{"id":62477,"date":"2024-06-26T13:31:09","date_gmt":"2024-06-26T12:31:09","guid":{"rendered":"https:\/\/bolsadeempregabilidade.pt\/?p=62477"},"modified":"2024-06-26T13:31:12","modified_gmt":"2024-06-26T12:31:12","slug":"employment-contracts-in-portugal","status":"publish","type":"post","link":"https:\/\/bolsadeempregabilidade.pt\/en\/contratos-de-trabalho-em-portugal\/","title":{"rendered":"10 types of Employment Contracts in Portugal to know"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"62477\" class=\"elementor elementor-62477\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-8601c57 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"8601c57\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-6640679\" data-id=\"6640679\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-e447e5b elementor-widget elementor-widget-text-editor\" data-id=\"e447e5b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Depending on the activity, the type of company, the needs of the business and the worker, the type of contract may vary. Issues such as duration, expiry and trial period tend to change in different types of employment contracts in Portugal.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">For those who are currently entering the job market, whether because they have finished their studies or have just immigrated to Portugal, it is essential to be up to date with the legislation.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Discover the main types of employment contracts in Portugal, the main differences between them and the stipulated conditions that affect your professional life.\u00a0<\/span><\/p><h2 style=\"text-align: left;\"><b><br \/>What is an employment contract?<\/b><\/h2><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>According to the <\/span><span style=\"text-decoration: underline;\"><a href=\"https:\/\/diariodarepublica.pt\/dr\/legislacao-consolidada\/lei\/2009-34546475-46719275\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">article 11 of the Labor Code<\/span><\/a><\/span><span style=\"font-weight: 400;\">, the employment contract is \u201cone by which a natural person undertakes, for remuneration, to provide their activity to another person or persons, within the scope of the organization and under their authority\u201d.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">In other words, it is a <\/span><b>official document signed<\/b><span style=\"font-weight: 400;\"> by the employer and employee, which contains the <\/span><b>working conditions<\/b><span style=\"font-weight: 400;\"> necessary for the performance of professional activity. That is, the time, place, holidays, salary, allowances and other rights or benefits.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Employment contracts in Portugal are regulated, firstly, by the <\/span><a href=\"https:\/\/diariodarepublica.pt\/dr\/legislacao-consolidada\/lei\/2009-34546475\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\"><span style=\"text-decoration: underline;\">Labor Code of the Portuguese Republic<\/span><\/span><\/a><span style=\"font-weight: 400;\">. And they may also be the responsibility of complementary laws, collective work agreements and institutions such as the <\/span><span style=\"text-decoration: underline;\"><a href=\"https:\/\/portal.act.gov.pt\/Pages\/Home.aspx\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">ACT (Working Conditions Authority)<\/span><\/a><\/span><span style=\"font-weight: 400;\">.<\/span><\/p><h2 style=\"text-align: left;\"><b><br \/>What are the elements you should pay attention to?<\/b><\/h2><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>The main differences between the different types of employment contracts in Portugal relate, above all, to the <\/span><b>duration, expiry<\/b> <b>and trial period.<\/b><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">The duration and renewal of an employment contract varies depending on its type. Some may not have a scheduled end or be renewed at the end of the term, for the same period. Just as there are contracts that do not allow renewal, when so defined.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Normally, there are still some mandatory elements that must not be missing from employment contracts in Portugal:<\/span><\/p><ul style=\"text-align: left;\"><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Identification, address and signatures of the grantors;<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Activity to be performed and remuneration;<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Location and hours of work;<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Work start date;<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Stipulated or predicted end date, respectively, and the reason for the end, for fixed or uncertain term contracts;<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Contract date.