Vacations are a fundamental right of workers , provided for in the Federal Constitution and regulated by the CLT, and must be granted carefully to ensure the well-being of employees and the financial health of the company.
Furthermore, it is necessary to consider several calculations and factors and, if any error occurs, the company is subject to legal action by the Labor Court .
But here’s some good news: with good planning and financial control, paying for vacations can be simpler than you think . Keep reading and find out how!
Browse the content
How does the right to vacation work in the CLT?
Article 7 of the Federal Constitution oman whatsapp number data that all workers have the right to “enjoy paid annual vacations with at least one third more than the normal salary”.
The CLT establishes that after 12 months of service. The employee is entitled to 30 days of vacation, with an increase of 1/3 of the salary ( articles 129 and 130 ). The vacation period can on the number of unjustified absences of the employee during the year, according to the following scale:
- up to 5 absences: 30 days of vacation;
- 6 to 14 absences: 24 days of vacation;
- 15 to 23 absences: 18 days of vacation;
- 24 to 32 absences: 12 days of vacation.
Art. 130. After each period of 12 (twelve) months of validity of the employment contract, the employee shall be entitled to vacation, in the following proportion:
I – 30 (thirty) consecutive days, when the person has not been absent from work more than 5 (five) times;
II – 24 (twenty-four) consecutive days when there have been 6 (six) to 14 (fourteen) absences;
III – 18 (eighteen) consecutive days, when there have been 15 (fifteen) to 23 (twenty-three) absences;
IV – 12 (twelve) consecutive days, when there have been 24 (twenty-four) to 32 (thirty-two) absences.
Furthermore, it is essential to note that this blog will introduce new digital technologies in thailand. should not begin within two days prior to public holidays or the worker’s paid weekly rest.
Holiday values and periods in the CLT
Brazilian labor legislation allows employees to enjoy their vacations flexibly, being able to choose between split or continuous periods.
When an employee chooses to take 30 uab directory days of vacation. Plus one third of the constitutional amount . In addition, vacations can into up to three periods, under certain conditions:
- One of the periods cannot be less than 14 calendar days .
- The other periods cannot be less than 5 consecutive days each .
Vacation pay is proportional to the vacation period chosen .
Art. 146. Upon termination of the employment contract, whatever the cause, the employee shall be entitled to single or double remuneration, as the case may be, corresponding to the vacation period to which he/she has acquired the right.
Sole paragraph – Upon termination of the employment contract, after 12 (twelve) months of service, the employee, provided that he/she has not been dismissed for just cause, shall be entitled to remuneration for the incomplete vacation period, in accordance with art. 130, in the proportion of 1/12 (one twelfth) per month of service or fraction thereof exceeding 14 (fourteen) days.
Deadline for holiday payment in the CLT
As established in article 145 of the CLT , employers are responsible for paying for the vacation period up to two working days before the employee’s rest period begins.
Art. 145. Payment of holiday pay and, if applicable, the allowance referred to in art. 143, shall be made up to 2 (two) days before the start of the respective period.
Sole paragraph – The employee will provide receipt of payment indicating the start and end of the vacation.