What is Labor Termination in Brazil?
Labor termination (rescisão trabalhista) is the end of the employment relationship between employee and employer, which can occur for different reasons: termination without cause, termination with cause, resignation by the employee, or consensual termination (mutual agreement). Each type of termination has specific rights and values that must be paid to the worker, as established by the Consolidation of Labor Laws (CLT) and the 2017 Labor Reform.
Our termination calculator helps you simulate all values that should be received in the final settlement, including salary balance, notice period, proportional 13th salary, overdue and proportional vacation, FGTS and 40% penalty. The calculation is done automatically, considering length of service, termination type, and the data provided. Note: This calculator is specific to Brazilian labor law (CLT).
Types of Labor Termination (Brazilian CLT)
1. Termination Without Cause
When the company dismisses the employee without the employee having committed a serious fault. It is the most common type and guarantees the worker the greatest number of rights. The employee is entitled to:
- Salary balance (days worked in termination month)
- Worked or indemnified notice period (30 days + 3 days per year worked, limited to 90 days)
- Proportional 13th salary
- Overdue vacation + 1/3 constitutional bonus
- Proportional vacation + 1/3 constitutional bonus
- FGTS balance withdrawal
- 40% penalty on FGTS balance
- Unemployment insurance (if requirements are met)
2. Termination With Cause
When the employee commits a serious fault provided in CLT (article 482), such as negligence, insubordination, job abandonment, act of dishonesty, among others. In this case, the worker loses most rights and only receives:
- Salary balance (days worked in the month)
- Overdue vacation + 1/3 (if any)
Não recebe: notice period, proportional 13th, proportional vacation, FGTS, 40% penalty, and unemployment insurance.
3. Resignation
When the employee decides to terminate the employment contract. In this case, the worker is entitled to:
- Salary balance
- Proportional 13th salary
- Overdue vacation + 1/3 (if any)
- Proportional vacation + 1/3
Não recebe: indemnified notice period, FGTS withdrawal (except in specific cases), 40% penalty, and unemployment insurance. The worker must serve a 30-day notice period or indemnify the company.
4. Consensual Termination (Mutual Agreement)
Created by the 2017 Labor Reform, allows employee and employer to negotiate termination by mutual agreement. In this case:
- Half (50%) of indemnified notice period
- Half (50%) of 40% FGTS penalty
- Withdrawal of up to 80% of FGTS balance
- Proportional 13th salary (full)
- Overdue and proportional vacation + 1/3 (full)
- Salary balance (full)
Não recebe: unemployment insurance.
How to Calculate Each Termination Benefit
Salary Balance
Corresponds to days worked in the termination month. Formula: (Monthly salary ÷ 30) × days worked. Exemplo: if you earn R$ 3,000 and worked 15 days in the termination month: (3,000 ÷ 30) × 15 = R$ 1,500.
Notice Period
The notice period is 30 days, plus 3 days per year worked, limited to 90 days. If the employee does not work the notice, the company pays indemnified. Formula: (Salary ÷ 30) × notice days. Exemplo: 5 years at company = 30 + (5 × 3) = 45 days. With salary of R$ 3,000: (3,000 ÷ 30) × 45 = R$ 4,500.
Proportional 13th Salary
The 13th is calculated based on months worked in the year (a complete month is considered when 15 days or more are worked). Formula: (Salary ÷ 12) × months worked. Exemplo: worked 8 months in the year with salary of R$ 3,000: (3,000 ÷ 12) × 8 = R$ 2,000.
Overdue and Proportional Vacation
Férias vencidas: Vacation periods not taken (30 days). Always plus 1/3 constitutional bonus.
Férias proporcionais: Refers to the acquisition period in progress. For each month worked (or fraction equal to or greater than 15 days), you acquire 1/12 of vacation. Formula: (Salary ÷ 12) × months worked × 1.333 (1.333 already includes the 1/3 constitutional bonus). Exemplo: 7 months worked with salary of R$ 3,000: (3,000 ÷ 12) × 7 × 1.333 = R$ 2,332.75.
FGTS and 40% Penalty
FGTS (Severance Guarantee Fund) is deposited monthly by the company (8% of gross salary). In termination without cause, you can withdraw the entire accumulated balance and also receive a 40% penalty on that balance. Penalty formula: FGTS balance × 0.40. Exemplo: balance of R$ 10,000 → penalty of R$ 4,000 → total available for withdrawal: R$ 14,000.
Deadlines and Termination Approval
The company has up to 10 calendar days after the contract ends to pay termination benefits. If there is a delay, the company must pay a penalty equivalent to one employee salary. Contracts lasting more than one year no longer need union approval (this requirement was eliminated by the Labor Reform).