<\/span><\/li><\/ul><h2 style=\"text-align: left;\"><b><br \/>The 10 most common types of employment contracts in Portugal<\/b><\/h2><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>Find out now which types of employment contracts are most celebrated in Portugal between workers and employers and find out what their specificities are:<\/span><\/p><h3 style=\"text-align: left;\"><b><br \/>1. Fixed-term employment contract<\/b><\/h3><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>This is a contract that has a <\/span><b>start and end date<\/b><span style=\"font-weight: 400;\">. According to <\/span><span style=\"text-decoration: underline;\"><a href=\"https:\/\/diariodarepublica.pt\/dr\/legislacao-consolidada\/lei\/2009-34546475-46734975\" target=\"_blank\" rel=\"noopener\">article 140<\/a><\/span><span style=\"font-weight: 400;\"> of the Labor Code, this type of contract can only be concluded for certain temporary needs of the company, such as:<\/span><\/p><ul style=\"text-align: left;\"><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Replacement of workers who are absent or unable to work;<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Seasonal activities or those with temporary needs;<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Short-term works;<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">First contract with young people looking for their first job;<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Exceptional increase in the company\u2019s activity;<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hiring someone in a long-term unemployment situation.<\/span><\/li><\/ul><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>The fixed-term contract has the <\/span><b>maximum duration of 2 years<\/b><span style=\"font-weight: 400;\">. It can be renewed a maximum of 3 times, as long as the total duration of the renewals does not exceed the maximum stipulated period and the company&#039;s temporary need remains.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Already the <\/span><b>trial period lasts 30 days<\/b><span style=\"font-weight: 400;\">. The advance notice for contracts of less than 6 months is 15 days; for more than 6 months, it is 30 days. Termination may also occur at the end of the term, by mutual agreement, or unilaterally with prior notice.<\/span><\/p><h3 style=\"text-align: left;\"><b><br \/>2. Uncertain fixed-term employment contract<\/b><\/h3><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>Unlike a fixed-term contract, this type of contract does not have a defined duration. That is, the employment contract for an uncertain term <\/span><b>does not have an end date<\/b><span style=\"font-weight: 400;\">. Beforehand, a forecast date for completion is indicated.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Its objective is to meet the temporary needs of a company, the duration of which for completion is not certain. It can be used when employees are needed for a project with no deadline, or to replace someone who has no date to return to work.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">However, the uncertain-term employment contract has a <\/span><b>maximum duration of 4 years<\/b><span style=\"font-weight: 400;\">, according to the <\/span><span style=\"text-decoration: underline;\"><a href=\"https:\/\/diariodarepublica.pt\/dr\/legislacao-consolidada\/lei\/2009-34546475-46734975\" target=\"_blank\" rel=\"noopener\">article 148<\/a><\/span><span style=\"font-weight: 400;\"> of the Labor Code. As for the trial period, the stipulated duration is similar to the fixed-term contract: 30 days.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">The employment contract for an uncertain term expires when the end of the expected period is reached. The employer must give notice between 15 and 60 days in advance, depending on the estimated duration of the contract.\u00a0<\/span><\/p><h3 style=\"text-align: left;\"><b><br \/>3. Open-ended employment contract\u00a0<\/b><\/h3><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>It is a contract with <\/span><b>indefinite duration<\/b><span style=\"font-weight: 400;\">, which means that it does not have a previously fixed end date or can last indefinitely. Thus, it is assumed that the worker becomes permanent and becomes part of the company&#039;s staff.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">As a rule, an open-ended contract may appear after a fixed-term contract, when its duration or number of renewals is exceeded.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">O <\/span><b>trial period is 90 days<\/b><span style=\"font-weight: 400;\"> for the majority of workers, and <\/span><b>240 days<\/b><span style=\"font-weight: 400;\"> for positions that involve high technical complexity and trust.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">The end of the contract <\/span><b>requires just cause or prior notice<\/b><span style=\"font-weight: 400;\">, which must be communicated 15 to 75 days in advance, depending on the worker&#039;s length of service.\u00a0<\/span><\/p><h3 style=\"text-align: left;\"><b><br \/>4. Part-time employment contract\u00a0<\/b><\/h3><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>Also known as part-time work, it follows a <\/span><b>workload less than 40 hours per week<\/b><span style=\"font-weight: 400;\">. The agreement must be formalized in writing, otherwise it may be construed as a full-time contract.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Working time cannot exceed 75% of 40 hours per week and can be worked on just a few days of the week, per month or per year.