In Brazil, employee vacation rights are regulated by the Consolidation of Labor Laws (CLT). Here's a breakdown of how vacation is calculated:

Full Vacation Entitlement

After 12 months of continuous employment, an employee earns the right to 30 days of paid vacation. This 12-month period is known as the "acquisition period."

Proportional Vacation

If an employee has worked less than the full 12 months, they are entitled to a proportional amount of vacation time. For example, an employee who has worked for 6 months is eligible for 15 days of vacation.

Vacation Pay

During their vacation, employees receive their regular salary along with an additional one-third of their monthly wage, commonly referred to as the "vacation bonus" or "abono de férias."

Scheduling Vacations

Employers are responsible for scheduling vacation periods, which must occur within 12 months after the acquisition period ends. Vacation time can be taken all at once or divided into up to three segments, with one segment lasting at least 14 days.

Impact of Unjustified Absences

Employees who have more than five unjustified absences during the acquisition period may see a reduction in their vacation entitlement. For example, with 6 to 14 unjustified absences, vacation time is reduced from 30 to 24 days.

Carryover and Penalties

If an employee does not take their vacation within the stipulated 12-month period after the acquisition period, the employer is obligated to pay the vacation amount in double. This provision serves as a deterrent against employers delaying employee vacations.

By adhering to these guidelines, employers can ensure compliance with Brazilian labor laws while providing employees with their rightful vacation time.

Manage Vacation Entitlement in Brazil

Brazilian labor law grants employees 30 days of paid vacation plus a one-third bonus. Remoly's HR platform automatically tracks accrued vacation, manages scheduling, and ensures compliance with Brazil's vacation rules.

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