Notice period

Brazil's notice period requirement, known as aviso-prévio, mandates that either an employer or employee must provide 30 days' written notice before terminating an employment contract. This period applies to indefinite-term employment relationships and serves as a transition window allowing the other party to prepare for separation, whether through recruitment, knowledge transfer, or financial planning.

The notice period is governed by Article 487 of the Brazilian Labor Code (Consolidação das Leis do Trabalho, or CLT), which establishes the fundamental framework for employment termination procedures. The regulation applies uniformly across all employment sectors and geographic regions within Brazil.

During the 30-day notice period, the employee remains obligated to work and receive full compensation. The employer may, alternatively, pay the employee's salary for the notice period without requiring the employee to continue working—a practice known as "aviso-prévio indenizado." If the employee fails to work during the notice period without justification, the employer may deduct wages corresponding to the unworked days.

Recent amendments have maintained the 30-day standard, though certain circumstances may extend this period. For instance, domestic workers and rural workers have specific notice provisions under supplementary legislation.

Employers and payroll teams must ensure that termination notices are issued in writing, clearly stating the termination date and the reason for dismissal where applicable. Documentation of notice delivery is essential for compliance verification. Payroll systems must accurately calculate and process final payments, including accrued vacation, thirteenth-month salary proportions, and severance obligations, ensuring all statutory requirements are met before employment concludes.