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Although it is not a general rule, part-time workers may be entitled to basic remuneration and<\/span> <span style=\"font-weight: 400;\">other benefits provided for by law, such as food allowance, holiday and Christmas allowance.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">The part-time employment contract has <\/span><b>indefinite or fixed-term duration<\/b><span style=\"font-weight: 400;\">, depending on the agreement; <\/span><b>30 day trial period<\/b><span style=\"font-weight: 400;\"> for contracts of less than 6 months and <\/span><b>60 days<\/b><span style=\"font-weight: 400;\"> for superior contracts; It is <\/span><b>termination<\/b><span style=\"font-weight: 400;\"> according to the same rules as fixed-term or open-ended contracts.<\/span><\/p><h3 style=\"text-align: left;\"><b><br \/>5. Very short-term employment contract<\/b><\/h3><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>This is the shortest type of contract in Portuguese legislation, with a <\/span><b>maximum duration of 35 days<\/b><span style=\"font-weight: 400;\">. It is used to respond to an exceptional increase in activity, which may occur during high season in the agricultural or tourism sector.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">According to the <\/span><span style=\"text-decoration: underline;\"><a href=\"https:\/\/diariodarepublica.pt\/dr\/legislacao-consolidada\/lei\/2009-34546475-124448609\" target=\"_blank\" rel=\"noopener\">article 142.\u00ba<\/a><\/span><span style=\"font-weight: 400;\"> of the Labor Code, <\/span><b>It is not mandatory to formalize the contract in writing<\/b><span style=\"font-weight: 400;\">. However, the company is always obliged to communicate this employment relationship to Social Security.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">The employee can enter into other contracts of this type throughout the year, as long as they do not exceed 70 days of work in the calendar year in this modality.<\/span><\/p><h3 style=\"text-align: left;\"><b><br \/>6. Temporary employment contract<\/b><\/h3><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>It is a <\/span><b>fixed-term contract<\/b><span style=\"font-weight: 400;\"> carried out between a worker and a <\/span><b>temporary employment company<\/b><span style=\"font-weight: 400;\"> who provides this service to another customer. In other words, although it is the temporary employment company who hires the worker, he performs functions for another company.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Thus, the temporary employment company assumes the role of employer and is responsible for paying the salary, work accident insurance and all rights provided for in the contract.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Large companies often use this method so as not to have to manage the entire recruitment and selection process, and can classify these expenses as <\/span><i><span style=\"font-weight: 400;\">outsourcing<\/span><\/i><span style=\"font-weight: 400;\">, and not as personnel expenses.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Fixed-term temporary employment contract <\/span><b>can be renewed up to four times<\/b><span style=\"font-weight: 400;\">. Once this limit is exceeded, it becomes an open-ended employment contract.<\/span><\/p><h3 style=\"text-align: left;\"><b><br \/>7. Service provision employment contract<\/b><\/h3><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>This modality is <\/span><b>used by self-employed workers<\/b><span style=\"font-weight: 400;\"> who provide services to different clients and issue so-called green receipts. This contract is not always formalized in writing.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">This is one of the most complex employment contracts in Portugal, as there is no type of employment relationship and workers have the duty to <\/span><b>ensure a set of tax obligations<\/b><span style=\"font-weight: 400;\"> (although they are entitled to the 1st year of tax exemption).\u00a0<\/span><\/p><h3 style=\"text-align: left;\"><b><br \/>8. Teleworking employment contract<\/b><\/h3><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>Allows the <\/span><b>provision of remote work<\/b><span style=\"font-weight: 400;\">, outside the company&#039;s facilities, through information and communication technologies. This contract must be signed in writing, through an addendum to the initial contract or a separate document.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">The teleworking employment contract has <\/span><b>determined or indeterminate duration<\/b><span style=\"font-weight: 400;\">, according to the <\/span><span style=\"text-decoration: underline;\"><a href=\"https:\/\/diariodarepublica.pt\/dr\/legislacao-consolidada\/lei\/2009-34546475-46737975\" target=\"_blank\" rel=\"noopener\">article 167<\/a><\/span><span style=\"font-weight: 400;\"> of the Labor Code.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Also, according to the <\/span><span style=\"text-decoration: underline;\"><a href=\"https:\/\/diariodarepublica.pt\/dr\/legislacao-consolidada\/lei\/2009-34546475-46737975\" target=\"_blank\" rel=\"noopener\">article 168<\/a><\/span><span style=\"font-weight: 400;\"> of the Labor Code, workers can be <\/span><b>compensated for additional expenses<\/b><span style=\"font-weight: 400;\">, such as electricity, internet and water.