Holidays, absences and leave are topics that frequently raise questions for both employees and companies. Understanding the rules prevents conflicts and ensures compliance with the law. Here’s what you need to know.
The right to holidays
As a general rule, employees are entitled to 22 working days of holiday per year. In the year of admission, the entitlement is proportional to the time worked, with specific rules for the first months. Holidays should be scheduled by agreement and, in the absence of an agreement, according to legal rules.
Holiday pay
In addition to days off, employees are entitled to holiday pay (subsídio de férias), which corresponds to the remuneration for the holiday period. It can be paid in full or in twelfths, as agreed.
Justified absences
The law provides for justified absences, for example, due to illness, death of a family member, fulfilment of legal obligations, or assistance to family members. Some maintain remuneration, others do not, depending on the reason and duration.
Unjustified absences
Unjustified absences result in loss of remuneration and may have disciplinary consequences. Recurrence can be grounds for disciplinary proceedings.
Leave
There are specific types of leave, such as parental leave, leave for childcare or family care, and unpaid leave. Each one has its own rules regarding duration, communication, and job protection.
Record-keeping and communication
The company must keep records of holidays, absences, and leave, and the employee must communicate and justify absences within the deadlines. Organising this information helps prevent disputes.
The balance between rights and management
Managing holidays and absences requires reconciling employees' rights with the company's needs. Advance holiday planning and knowledge of the rules help both parties.
At Grupo Your, we support companies in labour management, from attendance records to subsidy processing. Talk to us to keep everything compliant.