The Employment Termination Agreement (TRCT) must be signed by the employee and can be done at the company itself. It is always recommended to check all values before signing, comparing with your own calculation or using tools like this calculator.
Unemployment Insurance (Brazilian System)
Unemployment insurance is a benefit paid by the federal government to workers unemployed without cause. To be entitled, it is necessary:
- 1st request: have worked at least 12 months in the last 18 months
- 2nd request: have worked at least 9 months in the last 12 months
- From 3rd request: have worked at least 6 consecutive months
The value varies according to salary and can be consulted in the Ministry of Labor table. The number of installments ranges from 3 to 5, depending on time worked. The request must be made 7 to 120 days after termination, through the Digital Work Card app or Gov.br website.
Important Tips About Termination
- Check all TRCT values before signing. Use our calculator to compare.
- Keep copies of all documents: TRCT, FGTS statements, payment receipts.
- FGTS withdrawal can be made at Caixa branches or through the FGTS app.
- If there is a discrepancy in values, contact the union or a labor attorney.
- In case of termination without cause, you are entitled to unemployment insurance if you meet the requirements.
- Vacation not taken must be paid double if overdue for more than 12 months.
- Notice period can be reduced by 2 hours daily or 7 calendar days at the end.
- Unpaid amounts can be claimed in Labor Court up to 2 years after contract termination.
Understanding Brazilian Labor Termination Terms
In Brazilian labor law, 'rescisão' (termination) refers to the end of the employment contract (can be for any reason), while 'demissão' (dismissal) specifically refers to the employee's termination by the company. That is, every dismissal is a termination, but not every termination is a dismissal (it can be a resignation by the worker, for example). In the Brazilian labor context, both terms are widely accepted to refer to the end of the employment relationship.
Casos Especiais de Rescisão
Alguns tipos de vínculo empregatício possuem regras específicas para rescisão. Conheça os principais casos:
Rescisão de Estagiário
O estagiário não possui vínculo empregatício regido pela CLT, mas sim pela Lei do Estágio (Lei 11.788/2008). Por isso, não tem direito a aviso prévio, FGTS, multa de 40%, 13º salário ou férias. O estágio pode ser encerrado a qualquer momento por qualquer das partes.
- Recesso remunerado proporcional (se trabalhou mais de 1 ano)
- Saldo da bolsa-auxílio (dias trabalhados no mês)
- Vale-transporte proporcional (se houver)
Nota: Se o estágio for interrompido antes do prazo previsto no contrato, sem justa causa, o estagiário pode ter direito a uma indenização correspondente a 50% da bolsa-auxílio que receberia até o fim do contrato.
Rescisão de Jovem Aprendiz
O jovem aprendiz tem contrato especial regido pela CLT (artigos 428 a 433) e pela Lei da Aprendizagem (Lei 10.097/2000). O contrato tem prazo determinado e pode ser encerrado antecipadamente apenas em casos específicos.
- Saldo de salário
- Saque do FGTS (2% ao mês, diferente dos 8% da CLT)
- 13º salário proporcional
- Férias proporcionais + 1/3
Rescisão antecipada: O contrato pode ser rescindido antecipadamente por: desempenho insuficiente, falta disciplinar grave, ausência injustificada por mais de 15 dias, pedido do aprendiz, ou término do curso. Na maioria dos casos, não há aviso prévio nem multa de 40% do FGTS.
Rescisão de Empregada Doméstica
Desde a PEC das Domésticas (Emenda Constitucional 72/2013) e a Lei Complementar 150/2015, empregados domésticos têm os mesmos direitos dos trabalhadores CLT, incluindo FGTS, 13º salário, férias e horas extras.
- Todos os direitos da CLT se aplicam
- FGTS obrigatório desde 2015
- Aviso prévio de 30 dias
- Multa de 40% sobre FGTS (demissão sem justa causa)
- Seguro-desemprego doméstico (se preencher requisitos)
Importante: Use nossa calculadora normalmente para simular a rescisão de empregada doméstica. Os cálculos seguem as mesmas regras da CLT.
Trabalho sem Carteira Assinada
Trabalhar sem carteira assinada é ilegal e configura vínculo empregatício irregular. Se você trabalhou sem registro, ainda assim tem direito a todas as verbas trabalhistas. É necessário entrar com ação na Justiça do Trabalho para reconhecer o vínculo e receber os direitos.
- Reconhecimento do vínculo empregatício
- Todas as verbas rescisórias (aviso prévio, 13º, férias, FGTS, multa de 40%)
- Pagamento retroativo do FGTS de todo o período
- Possível indenização por danos morais
O que fazer: Reúna todas as provas do vínculo (mensagens, comprovantes de pagamento, testemunhas, crachás, etc.) e procure um advogado trabalhista ou o sindicato da categoria. Você tem até 2 anos após o término do contrato para entrar com a ação.