emphasizes that the measure may be positive, but it must be well-structured: "Giving employees the ability to manage their time more autonomously is a sign of trust. But it's essential that this measure complements a broader strategy, with equitable policies accessible to all."

A measure with potential, but which requires caution

The proposal to allow employees to purchase additional vacation days is far from being merely an administrative matter. It touches on central themes of contemporary organizational culture: well-being, equity, autonomy, and trust. For some companies, such as KLx and IDEA Spaces, it is a natural extension of existing practices that place employees at the center of their strategy. Others, such as Olisipo and Zühlke, warn of the risks of inequality and the need for a more systemic and inclusive approach.

What's emerging across the board is the growing appreciation for flexibility as a retention and motivation factor. Whether through extra days, flexible schedules, or mental health support, organizations are redesigning work to meet the expectations of a workforce increasingly aware of their value and needs.

If this government proposal is implemented, its impact will depend less on the letter of the law and more on how each company interprets it and integrates it into its management model. The real challenge will be ensuring that rest time doesn't become a privilege, but rather an accessible and effective tool for building more humane, sustainable, and productive work environments.