Brazilian Severance Pay Calculator
Estimate Brazilian severance pay: salary balance, notice pay, proportional 13th salary and vacation, unused vacation, and the FGTS termination fine.
Simplified educational estimate. It doesn't account for the notice period projecting the contract end date, overtime/allowance averages, collective bargaining agreements, INSS/income tax withheld from each item, or the actual FGTS withdrawal. Confirm with HR, an accountant, or a labor lawyer before making decisions.
This calculator estimates the main payments due at the end of a Brazilian CLT employment contract: salary balance, indemnified notice pay, proportional 13th salary, proportional vacation with the 1/3 bonus, overdue vacation (if any), and the 40% (or 20%, for a mutual agreement) fine on the FGTS balance. The termination type completely changes the result — a dismissal without cause entitles the worker to nearly every item, while a dismissal for cause limits payment to the salary balance and overdue vacation. Fill in the contract details to see the estimate.
How to use
- Enter the gross salary, the admission date, and the termination date.
- Choose the termination type and, if applicable, whether notice was indemnified or worked.
- Enter the current FGTS balance and whether there's overdue vacation to see the estimated total.
Worked example
A worker earning R$3,000.00, hired on 03/10/2023 and dismissed without cause on 08/20/2026, with indemnified notice and an FGTS balance of R$12,000.00, would get: a 20-day salary balance (≈R$2,000.00), 39 days of indemnified notice — 30 days plus 3 days per complete year of service (≈R$3,900.00), an 8/12 proportional 13th salary (≈R$2,000.00), a 6/12 proportional vacation + 1/3 (≈R$2,000.00), and a 40% FGTS fine (R$4,800.00). The estimated total comes to around R$14,700.00, not counting any overdue vacation.
Frequently asked questions
What am I owed under each termination type?
Dismissal without cause: salary balance, notice pay, proportional 13th and vacation, overdue vacation (if any), and a 40% FGTS fine. Resignation: salary balance, proportional 13th and vacation, and overdue vacation, but no indemnified notice or FGTS fine. Mutual agreement (Art. 484-A): the same items as dismissal without cause, but with notice pay and the FGTS fine cut in half (20%). Dismissal for cause: only the salary balance and overdue vacation — no proportional 13th or vacation.
How is indemnified notice pay calculated?
The general rule is 30 days, plus 3 days for each complete year of service at the company, up to a cap of 90 days (Law 12.506/2011). Under a mutual agreement, the notice amount is paid at half value.
What are proportional 13th salary and vacation?
They're amounts calculated in twelfths based on time worked in the current, still-open period. The proportional 13th counts months worked in the current year starting from January; proportional vacation counts months since the last admission-date anniversary. In both cases, a month only counts as complete if the worker was there for 15 days or more of it.
What is the 40% FGTS fine?
It's a penalty the employer pays when dismissing without cause, equal to 40% of everything deposited into the FGTS account during the contract (plus returns). Under a mutual agreement, the fine drops to 20%. It isn't owed on a resignation or a dismissal for cause.
Are the amounts shown here already net?
No, these are gross estimates. Some termination items have INSS and income tax withheld (like the salary balance, notice pay, and 13th salary), while others are tax-exempt (like the FGTS fine and the vacation's 1/3 bonus). For the final net amount, check with HR or an accountant.
Why do I need to enter the FGTS balance manually?
Because FGTS is deposited monthly by the employer (8% of salary) into an account tied to the worker, and the accumulated balance depends on the full deposit and returns history — information that only appears on the official FGTS statement, available through Caixa's app or website.