Brazil Notice Period Calculator

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how many days notice entitled brazil

How many days of notice am I entitled to?

Short answer: from 30 to 90 days, depending on how long you worked at the company. Under 1 year, 30 days; each full year adds 3; 20 years or more, 90. If you are the one ending it, the common rule is 30 days, with no increment.

The cases that change the number of days

In a dismissal without cause by the employer, the period is 30 + 3 x full years, capped at 90. A few points of the table: 2 years, 36 days; 3 years, 39; 5 years, 45; 8 years, 54; 12 years, 66; 15 years, 75; 19 years, 87. At 20 years the increment hits the legal limit of 60 days and notice stops at 90, even for someone who worked 25 or 30 years at the same company. The calculation uses the years up to the day the notice is given.
A few edge cases. With exactly 1 year, the most common reading gives 33 days; some read it as the increment starting only after passing 1 year, and the difference is a single day. For a resignation, the prevailing view, from Labor Ministry Technical Note 184/2012, is 30 days with no increment, although there is an isolated TST panel ruling applying proportionality against the employee too. Notices given before 13 October 2011 were 30 days for everyone (Precedent 441). In a mutual-agreement termination (CLT, art. 484-A) the period is the same as the employer one, but paid-out notice is halved.
On a dismissal for cause there is no notice. With under 1 year at the company, it is 30 days with no increment. If the notice is paid out, the exit date on the work card moves to the end of the period and the period counts as time of service. The tool counts full years up to the date the notice is given, not up to its end, so the projection creates no extra notice days. In borderline cases, close to a hire anniversary, check with HR or a labor lawyer.

Days by situation (notice on 2 November 2026)

Under 1 year

Input: Admissão 01/03/2026, empregador
Expected output: 30 dias

Ends 2 December 2026.

Exactly 1 year

Input: Admissão 02/11/2025, empregador
Expected output: 33 dias

Full-years reading. Under the strict reading, 30.

6 years and 7 months

Input: Admissão 10/03/2020, empregador
Expected output: 48 dias

30 + 18.

Resignation

Input: Admissão 10/03/2020, empregado
Expected output: 30 dias

No proportional days.

30 years at the company

Input: Admissão 02/11/1996, empregador
Expected output: 90 dias

Held to the cap; ends 31 January 2027.

Full tool FAQ

How many days of notice am I entitled to?

It is 30 days, plus 3 days per full year of service at the same company, up to 90 days (Law 12,506/2011). At 1 year it is 33 days, at 5 years 45, at 10 years 60 and at 20 years or more 90. With less than 1 year at the company it is 30 days.

How is the notice period counted?

What is the 2-hour or 7-day reduction in worked notice?

How is paid-out notice calculated?

Does an employee who resigns also get proportional notice?

With exactly 1 year at the company, is it 30 or 33 days?

Does paid-out notice count as time of service?

Are INSS, income tax or FGTS charged on paid-out notice?

When is there no notice at all?

Is the result final? Should I confirm it with someone?

Frequently asked questions

Does someone who resigns have to serve proportional notice?

The prevailing view is no: the employee serves 30 days. If they do not, the employer can deduct the equivalent of 30 days of pay (CLT, art. 487, §2).

Can notice go over 90 days?

Under Law 12,506 no. The increment is at most 60 days and the total reaches 90. A collective agreement or contract may provide more favorable terms, which the tool does not consider.

Do proportional days apply to paid-out notice too?

Yes. Worked or paid out, the period is the same. If paid out, the employee receives pay proportional to all those days and the period counts as time of service.

Next steps

Notice days (Law 12,506/2011)
Full years	Days
Under 1 year	30
1 year	33
2 years	36
3 years	39
4 years	42
5 years	45
6 years	48
7 years	51
8 years	54
9 years	57
10 years	60
11 years	63
12 years	66
13 years	69
14 years	72
15 years	75
16 years	78
17 years	81
18 years	84
19 years	87
20 years or more	90

Notice days (Law 12,506/2011)

Full years

Days

Under 1 year

1 year

2 years

3 years

4 years

5 years

6 years

7 years

8 years

9 years

10 years

11 years

12 years

13 years

14 years

15 years

16 years

17 years

18 years

19 years

20 years or more

The cases that change the number of days

In a dismissal without cause by the employer, the period is 30 + 3 x full years, capped at 90. A few points of the table: 2 years, 36 days; 3 years, 39; 5 years, 45; 8 years, 54; 12 years, 66; 15 years, 75; 19 years, 87. At 20 years the increment hits the legal limit of 60 days and notice stops at 90, even for someone who worked 25 or 30 years at the same company. The calculation uses the years up to the day the notice is given.

A few edge cases. With exactly 1 year, the most common reading gives 33 days; some read it as the increment starting only after passing 1 year, and the difference is a single day. For a resignation, the prevailing view, from Labor Ministry Technical Note 184/2012, is 30 days with no increment, although there is an isolated TST panel ruling applying proportionality against the employee too. Notices given before 13 October 2011 were 30 days for everyone (Precedent 441). In a mutual-agreement termination (CLT, art. 484-A) the period is the same as the employer one, but paid-out notice is halved.

On a dismissal for cause there is no notice. With under 1 year at the company, it is 30 days with no increment. If the notice is paid out, the exit date on the work card moves to the end of the period and the period counts as time of service. The tool counts full years up to the date the notice is given, not up to its end, so the projection creates no extra notice days. In borderline cases, close to a hire anniversary, check with HR or a labor lawyer.

Days by situation (notice on 2 November 2026)

Under 1 year

Input: Admissão 01/03/2026, empregador
Expected output: 30 dias

Ends 2 December 2026.

Exactly 1 year

Input: Admissão 02/11/2025, empregador
Expected output: 33 dias

Full-years reading. Under the strict reading, 30.

6 years and 7 months

Input: Admissão 10/03/2020, empregador
Expected output: 48 dias

30 + 18.

Resignation

Input: Admissão 10/03/2020, empregado
Expected output: 30 dias

No proportional days.

30 years at the company

Input: Admissão 02/11/1996, empregador
Expected output: 90 dias

Held to the cap; ends 31 January 2027.

Full tool FAQ

How many days of notice am I entitled to?

How is the notice period counted?

What is the 2-hour or 7-day reduction in worked notice?

How is paid-out notice calculated?

Does an employee who resigns also get proportional notice?

With exactly 1 year at the company, is it 30 or 33 days?

Does paid-out notice count as time of service?

Are INSS, income tax or FGTS charged on paid-out notice?

When is there no notice at all?

Is the result final? Should I confirm it with someone?

Frequently asked questions

Does someone who resigns have to serve proportional notice?

The prevailing view is no: the employee serves 30 days. If they do not, the employer can deduct the equivalent of 30 days of pay (CLT, art. 487, §2).

Can notice go over 90 days?

Under Law 12,506 no. The increment is at most 60 days and the total reaches 90. A collective agreement or contract may provide more favorable terms, which the tool does not consider.

Do proportional days apply to paid-out notice too?

Yes. Worked or paid out, the period is the same. If paid out, the employee receives pay proportional to all those days and the period counts as time of service.