Notice period per Article 487 CLT + Lei 12.506/2011; settlement (TRCT) due within 10 calendar days (Article 477 §6 CLT) — union homologação was abolished by the 2017 reform, so payment is made directly by the employer.
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TERMINATION NOTICE + DISMISSAL COMMUNICATION + TRCT SETTLEMENT CHECKLIST (AVISO PRÉVIO + COMUNICADO DE DISPENSA + CHECKLIST TRCT)
Employee: Position: Communication issued on:
1. LEGAL BASIS — NOTICE PERIOD (AVISO PRÉVIO) 1.1. Under Article 487 CLT and Lei 12.506/2011, the statutory notice period is 30 days, increased by 3 additional days for each full year of service with the same Employer, up to a maximum of 90 days. 1.2. Notice period applicable: days. Modality: . 1.3. If worked (trabalhado), the Employee is entitled to: . 1.4. Projected termination date: .
2. ⚠️ DISMISSAL SETTLEMENT (RESCISÃO) — HOMOLOGAÇÃO ABOLISHED 2.1. Since the 2017 labour reform (Lei 13.467/2017), homologação of the termination before the trade union is NO LONGER mandatory — the settlement (rescisão) is calculated and paid directly by the Employer. 2.2. ⚠️ Under Article 477, §6, CLT, ALL termination amounts must be paid within 10 (ten) CALENDAR DAYS of the termination date, regardless of the notice modality. 2.3. ⚠️ Under Article 477, §8, CLT, late payment beyond the 10-day deadline triggers a PENALTY equal to one month's salary of the Employee, payable to the Employee.
3. TRCT — TERMO DE RESCISÃO DO CONTRATO DE TRABALHO — SETTLEMENT CHECKLIST 3.1. Balance of salary + proportional vacation + 1/3 bonus + proportional 13th salary (saldo de salário/férias+1/3/13º proporcional): 3.2. FGTS termination penalty — 40% of the FGTS balance (multa de 40% do FGTS), where applicable: 3.3. FGTS withdrawal key / unemployment insurance eligibility (chave de saque do FGTS / seguro-desemprego): 3.4. Payment date of the full settlement: (⚠️ must not exceed 10 calendar days from termination). 3.5. ⚠️ Transmit the corresponding eSocial dismissal event (evento de desligamento) — coordinate with your contador/payroll system.
SIGNATURES Employer ______________ Employee (acknowledgement) ______________ / /
This is a boilerplate template, not legal advice. Brazilian labour, data-protection, consumer- protection and sanitary law (the Consolidação das Leis do Trabalho — CLT, Decreto-Lei 5.452/1943, as reformed by Lei 13.467/2017; the eSocial digital reporting system, under which the admission event must be filed no later than the day before work starts and the CTPS Digital record is updated automatically; Lei 12.506/2011 on proportional notice periods; Lei 13.352/2016, the Lei do Salão Parceiro; the LGPD — Lei 13.709/2018 — supervised by the ANPD, including the simplified regime for agentes de pequeno porte under Resolução CD/ANPD nº 2/2022; the Código de Defesa do Consumidor — CDC, Lei 8.078/1990 — and Decreto 7.962/2013 for e-commerce; and ANVISA's RDC 216/2004 on food-service good practices, as supplemented by state/municipal vigilância sanitária rules) is highly procedural, tied to fixed statutory deadlines (e.g. eSocial admission BEFORE the first working day, a 3-calendar-day minimum notice for each intermittent-work shift, a 10-day TRCT settlement deadline, a 30-day advance vacation notice) and to significant penalties for missed deadlines or missing documentation. ⚠️ ADDITIONAL CONTEXT TO VERIFY WITH YOUR ADVISORS: (1) NR-1/PGR — psychosocial risk factors (fatores de risco psicossociais, Portaria MTE 1.419/2024) became subject to PUNITIVE fiscalização from 26 May 2026 — confirm your current Programa de Gerenciamento de Riscos (PGR) status (MEI is exempt; low-risk ME/EPP may qualify for a simplified declaration at pgr.trabalho.gov.br); (2) the "pejotização" question (STF Tema 1389) — whether an "autônomo"/"PJ" services arrangement may be reclassified as employment — remained UNRESOLVED by the Supreme Court (STF) as of mid-2026; any PJ/autônomo arrangement carries this litigation risk; (3) NFC-e/NF-e/CF-e-SAT/MFE/NFS-e fiscal documents are issued through your accountant's (contador) authorised system and are OUT OF SCOPE for this template; (4) almost every small business in this segment operates under Simples Nacional (MEI/ME/EPP) — a contador is a de facto mandatory partner for payroll, tax and eSocial compliance. This English text is a DRAFTING AID ONLY. It must be reviewed, translated into Portuguese where required for validity/ enforceability, and adapted by a Brazilian labour/commercial lawyer (advogado) and accountant (contador) — and checked against current guidance from the Ministério do Trabalho e Emprego (MTE), ANPD, ANVISA, Procon and local vigilância sanitária — before use.
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