Brazil Notice Period Calculator

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worked notice 2 hour reduction brazil

Worked notice: the 2-hour or 7-day reduction

In worked notice given by the employer, the employee chooses between two reductions, both with no pay loss: work 2 hours less per day throughout the notice, or work normally and skip the last 7 consecutive days. The choice does not change the end date.

How each option works

Article 488 of the CLT says that during the notice, and if the termination was initiated by the employer, normal working hours are cut by 2 hours a day, with no loss of full pay. The sole paragraph allows the employee to work without that reduction and be absent, with no pay loss, for 7 consecutive days in the case of 30-day notice. Someone working 8 hours a day goes to 6 hours under the first option, and the pay calculation stays the same as a regular month.
The second option depends on dates. Notice given on 2 November 2026 for 48 days ends on 20 December 2026, using the count that excludes the notice day. With the 7 consecutive days off, the last day worked is 13 December 2026. A 30-day notice given on 2 November 2026 ends on 2 December 2026 and the last day worked would be 25 November 2026. In both cases the contract only ends on the end date, and the exit recorded on the work card is the end of the notice, not the last day of work. Items such as vacation and the 13th count the whole period.
Three notes. The article 488 reduction applies when the employer ends the contract; an employee who resigns serves the notice with no reduction. The sole paragraph speaks of 7 days for the 30-day notice, and the law does not repeat the rule for proportional notices; the tool applies the same 7 days to the longer notice, which is common practice, but confirm with HR. And if the employer excuses you from working, the notice becomes paid out, with the amount paid in cash. In that case the reductions do not apply and the calculator shows the amount and the projection.

Dates with notice given on 2 November 2026

30 days, 7 days off

Input: Admissão 01/03/2026
Expected output: Termina em 02/12/2026

Last day worked: 25 November 2026.

33 days, 7 days off

Input: Admissão 10/03/2025
Expected output: Termina em 05/12/2026

Last day worked: 28 November 2026.

48 days, 7 days off

Input: Admissão 10/03/2020
Expected output: Termina em 20/12/2026

Last day worked: 13 December 2026.

48 days, 2 hours a day

Input: Admissão 10/03/2020
Expected output: Termina em 20/12/2026

You work until the end, 2 hours less per day.

Resignation, 30 days

Input: Admissão 10/03/2020, empregado
Expected output: Termina em 02/12/2026

No article 488 reduction.

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

Can I swap the 2 hours a day for the 7 days off?

Yes, the choice is the employee (CLT, art. 488, sole paragraph). The swap is arranged with the employer, who must respect the option, and it changes neither pay nor the notice end date.

Can the reduction hours be paid out in cash?

Not as a rule. The reduction exists so the employee has time to look for another job, and the shorter workday creates neither overtime nor a deduction. If the employer demands the full workday without granting the time off, the case can become a claim for hours, which a lawyer can assess.

Can I miss more days than the 7 of notice?

Absences beyond the 7 consecutive days are not covered by article 488 and can be deducted as unexcused absence unless agreed with the employer. Arrange it in writing with HR.

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

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worked notice 2 hour reduction brazil

Worked notice: the 2-hour or 7-day reduction

How each option works

Article 488 of the CLT says that during the notice, and if the termination was initiated by the employer, normal working hours are cut by 2 hours a day, with no loss of full pay. The sole paragraph allows the employee to work without that reduction and be absent, with no pay loss, for 7 consecutive days in the case of 30-day notice. Someone working 8 hours a day goes to 6 hours under the first option, and the pay calculation stays the same as a regular month.

The second option depends on dates. Notice given on 2 November 2026 for 48 days ends on 20 December 2026, using the count that excludes the notice day. With the 7 consecutive days off, the last day worked is 13 December 2026. A 30-day notice given on 2 November 2026 ends on 2 December 2026 and the last day worked would be 25 November 2026. In both cases the contract only ends on the end date, and the exit recorded on the work card is the end of the notice, not the last day of work. Items such as vacation and the 13th count the whole period.

Three notes. The article 488 reduction applies when the employer ends the contract; an employee who resigns serves the notice with no reduction. The sole paragraph speaks of 7 days for the 30-day notice, and the law does not repeat the rule for proportional notices; the tool applies the same 7 days to the longer notice, which is common practice, but confirm with HR. And if the employer excuses you from working, the notice becomes paid out, with the amount paid in cash. In that case the reductions do not apply and the calculator shows the amount and the projection.

Dates with notice given on 2 November 2026

30 days, 7 days off

Input: Admissão 01/03/2026
Expected output: Termina em 02/12/2026

Last day worked: 25 November 2026.

33 days, 7 days off

Input: Admissão 10/03/2025
Expected output: Termina em 05/12/2026

Last day worked: 28 November 2026.

48 days, 7 days off

Input: Admissão 10/03/2020
Expected output: Termina em 20/12/2026

Last day worked: 13 December 2026.

48 days, 2 hours a day

Input: Admissão 10/03/2020
Expected output: Termina em 20/12/2026

You work until the end, 2 hours less per day.

Resignation, 30 days

Input: Admissão 10/03/2020, empregado
Expected output: Termina em 02/12/2026

No article 488 reduction.

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

Can I swap the 2 hours a day for the 7 days off?

Yes, the choice is the employee (CLT, art. 488, sole paragraph). The swap is arranged with the employer, who must respect the option, and it changes neither pay nor the notice end date.

Can the reduction hours be paid out in cash?

Can I miss more days than the 7 of notice?

Absences beyond the 7 consecutive days are not covered by article 488 and can be deducted as unexcused absence unless agreed with the employer. Arrange it in writing with HR.