\u00a0<\/span><\/p><h3 style=\"text-align: left;\"><b><br \/>9. Employment contract with a foreign worker<\/b><\/h3><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>It consists of the contract concluded <\/span><b>between an employer in Portugal and a foreign worker<\/b><span style=\"font-weight: 400;\">. In this case, it refers to workers from countries that do not belong to the European Union or the Schengen Area and that do not have specific agreements with Portugal.<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">The employer must conclude this contract in writing and communicate the employment relationship to Social Security. The worker is obliged to present a <\/span><a href=\"https:\/\/bolsadeempregabilidade.pt\/en\/category\/candidates\/\"><b><span style=\"text-decoration: underline;\">work visa or residence permit<\/span><\/b><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">With regard to duration, trial period, termination and other rights and duties, the employment contract with a foreign worker follows the rules of the type of contract in which it falls.\u00a0<\/span><\/p><h3 style=\"text-align: left;\"><b><br \/>10. Internship contract<\/b><\/h3><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>It aims to give <\/span><b>professional training in a supervised work context<\/b><span style=\"font-weight: 400;\">. An internship contract must formalize the terms of rights and duties of the employer and the intern. It covers the following types of internships:<\/span><\/p><ul style=\"text-align: left;\"><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Curricular stage:<\/b><span style=\"font-weight: 400;\"> They are organized and regulated by educational institutions, serving for academic evaluation; And they are formalized through an Internship Protocol. They are normally unpaid.\u00a0<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Extracurricular internship:<\/b><span style=\"font-weight: 400;\"> They are promoted on the initiative of organizations without resorting to funding. It is mandatory to award a monthly internship allowance, with a value greater than or equal to the Social Support Index (IAS) and meal allowance.<br \/><br \/><\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Professional internship:<\/b><span style=\"font-weight: 400;\"> Financed by community funds, they are under the responsibility of the Institute for Employment and Professional Training (IEFP). They are aimed at young people aged up to 30 or those who are unemployed. Remuneration is made according to the level of education.<\/span><\/li><\/ul><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>The duration of internships varies depending on the type of internship. However, as a general rule, the internship contract <\/span><b>cannot last longer than 12 months<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p><h2 style=\"text-align: left;\"><b><br \/>Still waiting for the \u201cYes\u201d on the last application?<\/b><\/h2><p style=\"text-align: left;\"><span style=\"font-weight: 400;\"><br \/>Ensure greater chances of success in your job search with <\/span><span style=\"text-decoration: underline;\"><strong><a href=\"https:\/\/bolsadeempregabilidade.pt\/en\/opportunities\/\">Employment Exchange Employment Platform<\/a><\/strong><\/span><span style=\"font-weight: 400;\">. Explore vacancies from the north to the south of the country, in the various areas of tourism and hospitality, and different types of contracts!<\/span><\/p><p style=\"text-align: left;\"><span style=\"font-weight: 400;\">Find an opportunity that matches your capabilities and ambitions. <\/span><span style=\"text-decoration: underline;\"><strong><a href=\"https:\/\/bolsadeempregabilidade.pt\/en\/my-profile\/\">Register on the Employment Exchange Platform<\/a><\/strong><\/span><span style=\"font-weight: 400;\"> and filter the search to your needs!<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Are you about to start a new job? Find out what types of employment contracts are in Portugal, when they expire, when the trial period ends, among other issues. Take note of your rights and duties.<\/p>","protected":false},"author":9346,"featured_media":62478,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[91],"tags":[87,89],"class_list":["post-62477","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-candidatos","tag-artigo-opiniao","tag-candidatos"],"_links":{"self":[{"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/posts\/62477","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/users\/9346"}],"replies":[{"embeddable":true,"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/comments?post=62477"}],"version-history":[{"count":1,"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/posts\/62477\/revisions"}],"predecessor-version":[{"id":62483,"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/posts\/62477\/revisions\/62483"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/media\/62478"}],"wp:attachment":[{"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/media?parent=62477"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/categories?post=62477"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bolsadeempregabilidade.pt\/en\/wp-json\/wp\/v2\/tags?post=62477"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}