Exit and severance
What does it really cost to end an employment in Brazil?
Map every component of the exit for your exact case, notice, 13th salary, vacation and the additional third, FGTS and the penalty, benefits run-off, union obligations and payment deadlines. Then get the calculation prepared by our Brazil team and internally reviewed before it reaches you.
Your termination scenario
This tool does not display a severance figure on screen, and it should not. Brazilian termination amounts depend on the contract, the union convention, the reason and the facts of the case. We prepare the calculation, review it internally, then send it to you. How our figures are reviewed.
- Reviewed before it reaches you. A Brazil payroll and employment specialist checks every figure and assumption internally first.
- Written, with assumptions stated. You receive the components, the assumptions, the effective date and what would change the number.
- No obligation to use us. Ask for the calculation on its own. If you want us to run the exit, we can, in any state in Brazil.
Your exposure map
What a Brazil exit is actually made of
Notice period, aviso prévio
Worked or indemnified notice, with the statutory extension that grows with length of service. The choice between worked and paid notice changes both cost and exit date.
Salary balance and accrued entitlements
Days worked in the final month, plus anything unpaid such as commission, on-call, allowances or approved expenses.
13th salary, proportional
The proportion of the annual 13th salary earned up to the termination date, including the notice period where it counts.
Vacation, accrued and proportional, plus the constitutional bonus
Untaken vacation and the proportional balance, each with the additional third required by the Federal Constitution.
FGTS deposits and the termination penalty
Outstanding deposits on the final amounts, plus the statutory penalty on the balance where the termination type triggers it.
Benefits run-off
Health cover, meal, transport and any collective-agreement benefit that continues past the exit date or must be settled.
Collective bargaining agreement obligations
The applicable union convention can add homologation, notice, benefit continuity or extra indemnities that a generic national calculator never sees.
Documentation, deadlines and filings
Termination paperwork, eSocial reporting and the statutory payment deadline. Missing the deadline is itself a penalty.
Litigation risk provision
Where classification, overtime, protected status or disputed pay is involved, the real exposure is the claim, not the payslip. This is where reviewed advice pays for itself.
What you receive. A written termination brief for your scenario: the calculated amounts, the notice and payment deadlines, the collective-agreement points that apply in your location, the documents required, and the risks worth settling before you act. Prepared by our Brazil team and internally reviewed before it is sent.
Answer the four scenario questions to request the reviewed brief.
Why reviewed, not instant
An instant severance number is the cheapest way to create a labour claim
Brazil settles employment disputes in labour courts that examine the facts, not the paperwork. The figure that matters is the one that survives that review, which is why ours is checked by a specialist before it is issued.
The convention changes the answer
The collective bargaining agreement that applies to the role and the location can add notice, benefit continuity or extra indemnities that no national calculator accounts for.
The reason changes the answer
Without cause, with cause, resignation, mutual agreement and end of term each produce a different settlement and a different set of deadlines.
The facts change the answer
Sick leave, pregnancy, union roles, accident history, unpaid overtime or a contractor arrangement move a case from routine to escalated.
If the exit is really a classification question, start with contractor misclassification in Brazil. If you are budgeting the whole employment instead, use the Employment Cost Builder.
Common questions
Brazil termination questions we answer every week
Why does this tool not show a severance number on screen?
Because a wrong number in Brazil is expensive for you. Termination amounts depend on the contract type, the reason for the exit, length of service, the applicable collective bargaining agreement and the facts of the case. We prepare the calculation for your scenario and a Brazil payroll and employment specialist reviews it before it is sent to you.
What does a Brazil termination payment usually include?
Notice, worked or indemnified, the salary balance, proportional 13th salary, accrued and proportional vacation with the constitutional additional third, FGTS deposits and, where the termination type triggers it, the statutory penalty on the balance. Benefits run-off and collective agreement obligations are settled on top.
How fast do we receive the reviewed calculation?
Normally within one business day of receiving the scenario. Cases involving protected status, disputed pay, contractor reclassification or an existing claim take longer, because they are escalated for specialist review rather than answered quickly.
Can SIBRA carry out the termination as well?
Yes. We manage exits for people employed through our own Brazilian company, and we can support terminations on your own entity through payroll administration. We also run the recruitment or replacement afterwards, anywhere in Brazil.
What if the person was engaged as a contractor or PJ?
That case is treated as a classification review first, not a payroll calculation. Ending a contractor relationship that operated like employment is the most common route to a labour claim in Brazil, so we look at the facts before any figure is issued.