In Brazil, employees are entitled to 30 calendar days of paid annual leave (férias) per year under the Consolidated Labour Laws (CLT). In addition to normal pay, employees receive a one-third bonus (terço constitucional de férias) on top of their regular salary.

Statutory entitlement

30 calendar days of paid annual leave. One-third bonus (terço constitucional) on top of normal remuneration.

Eligibility

Employees must complete a 12-month acquisition period (período aquisitivo) to be entitled to full férias. For partial periods, leave is pro-rated.

Employer obligations

  • Grant 30 calendar days of paid annual leave after the acquisition period.
  • Pay the employee's normal remuneration plus the one-third bonus.
  • Allow the employee to take férias within the subsequent 12-month concession period.
  • Pay double the normal remuneration for any untaken férias beyond the concession period.
  • Pay for unused férias on termination of employment.
  • Not split férias into more than two periods (one of which must be at least 14 days).

Employee rights

  • Right to 30 calendar days of annual leave.
  • Right to the one-third bonus on top of normal pay.
  • Right to double pay for untaken férias beyond the concession period.
  • Right to paid leave payout on termination.

Common pitfalls

  • Not paying the one-third bonus — this is a constitutional right.
  • Not allowing férias within the concession period — failure to do so results in double pay.
  • Splitting férias into more than two periods — the CLT limits splitting to two periods.

The acquisition and concession periods

Employees earn férias during a 12-month acquisition period. They must take their férias during the subsequent 12-month concession period. If the employer fails to grant férias within the concession period, the employee is entitled to double pay.

Frequently asked questions

Can férias be sold (abono pecuniário)?

Yes. Employees can sell up to one-third (10 days) of their férias back to the employer. The sold days are paid at double the normal rate.

Sources

This page is provided for general guidance and does not constitute legal advice. Always check the cited primary source for current law before making employment decisions.